Stella Center Reviews

The very long negative review that detailed each individual is very accurate. They got rid of some great people. Zero guidelines on actual performance corrections. A person literally scheduled someone in the wrong facility and it wasn't caught until the patient showed up; but someone else had the same situation and caught their mistake and fixed it before the appointment but because THAT patient threw a fit they got in trouble. Zero standing behind your employees. Yes you work with a delicate population, that means even more you have to look out for your employees; chances are if they are unstable they may act explosively or irrationally. Just overall turned into a money grab. You can get the SGB in Maryland from James Lynch for a 3rd of the cost.

- Leadership is narrow-minded and hierarchical. Unless you're in the C-suite or part of the inner circle, your voice doesn’t matter. - Culture at the top is very much a “boys club.” Promotions are based on favoritism and personal loyalty rather than performance, experience, or merit. - The former COO (now CSO), Moss, is a toxic presence. He actively blocks growth opportunities for anyone who challenges him or fails to play along. - An example of this: a favored employee with no project management experience was given a PM title and a $20K raise purely based on personal loyalty - not qualifications. - The VP of Nursing, Karen, demonstrates clear bias and poor leadership, often allowing personal judgments to interfere with clinical decisions and equitable care. Despite managing a large team, she offers no real support or guidance to her staff. - The culture at the flagship is cliquish and unprofessional. Advancement is based more on who you know and how much you flatter them than on capability or contribution. - Raises are rare, promotions are unclear, and there's no formal structure for advancement. - The company severely lacks diversity in upper leadership. Unless you're a white man (C-suite) or a white woman (VP), there's little chance of moving up. The few people of color in leadership roles came through acquisitions, not internal promotions. - Communication around major organizational decisions - like site closures, is poor. Often, those impacted find out days before changes happen. - Turnover is high, largely due to limited career growth and lack of transparency.