PRS reviews

Upper management seems to think they should emulate a toxic form of corporate culture, even though this is a nonprofit mental health organization. Examples: Administrators in top 5 positions, at least one of whom has zero clinical background, rake in nearly 6 times the salaries of most other staff (about $250k, which is a matter of public record). Manipulative tactics such as scapegoating and gas lighting abound ("You say that you have been assigned an impossible amount of documentation? Well, how is your time management?" Or: "You say that your coworker yelled at you and others? You must be too sensitive." Bullies tend to get rewarded with promotions. One particular staff member was promoted and then proceeded to either push out or fire a long succession of staff whom they irrationally saw as a threat. Passive aggressiveness and immaturity of those who are put in charge is a glaring problem because it increases frustration and stress levels and also frankly puts clients and staff at risk when there is a crisis.

POLITICS. Certain cut-throat managers are tolerated because it is inconvenient for senior leadership to face the fact that they are a problem. Staff turnover can easily be blamed on other factors like low pay or a “bad fit.” Not the fact that certain managers are intolerable and just not nice people. But senior leadership is never around to actually see this behavior. There is a lot of favoritism. Exhausting paperwork. Low pay.