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      Committee for Children

      Engaged employer

      Committee for Children reviews

      Money hungry leaders causing mass departures of talented employees - MCR Committee for Children Employee Review

      2.0
      6 Oct 2023
      Mcr
      Recommend
      CEO approval
      Business outlook

      Pros

      There are great coworkers with good benefits. The mission is fulfilling. The SEL program helps young kids.

      Cons

      Where can I begin? The organization was really great a couple years back, but after the new VP of MCR was hired, things went downhill really fast. He ended up firing three women directors from MCR and hired people who only favor him and talk highly of him. The CEO does nothing about it. We always claim to be mission-drive but all I see is a bunch of money-hungry leaders who want to treat their employees like money making machines. There seems to be little focus on us positively impacting children and more on "how much money did we make this month?" I get we need money to drive the organization and there's a better way to do that. So far, everyone on the leadership team, especially the directors and VP of MCR have not established any trust with their teams. There is little to no transparency surrounding lay offs resulting in the lack of psychological safety; all thanks to the incompetent leadership team.

      avatar
      Committee for Children Response
      2y
      Thank you for sharing your perspective. While securing funding is vital to our nonprofit’s sustainability, our vision of safe children thriving in a just and peaceful world, and our mission to foster the safety and well-being of children through social-emotional learning and development are at the center of everything we do. We also care deeply about the well-being of our people and teams. As our organization evolves, we will continue prioritizing fostering a culture of psychological safety and ensuring each staff member feels seen and heard. Ensuring staff trust their managers and their colleagues is important to us. The data from our last Culture and Belonging Survey tells us that most staff feel this way. In fact, trust was the highest performing indicator on the index, and we’ll continue to ensure that’s the case. Additionally, we remain committed to enhancing transparency so that all employees are well informed about the latest organizational updates including updated insights into our decision-making framework. We value your feedback and hope you will utilize one of our various internal resources to connect with us so that we can work on finding solutions together.

      Explore other reviews about Committee for Children

      5.0
      8 Mar 2025
      Executive assistant
      Recommend
      CEO approval
      Business outlook

      Pros

      Kind coworkers and Great mission

      Cons

      Having a difficult time forecasting with changes in government grants, shifting to SAAS.

      avatar
      Committee for Children Response
      1y
      Thank you for your kind words about our team and mission—we’re so glad those aspects stood out during your time here. We recognize that times of transition, especially as we evolve our offerings, can bring complexity. We appreciate your perspective and are grateful you took the time to share your experience. Wishing you the very best in your next chapter.
      2.0
      5 Aug 2024
      Territory sales manager
      Recommend
      CEO approval
      Business outlook

      Pros

      The only reason you should work here is for the passionate and kind colleagues that are in the trenches with you, and for products that you can stand behind. The organization and the products are truly wonderful. This review is strictly for the sales team, specifically management.

      Cons

      Despite this being a mental health company, the EPMs suffer greatly despite our years of feedback. Yes, the team will never go back to the glory days but it’s really heartbreaking that there are so many missed opportunities to improve the culture. Sales leaders do not take any accountability and get very defensive - the “recovery” plan is a testament to this. The latest version of the commission structure is extremely disappointing, most of us are making a third of what we used to make despite carrying triple the workload since the layoffs. If you are looking at the open sales positions it is important that you know that none of the managers will make you feel appreciated and will actually recognize your efforts. Do not let them fool you with “we walk the walk of SEL or nonprofit sales” this is a heavily focused numbers and quota driven team that tracks how many calls and emails you send. You will not receive the raises you deserve or a title promotion no matter how hard you work. The managers do not manage up or advocate for you.

      3
      avatar
      Committee for Children Response
      1y
      As a leader in social-emotional development, we’re committed to prioritizing employee well-being. We actively seek staff input to improve the work experience and know that sometimes we might not get it right. Navigating market changes and shifting roles can be tough, especially during busy times. However, each of us contributes to building and maintaining our team culture. Keeping our finances strong is key to achieving our mission and making a real difference in children’s lives worldwide. While we track metrics to hit our goals, our focus remains on the quality and impact of our work, not just the numbers. Each year, we review our compensation to make sure our pay remains competitive with the market, and we look at equity across different groups to fix any gaps. This year, we rolled out new pay practices and salary bands for more transparency and clearer growth paths. We’re also reviewing our commission structure. We regularly recognize employees for reaching tenure milestones and are committed to making sure everyone feels seen and valued as we keep working to improve our work environment. We take your feedback seriously, and are intent on co-creating a positive culture that aligns with our shared values, where we can collaborate openly, communicate honestly, hold each other accountable, and support one another. Thank you for sharing your perspective and for your continued commitment.
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