At Ballantyne Center for Dentistry, 100 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 28 employee surveys, with a 90% confidence level and a margin of error of ± 0.00. It was published on Feb 27, 2017. 677 Visitors

What Employees Say

I'm proud to tell others I work here.
100%
 
People celebrate special events around here.
100%
 
People care about each other here.
100%
 
People here are willing to give extra to get the job done.
100%
 
I am able to take time off from work when I think it's necessary.
100%
 

What They Do

We asked Ballantyne Center for Dentistry to explain what they do. Here is what they had to say.

Ballantyne Center for Dentistry Changes Lives.  We change patients lives by providing them with gorgeous smile.  We change our teams lives by living our Core Values everyday.  We change the communities lives by giving back through our Core Values.  

About this Company

Website: ballantynedentistry.com Industry: Health Care
US Headquarters: Charlotte, North Carolina, 28277 US Sites: 1
Major Locations: Charlotte, North Carolina, 28277 US Employees: 28
US Revenues: $4.5 million Worldwide Revenues: $4.5 million
Corporate Structure: Private Founded: 2000

Ballantyne Center for Dentistry Studio's

Perks and Programs

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

  • New Patient Award: We have cards to try and drive new patients to our practice. Each card has the employees name on it. Our employees give these cards out to current patients to give to friends or people they meet. When the new patient brings the card back in the employee gets $50!
  • Core Value Awards: We have 10 Core Values, Greatness, Efficiency, Teamwork, Compassion, Humility, Accountable, Respect, Loyalty, Integrity, and Empowerment. Every year we hand out nice wooden plaques at the Holiday party based on who lived the certain Core Value to its fullest. These awards are voted on by the team.
  • Retreats: We do four Annual Retreats. Our first two quarterly retreats are designed around teambuilding, uncomfortable zone, and fun. We have done high ropes course, wilderness survival, being locked in rooms and solving mysteries to get out, and had motivational speakers come talk to us. Our last two retreats of the year are designed around family. We usually have a cookout with pool and games for the kids and the last retreat is a Holiday Party with spouses/significant others.
  • Family Days: We offer free dental care to all our employees and their immediate families. We block out 4 days out the year to be able to see all the employees, spouses and children. We also provide everyone with food during the day and make it fun environment with music.
  • Bonus Program: Our whole team is put into a Bonus Program monthly. We have two of them. One is based off of Total Revenue brought into the practice each month. If we hit $380,000 by the end of the month each team member gets between $300-1000 dollars. The other program is based off of production if we hit certain numbers for the day between $100-$300 gets deposited into a team bank account that we use to award 2 team members with a gift costing around $100 for their hard work for the month. The person(s) awarded is voted on by our Team Leaders.
  • Personal Development Program: We have what we call our "Library" in our conference room. The Library has inspirational books on Leadership, Employee Engagement, and biographies on inspirational stories of leaders. Our team can check them out and read them but the cool part is 1 Wednesday a month we pick a book to read out loud to the team. We all discuss how this will and can impact our lives and others.
  • Business Coaching: We hired a business coach to help professional development for our staff. This business coach has monthly phone calls with our team leaders but is offered to everyone within the organization. We set goals for each one of out team members and he talks them on how they can go about and achieve them.

COMPENSATION BY THE NUMBERS

$42,600 Average salary and additional cash compensation for Dental Assistants, Hygienists, Business Team $61,900 Average salary and additional cash compensation for Departmental Leaders
$1,000 Average Tuition Reimbursement $11,000 Maximum Tuition Reimbursement
The Whole Team!

WORK-LIFE BALANCE BY THE NUMBERS

12 days Paid time off after one year of full-time employment 4 days Paid sick days after one year of full-time employment
4 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option (20% use it)
  • Compressed work weeks (100% use it)
  • Medical facilities (at all locations)
  • Onsite Amenities (We provide training every Wednesday for the employees. They are paid for this time. We also provide free breakfast and drinks during this training and every other Wednesday we provide Lunch for the team. We also have 4 annual retreats offsite. Two of the retreats are designed around team building and fun. The third team retreat is designed around family where we cookout and each employees family or friends are invited. Kids usually love this one. The last retreat is our Annual Holiday Party where spouses/significant others are invited to enjoy celebrating the end of the year together. We also have four days out of the year where we do free dental care on employees and immediate family members.)

FAMILY CARE BY THE NUMBERS

120 days Job-protected maternity leave (including FMLA/STD) 40 days Average length of maternity leave new mothers take
10 days Job-protected paternity leave (including FMLA)60 days Job-protected parental leave for adoptive parents (including FMLA)*

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

Community and Environmental Impact

16 hours Paid time off to volunteer $40,000 Philanthropic donations in last year
Yes Recycling program

Diversity

  • COO/Operations Mgr. 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
  • 1 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

Leadership Diversity

 

Workforce Diversity

 
Dr. Yaste and Dr. Joe!

DEMOGRAPHICS

 
Dr. Satterlee!

How to Get Hired

We asked Ballantyne Center for Dentistry 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 at first "do they fit our culture".  It took us many years to develop the culture we wanted and to have people buy into it.  We do not want people who could disrupt that.  We hire based on our 10 core values.  We want to know what values the individual lives by.  Are they able to come up with 3-4 values they have worked by or lived by before?  If so we want examples of how they have implemented those to affect others whether it was a co-worker, customer, or a stranger they come across.  The last thing if they past that test is what drives them.  We want people who want to be successful and would like to grow.  Anybody who wants to do the same thing they did yesterday doesn't fit our mold. 

What can prospective employees do to get your attention?

 What stands us apart from other health care providers is our number one goal is building relationships with patients.  So in the interview we want to be able to see or hear this prospective employee to say that building relationships with others is important to them.  We want to hear folks talk about being placed in an uncomfortable zone.  We believe that is what sets most people apart is that most people are not willing to venture into the uncomfortable zone and instead stay in the comfortable zone.  The only way you learn we believe is by going into the uncomfortable zone and working your way back to a comfort level.  Once you work your way back to the comfortable level you must dive back into something else which should put you back in the uncomfortable zone.  It is the only way we learn and challenge each other.

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

As of right now we have hired some key positions in 2016 and one in early 2017 that will position us for this year and next year with our planned growth.  Those positions hired were Insurance Director and Hygiene Team Leader.  

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

We offer non-paid internships for Hygienists and Dental Assistants.  I would recommend they come to our office for a few weeks of training.  This way we can see how they build relationships and how they react to being in an uncomfortable zone.  We want talented, driven individuals who love to grow and have a purpose in life.  We have hired many full time team members who have come to us as interns and from our current team recommending team members who believe they would be a good fit in our culture.  We have also had team members decide to go back to school to become a hygienist and those who do so are welcomed back into our team after finishing.

hiring Outlook

3 Forecasted positions to fill in coming year -3% Job Growth
10 Average applicants per opening 62 Total job applicants
3% New hires by employee referrals 1% Openings filled by current employees
2 Recent graduates hired 3% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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