URAC Reviews

There is lack of leadership and accountability within this organization that will leave any dedicated employee feeling dejected. The new CEO while personable has shown very little divisiveness, given no direction, and can't seem to go a day without talking about himself and his family. Additionally, many at executive level are allowed to skirt their responsibilities as leaders of the organization and treat employee as subhuman contributing the terrible morale. The organizations strategic goals all relate to sales and product development so those who do not work in those areas have no alignment in there day to day activities with the corporate strategy. Salaries are below market for all except for the executive team who seem to make an absurd amount for the level of unprofessionalism and incompetence they display. The benefits are fair, telelwork was recently implemented but it is at your managers discretion, the organization is top heavy and provides no room for growth. 

Overall, there is an overwhelming lack of accountability for anything that produces a less than desirable result. There is a strong lack of communication and this ‘us’ (executive team) vs ‘them’ (staff) mentality. In addition, the organization is very flat so there is minimal room for career growth. The executive team will often make a decision that impacts staff (who are responsible for executing said decision) yet, staff aren’t included in the decision making process or even informed about the decision until a random email. When staff opinions are sought after it's more so for "show" rather than their opinions being valid. We did a whole entire employee survey at the beginning of the year which spoke to how poor the culture at URAC is and the executive team was supposed to come up with a plan to start working on things. Nothing has happened. They even refused to share whatever plan they had come up with (if they came up with one at all) to staff. Given that staff are the ones who have expressed dissatisfaction, you would think they would want to get staff feedback regarding whatever they are doing to try to move URAC forward to ensure that it is actually addressing the key issues staff raised in the first place. The new CEO is more concerned with being liked instead of leading. He tends to attribute the current state of things to something that was created under the former CEO instead of recognizing that he has enabled things to get worse by further elevating people who cause the most problems. While the former CEO had her own way of doing things, she had the respect of most people in the organization because of her ability to lead. This is no longer true. This organization’s leadership team (including some directors in the account and client services team) is full of micromanagers. There are very smart people on staff but they can’t even do their jobs without being bogged down by the unnecessary drama. Fringe benefits: Generally, the salaries of everyone outside of the executive team (who make hundreds of thousands of dollars and can’t even navigate SharePoint properly) are below market average. If you want to get paid a decent wage be prepared to negotiate. Also, the education stipend is rather low which leaves minimal room for professional growth.