At Baylor Scott & White Health, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2015 employee surveys, with a 90% confidence level and a margin of error of ± 1.78. It was published on Sep 10, 2018. 41384 Visitors

What Employees Say

This is a physically safe place to work.
91%
 
I feel good about the ways we contribute to the community.
89%
 
When I look at what we accomplish, I feel a sense of pride.
88%
 
I'm proud to tell others I work here.
87%
 
People here are given a lot of responsibility.
87%
 

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 health system in Texas, Baylor Scott & White Health promotes the health and well-being of every individual, family and community it serves through its commitment to improving accessibility, affordability and the customer experience for all.

About this Company

Website: www.bswhealth.com 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; Dallas, Texas, 75246 US Employees: 37,011
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)


Oncology team members at our Grapevine facility recognized as patient experience superstars.

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.

  • Core Commitments: In the Spring of 2018, we rolled out a new System Strategy, with a revised Mission and new Ambition, Values and Strategies to extend the organization’s legacy of success for years to come. This was a massive undertaking for our System, and we recognized the need to make it engaging for all 47k employees. To do this, we examined what we held at the core of our new Strategy - a deep commitment to the patients, members and communities we serve – and then asked every Baylor Scott & White Health team member to develop a Core Commitment statement of their own to share how they will use their skills to benefit our patients and health plan members and help the System succeed. Through events, guide materials, a microsite, and communications campaign, nearly 30k employees have shared their commitments in their own ways – workstations, Huddle boards, email signatures, and more.
  • EnCore: EnCore, our Systemwide recognition program, gives every team member – in every role – the power to recognize and reward their colleagues for their excellent work and for exhibiting our values. This program has a $3.4 million-recognition budget – an intentional investment we’ve made designed specifically to support organizational alignment, drive a culture of appreciation and recognize contributors, service, dedication and quality. Our desire is to recognize, reward and celebrate our people who are instrumental in creating business outcomes that positively impact our healthcare system while living our Values and staying true to Our Core. In the last month alone, more than 20,000 awards have been sent through the platform, including more than 10,000 Level 1 (thank you) awards.
  • Huddle Score! Board: 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. As a matter of fact, on our most recent people survey, 86% of our employees participating indicated that they belong to teams that have daily huddles. From this group: 81% answered, “I am appropriately involved in decisions that affect my work” 80% that “Where I work, people are willing to confront and solve problems.” Both are key elements to build a culture of trust and inclusion.
  • 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 our team members 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. This group is guided by The Diversity Management Council, a collaborative group comprised of diverse leaders throughout the system and/or enterprise in hospitals but in corporate and clinic environments with a vision to “recognize the individuality that our patients, members, colleagues and communities bring to each encounter.”
  • Sacred Vocation Program and other Office of Mission and Ministry Initiatives: Team members 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 (over 3,700 graduates). Over the last year, Sacred Vocation and other Office of Ministry and Mission events have hosted nearly 5500 employee support activities and provided millions of dollars in supplies, equipment and foreign aid scholarships.
  • Tuition Reimbursement: We’re committed to providing every opportunity for our team to engage in continuous learning, career development, and personal growth, which is why we’re proud to offer a tuition reimbursement program that exceeds State and National averages. Full- and part-time employees can receive $2500 - $5250 in tuition assistance, dependent on the type of education they are pursuing and their (full/part) status. In 2017 alone, more than 3,000 employees received over $10 million. What’s more, this program allows a clear pathway for employees and managers to recognize career development opportunities and increase overall organizational productivity through collaborative advancement efforts.
  • 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.
  • Adoption Assistance: As Baylor Scott & White recognizes the need for family-friendly work environment, we offer adoption assistance program to all full-time employees who meet eligibility. This program reimburses up to $4,000 for the cost of adoption and legal fees for up to two adoptions per family. Not to mention, 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.
  • Flexible Work Arrangements: We are deeply committed to ensuring our team has a favorable work-life balance and is able to best care for personal situation and unplanned events. So, many of our departments offer flexible hours through programs like PRN or 7 on 7 off. 7 on 7 off allows people to work seven consecutive dates followed by 7 days off and be paid at full time rates.  Nurses, for instance, use our ShiftSelect technology that allows employees to set their start/stop times and make adjustments as needed based on personal preference and commitments. By allowing and easily facilitating self-scheduling, we put the staff’s schedule in their hands to determine what is best.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 5% of salary75% Company-paid health coverage for employees (for Employees enrolled in the Health Reimbursment Savings Account or Health Savings Account medical options.)
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
Team members celebrate the groundbreaking of our new medical center Austin - coming in 2019!

WORK-LIFE BALANCE BY THE NUMBERS

22 days Paid time off after one year of full-time employment 10 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at all locations)
  • Onsite Amenities (Subsidized lunch on a regular, daily basis; fitness classes; convenience stores; banking; subsidized public transportation;)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 30 days Average length of maternity leave new mothers take
60 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 benefit
60 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)
*All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$866,880,379 Philanthropic donations in last year Energy Manager Leads environmental impact team
2 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program

Diversity

  • Chief Diversity Officer oversees diversity and inclusion practices
  • 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: Women; Disabled employees; Speakers of English as a second language
  • 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

Leadership Diversity

 

Workforce Diversity

 
Team members participating in a pre-shift huddle.

DEMOGRAPHICS

 
Team members participate in our

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?

At Baylor Scott & White, we’re a community of people passionate about serving others. Our Values-based culture guides us to serve faithfully, act honestly, never settle and know we’re all in it together. We recognize that our employees are our greatest strength and that our System is shaped by the skills and compassion each one of them brings to work every day. We strive to hire employees who are a good cultural fit and ready – and willing – to make a commitment to use their passion and skills to improve the health and wellbeing of our patients and members. We encourage candidates to not only share their expertise and education, but to also share why they love what they do, why they want to join our team and what they hope to accomplish, individually and as a team member, in the role they are seeking.

What can prospective employees do to get your attention?

We encourage all candidates to join our talent network and connect 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 participate in a series of behavior-based interviews. When possible, interested candidates should reach out to our most valuable talent resource – our employees. Because our employees know what it takes to succeed in our environment, we rely heavily on our Employee Referral Program to help us recruit and retain the best minds, hearts and expertise to serve and provide our communities with quality, compassionate care. Throughout the interview process, candidates are evaluated on their past experience, education, alignment with our Values and likely fit for our organization.  

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

We are always seeking talented candidates who share our Values and commitment to our patients and members. 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 incredible team, ground-breaking research, unsurpassed facilities, incredible scope of research and why our patients and members continue to choose and trust Baylor Scott & White Health as their provider of choice. 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, and reach out to current team members to find out why Baylor Scott & White is the best place they’ve ever worked.

hiring Outlook

11,580 Forecasted positions to fill in coming year 47 Average applicants per opening
541,681 Total job applicants 4% New hires by employee referrals
33% Openings filled by current employees 2,071 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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