I feel Sutter Health is resting on its laurels. It once used to be a great company and one folks competed to work for, but no more.
Last year, Sutter put the nail in its coffin as evidenced by Sarah Krevans' departure. Under her leadership, Sutter converted their employees from traditional pension plans to cash balance plans last year. The pension plan was a significant tool for recruiting employees. However, now that they got their fill of labor, they pulled the ol' switch-a-roo. Under the new cash balance plan, Sutter Health is no longer competitive with companies that offer 3.5% or better 401k matches.
There is a lot more details to it, but basically, younger to mid-career employees got screwed hard and Sarah Krevens, along with other long tenured folks, resigned with golden parachute retirement packages they called voluntary employee separation packages (VESP). Except they only made sense for Sarah's demographic. Everyone else: too bad, so sad.
As a matter of policy and hiring practices, Sutter does not promote from within. All openings are open to the public and you will have to compete with folks who already poses the skills and experience listed in the job description, while you can only offer examples of work you've done in your existing job underqualified job, and maybe a certificate or degree vouching for your ability to learn, but without experience, too bad, so sad, they pick the ready-to-go applicant. Yes, there are the cursory attempts at career development and some folks navigate the process successfully, but it's definitely not set up to support existing employees. There is zero incentive for management to promote from within. There needs to be.
