Management at Sutter needs a major overhaul. - Rehabilitation Services Sutter Health Employee Review

2.0
Jun 12, 2008
Recommend
CEO approval
Business outlook

Pros

Good benefits and retirement. They got rid of the traditional pension they use to offer. Salaries are failry competitive with other local clinics (excluding Kaiser). You get a $20 Safeway gift card at Christmas (this might belong in the downside column).

Cons

Management is allowed to bully employees and human resources is of little help. People in management positions are often focused on moving up the ladder, rather than on being good to their employees. The human resources department works for management, rather than as a mediator. Sutter is very top heavy with management. When they make cuts, for financial reasons, they make the cuts from the frontline/working staff.

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5.0
Jun 11, 2026
Recommend
CEO approval
Business outlook

Pros

The top-notch professionalism work-culture is what made me decide to switch from a contract-worker to a full-time RN.

Cons

I wish that the N95 mask requirement was included while I was in Chicago in my remote physical and urine drug testing during pre-employment. I had to fly in SF for one day to meet the N95 fit requirement then fly back to Chicago to spend more time with family.

3.0
Jun 11, 2026
Recommend
CEO approval
Business outlook

Pros

Leadership trainings, conferences, educational opportunities, Senior leadership seems to respond to employee feedback, Great organizational transparency and clarity around goals and direction, Front-line leadership receiving recognition more often, Fair (not amazing) compensation and benefits overall, Organization seems to be healthy and growing which is encouraging for job security and retention.

Cons

Unsustainable front-line leadership expectations, responsibilities, and tasks without providing support from supervisors or assistant managers specifically in San Francisco campuses, High burnout risk among front-line leaders which is continuing to increase, Growing list of contradicting or conflicting priorities. Patient experience scores have improved greatly in SF but patient quality/safety and employee satisfaction has become the apparent cost of that, Very unreasonable span of control for front-line leaders, i.e. way too many direct reports, Meeting metrics and KPIs at all costs is the message being received. Front-line leaders are left scrambling to reach the data points (regardless of the methods), to get there. In other words, we might be meeting the metrics and KPIs on paper, but that doesn’t necessarily mean the real purpose or reason behind those metrics is being performed. We’re just desperate to keep our jobs, The leadership culture in the last 6-9 months has shifted towards motivation through fear. Fear of losing our jobs or bonuses rather than motivation by providing actual daily support in doing our jobs and genuine concern and encouragement to succeed.

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