Seattle Children's reviews

I worked in a department where I watched my manager STEAL expensive equipment and sell it on eBay to pocket the money. He was a raging misogynist and had zero education, training or previous experience. He was completely incompetent and couldn't perform the most basic functions of the job. None of this was that big of an issue in my daily job functions because he NEVER CAME INTO WORK, and so he never botherd me or my team mate's. We all did our work perfectly without him. Our team would go WEEKS without hearing from him. He would tell others outside of the department he was working from home, but he didn't know how to access our online work sites remotely. After some time I felt compelled to bring this information to HR because it was becomming a serious ethical issue. Seeing this person steal money and time from sick and dying children. I (and others in the dept) brought this up to upper management and HR. Then our whole team (minus the manager) were investigated for things he had done wrong. We were all reprimanded while he was protected by upper management. HR even agreed that we didn't do anything wrong and that he was the one committing wrong doing, but then told us these are the consequences you face or get out. You will also be very under paid and there is little room for career advancement.

Lacking leadership at middle-tier-management level, so anticipate drama, potential for negative annual reviews. The culture is becoming increasingly bent towards administration initiatives at the expense of clinical needs. Little movement of management across departments leading to exclusive / unilateral decision making domains where a manager can make or break your career. While they report competitive compensation, it can take a decade to reach the top of your pay scale. For example, a pay scale that starts at $20/hour and tops out at $29/hour reaches $24/hour after 5 years. HR supports management, not employees-- if you're bullied or disagree with your manager you have no recourse. Preaches growth, engagement, career and educational opportunities but the emphasis is on administrative growth, not clinical growth, as well as institutional academic snobbery when allowing access to educational opportunities. A gaping schism between senior management and the worker.