Per Scholas reviews about "team"

-Salary a little lower -Possible work out of your scheduled cohorts

At Per Scholas, every role within the learner lifecycle, from recruiting and admissions to talent solutions, is strictly KPI-driven. This intense focus on individual metrics often leads to employees operating in silos, fostering internal competition not only within their own locations but also against other Per Scholas branches and even their national organization.

-Start-up vibes and problems with a bit of a for-profit mindset for a non-profit.

1. Resource Constraints As a nonprofit, Per Scholas may face limited funding or restricted budgets for staffing, professional development, or program expansion. This can sometimes lead to overextension of responsibilities or slower access to tools and resources. They set outrageous selling/revenue goals and don't assist their staff to be able to do their best. 🔹 2. Workload and Burnout Many roles, particularly in program delivery and partnership development, require high levels of commitment and multi-tasking. Employees experience burnout due to high expectations, especially during cohort launches or partner reporting cycles. 🔹 3. Inconsistent Communication Some teams may experience a lack of clarity or misalignment between national and local leadership, particularly around new initiatives, changes in policies, or cross-functional collaboration. 🔹 4. Limited Career Advancement Depending on your role or department, there may be limited upward mobility or clear pathways for promotion, especially in smaller campuses or specialized teams. 🔹 5. Change Fatigue Per Scholas is a fast-changing organization, and while innovation is encouraged, frequent changes in leadership, systems, or strategic direction can create instability and confusion for some staff.

I unfortunately have a lot to say here because after working here for a significant amount of years, it is very depressing to see what has becoming of the company as a whole. There are some issues once you take it out of the local scene and to a national level. The overall goal unfortunately seems to have become expansion. Unsustainable, rapid expansion at the expense of the mental, physical, and emotional state of the people who work at the respective locations across the country. Didn't collectively hit the mark on certification rates? Should we take a step back and see what the method of each team is that is successful and try to apply that to the teams that are lacking, so that we can plug the holes in low performance areas? No. Expand. Did we actually do well this year? Should we reward our lowly workers with meaningful promotions, pay raises and incentives? No. Make getting a promotion more difficult and...Expand. Should we hire more educators in high demand/ high success yielding areas that are doing well to supplement or make up for areas that are less successful? "Nah... imma do (my own thing) some expanding." It's quite unfortunate to feel like the only way you could get fair compensation is if youre a part of some "club" at the top. For the work that we do, the effect that we have on hundreds of peoples lives a year, the adaptation that we MUST have on the fly, the continuous improvement and upskilling that is expected of us, and the success that we bring, we are criminally underpaid. It cant be said any other way. Dont even get me started on if you happen to live in a city that has egregiously high costs of living, and the fact that there is little to no adjustment made to account for this. Leadership often makes extraordinarily out of touch decisions, that come at the detriment of the "little guy" giving off the impression that they genuinely dont care about the people who work for them. Pay is awful, KPIs are unfair to the point that some teams will actively make decisions that will hurt other teams in the future just to hit their KPIs now. Flaming hurdles are placed in front of those who want promotions, raises, or just a conversation about fair pay. In some cases they WILL LITERALLY DODGE THE QUESTION COMPLETELY and just hope the word salad they spew will confuse you enough to make you shut up about being paid fairly. Meanwhile VPs are making close to (and in many cases more than) $200k a year. It seems that if your job doesnt have anything to do with money exchanging hands you are told to eat dirt and ask for seconds. Some of the people I work with are INCREDIBLY overqualified, skilled, and credentialed for the pay that they receive.

Management, unrealistic goals, toxic positivity.