Alsac Sucks Customer Reviews and Feedback
American Lebanese Syrian Associated Charities (ALSAC) was founded by Danny Thomas in 1957 to be the fundraising and awareness organization for St. Jude Children’s Research Hospital, and its sole mission is to raise the funds and awareness necessary to operate and maintain the hospital. ALSAC is responsible for raising 75% of the funds necessary to operate St. Jude. Learn more about why you should support our mission and our unique operating model.
A former employee shares her experience on indeed.com, "Sorry to tell you that you have to make a big difference between St. Jude and ALSAC. St. Jude is a great place to work for but the case is different in ALSAC. The culture there is not so great and you will be under stress A LOT. The money is not there either but they sure know how to spend it on their dinners and lunches and unnecessary trips...Hated it and for many reasons. I will never work there again."
Recruitment Relationship Support (Former Employee) says"The Hospital of the organization is very good, the fundraising portion not so much. They use to be all family oriented, but that went left. A typical day at work is being on the phones all day. The manager comes by asking for numbers, but does not do anything for workplace morale. It was a very depressing and stressful job. Not because of the work load, but because of the managers and how cut throat they are. They tell you to come to them if you have an issue with anyone and you report things that get a slap on the wrist if they are in management or a supervisor. The HR lady at the call center is bias and all for the mangers, but will ding you if your late and be ready to do a write up for termination. The whole center felt the wave of low morale so much people just took off to get a peace of mind. I loved the mission, but they need to improve in management. Cons: Low morale, bias hr practices"
Business Analyst (Current Employee) says"Sorry to tell you that you have to make a big difference between St. Jude and ALSAC. St. Jude is a great place to work for but the case is different in ALSAC. The culture there is not so great and you will be under stress A LOT. The money is not there either but they sure know how to spend it on their dinners and lunches and unnecessary trips.....Hated it and for many reasons. I will never work there again. Cons: Stressful, POOR mgmt., LOW Pay, No Mercy on Firing People"
Marketing (Former Employee) says"This charity has outrageous expenses - almost $200 million a year. No one here cares about the kids at the hospital; they only care about their own salaries and benefits. The CEO has asked employees to sacrifice for the mission while nearly tripling his own salary over the past two years. It is crushing to know you are raising money to pay for unacceptable executive salaries, not treating children with cancer. Cons: The charity is terrible"
BA (Former Employee) says"Many of us had no idea that ALSAC is a whole different animal and that is separate from St Jude, they have their own HR, Culture, and even buiding. So don't be fooled. Work for St Jude with your eyes closed, but do not make the mistake to work for ALSAC especially the IT dept. They will fire you quicker than you can you think. The people who work there are 15 and over years in that business and good luck fitting in and good luck with training and getting you up-to-speed. I won't name anyone but you will find out yourself when you get there. Upper mgmt. CIO and few of his high level stuff are great and smart people, anyone below that, you really need to be so lucky to find a good team to work with. Another big issue is the waste of donors' money on fancy hardware for their employees and parties and renting spaces. I know about 200 people with laptops, IPads and cell phone. Now I understand the need for laptops and iphones, but what the heck are they doing with the ipads? I am not sure. This is waste of donors' money. DO NOT WORK THERE and if you do, BE VERY CAREFUL. Cons: Job security, communication, work envirenment, training, management style and cluture, wasting donors' money on parties and fancy hardware and meetings"
Manager (Current Employee) says"ALSAC has one of the best missions to work for anywhere and you will be hard pressed to find a better mission to work for. Cons: Leadership's political agenda"
Sr. Manager (Former Employee) says"Working in the field or in program management is different than working in operations. If you are not directly raising money you are not considered a valued employee. Cons: High Turnover Silo Culture"
Kinesiotherapy Intern (Former Employee) says"Closing work orders and assisting current and pending tenants. I learned to speak professionally with all types of people. Management was dependable. The hardest part of the job was dealing with upset tenants. The most enjoyable part was conversing with current tenants."
Operations Coordinator (Former Employee) says"My department is very strict about rules and overly uptight about completing work tasks. I've been with the company for over a year, but my manager still wants to be cc'd on any assignment sent to me to ensure that I will complete it. I am very independent and reliable once you give me a task I get it done, but my manager treats me like a child, its infuriating."
Middle level contributor (Current Employee) says"It probably depends on who you work with and your role. I have found that there are “nice” people here and I believe that the leadership team is committed to pushing the organization forward. It’s hard to do that from the top and bottom with such a large, stagnant, unskilled, inept middle. Cons: Favoritism. Nepotism. Little consideration of previous experience or career growth."
Volunteer Service Representative (Current Employee) says"Depending on the department, this could be a great place to work. There is no morale, no motivation within this department."
Associate Director, Field Operations (Current Employee) says"While the cause is second to none at ALSAC/St Jude, the leadership for the Field Ops was not inspiring nor visionary leaders. The regional director in DC did not value opinions different from his own, nor did he value diversity on the team."
Sr. SAN Engineer (Contractor) says"I was hired as a contractor to help facilitate, evaluate, architect and help build the new SAN environment. Cons: No documentations, No share of knowledge, cult based environment."
Desktop Engineer (Former Employee) says"ALSAC is undergoing a lot of growing pains and unfortunately has a lot of incompetent management in IT. No signs of this getting better from what I am told."
INTERN/VOLUNTEER (Former Employee) says"This is not a bad place to work. The reason why I ranked it so low is that it was only an internship. Nothing really to help out in finding a career. Underutilized interns. Cons: Nothing to Learn"
Information Security Analyst (Former Employee) says"I thought my time at ALSAC was good but after 3 months my contract didn't get renewed. I guess they didn't like me as much as I liked them. If given the chance, I'm not sure that I would take a contract there again. Cons: Lack of direction and setting of expectations"
Bilingual Administrative Assistant (Current Employee) says"ALSAC/St. Jude Children’s Research Hospital is a good place to work. They work together to raise funds and awareness about childhood cancer and other catastrophic disease. The culture is good, people are willing to help each other. Cons: You need to move to Memphis, TN to grow within the company."
Senior Regional Development Representative (Current Employee) says"Working for ALSAC/St. Jude Children's Research Hospital has been a great learning experience. It is very challenging and rewarding."
Business Analyst (Former Employee) says"Gather requirements to assess the current state of system, and meeting with stakeholders and users to target pain points for the upgrading of the system. Learn Crystal Reports and Kronos systems. However, management displayed a low loyalty to employees. In that I worked for a contractor, the manager of the contracting company and the ALSAC manager frequently discussed other employees in my present. The hardest part of the job was gathering information due only one SME was assigned to specific task and there was not a backup person for SME. The most enjoyable part of the job was I met new people, the pay, and the time off. Cons: poor leadership, limited trained employees, poor management intergity."
Specialist I (Current Employee) says"This is a good company to work for but some of the management should not be in their positions. They are not promoting if you do a good job they are promoting if you are a pick. Cons: The hours"
Regional Development Representative II (Former Employee) says"The Mission of St. Jude is phenomenal. The C Suite leadership are the best at what they do and inspire the company to work hard. The lower management can be spread very thin and proper training is not provided. The work environment can be very stressful with occasional 80+ hour weeks."
Current Employee - Project Engineer says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time Cons: alsac - american lebanese associated CULT!"
Current Employee - Director says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 5 years Cons: Just when you think ALSAC learns a lesson, they quickly fall into the same repeated traps that continue to create a highly politicized work environment that is clearly headed in the wrong direction. Politicization Diversity and Inclusion initiatives are good. They are not a joke and an important piece of a strong organization. Unfortunately, ALSAC has been overrun by a woke mob of hyper political Democrats who use the organization as a proxy to advance their own socio political agendas. If you ever look at the D&I "experts" at the organization, they come from heavy political backgrounds, some of which have held/hold political office. Naturally, these employees advance their own political agendas under the guise of social justice. Again, social justice is good and something we work towards, but the message that ALSAC communicates is hyper political and maligns anybody who doesn't align with the woke mob that exists in the organization. Recently, a guest speaker justified violent protests in a company wide forum. Instead of taking a stand, the organization celebrates these thoughts and categorizes them as a "social justice". In reality, that's not how it works. That guest speaker should have been challenged and quite frankly never invited, but you can't challenge those violent political opinions when the entire D&I framework at ALSAC is controlled by a series of political players who control the entire conversation. At ALSAC, it's not about having the most rational thought or idea, it's about how loud you can be. Well, we just heard somebody justify violence, loud and clear. Advancement Advancement at ALSAC traditionally takes two forms. The first form involves claiming absolute loyalty to the executive office and to the mission. This toxic framework allows the organization’s middle management/directors to be infested with incompetent career drivers who can advance their own careers as long as the manifest their loyalty to the system. Many sycophants continue to impair the organization’s capacity because they stomp down employees who are willing to challenge the company’s long-standing legacy systems and outdated methods. As you can see from other GL posts, there is an outright fear of retaliation at ALSAC. This is not an organization for people who are wiling to challenge the status quo or challenge leadership. This is an organization for small town mentality people who are okay worshipping at the temple of CEO in order to advance their careers and not have to think critically. The second form of advancement is some form of quota maneuver. I have been a witness to many friends and colleagues who have left the organization because promotions they deserved were ultimately undeliverable because they were told these promotions HAD to be given to a person of color. Of course, this message isn’t shared with the organization outright, but it exists as a part of ALSAC’s infamous underground network. That is where you see the real values of the organization. The Standard ALSAC is a unique place. Never before have I worked with an organization that celebrates and promotes so many poorly performing employees. If you watch a public forum, most of their employee guest speakers or callers are some of the lowest performing people in the organization. Usually, after a two minute long story about how they learned how to use Excel that week, these employees are celebrated as masterminds who lead by example and should be heralded as subject matter experts. Unfortunately, these examples set the tone for an organization that is okay with low performers and destroys morale. A running joke at the organization is that 30% of the workforce can perform the work of the entire company. After working here for a few years, I can say that joke is probably true. This organization is overflowing with unprofessional, low performing employees who are along for the ride. And it’s usually these same employees who call into every company forum and are praised by ELT as work force examples. There is no bigger morale killer than seeing a low performing employee praised by the executive leadership team, but at ALSAC that is the standard."
Former Employee - Project Manager says"I worked at ALSAC/St. Jude Children's Research Hospital full-time Cons: The culture was extremely racist and discouraging."
Former Employee - Senior Software Engineer says"I worked at ALSAC/St. Jude Children's Research Hospital full-time for more than 3 years Cons: No appreciation for performant employees. High performing employees with solid ideas have to get approval from 3-5 levels of middle management before their work can ever see the light of day. A process which can take months (sometimes years). Too much emphasis on diversity. Company diversity can be a good thing but not when it reaches a point where unqualified individuals are getting promotions solely because they check the diversity box. This is a compounding issue throughout every department. Misleading new employees. New candidates are sometimes led to believe they will be directly working alongside the hospital. Unfortunately ALSAC's corporate culture (and an allegedly decaying relationship with the hospital) often prevents you from experiencing that connection."
Current Employee - Senior Manager says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 5 years Cons: Toxic environment, favoritism, inability to make decisions, lack of empowerment, top-heavy disconnected leadership, cult-leader CEO"
Former Employee - Mission Driven says"I worked at ALSAC/St. Jude Children's Research Hospital full-time Cons: Rick has set the culture of ALSAC, which in practice doesn’t align with the People First pillar we say we value . It’s political, Rick slams his leaders when he is the one who has kept them around, he and his leaders hire smart people and don’t value their expertise and allow them do what they are capable of, Rick gets visibly frustrated when staff ask questions in earnest, trying to understand the close and long term direction of ALSAC, especially the ones that will affect them personally. Rick has been dangling a big change that is going to happen for a year and a half. Shady practices of favoritism and VIP hires This organization has such a good reputation. It looks like a great organization on the outside. But there are so many issues on the inside."
Current Employee - Development says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 3 years Cons: no work-life balance, donors can be the worst (you deal with wackjobs and racists), no way to advance, HQ doesn't realize the stark differences of working locally and have ridiculous expectations of your work output."
Current Employee - Strategist says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 5 years Cons: leadership pretends to be all diverse and inclusive but look at their leadership team. They have thirty five vice presidents and above. guess how many are people of color? Well, they have four african americans and one latinx person. 5 out of 35..... Seems like an inconvenient truth to me. I don't even try to get promotions because Iknow they'll select a white person. Don't even get me started on the board!"
Current Employee - Anonymous Employee says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 5 years Cons: CEO is emotional, devalues people outside of his inner circle."
Current Employee - Manager says"I have been working at ALSAC/St. Jude Children's Research Hospital full-time for more than 5 years Cons: I do not recognize the organization I work for and it's a shame. - The CEO has implemented a full-on Diversity and Inclusion strategy that has become the new mission of ALSAC. Raising money for the wonderful kids at St. Jude has become an afterthought. While the organization did need this initiative, the strategy behind it is convoluted, bizarre, and elementary. While the CEO lectures the organization about the importance of diversity, he does not seem to look at his executive team or board. They are excessively white or of Lebanese heritage. How can the rest of the organization listen to his directions when the leadership of the organization (especially the board) is a bunch of white old males? - Many POC at the organization do not appreciate being told what to do by a leader(s) who has lived a privileged life as a white male and suddenly had a racial awakening. Invoking MLK in every speech does not negate the fact that leaders did nothing for racial injustice until it became a popular thing to do in the industry. If you're serious about diversity, have diverse people lead the efforts. Old, non-POC should not be telling the organization what to think. - Please stop spending donor dollars on political activism. There is a fine line between diversity and inclusion and political activism. Recently a guest speaker made a disparaging remark about the president. Are we going to share that message with Eric Trump during his next visit? - If you are going to commit to diversity, let's move the needle and recognize all forms of diversity. Why does every session on diversity trace back to the civil rights movement? This country looks completely different in 2019 than it did in 1968. Arguments from old dinosaurs from the past do not have the lens necessary to spark real conversations about modern day america. - There is a large portion of the organization that disagrees with many of these tactics. And no, these aren't a bunch of racists. When the organization paints their efforts as the only "right thing to do" you are in fact creating a toxic culture that frowns upon real conversation and debate. You cannot malign half of your workforce. If ALSAC decided to take this route (which is good), they should open it up to everyone and not paint you as a racist if you're not in line with the ceo's approach. These issues are extensively complex and old messages from the civil rights south do not align with modern-day america. The country has changed and these issues are not simple. Many of the work force has grown up in a much more progressive america than many of the organization's leaders. If those leaders are going through their own privilege or racial awakening, maybe they shouldn't be working for this organization. This organization needs to move forward, not play catch-up. I hope these comments spark an honest debate and open different conversations for the organization."
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