Verscend Reviews

No internal mobility. Leaders do not communicate well, if at all with those below them. Managers are not empowered to effect change. Too many meetings. PMP processes in Client Services while all the technical teams use the Scaled Agile Framework (SAFe) methodology. SAFe was meant to be used by the entire company. So, time to the client is much longer than it should merely because of the process used in CS and because of process conflict. The conflict is miscommunication. Each location still runs with its own rules and the result is daily politics that wears you down.

There is a huge disconnect between reality and the ability to meet production expectatioins. Production and accurcay are measured weekly. If you fall below, you are placed on a "remediation" program to bring up your numbers. If you are lucky enough to meet production/accuracy standards you are offered OT.. if you don't, you are not eligible for OT. You will also be placed on a "remediation" program to bring your numbers up. If you fail to do so during remediation, you are placed on the 30 day "performance improvement plan". If you still fail to meet expectations, you are let go. Regardless of the amount of time with the company. Production requirements are unattainable. All levels of management are aware of this. Yet they continue to put pressure on people to do more. The remediation program is a revolving and timely process for all involved. It also creates a huge amount of stress for the coder who's job is on the line. Verscend breaks out their coders into teams and by clients (BCBS, AETNA, Humana etc.}. I have had 7 team leads in less than 2 yrs. Worked all of their clients, each having their on take on federal guidelines as well as nuances. Each time you are moved, you are required to learn the client guidelines. There is no "training time" - once you view the powerpoint of the client, you are expected to meet production right out the gate. Team leads apply negativity, pressure and no support for the coding they want you to do. Literally, during this time of year, there is a mass exodus. Coders get fed up with the pressure for high production and the negative way it is conveyed. Verscend has lost a lot of really great and knowledgeable staff with the pressure they put on their empolyees during crunch time. Remote employees are treated like less than in office staff. In office staff get company paid outings, free lunches and many more company "perks". When mentioned remote staff could be rewarded via a free company "T- shirt" etc, for a job well done, the reply was "your perk is that you get to work from home and in office staff doesn't". I trained in my field to work remotely, if they want the privelege of working from home, perhaps a career change is in order? But this is the mentality of upper management. People are promoted to positions from within without proper training. Managers have no professional experience or training. Jobs are filled here on an emergency basis, constantly. For those of us left that have made it through all the negativity and micromanagement of our first year, we are now watching the same cycle repeat this year. Just sitting back eating popcorn watching the show. In a training class of 25 when I stared in 2014, there are 4 of us left, and 2 already have interviews lined up.. I received a .20 cent raise for a good performance review in my first year. I will have to leave at this rate to keep up with the cost of living...