UPMC Compagnie réclamée
A $16 billion world-renowned health care provider and insurer, Pittsburgh-based UPMC is inventing new models of patient-centered, accountable care. Lire la suite
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Compensation is low relative to workload and responsibility. Staffing, accountability, and leadership quality vary widely, often leading to uneven workloads and expanding duties without recognition. Cost-control priorities can negatively impact staff morale, patient access, and care outcomes.
Posted a month ago
Qu’avez-vous le plus aimé du procédé d’entretien?
The company said all the right stuff — and I believed it until week on
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Patients have mixed experiences but seem to be delayed care despite hurdles being surmountable with accountability.
Que faut-il changer pour améliorer la culture de l’entreprise?
A healthier culture would require stronger professionalism, including reducing gossip about coworkers and patients, and clearer expectations for respectful communication. Consistent accountability, fair workload distribution, and reliable leadership follow-through are also needed.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
I feel undervalued because responsibilities and workload continue to increase without corresponding recognition, compensation, or support. Consistent effort often results in more work rather than acknowledgment, and performance differences are not addressed fairly, which reinforces imbalance.
Qu’est-ce que vos collègues doivent améliorer et comment pouvez-vous mieux travailler ensemble?
Collaboration would improve with clearer communication, more consistent accountability, and better distribution of workload. Stronger teamwork and willingness to support shared responsibilities would reduce bottlenecks, prevent burnout, and create a more balanced, effective, and patient-focused work
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Management should improve transparency, accountability, and consistency in expectations. Strong performers are often rewarded with more work rather than recognition, while performance issues are addressed unevenly. Greater investment in staffing, employee retention, and patient safety would improve
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