Inovalon reviews

Corporation places "high power" titles to recruit and exploit the market to hire individuals with advanced degrees to underpay and overwork individuals shifting overall employee demographic when employer market was less competitive (Upper Management: predominantly white, male, MA/PhD, long time family or friends, Mid-Level Management: predominantly white, 50/50 male to female ratio, HS, BA, MA and Floor Level Associate and Staff: predominantly black females, 20s to 50s, HS Degree. Culture and Values lead by upper management are not carried through and lessens opportunities for its employees and community by limiting philanthropic work to large name corporations to get press coverage and tax write offs. The department works in contract with major Health Insurance Plans yet fails to negotiate sub par health benefits for its' employees. Request for financial assistance to further education has been denied multiple times on the basis that individuals are untrustworthy and one receive their degree leave the company. Contracts and large lay offs result from upper management overpromising to deliver results to large reputable Health Plans and tarnishes professional relationships and opportunities for employees to find new employment within the field. Management is often given last minute notification to offer floor staff opportunity to make performance changes to meet the standards and requirements requested by Upper Management. . The type of work is unique to its' industry and limits opportunities for employment change. Employee Compensation Earnings are questionable with generous pay for Upper Management while laying off several employees to also generous self bonuses while laying off hard working under appreciated employees, Retirement Package benefits allow vestment schedule to secure only upper management's retirement until where they continue to downsize and handle smaller accounts probably because of profit loss to get to their retirement. Management has family/friend connections, quick promotions and pay raises occur without demonstrating performance standards. Standards and Expectations are questionably constructed to limit promotional opportunity due to education/cultural/sex/racial background. Organization has only declined in reputation and downsized over the past years with multiple lost contracts which lessens potential business investments and partnerships, easy hiring process of field staff causes sloppy image due to lack of effective training and oversight, company has changed name to derail mistakes and tracking of reputation, company has closed locations, company has lost good leadership.