At Stars Behavioral Health Group, 76 percent of employees say their workplace is great.



This review is based on 624 employee surveys, with a 90% confidence level and a margin of error of ± 2.49. It was published on Nov 5, 2018. 5716 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
People here are given a lot of responsibility.
I feel I make a difference here.
I am able to take time off from work when I think it's necessary.
When I look at what we accomplish, I feel a sense of pride.

What They Do

We asked Stars Behavioral Health Group to explain what they do. Here is what they had to say.

SBHG offers inpatient, residential and community-based outpatient behavioral health and social services programs, as well as special education nonpublic schools and evidence-informed clinical training.  Intensive services include day treatment, crisis stabilization, crisis residential treatment, and acute and subacute inpatient treatment. 

About this Company

Website: Industry: Health Care
US Headquarters: Long Beach, California, 90810 US Sites: 38
Major Locations: Los Angeles, California; Oakland/San Leandro, California; San Jose, California; Fresno, California; San Bernardino, California US Employees: 1,462
US Revenues: $107 million Worldwide Revenues: $107 million
Corporate Structure: Private Founded: 1988

Staff at Annual Resource Fair

Perks and Programs

We asked Stars Behavioral Health Group to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Cultural Attunement Training: SBHG’s companies share a mission to deliver quality care attuned to the needs of local communities and service populations. We embrace cultural attunement activities organized by managers using input from employees, focus groups and two surveys entitled “Staff Perception of Agency Cultural Competency” and “Staff Perception of Own Cultural Competency.” Bi-Annual Cultural Attunement Plans address: Health Equity Multi-Cultural Diversity Training™ (HEMCDT) for all new hires; specific trainings on themes pertinent to prevalent groups in the service population; and Policies and Procedures related to access and engagement, diverse and bilingual human resources, ADA standards, and availability of interpreters, translations and communications for those with disabilities. Program teams also take on at least one elective Cultural Attunement Project. These typically focus on enhancing community integration and practices to boost staff competencies, confidence and effectiveness for working with people from different backgrounds and cultural groups. Also, we offer bilingual differentials in many languages.
  • Clinical/Core Practices Training: We are a training organization that takes professional development seriously by providing opportunities for research-based training across multiple training platforms at no cost to our employees. We provide pathways for our clinically-focused employees who represent the largest sector (600+) of our workforce. They are then eligible to become Supervisor 1s and after two years of being licensed, they are eligible to become Supervisor 2s (Clinical Supervisors). Additional training qualifies them to become part of our Senior Management team. We also provide “Core Practices” training for all direct-care staff – whether licensed, preparing for licensure, adjunctive paraprofessional or peer/family advocate – to share a common set of conceptual frameworks, practice skills and strengths-based and recovery-oriented language for working with each other and with those we serve. As an added benefit, our certification training, hours toward licensure and other evidence-based trainings are “portable” – they help our employees with professional opportunities elsewhere too.
  • Mental/Emotional Wellness: Our company is holistically invested in the mental and emotional wellness of our employees. While mental/emotional health is supported year-round, we have “Wellness Month” with activities including Spa Days, Pet Day and Family Support days. Staff share about their wellness efforts and take advantage of wellness opportunities such as yoga, massages, Trauma Release Exercise (TRE), foot soaks, facials and sensory therapy. We also provide crisis debriefings following critical incidents, particularly for our residential facilities, and offer various levels of additional support and care as needed or requested, including confidential on-site, group and individual counseling and paid time away from work as appropriate (separate from accrued PDL). Pre and post-event scores, where taken, have shown lower stress levels in staff. Note: For Financial Wellness (what stresses people out more than finances?), we collaborate with Principal and MetLife to host training series entitled “RetireWise” on finances and retirement during paid company time.
  • Management Academy: Our organization equips its management team – from frontline supervisors to executives – with trainings across an array of personnel management and staff development topics. Our Management Academy provides interactive, workshop-style trainings on subjects like Performance Management, Talent Management, Staff Development, Problem Resolution, and Policies & Procedures. These trainings are designed to not only develop the management skills of our leaders, but to help their team members grow their own skills. Facilitated by senior HR and Executive-level personnel, new-hire managers receive an “overview” training that pulls key concepts from 8 separate classes, and in their first year they receive 8, ½-day skill-building trainings. Also, more experienced managers are welcome to attend classes again as “refreshers.” With over 60 new leaders annually attending this Academy, we provide over 2,000 hours of personnel management trainings. Also, we follow up with “Management Minute” e-blasts that reinforce training and offer other management tips.
  • Community Diversity and Inclusion: California is wonderfully diverse. As part of, or in addition to, our Bi-Annual Cultural Attunement Plans, staff and those they serve have multiple opportunities to participate in governance, programming, evaluation and advocacy. Opportunities are woven into human resource management, programmatic processes and through varied agency-wide or locally sponsored activities. Some examples: Most SBHG agencies hire and integrate onto treatment teams those with mental health treatment experiences as Peer and/or Family Advocates (close to 100 paid positions); Company-wide, bi-lingual staff recruitment and retention is incentivized through treatment relevant non-English language pay differentials and programming that taps bi-cultural skills; All SBHG agencies host advisory committees, and/or include community members and staff on quality councils, and/or run periodic focus groups and surveys to assure voice; and all contribute to community building through local resource fairs, training collaboratives, and/or Outcome & Engagement including advocacy (e.g., NAMI Walks, Suicide Prevention, Stigma Reduction, etc.).
  • Speak Your Mind: One of our core values is “Embrace (Cultural) Diversity,” and Speak Your Mind embodies this. Speak Your Mind is an educational curriculum focused on teaching and training pro-LGBTQ advocacy to LGBTQ identifying youth ages 18 to 25 in Los Angeles-area communities. Not only do these youths learn how to communicate pro-LGBTQ issues and advocate for themselves and their communities, but they also learn how advocating can work to improve their own mental health and wellness. Over the past few years, 26 youth have attended three separate classes, graduated the program, and are now qualified to facilitate these talks. To date, these advocates have led over 40 different classes, making presentations and facilitating discussions on LGBTQ issues and misconceptions. One of these classes was with our Executive Team to equip them with additional knowledge and skills regarding the LGBTQ community.
  • Employee Recognition: We acknowledge the achievements of employees throughout the year and at year-end, both at the local level and companywide. “Star Awards” are presented by co-workers and managers to acknowledge team members and as submittals for “Employee of the Month.” Winners are given $50 prizes and are eligible for “Employee of the Year.” Quarterly All-Staff meetings focused on sharing and team building also provide quarterly recognition at the individual and team level. Our corporate office also recognizing companywide “Employees of the Year” across 5 separate employment categories (Quality, Innovation, Employer of Choice, Manage of the Year, Employee of the Year – all ties to our core values). Nominations are received from all over the organization and the Executive team reviews them all. The winners receive trophies, cash awards ($500), get invited to our senior manager annual banquet and have their names and photos appear on the Company’s intranet home page.
  • Clinical Supervision Hours: As a free benefit to our pre-licensed Mental Health Specialists (MHSs), the most common position in our organization, we provide clinical supervision from our licensed clinical supervisors to these employees. Nearly all of our MHSs are Registered Social Work or Marriage and Family Therapy Interns with the Board of Behavioral Sciences (BBS), and the BBS requires Registered Interns to receive 3000-3200 hours of supervised work that includes 104 hours of individual and group supervision under a licensed clinician. While many Registered Interns outside of our company pay for their clinical supervision over the course of several years, our supervisors provide free individual and group supervision to our Registered Intern MHSs toward their licensure on company time. Additionally, our Educational Assistance Program contributes to the costs of licensure application and testing fees. Each Registered Intern with us who becomes licensed saves thousands of dollars in costs they would otherwise absorb themselves.
  • Trauma Release Exercise: The Company provides a unique wellness-related program to assist employees in addressing what research calls “vicarious trauma,” or impact from caring for those who have suffered trauma. Trauma Release Exercise (TRE) is a set of movements that invokes a therapeutic tremor, calming the nervous system. Five-week long, once a week classes are held and participants are encouraged to practice TRE throughout the week for optimum benefits. The program was introduced in the Fall of 2015 and close to 200 employees have participated. Pre and Post-training scores show stress and burnout decreased up to 50% as reported by participants, including decreases in physical symptoms like neck pain and headaches. Also, the Company has sponsored 7 team members (over $40,000 in company costs) to become certified to train additional staff.
  • Total Quality Management (TQM: Continuous quality improvement (CQI) is part of our company’s DNA and is deeply embedded in our operational and clinical systems. Our TQM system ensures our programs are monitoring quality of care delivered and outcomes achieved on an ongoing basis at the individual client, program and overall company levels. As a Joint Commission accredited Company, we implemented version 6.0 of our TQM system to fully align us with Joint Commission’s quality care standards. We perform quality and compliance audits (Probes) across all departments and develop action plans for any deficiencies. We also have a corporate CQI Council that meets with our programs routinely to review audit, process and outcomes information to make recommendations for ongoing excellence. The connection between quality services and quality of work environment and experience for our staff is real and our TQM program helps provide our employees with a leading edge and rewarding work experience.


10% Match of employee’s 401(k)/403b contribution up to 100% of salary100% Company-paid health coverage for employees


  • 401(k) or 403b Program
  • Employee stock ownership plan (ESOP)
Annual Staff Picnic


25 days Paid time off after one year of full-time employment 13 days Paid time off after one year of part-time employment
8 days Paid sick days after one year of full-time employment 4 days Paid sick days after one year of part-time employment
25 Days Paid time off as of first day of full-time employment 13 days Paid time off as of first day of part-time employment


  • Flexible schedule (50% use it)
  • Telecommute option (4% use it)
  • Onsite Amenities (Food, fitness and wellness classes, massages, counseling, parties, bring your child to work (one day a year))


147 days Job-protected maternity leave (including FMLA/STD) 44 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)10 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*


  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

$40,000 Philanthropic donations in last year Yes Recycling program


  • Vice President, Chief Human Resources Officer and Vice President, Chief Clinical Services Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 60 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

New staff members at the grand opening of the new Morongo Oasis Center


Staff members at the Holiday Dinner

How to Get Hired

We asked Stars Behavioral Health Group for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

The Company works closely with clients, families, providers and county partners to bring about positive change in people’s lives, and since our employees do the work and engagement with these community groups, we care deeply about our selection process.  Our focus is on passion, competencies and key behaviors.  Passion: We look for candidates with genuine enthusiasm for the work we do as demonstrated by the “whatever it takes” approach.  Competence: While certain competencies can be taught, we hire qualified candidates who possess the needed backgrounds, educations, work experiences, skills, and other technical abilities to be successful.  Behavior: We use behavioral-based questions that provide us information on job-related qualities including honesty, integrity, hardworking, teachable, accepting of others, accountable, collaborative and service-orientation.  Also, we use validated pre-employment integrity inventories.  If prospective employees are passionate, qualified, and meet our expectations in their behavioral traits, there is much greater chance for success.

What can prospective employees do to get your attention?

Prospective applicants can review our website and learn more about us.  They can learn what we do, what we value, how we give back, and what job opportunities we have that might allow them to be part of our team.  They should determine whether they possess the qualities, skills and experiences that would allow them to be a good fit and, if not, what they should do in order to gain them.  It may be to complete school, take a certification class, do an internship, learn a technical skill or further develop certain behaviors.  We have had several other interns move on to full-time positions and receive promotions to other positions.  Interested applicants can also track our activities and community involvement and meet some of our employees and managers in person at job fairs, resources fairs and the like.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are committed to providing a challenging, career-enhancing environment for dedicated professionals and paraprofessionals across an array of mental and behavioral health positions desiring to make a difference in the lives of young people and their families.  We are also growing in specific areas of our business.  While community-based care for clients and their families is the majority of our current business, we are growing in our psychiatric health facilities, crisis clinics and other urgent-care centers.  We will likely fill over 200 new positions in 2018-2019 FY.  There will be a focus on Psychiatry, Psychiatric Nurse Practitioners, Bilingual Mental Health Specialists and residential Youth Counselors.  Also, as our peer advocacy positions grow, we continue to look for applicants with “lived experience” in the mental health and foster care system.

What should interested candidates do to find out more and get started?

Potential applicants should visit our website at and follow us on Glassdoor and Facebook.  We serve children, youth and families in nine counties throughout the state of California at over 20 different sites.  We offer over 35 specialized public mental health programs and a wide array of community-based support services.  If prospective applicants have a passion for our work, they can visit our Career page at to directly apply for current opportunities available.  Applicants can also email their resume to  As mentioned before, potential candidates can also attend company-sponsored or company-attended fairs and other community events in order to meet us and inquire more about open positions within each region.  We have a college bridge program, social media presence, on line applicant portal, and our staff are happy to talk with individuals interested in working for us.

hiring Outlook

650 Forecasted positions to fill in coming year 22% Job Growth
22 Average applicants per opening 12,000 Total job applicants
15% New hires by employee referrals 27% Openings filled by current employees
180 Recent graduates hired 52% Voluntary turnover for full-time employees
62% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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