Jan 13, 2020
ROi reviews
3.3
58% would recommend to a friend
Michael Rivard
90% approve of CEO
58% positive business outlook
Gender
Parent or family caregiver
Veteran status
4.0
Mar 29, 2019
Recommend
CEO approval
Business Outlook
Pros
Very enthusiastic workplace. Mangers want you to succeed and will give you the tools to be successful.
Cons
The pay is not great.
3.0
Sep 7, 2018
Recommend
CEO approval
Business Outlook
Pros
There are a lot of very sharp co-workers at ROi who all have the best interest of our clients (members) in mind. Process improvement is encouraged and senior leaders are receptive to new ideas. The business has experienced double digit growth virtually every year since inception. Lots of continued potential business opportunity here. Schedule flexibility is very common and allows many single parents to juggle personal responsibilities (when you're not having to work OT) The interim CEO has done a wonderful job, despite being hamstrung by the Mercy BOD. He has kept the ship afloat.
Cons
Given our historical growth and changes in business model, there is always a backlog of work and the tools/systems in place do not have the flexibility to facilitate the business model changes. Attempts to implement enhancements to the tools are under-resourced, resulting in significant additional time invested for mid and entry-level exempt employees. To be frank, the based comp package and HR functions are POOR. Only directors and above are bonus eligible. Your annual eval score is NOT reflective of your raise. One can score as superior and still only get the pool 2% increase (same as someone who scores marginal). Requesting a review of one's grade placement is like pulling teeth. Given the comp structure, in an effort to attract new hires, they are brought with higher titles than their experience would suggest which often exceeds that of existing employees with significantly lower experience. Competence and superior performance in your current role are not rewarded with additional opportunity/advancement. One of the measured metrics was internal leader advancement. The goal was set at 75%; since inception of the metric, it's been ~30%.
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