Risepoint Operations Department Employee Reviews

I would not work here if the job market weren't so terrible. Don't mistake me, because I give my all to work every day and take pride in how I show up to my work, but it is not by choice that I stay with Risepoint.

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Company could do a lot more to encourage retention and employee satisfaction of quality employees.

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We need transparency within HR. We were told that the pay scales for positions would be made visible and they never were. It is not fair for someone to come in make way more than someone already here. For lower positions, a small scale is needed. It should not be 25k scale for someone making $75,000

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I enjoy working at home and I feel that the work I do has value. But, due to recent events and the influx of AI, I do live in fear of being let go.

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We've been in a period of transition for 2+ years and it's been a very challenging experience. While I trust that our ELT has good intentions, the execution plan for many decisions did not feel well thought out. Due to this, the roll out of changes often felt chaotic, unorganized, and added stress.

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The transparency of the state of the company and industry.

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the leadership team seems to care about the work we do as a company

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The level and frequency of communication.

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I enjoy the Fireside chat sessions

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I trust the decisions they make are made with positive intentions, even if the execution does not feel well thought out. The employee benefits package is thoughtful and one that I imagine is hard to beat.

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Everything. The employee retention tactics are atrocious, misled, and uninspiring, pay is insulting to our hard work, intelligence, and experience, and continuous improvement strategies are nonexistent. The leadership team could not be more out of touch with their employees or the work done here.

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change management around new initiatives

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Transparency, accountability and not doing things to employees, but with employees. Decisions cannot be made in a vacuum. Downstream impacts that effect frontline workers need to have representatives from those departments at the table. The recent vertical alignment is a prime example.

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job security, give employees clear expectations and resources to meet goals

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Leadership team claims transparency, but still works in silos and is not clear about the direction we are taking. For my team, there has been a huge turnover in the last 8 or or so months (about 10 people have left the company) and I believe is due to poor leadership and toxic culture from VP

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Working remotely, the number of holidays and time off.

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Being able to carry over PTO was nice. I enjoy Personify much more than Wellworks.

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Generous paid time off, inclusive health insurance options.

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Fully remote work and paid holidays

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That I am paid fairly for the work that I do. There's a lot of responsibility in the work I do and that brings stress. Being compensated accordingly is important.

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I sometimes feel undervalued due to a lack of transparency around compensation across teams and roles. Having a better understanding of how pay decisions are made, how roles are benchmarked, and what opportunities exist for growth or adjustment would help me feel more confident and aligned.

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We get paid cost of labor and that is insulting. The people who work here are wise, intelligent, hard-working people with mandatory degrees, and to get paid by our labor and not to match the cost of living is truly a blow to our experience, abilities, and contributions to this company.

Review from Operations Dept

as a company we could compensations could be improved and annual increase could at least keep with cost of living increases. the past two annual increases have not even kept up with cost of living increases. Overall compensation is down when adjusted for cost of living.

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Why is there a cap when you are promoted or move internally? If someone coming in is offered more than someone with years of experience at RP, it's unfair and indicates internal moves are not valued as much as external.

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need greater parity across positions

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Everyone wants to do their job well.

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We work well together and everyone is helpful

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We all work well together and can count on each other for getting tasks complete.

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Sense of humor, even during trying times. Intelligence.

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We are all focused on helping our universities be successful.

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It's not that my coworkers need to improve, but that the company needs to include actual connection into how we work. We have little-to-no connection to each other outside of our siloed work, and we're barred from spending time getting to know each other. Allow employees opportunities to connect.

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Overall quality of direct coworkers needs to improve. Management needs to look for critical thinkers than can effectively do their job without being micromanaged.

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Contain dysfunction within teams, understand how decisions impact cross?functional partners, and stay open to feedback. Own outcomes when initiatives fall short, commit to

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The enrollment team could use a little more development as it pertains to soft skills and critical thinking skills.

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I truly don't say this to be extreme, but I don't see anything positive about the culture and environment at Risepoint.

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Inclusivity is important to me, and I appreciate Risepoint's vision in this regard.

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The people I interact with on a regular basis - those on my immediate team and in my department and the cross-functional leaders I interact with regularly.

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Different backgrounds and work experience, diversity and equality

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The people are kind, accepting, encouraging, helpful and giving. The value of teamwork is stressed and celebrated.

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sometimes it feels like the cultural pillars are just for show and not truly embraced or encouraged for all to participate.

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Got to know lots of people at each level

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Being able to voice your opinion and display your attributes.

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Working remotely, the type of work, and the people I work with.

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Building relationships with coworkers and partners truly brings me joy. Having conversations outside of strategy and metrics is when I’m able to get to know people best and build more meaningful, c

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Moving the needle with our partners and students we work with. Helping them find better and new ways of delivering programs.

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Being able to work at home has made my life much less complicated. It allows me to really focus on the work and my internal and external clients.

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Working on strategy for our universities

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Everything is wrong. We need more promotion opportunities and not to be lied to about when they'll be available to us. We need to be paid like our lives are valued. Our voices and input need to be included in company decisions. We are desperately in need of a continuous improvement team.

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Consistent messaging and process along the company needs to be improved. Change can be good but it needs to be well thought out and strategic not haphazard. Overall mission needs to be clear and communicated from the top down especially around change. Should not be in a management vacuum.

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Vertical alignment shift has brought a lot of stress upon our teams and the partners we work for have noticed a decline due to processes being disrupted and not set up for success. Efficiency is down, communication is down and it's affecting our work and relationship with partners.

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Manager lacks leaderships skills, no clear expectations or measurable goals, no feedback, extremely difficult to interact with him.

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The Synergis leadership does not operate in accordance with AP's culture and standards. I am also confused about who's standards are we measured by. It's all very muddied.

Review from Operations Dept