At Baylor Scott & White Health, 80 percent of employees say their workplace is great.



This review is based on 806 employee surveys, with a 90% confidence level and a margin of error of ± 2.87. It was published on Sep 4, 2017. 36241 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
I'm proud to tell others I work here.
My work has special meaning: this is not "just a job".
I am able to take time off from work when I think it's necessary.
I am given the resources and equipment to do my job.

What They Do

We asked Baylor Scott & White Health to explain what they do. Here is what they had to say.

As the largest not-for-profit healthcare system in the state of Texas, we have the vision and resources to provide our patients the highest-quality care while creating a model system for a dramatically changing health care environment.

About this Company

Website: Industry: Health Care
US Headquarters: Dallas, Texas, 75201 US Sites: 1007
Major Locations: Temple, Texas, 76508; Waco, Texas, 76712; Round Rock, Texas, 78665; Fort Worth, Texas, 76104; Plano, Texas, 75093; College Station, Texas, 77845 US Employees: 37,977
US Revenues: $8,366.2 million Worldwide Revenues: $8,366.2 million
Corporate Structure: Non-Profit Founded: 2013

Baylor Scott & White Health has been awarded:

Best Workplaces in Health Care and Biopharma 2018 (ranked 27)

Best Workplaces for Diversity 2017 (ranked 89)

Best Workplaces in Health Care 2017 (ranked 16)

McLane Children's staff having fun on Halloween.

Perks and Programs

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

  • Thrive Wellness Program: Our employees have an opportunity to reduce medical plan premiums while improving overall health through Thrive, our comprehensive, award-winning wellness program. Employees enrolled in one of our medical plans receive a $30 credit per pay period toward medical premiums when they complete a health screening and online wellness assessment. Employees can earn additional monetary awards throughout the year by participating in Thrive's monthly challenges, which encourage physical activity, healthy choices and emotional wellbeing. Thrive also offers personal coaching and resources for weight management, stress management, fitness, tobacco cessation and nutrition. Since its launch in September 2007, the program has helped employees lose nearly 48,000 pounds and exercise more than 28.7 million minutes.
  • Swaddle: As our employees strive to deliver quality, patient-centered care, sometimes unexpected and inexplicable outcomes occur, and the very individuals delivering care become the ones in need of support. The Swaddle program is available to support employees through these unanticipated and difficult times with understanding, compassion and confidence in a healthy recovery. Whether it’s a medical error, a traumatic patient outcome, a complaint from an outside agency or an internal crisis or disaster, the Swaddle team’s trained staff provide individual peer support to employees experiencing adversity. The Swaddle team also offers prevention and education seminars on topics such as compassion fatigue, mindfulness and stress reduction. All services are provided free of charge.
  • Adoption Assistance: We provide adoption assistance for full-time employees who've worked with us for at least 12 consecutive months. The program reimburses up to $4,000 for the cost of adoption and legal fees for up to two adoptions per family. We also offer up to three weeks of adoption leave, paid at 100 percent of base salary, to employees who are covered under our Short-Term Disability program. This leave is in addition to any other paid time off benefits the employee has earned.
  • Employee Discount Program: We offer a wide range of discounts to our employees on dining, groceries, electronics, travel, insurance, moving services, amusement park tickets, wireless service and much more. Employees are eligible for these discounts on their first day of employment, and they can access our Beneplace website to search for all the discounts available to them. For example, employees can save an average of $500 on their auto insurance rates and up to 60% on hotel rates. In addition, through our sponsorship agreements with local sports teams and entertainment venues, we're able to offer employees discounted tickets to local sporting events, including Texas Rangers baseball games, and attractions, including the State Fair of Texas and the AT&T Performing Arts Center.
  • Stretch Incentive Plan (SIP: SIP is a pay-for-performance program designed to reward eligible employees (below the director-level) who help meet our patient satisfaction goals. SIP goals are established and measured by the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) scores for hospitals or Clinician and Group Consumer Assessment of Healthcare Providers (CGCAPHS) for clinics. Through SIP, employees can receive an annual reward.
  • Caring Leader Academy: The Caring Leader Academy is a series of three half-day leadership training sessions led by our Chief Human Resource Officer. All leaders are encouraged to attend the Caring Leader Academy. This development program is intended to help leaders learn evidence-based techniques and practical tools to help them increase employee engagement in their teams and clarify their core values as leaders. Over 3,000 leaders with direct reports have attended the Caring Leader Academy and report appreciating the opportunity to refocus their energy on creating an environment where every employee feels heard and empowered. We know it’s effective - 8 out of 10 employees reported believing their supervisor cares about them as a person in our recent People Survey.
  • Sacred Vocation Program: Leaders and staff are invited to participate in the Sacred Vocation Program, a six-week experience (90 minutes per week) which renews and reminds participants and reinforces why they chose to be healers, not just of body, but also of mind and spirit. Each class has a focus, ranging from “Validating a Human Life” to “Celebrating Our Capacity to Heal Emotions and Spirit.” From this experience, each group creates their own Coping Tips for challenging situations and a Healing Oath.
  • Huddles: As a part of our commitment collaborative problem-solving, our teams across the System participate in daily huddles. During huddles, leaders share organizational updates and the group discusses employee concerns, workshops issues, brainstorms new ideas and celebrates group successes. Our Huddle Score! Board program recognizes great ideas, breakthroughs, problems-solved, and “ah-ha” moments to highlight the ingenuity and successes that emerge during our teams’ huddles. Together, our teams are developing innovative solutions to improve quality, enhance patient safety and achieve our System goals every day.
  • Faith in Action Initiatives: Faith In Action Initiatives (FIAI) strengthens the spiritual lives of employees, empowers medical mission work both locally and internationally, helps employees connect with local volunteer opportunities, supports staff on international medical missions to care for underserved populations and victims of natural disasters, as well as provides international travel advice/assistance. FIAI programs are intended to enhance the spiritual and emotional care of patients and their families by renewing a sense of spirituality in caregivers and also contributes to the spiritual growth of employees through daily devotionals, lectures and Bible studies.
  • Diversity Councils: Our Diversity Councils embed diversity management competencies into the roots of our organizational culture to ensure we provide culturally competent care. This group’s vision is to advance a culture that passionately promotes a community where all feel welcome and valued. Council members set goals for their group each fiscal year and work collaboratively to achieve them.


$72,458 Average salary and additional cash compensation for Registered Nurse $56,648 Average salary and additional cash compensation for Resident
100% Match of employee’s 401(k)/403b contribution up to 5% of salary75% Company-paid health coverage for employees
70% Company-paid health coverage for dependents 70% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $4,233 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement
BSWH providers attending a pre-shift huddle.


23 days Paid time off after one year of full-time employment 23 days Paid time off after one year of part-time employment
23 days Paid sick days after one year of full-time employment 22 Days Paid time off as of first day of full-time employment
22 days Paid time off as of first day of part-time employment


  • Subsidized On- or Off-site Fitness
  • Medical facilities (at some locations)
  • Onsite Amenities (Subsidized lunch on a regular, daily basis, Fitness classes, Convenience stores, Banking, Subsidized public transportation;)


60 days Job-protected maternity leave (including FMLA/STD) 25 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
$4,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
15 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • 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

$754,885,741 Philanthropic donations in last year Energy Manager Leads environmental impact team
2 LEED certified building(s) Yes Recycling program


  • Chief Diversity Officer 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
  • 15 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

Jim Hinton, CEO, congratulating nurses recognized at Top 25 Nurse Awards.


Baylor team at Statesman Cap10k in Austin - more than 200 employees participated!

How to Get Hired

We asked Baylor Scott & White Health 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?

People join Baylor Scott & White Health to make a difference, it’s more than a job, it’s a calling to serve others. And they do. Every day. Our mission is to serve all people by providing personalized health and wellness through exemplary care, education and research as a Christian ministry of healing. The most cited reason by employees for joining BSWH is to be part of our mission and the respected culture within our communities. We strive to hire employees who are a good cultural fit and consistently model our core values: excellence, integrity, servanthood, teamwork, innovation and stewardship.

What can prospective employees do to get your attention?

We encourage candidates to join our talent network connecting with our recruiters on LinkedIn and our career site to learn more about current and future career opportunities. Candidates will be asked to share an updated 1-2 page resume that accurately highlights their skills and qualifications and demonstrates past success in team-based environments. 

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

We are always seeking talented, mission-driven candidates who live our company values to join our team. The top positions we are most actively recruiting for are RN and BSN (all disciplines), Lab Technicians, Nurse Practitioners, Physicians (all disciplines), Physician Assistants, LVNs, Coders, Epic IT Analysts, Patient Care Technicians, Medical Assistants (including Certified Medical Assistants), and Nurse Leaders. Members of the military and veterans are always encouraged to apply as well.

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

We encourage candidates to review our System’s website and social media channels to learn more about our passionate people, ground-breaking research, unsurpassed facilities, why we love what we do and why our patients love Baylor Scott & White Health as their provider of healthcare. Prospective candidates should also visit our career site ( to join our talent community and search for job opportunities, connect with our recruiters on LinkedIn and follow Baylor Scott & White on Twitter and Facebook to learn about hiring events and job openings. Our benefits website ( is another great introduction to life at Baylor Scott & White and what our System has to offer.

hiring Outlook

19,018 Forecasted positions to fill in coming year 6% Job Growth
15 Average applicants per opening 177,338 Total job applicants
4% New hires by employee referrals 46% Openings filled by current employees
2,934 Recent graduates hired 13% Voluntary turnover for full-time employees
17% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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