Expectations are ridiculous. The focus changes sometimes within a month. You can count on it changing at least monthly. Assessments are supposed to be a priority, but then an "emergency" cpap order will come in and override that. The amount of work that is expected of the HCS (and all positions, really) is unreasonable. In order to see the number of patients required for assessments and setups, all the follow ups, ordering, cleaning equipment, working reports, and being present for conference calls there would always need to be two HCSs per center. That is not the case. Most centers have one. Even in centers with more than one HCS, there's usually enough work for an additional person. No consideration is given to the personal life of HCSs and STs. Everyone else goes home at a decent time, but quitting time for HCSs and STs doesn't exist. Minimal inventory is allowed and the ordering process is cumbersome. Some equipment goes through two approvals before reaching purchasing and it may be rejected at any point. Bonuses are mythical. Thresholds will be set, only to be changed once the center is close or has met them. Mileage reimbursement is helpful but sorely lacking. Being able to answer a phone and use a computer are about all the skills needed for CSRs. Being able to communicate well verbally and in writing are not strong skills I've observed and it's hard to bite my tongue and not make corrections on a daily, sometimes hourly, basis. There is no real training for new managers but rather a sink or swim mentality. Center operations only matter to upper management when they don't meet the requirements for O2 setups. As long as you meet the numbers, nobody cares what you do or how you do it.
