Working at Community Physicians of Indiana in Indianapolis, IN: 1 Employee Job Reviews by Real Employee working in Indianapolis, IN Area

"Proceed with caution!"

What do you like about working at Community Physicians of Indiana?

"CPI is well structured and provides many opportunities to attend seminars and educational presentations within the organizational setting. Several excellent speakers made appearances that were arranged by CPI, such as Fred Lee and Jamie Orlikov.Monthly manger meetings were well organized and informative, allowing an regular opportunity to meet with peers and upper management."

Do you have any tips for others interviewing with this company?

"Make sure you have the support of the physicians to which you are assigned during the interview process. I had two CPI practices, one in which I had the support of the physician and who treated me in a professional, courteous and respectful manner. And then there were the physicians of the practice described previously..."

What don't you like about working at Community Physicians of Indiana?

"I had two very bad experiences while employed by CPI; racism on the part of two physicians and questionable billing/documentation processes by the same two Family Medicine physicians.In the case of the former I was informed that we are not going to hire any blacks... This was in reference to a well qualified African-American candidate who had been previously employed within the network and came highly recommended. I immediately addressed this issue with my supervisor but no action was taken by the senior management.The latter case involved the same two physicians; they habitually lagged behind in properly documenting patient records while still continuing to bill for services. Their conduct did result in a brief suspension of billing privileges but their continued actions put the network at risk for fraudulent billing.My final issue with CPI regards the Human Resources Department. It's leadership was frequently non-responsive to the needs of the middle managers and seriously lacked appropriate and timely follow through to requests. Two examples include not following through on a performance appraisal, grossly delaying the employee's merit increase and, in the case of my departure, failure to fulfill my request for an exit interview (as mandated by CPI policy HRP:13 (effective 1/2007) Termination of Employment, Section III, paragraph B) despite the 30 day window of opportunity to conduct the required process."