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Lindamood-Bell Learning Processes

Engaged Employer

Lindamood-Bell Learning Processes reviews

3.0

35% would recommend to a friend

(279 total reviews)

Nanci Bell

26% approve of CEO

19% positive business outlook

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279 reviews

Reviews about "Compensation"

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2.0
Sep 1, 2019
Recommend
CEO approval
Business Outlook

Pros

- Effective programs. Most students get noticeably better within weeks to months! The exceptions are "challenge students" - those with severe diagnoses that take years to show improvement, if they do at all. -Most kids are fun to work with or at least are willing to learn and do the work with a little motivation. (About 5-10% are really difficult.) -Great coworkers! I have met so many inspiring, dedicated people working here. -Hour long lunch -Flexible hours, especially if you're working part time

Cons

-EXTREMELY expensive. Parents are charged about $130/hr (!) and while the programs are valuable they're not worth NEARLY that much. As a result, most kids that go here are from rich families, unless their parents got the school district to pay for instruction. No scholarships or tuition breaks for less privileged families whose kids need help. -Low pay and expensive benefits. Clinicians start at $18/hr at a center in a high-cost-of-living area, probably less elsewhere. Employees pay 50% of the cost of medical insurance compared with the corporate standard of 20%, and the 401k match is laughable. Pay and benefit ratios need to be quite a bit better given what the company charges parents. Basically it's a cheap company. -Upper management is often completely disconnected from day-to-day center functioning, and cares only about maximizing profit (see: Academy rollout. It went terribly.). Favoritism and nepotism are big factors in who's in upper management and who gets promoted in centers (promotion process feels arbitrary and it's never mentioned why certain people are promoted and others aren't). -It often sucks to work with those 5-10% of kids I mentioned who are really difficult, behaviorally and otherwise. -Terrible fiscal management. Corporate is focused on expanding the company nationally and globally rather than marketing to areas where it could get a lot more revenue already. For example I live in a pretty big city and the SLC there had 2-4 kids, who were either repeat students from last summer or only heard about it by word of mouth.

3.0
Aug 14, 2019

Not a viable career path

Recommend
CEO approval
Business Outlook

Pros

I did work for Lindamood-Bell for two consecutive summers, so there were definitely aspects to my job that I loved and will miss now that I am moving on. For the right kind of person in the right circumstances, tutoring at LMB can be a great fit. You are given amazing opportunities for professional development in teaching and you get exposure to students with all kinds of learning/developmental differences. (Most) of my coworkers were fun to talk to, supportive, and receptive to concerns. You will most likely get very attached to the kids and become invested in seeing them advance through the programs.

Cons

As it stands now, Lindamood-Bell expects clinicians to essentially perform the same functions as a special education teacher (especially if they work with Academy students) for not much more than minimum wage. Clinicians making $15-$18 an hour, depending on their location, are expected to take detailed instruction notes and entertain children while making sure they get through an absurd number of activities in very short windows of time. You have to keep them on task and positively affirm them, even if their behavior is insulting and rude. Management will tell you that you can always come to them if you are having problems with a particular student, but they will waste no time removing that student from your schedule, most likely cutting your hours in the process. Centers seem to be encouraged to take on as many students as they can so corporate management can fund their planned global expansion (I'm not kidding. There are now centers in Singapore and Australia, with more promised). This, of course, results in the company accepting students with severe behavioral issues that their programs cannot fix, at least without behavioral intervention first. I got the impression multiple times during training that some in the company believe diagnoses like dyslexia and autism were not due to any cognitive or neurological differences, but because of a weakness in "concept imagery" or "symbol imagery," their branded terminology. I saw this firsthand in my center this past summer. A student with an autism diagnosis struggled to process basic questions she was asked in session. Center management kept attributing this to a weakness in her "concept imagery" instead of working within the parameters of her diagnosis, which made it difficult for her to concentrate and to understand what she was being asked.

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