At Advocates for Human Potential, 82 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 73 employee surveys, with a 90% confidence level and a margin of error of ± 4.00. It was published on Jul 20, 2017. 2269 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
97%
 
People care about each other here.
92%
 
People here are willing to give extra to get the job done.
90%
 
I'm proud to tell others I work here.
88%
 
I believe management would lay people off only as a last resort.
88%
 

What They Do

We asked Advocates for Human Potential to explain what they do. Here is what they had to say.

For 30 years AHP has worked passionately to improve health systems and business operations through research and evaluation, training and technical assistance, and professional consulting to help organizations and individuals reach their full potential.

About this Company

Website: www.ahpnet.com Industry: Professional Services
US Headquarters: Sudbury, Massachusetts, 01776 US Sites: 5
Major Locations: Albany, New York, 12207; Germantown, Maryland, 20874; Chicago, Illinois, 60607; Pasadena, California, 91107 US Employees: 88
US Revenues: $16.8 million Worldwide Revenues: $16.8 million
Corporate Structure: Private Founded: 1986

Smile for the camera

Perks and Programs

We asked Advocates for Human Potential to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Reward and Recognition: AHP has a new program that allows individual staff members to recognize each other for actions that go "above and beyond" the call of duty. The program focuses on tangible, timely, and personalized rewards, and is simple and easy to use. The general idea is for any AHP staff member to be able to recognize their colleague, report, manager, etc. by giving them a gift card (in increments of $25), which can be personalized to fit the interests of the recipient.
  • Themed Parties: AHP encourages staff to plan and hold parties on topics of interest to staff and supports the events by organizing and communicating the event details and funding refreshments and prizes. Staff have been holding and participating in a Halloween contest and prize-award party for the last five years, bringing in carved pumpkins to compete for “Ugliest,” “Most Creative,” and “Funniest” categories among others. Other examples include “Soup and Stew Day” and “High Tea” with crumpets and clotted cream.
  • Work-Life Balance: AHP supports flexibility and balance for staff seeking work-life integration. Examples include modifying hours for those pursuing higher educational degrees, volunteering in the community, or raising a family. There are generous policies for those facing life-changing or even life-threatening situations, but beyond the benefits package, staff have the support of supervisors and senior management to “do what they need to do” to take care of themselves and their families. The attrition rate at AHP is quite low because people are able to perform the work they are passionate about while having the time and support to focus on other aspects of life that refresh and refuel their energy.
  • Albany Office Events: AHP’s office in Albany hosts several events throughout the year to encourage connection and increase morale. There are several regular events: celebrating birthdays of staff with a special lunch and cake on a monthly basis; holding annual summer picnics; and a holiday party, held at the home of our senior director of operations. The picnic takes place at a local town park. AHP provides sandwiches and refreshments; staff bring deserts. People play games and swim. People can (and do) bring their children. The holiday party is held in early evening, with AHP providing main dishes while staff bring deserts and various sides.
  • Games and Competitions: AHP’s people are always ready to play a game and sometimes their competitive side comes out. Two years ago, the holiday party involved a Family Feud-style game where teams tried to give the most popular answers to questions about AHP’s history, company benefits, and even the CEO’s quirks. Last year's party saw the Sudbury office divided into teams to compete in solving a murder mystery (rest assured: nobody was actually murdered). Participants were given costumes including wigs, hats, and even fake mustaches to get everyone more involved in the activity.
  • Profit-Sharing: AHP redistributes a percentage of its profits to employees each year. For example, in 2015, 53% of all organizational profits were reallocated to AHP staff.
  • Extras: Every year, AHP designs and distributes a souvenir gift to all employees. In years’ past, the company provided company-customized fleece jackets to each staff member, rain jackets, keychains, and more. AHP arranges an annual agreement with a nearby fitness gym and field house to allow free access on Fridays to AHP employees interested in a game of basketball, soccer, or other activities.

COMPENSATION BY THE NUMBERS

$104,253 Average salary and additional cash compensation for Senior Program Manager 100% Match of employee’s 401(k)/403b contribution up to 3% of salary
65% Company-paid health coverage for employees 50% Company-paid health coverage for dependents
33% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
Longtime colleagues

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 16 Days Paid time off as of first day of full-time employment
8 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (10% use it)
  • Telecommute option (13% use it)
  • Compressed work weeks (1% use it)
  • Onsite Amenities (AHP provides beverages (coffee, tea, hot chocolate) and candy (chocolate, jolly ranchers, etc.) for everyone.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 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)

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$5,000 Philanthropic donations in last year Yes Recycling program

Diversity

  • Director, Human Resources is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Lunch in the Caf

DEMOGRAPHICS

 
Teaming up to solve a problem

How to Get Hired

We asked Advocates for Human Potential 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?

We look for people with a desire to make a difference in the lives of the people we serve. (This includes people with addictions and substance use issues, those in the criminal justice system, individuals experiencing homelessness, individuals with mental health problems and veterans). People who have a desire to work in an adult environment where initiative is celebrated and inertia is discouraged do well at AHP.  We like people who possess a desire to work as part of a team, rather than a “lone ranger.”  Finally, we want people with a passion for and a love of the work that we do, but who also have a balance in their life.

What can prospective employees do to get your attention?

People who come prepared get our attention.  We’re looking for people who truly understand our mission and have a passion for helping those we serve.  At the same time, we like candidates who ask a lot of questions.  These individuals comprehend that they don’t know everything and aren’t afraid to let others know this.  They ask insightful questions, and you can tell that they leave any interview or other interaction having learned something new.  We don’t need our candidates to create over-the-top videos or send balloons (though once in a while that would be a lot of fun).  We’d rather concentrate on substance and have people get our attention by showing us that they are confident yet inquisitive individuals.

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

We are always on the lookout for passionate people who are subject matter experts in the areas we cover.  These topics include, behavioral health, domestic violence, veterans issues, housing and homelessness, substance use disorders, and more.  Many of our staff have advanced degrees in social work or public and health policy. Moving forward, we will be looking for people with data analysis skills in addition to those listed above.  The ability to analyze and understand data will become more and more important to our success in the coming years.

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

The best thing candidates should do to find out more about AHP is to spend time on our website.  We recently redesigned it and put a lot of thought into how it would be used, not only for prospective clients, but for applicants and people interested in working at AHP. Candidates should also go to our LinkedIn page, where they can get a better sense of the real-world effects of what we do.  There, they will find the latest news about AHP, articles and blogs from our subject matter experts, links to when our people get quoted in the press, and descriptions of when they are appointed to significant positions on boards or commissions.  You can understand the breadth of topics we cover and see how we have an impact in the world of behavioral health by utilizing these resources.

hiring Outlook

12 Forecasted positions to fill in coming year -4% Job Growth
40 Average applicants per opening 717 Total job applicants
50% New hires by employee referrals 3 Recent graduates hired
9% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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