CarDon & Associates CEO and leadership

Love my coworkers. Have a lot of schedule flexibility due to extreme lack of staffing thanks to the lack of any sort of employee retention professionals and substandard pay

The CEO has absolutely no standards nor checks and balances of his administrators. At one facility, there may be 29 beds and they offer substantial pick up bonuses and appropriate shift differentials. At another facility, they may have 89 beds, no weekend differentials, no pickup bonuses despite multiple open holes, only $1 for night shift. There should be a uniform retention program, such as perks for those with good attendance, a Christmas gift, appropriate 5, 10, 15, etc, awards which are the same across allfacilities and proof that the admin spends a certain percentage on this program. It is much cheaper to pay 10 happy employees $20 than 20 unhappy employees $15 because people only want to work prn where they are not appreciated or properly paid. Common sense says they should be sending us anonymous electronic surveys on our culture, climate and working conditions. They do not. Instead, the will come in every few years and question my aids in front of their unit managers. Frankly, the corporate office appears to be incompetent. Obviously, if they kept staff, they could admit more residents. Duh. Instead, they seem to be allowing our admin to pocket bonuses she gets from saving money by not paying an appropriate pay. Many of our aids make far less than the local McDonald's and home health companies. Uniform retention program and policies are common practice with the other companies, so we don't understand what is going on.

I have none. I do like it when I get a free shirt or jacket once a year.

I was unaware we have a leadership team. They don't seem to be effectively working with our facility to teach leadership. I've never had any interaction with the CEO, but I don't think he cares about us.

Company culture electronic survey each year should be standard. This is standard practice. Go back to my previous comment on a professional retention standard. The culture in our facility had been horrible for at least 5 years as our DON isn't permitted to do what needs to be done.

I didn't need to prepare. I used to do the interviewing.

The average in my area is about $5 higher than I make. Where it is a couple dollars lower, there are shift differentials and bonuses which we are not afforded. My coworkers has been there 20 years and makes the same pay as the new nurses. Every time we get a cost of living adjustment, our administrator takes away our yearly raises. I could work in home health for the same pay.

It isn't very diverse, but neither is our community

The love amd compassion of my coworkers. I wish I could say I love to connect with my residence, but the lack of appropriate staffing makes this very difficult. Our nurse to patient ratio is about 1:24 with only one aid