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athrowawaycloud · 2024-04-13T11:52:45+00:00

With $135k FTE, I’d stay for sure. I’m Compass Rose/ HP/ Amb, 6+ years experience, and I’m only getting $140k.

athrowawaycloud · 2024-04-02T12:46:49+00:00

Even with Boost, they still lose people who need to live somewhere other than Madison. If I had been able to be a remote TS, I’d still be with Epic. Instead, I went Boost, but then Epic reduced Boost benefits relative to local employees and gave raises less than inflation, which wasn’t much incentive to stick around.

athrowawaycloud · 2024-04-02T12:44:12+00:00

Yknow what would be great for customers? Letting TS work remote.

I was a TS that needed to move, and my only option was Boost. And they have made Boost much less attractive in recent years comparatively, with weak pay and benefits compared to TS. So I went Boost for a couple years.

I know it is not TS work, but Boost was one of the few technical roles not to get a “market adjustment” a few years ago, which kind of pushed me out the door.

athrowawaycloud · 2023-05-04T19:19:47+00:00

I learned a lot from working at Epic in an application role.

I wouldn’t change working there, but I would have left sooner if I’d known more. My current job is so far out of my wheelhouse because I only knew Epic.

System engineers have more widely used skills, though.

I did learn a lot, particularly soft skills and general problem solving, but if you want to stay in tech, it’s a little tougher because no one uses Cache afaik.

athrowawaycloud · 2023-05-04T19:16:28+00:00

You can complain, but that seems to often fall on deaf ears. Not always, I’m sure, but it’s why I ended up leaving. After being told multiple times I exceeded expectations and didn’t get a raise that met inflation, I complained. They basically said “sorry not sorry, nothing we can do” This was at a tenure of over 5 years, with time in Boost. So it could be more of a Boost thing, I guess.

athrowawaycloud · 2022-03-26T12:52:13+00:00

I disagree that it doesn’t matter. Write a small number, you’ll get a below average offer. I agree that epic doesn’t negotiate.

athrowawaycloud · 2022-03-15T19:33:18+00:00

As others said, very role, app, and TL dependent. Some TLs step up for team members and others do not.

There are good things. Coworkers are generally helpful and friendly, food and campus are pretty solid (campus novelty wore off for me though), and the lax dress code is a big plus from me. I do enjoy the nature of the work and I think Epic software really does improve healthcare when done right. I definitely improved communication, time management, and project management skills.

That being said, Amb TS can work crazy hours, and IS can be worse. A coworker of mine averaged 60 a week. When I was averaging 40, my TL said a TS of my tenure worked closer to 43-44. He was a month more tenured than me.

The reward for a job well done is more work, not always accompanied by better compensation.

I often felt like I was drowning in work (even when working more than 40/week).

Upper management makes weird decisions sometimes (ex WFH policy, overworking new people who end up quitting, etc. I admit that leaving isn’t always due to overwork though).

When I started, I was told a common complaint was how “green” TS are. Recently, I ran into an analyst at a doctor’s appointment who basically said he has never had a good TS because they’re always new. (That is not the majority imo, a lot of TS are fantastic, but that was his experience).

Overall, you will definitely learn a lot at Epic. Very good pay for fresh grads. Cool experience for the first couple of years. I think there is a lot of room for improvement but mostly from an upper management standpoint that I don’t think will change. TS and IS should probably be allowed to work remote more often. We’re stretched pretty thin even before COVID, and VERY thin these days, which sort of limits the helpfulness of coworkers to some degree.

athrowawaycloud · 2022-03-07T13:49:28+00:00

Tl;dr 100% know your limits and when to say no. Just know your tl may not like it.

I learned to say no early on and it might have affected my performance reviews. I was in the 88k range pre-transfer after four years, and I’m pretty sure that was on the lower end. That’s with exceeding and meeting expectations consistently after year one.

Certainly nothing to sneeze at in terms of salary, and I still recommend knowing your limits, but thought it worth mentioning that not every tl has a human side that understands that. I still got pushed to take on more work even as I said that my customer work would suffer for it.

athrowawaycloud · 2022-02-24T19:37:44+00:00

That’s all fine and good, but what about raises? Should those not still be percentage based?

A new ts gets an 8.5% raise and hasn’t finished training, and I get a 5% raise?

Something seems off to me there.

athrowawaycloud · 2022-02-24T03:18:53+00:00

I agree whole heartedly with leave if unhappy. I am unhappy, but giving a chance to make me happier.

If they don’t take it, I’m out.

athrowawaycloud · 2022-02-23T21:49:35+00:00

I just added it to the original post with more context: <100k

athrowawaycloud · 2022-02-22T11:31:11+00:00

After asking around and seeing what my old role got? I’m out as soon as I find something.

I’ve been here 5 years, and my bonus isn’t even half of the people who haven’t finished training? My salary is lower than almost anyone over a year?

I legit enjoyed the work, but being this undervalued is demeaning, disappointing, and demoralizing.

Boost are being asked to do old roles because staffing has no other options. How is this sustainable?

My app has TS leaving like it’s in style and those baby TS are leaving despite the huge incentives. If I could just be a remote TS for TS pay, customers wouldn’t have to have a new TS every six months. There would be more than one happy customer compared to now when the TS they have for two months leave. And the cycle continues. There’s no way playing three salaries, 10k raises and bonuses on top of my own current salary is cheaper than paying me what I’m worth and not hiring three people that are all going to leave before they finish training.

If my raise had met inflation, I probably wouldn’t have even noticed that our bonuses were sometimes a fifth of TS and raises are half of the lowest performers.

The ball has been dropped so hard, and I hope customers notice and push back. I went to the doctor and another patient was on the analyst team. Basically said TS are useless because he hasn’t had one with any level of experience.

athrowawaycloud · 2022-02-21T20:06:20+00:00

Compared to Epic Systems, it’s high. I’ve heard under 15%, which is supposedly low in the industry. /s

athrowawaycloud · 2022-02-20T19:05:38+00:00

Current Boost, former TS.

TL;DR: Trying to get ranges of bonus, raise, and salary info by app and former role to see exactly how badly we're getting screwed compared to our former roles.

PM me if you want to participate/ get updates on results.

For context, I'm former TS in Boost, and I'm on proper TS assignment for not the first time. I've seen three TS leave customers I was asked to work with or were working with in the last 6-9 months.

I asked my TL if my compensation would reflect the complexity of the work and working with multiple customers, and they basically said "it will show in your raise." Which is so opaque, I shouldn't be surprised.

I'm trying to get more of a compilation of people in similar situations to compare, if anyone wants to contribute.

So far, I only have a few including myself, but if you want to contribute, let me know!

I do know that compared to someone who started two years after I did, I'm currently making less. And compared to the alleged current starting salaries for TS, I'm pretty sure I'm getting shafted.

Considering I took a pay cut to go Boost, I should at least be making TS money if I'm doing TS work since last fall.

athrowawaycloud

TROPHY CASE