Community Research Foundation Reviews

After payment standards were revised all they cared about was billable hours. Like many others have mentioned - you are strongly "encouraged" to "figure out how to bill a service". Without saying it, you are asked to falsify billable services. And if you can't? You are disciplined - write-ups, performance contracts, excluded from pay increases. A lot of toxic culture that is passed down regularly (especially because turnover is high) and there is no chance to heal the environment. Mostly - upper management showed very clearly that they will not take complaints seriously. They will meet the bare minimum legal requirements to "investigate" any reports, but ultimately they want to sweep things under the rug. This means that the squeeky wheel doesn't get the grease - it gets replaced. Without mentioning specifics, in a matter of 2 years there was a turnover of almost 15 people in one department, several of which were long-standing dedicated employees, all due to management choosing one person's word over the rest. No accountability, no apologies, no change. Incredibly sad and disappointing to watch.

Stagnant Compensation: The pay is significantly below industry standards, trailing the market average by roughly 15% to 30%. Flawed Pay Structure: Management pays the same hourly rate to both Full-Time and PRN nurses. This is highly unusual and effectively penalizes PRN staff who do not receive the benefits package afforded to full-time employees. Lack of Representation & Growth: There is no clear path for upward mobility for RNs. Furthermore, the Board and Executive leadership are composed entirely of administrators and clinicians, with zero RN or MD representation at the executive level (with exception of the DoN) Ethical Concerns regarding Billing: There is a heavy emphasis on "billing" clients a minimum amount per shift. This requirement exists regardless of whether the billing is clinically necessary, creating a high-pressure environment that arguably fosters insurance fraud. Failure to meet these arbitrary billing quotas results in disciplinary action, including write-ups and Performance Improvement Plans (PIPs).