At Baylor Scott & White Health, 82 percent of employees say their workplace is great.



This review is based on 524 employee surveys, with a 90% confidence level and a margin of error of ± 3.57. It was published on Sep 8, 2016. 7041 Visitors

What Employees Say

This is a physically safe place to work.
When I look at what we accomplish, I feel a sense of pride.
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".

What They Do

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

We are the largest not-for-profit healthcare system in Texas, and one of the largest in the U.S., with 46 hospitals and more than 975 patient access points. We service more than 5 million patient encounters per year.

About this Company

Website: Industry: Health Care
US Headquarters: Dallas, Texas US Sites: 1020
Major Locations: Temple, Texas; Waco, Texas; Round Rock, Texas; Fort Worth, Texas; Plano, Texas; College Station, Texas US Employees: 39,504
US Revenues: $7,535.9 million Worldwide Revenues: $7,535.9 million
Corporate Structure: Non-Profit Founded: 2013

Baylor Scott & White Health has been awarded:

Best Workplaces in Health Care 2017 (ranked 16)

Teddy Bear Clinic at McLane Children's

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 their medical plan premiums while improving their 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 their 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 well-being. 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. Baylor Scott & White offers the Swaddle program 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: Baylor Scott & White Health provides 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 ranging from $87.50 to $600, depending on their facility’s performance toward their goal and the employee’s performance rating. For example, a full-time employee who receives an "exceeds performance" rating and whose facility achieves its target HCAHPS score would receive a $400 annual payout from SIP.
  • Caring Leader Academy: The Caring Leader Academy is a series of three half-day leadership training sessions led by our Chief HR Officer, John Lacy. In each session, John presents evidence-based techniques and practical tools to help leaders increase employee engagement in their teams. Over 3,000 leaders with direct reports attend the Caring Leader Academy. Participants in the first module rated their overall perceived value of the course 4.4 out of 5.


$60,794 Average salary and additional cash compensation for Registered Nurse $268,872 Average salary and additional cash compensation for Physician
100% 401(k) match of employee's contribution, up to 5% of an employee's salary75% Company-paid health coverage for employees (Employees enrolled in the Health Reimbursement Account or Health Savings Account medical options)
74% Company-paid health coverage for dependents (Employees enrolled in the Health Reimbursement Account or Health Savings Account medical options) 73% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance


  • 401(k)
  • Pre-tax savings account


  • Subsidized lunch on a regular, daily basis
  • Fitness classes
  • Banking
  • Discount ticket sales
  • Convenience store
  • Subsidized public transportation


23 days Paid time off after one year of full-time employment 23 days Paid time off after one year of part-time employment
12 weeks Unpaid sabbatical after 1 year(s)


60 days Job-protected maternity leave25 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
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
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.


  • Onsite child care
  • On-site or near-site backup childcare center
  • Elder care resources
  • Offsite subsidized childcare
  • Lactation room(s)


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Breast cancer screening
  • Skin cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Prostate cancer screening
  • Cholesterol tests
  • Flu shots
  • Fitness center (at some locations)

Community Involvement & Philanthropy

$2,888,385 Philanthropic donations in last year


  • Chief Diversity Officer is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women
  • 15 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

Food services employees at Memorial


Nurses attend daily huddle meeting

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?

We believe working at Baylor Scott & White is more than a job…it's a calling. We want to hire employees who put patients first and consistently model our core values: excellence, integrity, servanthood, teamwork, innovation and stewardship.

What can prospective employees do to get your attention?

Candidates should have an updated 1-2 page resume that accurately highlights their skills and qualifications. Also, our recruiters are active on LinkedIn, and we encourage candidates to connect with them to learn more about current and future career opportunities.

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

The top ten positions we are most actively recruiting for are: RN (BSN) all disciplines, Lab Technicians, Nurse Practioners, Physicians (all disciplines), LVNs, Coders, Epic IT Analyst, Patient Care Technicians, Medical Assistants and Nurse Leaders.

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

Interested candidates should visit our career site ( to join our talent community and search for job opportunities. It's also a good idea to connect with our recruiters on LinkedIn and follow Baylor Scott and White on Twitter and Facebook to learn about hiring events and job openings.

hiring Outlook

7% Job Growth 15 Average applicants per opening
243,975 Applications received 1% New hires by employee referrals
11,026 New positions created 6,199 Jobs filled by current employees
Yes Recruits on college campuses 13% Voluntary turnover for full-time employees
27% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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