WPS Health Solutions Reviews

WPS leadership has made it clear they are in the cost-cutting phase of restructuring, and is doing so at the expense of long-term viability. There have been multiple rounds of layoff in the past year, done with little grace and (it seems) little thought to wider implications. Put simply, there is no talent management plan in place. Training is non-existent, benefits are getting slashed, there is little upward mobility, raises are significantly below the rate of inflation (~2.5%), and the "incentive" of being a top 5% performer is an additional half a percent raise. Anyone competent is rapidly leaving the organization, and workloads are increasing on those that remain. The effects of the above are especially felt on the IT side of the house, where best practices frequently go ignored, most administrators have questionable knowledge levels, and high performers are overloaded to cover those gaps. In addition to structuring woes, technical debt is substantial, golden images are un-thought of, and misconfigurations abound. It is widely understood that there will be long term issues, and there seems to be little in place to mitigate them. While leadership may be improving the bottom line on paper, unseen costs from these issues will probably continue to impact WPS for the foreseeable future.

horribly heavy work loads in IT, the organization does not seem to have a coherent direction, company took away most benefits ... even though this is a health insurance company, they only offer a high deductible plan with #3000 deductible per family, $50 copay for office visits and $25 copay for drugs on top of a $200+ every month for premium ... honestly i have not seen any organization care so little for their staff well being. top management (VPs and above) have amazing benefit package with 30% bonuses every year and salaries over $300k ... not to mention cars and other perks. professional training is mostly non-existent, in the rare scenario they allow you to take training, you are now required to sign an agreement that you will pay (deduct for your pay) the cost of training if you leave the company or they terminate you up to a year afterwards the next phase will be those union staff who still have a very nice pay and benefits package, their union contract expires this year and I have been privy to some of the changes upper management requested and are they in for a surprise; they will be all but stripped of all those benefits similar to exempt staff and no longer will they have a union contract as a matter of fact, the next Tricare contract, if WPS wins it, all staff will be hired outside of Madison just so they further erode the union position in Madison.