Compare Arkansas DHS vs Refinery Terminal Fire Company BETA

See how working at Arkansas DHS vs. Refinery Terminal Fire Company compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Arkansas DHS vs. Refinery Terminal Fire Company. Learn more about each company and apply to jobs near you.
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Arkansas DHS

Employee Ratings

  • Arkansas DHS scored higher in 8 areas: Overall Rating, Career Opportunities, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
  • Refinery Terminal Fire Company scored higher in 1 area: Compensation & Benefits.
Overall Rating
(full-time and part-time employees only)
Overall Rating
(full-time and part-time employees only)
3.2
(based on 82 reviews)
Arkansas DHS employees rated their Overall Rating 1.2 higher than Refinery Terminal Fire Company employees rated theirs.
Overall Rating
(full-time and part-time employees only)
2.0
(based on 13 reviews)
Career Opportunities
Career Opportunities
3.2
Arkansas DHS employees rated their Career Opportunities 0.9 higher than Refinery Terminal Fire Company employees rated theirs.
Career Opportunities
2.3
Compensation & Benefits
Compensation & Benefits
3.3
Compensation & Benefits
3.4
Work-life balance
Work-life balance
3.4
Arkansas DHS employees rated their Work-life balance 1.7 higher than Refinery Terminal Fire Company employees rated theirs.
Work-life balance
1.7
Senior Management
Senior Management
2.5
Arkansas DHS employees rated their Senior Management 0.6 higher than Refinery Terminal Fire Company employees rated theirs.
Senior Management
1.9
Culture & Values
Culture & Values
3.2
Arkansas DHS employees rated their Culture & Values 1.1 higher than Refinery Terminal Fire Company employees rated theirs.
Culture & Values
2.1
CEO Approval
CEO Approval
Arkansas DHS Ceo Jerry Berry
62%
62%Jerry Berry
Arkansas DHS employees rated their CEO Approval 19% higher than Refinery Terminal Fire Company employees rated theirs.
CEO Approval
Refinery Terminal Fire Company Ceo Lonnie K. Bartlett
43%
43%Lonnie K. Bartlett
% Recommend to a friend
% Recommend to a friend
46%
Arkansas DHS employees rated their % Recommend to a friend 27% higher than Refinery Terminal Fire Company employees rated theirs.
% Recommend to a friend
19%
Positive Business Outlook
Positive Business Outlook
46%
Arkansas DHS employees rated their Positive Business Outlook 39% higher than Refinery Terminal Fire Company employees rated theirs.
Positive Business Outlook
7%

Salaries

Salaries for similar jobs
Salaries for similar jobs
Associate Director1 Salaries
A$20,000/yr
There are no salaries matching this company.

What Employees Say

  • "Good benefits" was the most mentioned Pro at Arkansas DHS.
  • "No support" was the most mentioned Con at Arkansas DHS.
Pros
Pros
"Good benefits"(in 9 reviews)
"Great benefits"(in 5 reviews)
There aren't enough reviews matching this company to generate pros and cons.
Cons
Cons
"No support"(in 5 reviews)
"Low pay"(in 4 reviews)
Featured Review

Current Employee - Director

I have been working at Arkansas DHS full-time for more than a year

Pros

Managers are very competent and active

Cons

i dont see any negative as such

Advice to Management

None

Former Employee - Accounting Analyst

I worked at Refinery Terminal Fire Company full-time for more than 3 years

Pros

Decent pay scale and operations are well versed and up to date. Most training on the operational side is paid for by the company.

Cons

Administration side is outdated with the exception of the IT department. IT is top notch, but not utilized as well as it could be. Communication lacks within the HR, Comptroller, Operations and IT... departments as there are rarely meetings within the four. It is more closed door meetings about solutions to problems between two departments rather than open door meetings with all four departments to come up with solutions before the problems arise. The power for IT to automate many functionalities is there but is not wanted. There is favoritism and if you do what your told without giving advice (unless asked), you’re fine. EVERYTHING is still done with paper and much is wasted. This is another area in which IT could step in. I can compare the environment to walking on eggshells. When I was released, it was a huge weight off of my shoulders. They are VERY strict on time and clocking in and if you are one minute late, you must write a late memo to administration for record keeping. It was very intimidating to write those memos for just being one minute late. It could be from walking from the door to the time clock and be on a forth tardy of only one minute. If you are one minute late, you can be fired. Never alter your timesheet no matter how intimidating being one minute late is. Altering a timesheet for two minutes can get you fired no matter if the memos are intimidating.

Advice to Management

Do studies on more up to date and successful companies on how to improve the business from within. Look toward the future of the company instead of sticking with the, “if it ain’t broke don’t fix it... mentality.” Eventually it catches up to you. Send admin staff to seminars to be more productive instead of relying on 1-3 people. One more thing, it is unethical to have a time clock system that runs on a seven minute rounding rule and have employees write memos for being one minute late. That rule, if used, must be in favor of the employee or work out evenly to benefit both parties, employer and employees. FLSA standards say if employees always clock in early, and the seven minute rounding rule only favors the employer, the employee is entitled to all lost wages for the last three years. One could say that writing a memo for being one to seven minutes late every time they are in this threshold could be doing so by intimidation which could then lead to altering their time to show they were not late because of the threshold. It’s a problem that should be addressed or it could lead to a huge lawsuit on behalf of the employees that have always clocked in early except a few times they were late.

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