At Advanced Correctional Healthcare, Inc., 88 percent of employees say their workplace is great.



This review is based on 286 employee surveys, with a 90% confidence level and a margin of error of ± 3.77. It was published on Jul 9, 2018. 6156 Visitors

What Employees Say

People here are given a lot of responsibility.
I'm proud to tell others I work here.
Management trusts people to do a good job without watching over their shoulders.
When I look at what we accomplish, I feel a sense of pride.
I can be myself around here.

What They Do

We asked Advanced Correctional Healthcare, Inc. to explain what they do. Here is what they had to say.

ACH operates healthcare teams in a variety of correctional settings, including county jails, juvenile detention centers, mental health units, work release centers, and drug rehabilitation centers. We provide a higher standard of care for an underserved population.

About this Company

Website: Industry: Health Care
US Headquarters: Peoria, Illinois, 61615 US Sites: 304
Major Locations: Birmingham, Alabama, 35203; Racine, Wisconsin, 53403; Akron, Ohio, 44311; Howell, Michigan, 48843; Janesville, Wisconsin, 53545; Noblesville, Indiana, 46060; Springfield, Missouri, 65802; Midland, Michigan, 48642; Liberty, Missouri, 64068; Sioux City, Iowa, 51101 US Employees: 714
US Revenues: $59.5 million Worldwide Revenues: $59.5 million
Corporate Structure: Private Founded: 2002

Karen Stocke * 15 Year Service Award

Perks and Programs

We asked Advanced Correctional Healthcare, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • DAISY Award: ACH is the first, and to our knowledge the only, correctional healthcare provider to partner with the DAISY Foundation. The DAISY Foundation was created in 1999 to recognize nurses “for the super-human work they do for their patients and families [of the patients] every day.” This award is recognized in over 2,400 healthcare facilities worldwide. The DAISY Award is especially meaningful in the correctional industry, where patients may not be as quick to thank nurses. Anyone (patients, jail staff, or co-workers on any level) can submit a nomination for the DAISY Award. When a nurse is presented with the DAISY Award, he/she receives an award certificate, a DAISY pin, and the Healer’s Touch sculpture. The employee is also featured on the DAISY Foundation’s website, ACH’s website, and in a media press release. This award is celebrated with an on-site award ceremony coordinated by ACH and jail staff.
  • Golden Stethoscope Award and Life Saving Award: To promote how hard correctional nurses work and dispel media rumors about the corrections industry, ACH created the Golden Stethoscope Award. This is awarded when a medical employee is presented with a patient in full cardiac arrest and he/she saves a life. ACH recognizes that saving a life is a team effort, and while often correctional staff is the first on the scene, ACH decided to create a second award to celebrate all individuals involved, called the the Lifesaving Award. ACH works with jail administration to set up an award ceremony for the recipients of both awards, and the lifesavers each receive personal awards commemorating the event. A press release, blog post, and company-wide email are also created.
  • ACH Business Family Cares Fund: The ACH Business Family Cares Fund brings employees together on a human level, regardless of location or job title. It is a program that reminds us all to treat each other with kind regard and humanity. Employees donate generously to one another, both monetarily and with accrued paid time off. In one instance, the ACH Business Family Cares Fund was used when an employee was diagnosed with stage IV breast cancer while pregnant with her first child. She went on a leave of absence that ACH extended to help alleviate the cost of her medical care, understanding she most likely would not return to work. Her job was held regardless. Sixteen months later she passed away, and the ACH Business Family Cares Fund was used to help defray the costs of her outstanding medical bills, funeral expenses, and towards a trust fund for her son.
  • Critical Incident Employee Rapid Response (CIERR) Program: ACH is a business family, and when family is going through a difficult time they support each other. That’s why ACH created the Critical Incident Employee Rapid Response (CIERR) Program. The CIERR program is designed to provide professional support to employees. The program offers assistance to ACH and facility employees for incidental and/or cumulative stress experienced in the performance of their jobs and/or in the event of a major personal emergency. The program is most often used after fatal incidents in and out of facilities, but employees have also found it useful during major life changes such as during divorce or medical diagnosis. This program was created as a direct result of a GPTW anonymous survey comment and continues to receive positive feedback from those who witness the use of the program and those who have used the program.
  • St. Jude: St. Jude has been ACH’s corporate charity since 2015. We support this incredible organization by offering fundraising opportunities at the corporate office such as Snacks for St. Jude, Paint it Forward, and Jeans Day. We offer ways for our off-site employees to participate as well, through walks/runs, payroll deducted donations, and sales with popular products like Stella and Dot, Pampered Chef, and Tastefully Simple, where representatives donate their commission to St. Jude. These events are a way to promote a sense of giving to all employees, as well as their families and friends. This year, ACH has already raised over several thousand dollars for St. Jude.
  • HR Engagement/Open Forums: ACH listens to employees. We continue to conduct self-audits on our processes by using feedback on anonymous feedback sites such as GlassDoor and Indeed, in addition to our anonymous surveys such as ACH’s employee survey, exit interviews, job transition interviews, and GPTW survey. Other surveys used include but are not limited to employee check-ins and retention surveys. These open forums have resulted in improved benefits, new leadership and training programs, and our very own Critical Incident Employee Rapid Response (CIERR) program. We believe the more feedback we can obtain in various methods, the more likely we will obtain a good faith basis to know what should be improved or is working well.
  • Recognition Program: Our Recognition Program is unlike any other company we’ve experienced. It is a way for ACH to acknowledge our employees’ hard work and day to day accomplishments. The program is rooted in our company’s mission, vision, purpose, and core values. Employees utilize the program to give thank you notes to one another. Receiving five thank you notes earns an employee a $5 gift card to a place of the employee’s preference or it can be donated to a charity of the employee’s choice. Through cards and monetary gifts, the ACH Recognition Program acknowledges major life events such as when an employee has a birthday, gets married, is in the hospital, has a baby, experiences the loss of a family member, or earns an educational degree. ACH also celebrates professional holidays such as Administrative Assistants’ Day, Mental Health Professionals’ Day, Doctors’ Day, and Nurses' Day.
  • Professional Development: ACH offers free training including face to face, over the phone, one on one sessions, and group sessions. Additionally, ACH has invested in an e-learning platform to engage employees in the learning process. Training topics are based on interests in the field, relevant to the current climate in our industry, and as performance coaching. Some training courses are approved for continuing education credit. ACH offers reimbursement for qualified employees for continuing education credits, classes to further skills, licensure fees, and job-related certifications. We aid those who want to become national speakers and pay for employees to attend multiple national and state-level programs. An accommodation is provided for staff who prefer to attend via webinars. ACH has also partnered with Capella and Kaplan Universities to offer employees a reduction in tuition costs, educational planning, continuing education opportunities, and an LPN to RN bridge program.
  • Karen Stocke Scholarship Program: In March 2018, ACH unveiled the Karen Stocke Scholarship Program. This program is dedicated in memory of ACH’s longtime friend and business family member of over thirty-five years. Through this program, ACH’s Scholarship Committee may annually award up to $25,000 in scholarships to full-time licensed practical nurses (LPNs) who are employed by ACH while actively pursuing their registered nurse (RN) degrees. But that is not all, in an industry in which professional credential growth may limit the position nurses may grow in to, ACH also partners with clients across seventeen states to prepare for the future employment of the individual in their new role.
  • Work/Life Balance: To promote work/life balance, ACH offers alternative work schedules, flex scheduling, compressed work weeks, telecommuting, work from home, job sharing, phased retirement, bereavement days, personal days, vacation days, sick days, and PTO donation. The flex time program is extremely generous, allowing employees the ability to make up any missed hours within the same week. As a general rule, employees are also provided bereavement days in addition to paid time off or sick time. Employees are also able to donate their accrued paid time off to co-workers in need. Finally, when ACH receives a new contract retained employees at the site are credited with the seniority they have accumulated for the time they have been at that site; even though it was with another company. This allows retained employees to accrue PTO at a higher rate based on their seniority.


$50,060 Average salary and additional cash compensation for Licensed Practical Nurse $79,906 Average salary and additional cash compensation for Regional Nurse Manager
100% Match of employee’s 401(k)/403b contribution up to 3% of salary64% Company-paid health coverage for employees (for ACH offers 4 levels of insurance over 3 different programs for our employees to have more options for affordable care. This is higher than the average employer because ACH acknowledges the importance of giving employees options to fit their budgets and lifestyles.)
64% Company-paid health coverage for dependents (for ACH offers 4 levels of insurance over 3 different programs for our employees to have more options for affordable care. This is higher than the average employer because ACH acknowledges the importance of giving employees options to fit their budgets and lifestyles.) $1,200 Average Tuition Reimbursement
Sangamon, IL * Golden Stethoscope and Life Saving Award Recipients


23 days Paid time off after one year of full-time employment 10 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment


  • Flexible schedule (25% use it)
  • Telecommute option (25% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (57% use it)
  • Onsite Amenities (While our perks vary location to location based upon which facility an employee works within, many of our staff members have access to: receive free annual flu shots on site (or reimbursement if they go off site), attend a weekly social with free snacks and drinks, attend luncheons 3x per year to communicate updates and encourage interdepartmental bonding, and attend on site fundraising events (such as snacks for purchase, Thirty One bag parties, Pampered Chef parties, etc).)


60 days Job-protected maternity leave (including FMLA/STD) 31 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)60 days Job-protected parental leave for adoptive parents (including FMLA)*


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

Community and Environmental Impact

8 hours Paid time off to volunteer $6,250 Philanthropic donations in last year
Yes Recycling program


  • 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; Disabled employees; Speakers of English as a second language; Employees reentering the workforce
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Brandi Malcook * DAISY Award


ACH Team * Illinois Jail Summit

How to Get Hired

We asked Advanced Correctional Healthcare, Inc. 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?

ACH seeks employees who display a high level of professionalism, problem solving, integrity, and commitment. Our employees are people who are professional to others at all levels – clients, peers, and patients. They are empowered to do the right thing and have personal values that match the company’s. They understand that our patients in correctional facilities are someone's child, sibling, spouse, or parent. Our employees are not there to judge or make these patients’ lives harder, but strive to make the management of patients' medical and mental health concerns, easier.

What can prospective employees do to get your attention?

A prospective employee attracts our attention by being themselves in the interview process. ACH looks for individuals who not only have the appropriate skills, but who are a good fit for the culture of the facility for which they apply. Our interview process is set up to place professional people into roles in which they will succeed. If an applicant misrepresents themselves in an interview, they may find themselves unhappy due to a culture that was not the right fit for them.

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

In the coming year as our clientele continues to grow, we are committed to hiring the best clinical staff for individual facilities. Generally, positions with our new and existing clients include nurses, doctors, nurse practitioners, and mental health professionals.  Having correctional experience is a plus but is not a requirement. Our qualified interviewing team looks for candidates that demonstrate ACH’s core values for positions at both at our off-site facilities and in our corporate office.

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

Please visit to learn more about ACH, join our Talent Community, and apply for a specific job opening!  Also visit for up-to-date company reviews.

hiring Outlook

439 Forecasted positions to fill in coming year 3% Job Growth
7 Average applicants per opening 4,016 Total job applicants
9% New hires by employee referrals 23% Openings filled by current employees
21% Voluntary turnover for full-time employees 32% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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