At Atlantic Health System, 90 percent of employees say their workplace is great.



This review is based on 567 employee surveys, with a 90% confidence level and a margin of error of ± 3.36. It was published on Aug 31, 2017. 48176 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
I am given the resources and equipment to do my job.
People care about each other here.
I want to work here for a long time.

What They Do

We asked Atlantic Health System to explain what they do. Here is what they had to say.

Atlantic Health System is one of the largest non-profit health care systems in New Jersey. With six medical centers, rehabilitation and physician practices, we specialize in pediatrics, orthopedics, cancer care, rehabilitation medicine, women's health, cardiovascular care and neuroscience. 

About this Company

Website: Industry: Health Care
US Headquarters: Morristown, New Jersey, 07962 US Sites: 18
Major Locations: Morristown, New Jersey, 07960; Summit, New Jersey, 07901; Pompton Plains, New Jersey, 07444; Newton, New Jersey, 07860; Hackettstown, New Jersey, 07840 US Employees: 12,183
US Revenues: $2,605.8 million Corporate Structure: Non-Profit
Founded: 1996

AHS Spirit Committee

Perks and Programs

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

  • Tuition Reimbursement and EdAssist: Our tuition reimbursement program covers the cost of higher education up to $5,000 annually. Employees have access to a long list of colleges and universities and can select amongst multiple degree programs. AHS has also forged affiliations with local colleges and universities to provide discounts to our employees and to hold on-site courses at our own facilities. This program also offers EdAssist™ Educational and College Finance Advising for all employees. The program provides personalized support by helping employees make more informed decisions regarding education, gives free consultations and advising to help employees stay on track to successfully complete their degrees in the most timely and cost-effective way, and identifies grants, scholarships, military discounts and other external resources to lower the cost of tuition.
  • Infertility Coverage & Maternity Benefits: Atlantic Health System’s infertility and maternity benefits are very well-received by our approximately 76 percent female population. Unlimited infertility coverage is provided to employees and their covered dependents who have difficulty with pregnancy. Our coverage includes all fertility drugs covered under the Atlantic Health System Prescription Drug Plan and unlimited in-vitro fertilization procedures. It is uncommon for an organization to offer full maternity benefits covered at 100 percent. The maternity benefit includes all maternity visits, the delivery of the child and all hospital costs. Atlantic Health System offers its employees these benefits to offset healthcare costs for its employees during a very special time for their families.
  • Mentorship Program: Atlantic Health System has expanded its mentorship program to create opportunities for collaboration, goal achievement, problem-solving and relationship building among our staff, regardless of where they are in their careers, at all locations. Seasoned employees volunteer to become mentors to share their expertise and experience with aspiring leaders at Atlantic Health System. Both veteran and new employees share in the professional and personal growth afforded by this unique relationship. Our organization is strengthened by the skills, knowledge and institutional memory of this collaborative effort.
  • Atlantic Health System ‘Soothing Paws’ Pet Therapy Program: Pet therapy is a proven stress reduction tool; a brief interaction with a dog can go a long way during a “Ruff” day at work. Atlantic Health System has expanded the pet therapy program at the medical centers for patients and made it available to all employees, including those at our administrative offices. Employees are encouraged to learn how their own dogs may become a certified pet team for Atlantic Health System. This unique program embraces Atlantic Health System’s mission to create a healing culture. A Pet Therapy Conference, bringing together experts to discuss the benefits of therapy animals to the field of medicine. The event encourages discussion among those involved in animal-assisted therapy, while educating those who want to learn more about the field.
  • Employee Ambassador Program: Atlantic Health System Human Resources introduced a new Atlantic Health System Employee Ambassador Program. Our employee ambassadors exemplify the PRIDE values in everything they do to support an outstanding experience for all of our employees. This unique group of colleagues: • Spread the word about events and system-wide initiatives • Act as a liaison between Atlantic Health System leadership and departments • Help define and communicate the importance of employee engagement • Share experiences with new employees across Atlantic Health System At least one ambassador is designated from each department. The Employee Ambassador program is ongoing and employees can apply at any time during the year.
  • Food for Thought: Brian A. Gragnolati, CEO, invites employees on all levels to these weekly sessions which provide employees with the opportunity to be seen and heard by the CEO and to engage in conversation about the direction of the organization as we create a Trusted Network of Caring™. Throughout his first year with Atlantic Health System, Brian has been able to meet with over 700 employees through the Food for Thought sessions, including a focus group for millennial employees. The Food for Thought Sessions allow employees to express their thought and opinions, meet with other employees that they would not have met prior, and personally invite Brian to attend their programs. The sessions are well received by all attendees and has helped improve communication within AHS.
  • Shout Outs: Shout Outs is a feature on our intranet homepage that encourages employees to publically post words of praise for their colleagues. It serves as an online message board, visible to all our co-workers, and it gives the opportunity to thank other employees for their efforts at work, and for implementing ideas that benefitted the company. A tagging feature now sends employees an email if they receive a Shout Out and encourages them to pay the gratitude forward. Twice a year, we have friendly competitions online to see which site can submit the most Shout Outs in one month. In 2016, AHS employees viewed the Shot Out page over 333,000 times. Over 4,500 Shout Outs were submitted averaging to 375 per month.
  • School at Work: School at Work® is a career development system that brings education directly to the work site through Catalyst Learning. The program is designed for a six-month curriculum. The program allows employees to learn during normal working hours, to learn skills necessary to explore other career opportunities in health care, to experience the joy of learning with co-workers, to enhance computer skills and to provide opportunities for employees to challenge themselves. • Allow employees to learn during regular work hours • Learn skills necessary to explore other career opportunities in health care • Experience the joy of learning with co-workers • Provide opportunities for employees to chance themselves • Enhance computer and communication skills, in addition to basic core subjects
  • Organization Development Courses: Atlantic Health System provides opportunities for employees to attend Organization Development courses. Our employees know what is needed to help move Atlantic Health System forward and their voices are heard when OD develops new courses. Courses requested by employees include: • Power Your Work Day • Leading Through Influence • Advanced Organizational Influence Skills • The Psychology of Winning Teams • The Power of Trust • The Art of Effective Meeting Facilitation LEAN LEAN training is offered as an in-house course and made available for all our employees. LEAN is a stripped down version of Six Sigma. It is a tool that can be used to identify and eliminate wasteful processes and increase efficiency and output. LEAN relies on a series of tools to assist people in designing more efficient processes.
  • VolunteerMatch: We’ve partnered with VolunteerMatch to launch our very own volunteer portal, On this site, employees can find nearby volunteer opportunities for causes that they’re passionate about and they can track their hours throughout the year. Each month, Mission Development and Human Resources present certificates to employees who pass the 24-hour threshold in our VolunteerMatch program. With just two hours a month, employees can make a big difference.


90% Company-paid health coverage for employees 70% Company-paid health coverage for dependents
90% Company-paid health coverage for part-timers 23 hours Weekly hours required for part-timers to receive health insurance
$2,850 Average Tuition Reimbursement $5,000 Maximum Tuition Reimbursement
Morristown Medical Center


29 days Paid time off after one year of full-time employment 29 days Paid time off after one year of part-time employment
9 days Paid sick days after one year of full-time employment 9 days Paid sick days after one year of part-time employment
29 Days Paid time off as of first day of full-time employment 29 days Paid time off as of first day of part-time employment


  • Flexible schedule (24% use it)
  • Telecommute option (23% use it)
  • Job sharing (3% use it)
  • Compressed work weeks (22% use it)
  • Medical facilities (at all locations)
  • Onsite Amenities (AHS offers subsidized lunches, take home meals, massage therapy, discounted tickets, pet therapy, fitness classes, weight watchers, convenience stores, and onsite banking.)


60 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)24 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*


  • On-site or near-site backup childcare center
  • 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

$1,215,743 Philanthropic donations in last year Environmental Services Manager Leads environmental impact team
Self-Conducted Environmental impact audit Yes Sustainable commuting program
Yes Recycling program


  • CEO 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
  • 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
  • 20 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

2017 Go Red



How to Get Hired

We asked Atlantic Health System 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?

Atlantic Health System is committed to recruiting, hiring and retaining quality personnel. We search for candidates who are the “best fit” for Atlantic Health System and who best meets the department needs. AHS has Behavioral Based interviewing questions and tools that provide recruitment and the Hiring Managers with the ability to best assess the key characteristics within job- related behavioral competencies. These Behavioral Based interviewing questions encourage candidates to provide examples of specific scenarios /experiences they have encountered within their career and how they handle the situation and what the outcomes were. All questions are linked to the AHS PRIDE shared values/ competencies (P- professionalism, R- respect, I- involvement, D- dignity and E- excellence) that all employees are evaluated on during their annual performance appraisals.  

What can prospective employees do to get your attention?

Some of these opportunities are to participate in community outreach programs that AHS offers throughout the year; college, high school and technical school job fairs, conventions, etc. We host open houses where HR and department representatives are available to speak with potential candidates. We offer Meet and Greet sessions at local businesses where prospective employees can come in chat with a recruiter about AHS opportunities.  These are great opportunities for prospective employees to meet recruitment staff and front line mangers.

We have clinical affiliations with higher education institutions who we align with to seek out top talent.  We host open interview days with upcoming graduates. 

Prospective employees should research any Internship, per diem opportunities, shadow programs offered throughout the year. These opportunities are offered to different levels while they are in school or for those who wish to see if AHS is the right fit.


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

Each year HR conducts a rigorous analysis of the workforce to assess current staffing efforts and forecast future staffing demands. In anticipation of growth and future staffing needs Recruitments efforts will concentrate on specialty nurses such as, ED, OR, NICU, Case Management, Critical Care, Home Care etc.   As a result of these findings, Atlantic Health System has taken a proactive approach to strategize various recruitment initiatives. 

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

External candidates have the option to view a calendar of Open House and Recruitment events and stay connected with career news from AHSAn interactive Google map also allows candidates to search open positions in their preferred locations.  Interested candidates are welcomed to search our AHS new career web site to explore endless employment opportunities.

hiring Outlook

4,029 Forecasted positions to fill in coming year 2% Job Growth
27 Average applicants per opening 119,284 Total job applicants
26% New hires by employee referrals 29% Openings filled by current employees
168 Recent graduates hired 6% Voluntary turnover for full-time employees
7% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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