OhioHealth Careers

  • Website www.ohiohealth.com
  • Industry Hospital & Health Care
  • Locations Columbus, OH
  • Founded 1891
  • Size 10,000+ employees
  • Salary -

OhioHealth Reviews

Rating Score5.0 1 reviews

Ratings by Category

  • 5.0 Career Growth
  • 3.0 Work - Life Balance
  • 4.0 Compensation / Benefits
  • 5.0 Company Culture
  • 2.0 Management
Rating Score5.0
5Career Growth
3Work - Life Balance
4Compensation / Benefits
5Company Culture
2Management

“Great Company Culture, Poor Management”

Verified User Former Employee · H********* · Network Engineer - Oct 7, 2020

ProsOhioHealth has a great company culture and great people. I loved all of my co-workers. I was able to deeply connect with their mission and values and great performance was rewarded with promotion at one time. The people with whom you work are what make the organization great. The organization invests in associates and will pay for you to go to training to lean new skills. The healthcare plan is really good as well. Your paid time off increases the longer you work there and I really liked being able to sell back my unused leave hours at the end of the year. The CEO and medical staff truly care about patients and making healthcare an enjoyable experience for everyone.

ConsManagement won’t hire new people even after there is turnover in many operational positions expecting those who are left to pick up the slack. Although they say they want to promote work life balance you can’t do that without additional Human Resources to continue the work while someone takes time off. More and more work gets added but timelines aren’t readjusted and management tends to come down on you if project timelines aren’t met. If you become a manager it is hard to move up because many people in management stay for a long time and there aren’t very many opportunities until someone leaves.

Reasons for ResignationI left due to management changes and operational procedure changes that I disagreed with. When the new CISO and new CIO were hired they changed existing processes very quickly with little input from the existing staff. I felt senior leadership in IT had betrayed the company values by making material department level changes without first seeking input from those who would be affected by the decisions and by not being transparent about the process. An amazing team I spent three years helping to build was destroyed when my department was merged with another. Over half the team left the company. They also stopped doing in place promotions and required a new position to be created in order to get a promotion so moving up the salary ladder became harder.

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