Good People, Exhausting Workload, Iffy Management
Pros
The best thing about Capstone was the people! Especially at individual clinic locations, people really got to know each other and became pretty close knit, and it’s great to be able to build real connections with your coworkers! And being able to help and see patients heal and rehabilitate over the course of their treatment was always rewarding. Also, management tries their best to hang on to good employees when they have them, but their best is rarely enough. Unfortunately the cons section will be a lot longer, mainly because I think that someone finally needs to speak up about the not so great side of working there. And no, it’s not all bad, even I have had one worse job experience than the one I experienced here....but there definitely is a decent amount of bad that needs to be addressed.
Cons
Medical benefits were actually pretty limited (medical only, no vision or dental or anything like that) and the coverage was not great. You would think a healthcare practice with a decent amount of employees would try to offer more. During my time there, I saw our monthly premiums increase from one year to the next, while our cost shares (deductibles, copays and such) also increased quite a bit, so we were paying even more for even less coverage. Also, there is a fairly high turnover rate, both for therapy staff (PTs and PTAs) and office staff (Patient Care Coordinators). This is usually due to employees getting fed up with bringing up the same concerns over and over to management and no real changes ever being made. Many employees have left (very quietly, as management often asks people to leave before their two weeks or four weeks notice is up so that they don’t have time to explain to other employees why they’re leaving) due to extreme burnout and an overly heavy workload, as Capstone has a tendency to push as many patient appointments in and out the door of each clinic as they can, and focuses their profits on expanding and opening new locations, rather than improving conditions at their existing locations or addressing employee concerns about the work environment. Concerns about inconsistent and poorly enforced policies, patient discrimination, and an ever increasing employee workload without pay that matches the work. Their front office coordinators in particular (PCCs) are essentially just one person running all the day to day office functions of an entire clinic location by themselves and doing everything from reception duties (check ins and outs, payments, answering phones, scheduling) to continuously verifying insurance, submitting ongoing insurance authorizations and managing billing issues and follow ups (even though the billing is outsourced, in theory, due to an extremely high number of patients) and managing and tracking patient caseloads for up to 7 or 8 providers at a time. Also doing all of the general office tidying/cleaning, laundry, and continuously making coffee for patients throughout the day. Just one person per location managing all of those roles, where as the average medical office would probably have 2 or 3 individuals managing that workload with the same number of daily patients and appointments that capstone has at several of their locations. Management/Administration has a tendency to completely avoid, ignore, and sweep all concerns and issues under the rug and act like they were no big deal, while constantly pushing their employees to do things like go to “leadership seminars”, vote for the company as a “great place to work” and to focus ONLY on the positive and never address the negative. The reason why most former employees (or even current ones) won’t speak up about the negative is because the company essentially paints anyone who ever raises a valid concern as “overreacting” and “trying to bring down the company culture”, which is sad. Also many employees love their coworkers but don’t trust upper management to be honest or transparent about anything, and they don’t want to be the “negative Nancy” who brings other people down. Upper management is often willing to offer raises to try to keep good employees who are wanting to leave, but not really willing to look at actually fixing the issues that are causing people to leave in the first place. Money isn’t enough to get people to stay when the stress level and workload are simply too much for most people to handle.