Compare Oregon Department of Human Services vs Refinery Terminal Fire Company BETA

See how working at Oregon Department of Human Services 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 Oregon Department of Human Services vs. Refinery Terminal Fire Company. Learn more about each company and apply to jobs near you.
Oregon Department of Human Services company icon

Oregon Department of Human Services

Employee Ratings

  • Oregon Department of Human Services scored higher in 9 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
Overall Rating
(full-time and part-time employees only)
Overall Rating
(full-time and part-time employees only)
3.3
(based on 88 reviews)
Oregon Department of Human Services employees rated their Overall Rating 1.3 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
3.4
Oregon Department of Human Services employees rated their Career Opportunities 1.1 higher than Refinery Terminal Fire Company employees rated theirs.
Career Opportunities
2.3
Compensation & Benefits
Compensation & Benefits
3.7
Oregon Department of Human Services employees rated their Compensation & Benefits 0.3 higher than Refinery Terminal Fire Company employees rated theirs.
Compensation & Benefits
3.4
Work-life balance
Work-life balance
3.0
Oregon Department of Human Services employees rated their Work-life balance 1.3 higher than Refinery Terminal Fire Company employees rated theirs.
Work-life balance
1.7
Senior Management
Senior Management
2.3
Oregon Department of Human Services employees rated their Senior Management 0.4 higher than Refinery Terminal Fire Company employees rated theirs.
Senior Management
1.9
Culture & Values
Culture & Values
2.8
Oregon Department of Human Services employees rated their Culture & Values 0.7 higher than Refinery Terminal Fire Company employees rated theirs.
Culture & Values
2.1
CEO Approval
CEO Approval
Oregon Department of Human Services Ceo Fariborz Pakseresht
86%
86%Fariborz Pakseresht
Oregon Department of Human Services employees rated their CEO Approval 43% 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
57%
Oregon Department of Human Services employees rated their % Recommend to a friend 39% higher than Refinery Terminal Fire Company employees rated theirs.
% Recommend to a friend
19%
Positive Business Outlook
Positive Business Outlook
48%
Oregon Department of Human Services employees rated their Positive Business Outlook 41% higher than Refinery Terminal Fire Company employees rated theirs.
Positive Business Outlook
7%

Salaries

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There are no salaries matching this company.

What Employees Say

  • "Good benefits" was the most mentioned Pro at Oregon Department of Human Services.
  • "Low pay" was the most mentioned Con at Oregon Department of Human Services.
Pros
Pros
"Good benefits"(in 10 reviews)
"Help people"(in 5 reviews)
There aren't enough reviews matching this company to generate pros and cons.
Cons
Cons
"Low pay"(in 3 reviews)
"New people"(in 3 reviews)
Featured Review
"Rewarding Job"4 Jun 2020

Current Employee - Home Health

I have been working at Oregon Department of Human Services part-time for more than a year

Pros

Flexible schedule depending on client you work with, PTO and dental and vision benefits, opportunity to help people

Cons

Can be a bit stressful at times depending on the client's level of cooperation, hard work for the pay

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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