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Hello! Thank you for taking the time to leave us a review, and your feedback matters to us. It appears that there are some misunderstandings, and we want to provide clarification and context to your points.
We offer a starting wage for our entry-level positions at about $20.00/hr. Supervisors and Managers have additional responsibilities such as managing larger teams as well as creating and championing new processes and procedures department-wide to achieve the department goals. However, the compensation level you're discussing is more relative to the compensation of the Directors of each department. So for clarification, the employment hierarchy would be that of Hourly Employee > Team Lead > Supervisor > Manager > Director. Please note that whenever we send out internal job postings, we are sure to include the compensation for the sake of wage transparency! In the last 3 months alone, our firm has elected to do a company-wide 5% cost of living increase to combat the effects of inflation. This cost of living wage increase was also separate from any promotional or annual wage increases.
While being remote has its own challenges, we've made a point to incorporate our remote employees with virtual happy hours, quarterly town hall events, and general interdepartmental team building activities that allow the team to highlight employees for their accomplishments. We also have a company newsletter sent out on a monthly basis that highlights department updates, recent promotions, new employees, and employee spotlights. It is at the remote's employee discretion as to how much they can participate or not participate. We do not force our team members to engage in these activities if they choose not to.
As we are a growing firm, new roles become available as we have a need for them. As we are rapidly growing, new positions become available quite often. We find recognition and appreciation is very important to our team which is why we use an employee recognition platform where managers and team members alike can send appreciation points to anyone in the organization as recognition for their contributions.
Everyone on our team plays a pivotal part in the company's success. Anyone on our team, whether it's management or non-management, has specific duties and expectations they should be meeting on a regular basis. Our goal is to course correct when it comes to corrective action. We want our team to succeed. Unfortunately, that may require corrective action at times if certain issues persist and we are not seeing the change we hoped for.
There is a substantial process to employ people in each individual state, and at this time, we are set up to employ people in about 12 states. If you are interested in relocating, please don't hesitate to contact our HR team and they can provide a list of the approved states. You would also want to discuss with your direct supervisor/manager to receive an approval for relocation. We are unable to employ individuals who move to states outside of the states we've set up for employment.
Century Consulting Services has developed a comprehensive set of employee benefit programs to supplement our employees' regular wages. Our benefits represent a hidden value of additional income to our employees. The company contributes about 90% towards the overall cost of the insurance premiums which significantly minimized the cost for our employees and their families. As we wanted to ensure our team had nationwide coverage, this did come with some changes to the insurance provider. We apologize if this caused you any inconvenience, but we found that the lowered cost of insurance with better deductibles greatly benefitted our team and allowed them to keep more money for their day to day expenses.
We hope this information gives you a bit more context and clarity regarding some of your points. As always, our HR department is here to answer any questions and concerns you may have! Please don't hesitate to reach out! We hope you have a lovely day!
