1. Pay is not commensurate with responsibilities and liabilities that can potentially ensue from utilizing personal vehicles to transport clients. STOP the gross bonus money that is awarded for placing clients into steady employment = this creates a competitive work environment vs a TEAM! Client placement numbers are not realistic, nor are they weighted on the difficulty of client.
2. Training does not exist and there is no management/director who cares to give help or explain how to handle case loads of a highly diverse population, or how to navigate vocational rehabilitation protocols for conclusive data and follow-up paperwork, or best practices for a job that requires both in & out of office demands. Sometimes "training" was given by friendly -and sometimes, not so friendly -colleagues, offering up their advice and coping strategies.
3. Preferential treatment and preferred clients were given to veteran employment specialists; in theory, this is totally BACKWARDS! The "vets" should have the more difficult clients to handle and the "newbies" should have the easier clients, especially when the time clock is ticking to place a client in an employment position.
4. LACKING new technology and hardware-most is outdated and OLD-school tech=faxing (who faxes anything anymore?) which makes it difficult for effective data sharing or real-time employment applications and searches in today's fast paced tech-world.
5. Inappropriately dressed managers/directors who do not practice what they preach - "work casual" does not equate to mini-length hemlines or low cut/bralet-showing sun dresses & tops. This too-casual dress code distracts the clients and does not promote the lesson that should be role modeled, instead,
it's just the opposite = unprofessional.
6. Management/Directors LIE about career opportunity and advancement = there is no documented protocols for advancement in the employment division of Goodwill.