At Belmont Village Senior Living, 84 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1525 employee surveys, with a 90% confidence level and a margin of error of ± 1.60. It was published on Jun 14, 2018. 1529 Visitors

What Employees Say

People celebrate special events around here.
91%
 
I feel good about the ways we contribute to the community.
90%
 
When I look at what we accomplish, I feel a sense of pride.
88%
 
I feel I make a difference here.
88%
 
I'm proud to tell others I work here.
88%
 

What They Do

We asked Belmont Village Senior Living to explain what they do. Here is what they had to say.

Belmont Village Senior Living develops and operates assisted living communities at 28 U.S. locations and one community in Mexico. Belmont serves elder residents with residential, hospitality and support services including memory care. The Houston-based privately held company was founded in 1997.

About this Company

Website: http://www.belmontvillage.com/ Industry: Aging Services
US Headquarters: Houston, Texas, 77024 US Sites: 28
Major Locations: Houston, Texas; Dallas, Texas; Austin, Texas; Los Angeles, California; San Diego, California; San Francisco, California; Chicago, Illinois; Atlanta, Georgia Employees Worldwide: 4,000
Corporate Structure: Private Founded: 1997

A Belmont team having a cinematic moment outside Los Angeles,

Perks and Programs

We asked Belmont Village Senior Living to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Annual Satisfaction Survey: Belmont Village started measuring employee, family, and resident satisfaction in 2002 to ensure that we are living our mission and values while delivering on quality. It is an opportunity to recognize excellence and those that make it happen. It is also a channel for employees to provide candid feedback. Our executive leadership reviews the results to identify areas of opportunity and accomplishment, as well as to create action plans with regional and community leadership to remedy any substandard results. The results are also a factor in our annual company awards. At Belmont, our company values include putting customers first, setting new standards, and teamwork. We see satisfaction with employees and residents as fundamental to who we are and what we do. We all benefit from valuing the opinions of our team members.
  • Annual Awards: Belmont Village hosts an annual employee recognition event acknowledging the contributions of our teams and individuals. Company-wide employees submit peer nominations for awards selected from a list of 10-15 categories. Together with the satisfaction survey results, these nominations determine the award recipients, as chosen by our company leadership. Awardees are invited on a special trip to enjoy a few days of food, fun, and sun. They receive their certificates in an awards ceremony run by our CEO and broadcast to the entire company. Each location nation-wide has a corresponding party and watches the awards show. After the ceremony, all award nominees receive the anonymous submissions from their coworkers. Everyone looks forward to the annual event and are beyond thrilled when they learn that they've earned a trip invitation. 
  • Bright Ideas: In 2017 Belmont Village launched Bright Ideas, an annual company-wide contest to encourage improvement through employee engagement. The contest is only for non-management team members to provide them another channel to submit ideas on how to improve the company in any way. Bright Ideas was an idea pitched by one of our millennial team members and a group of millennials ran the entire contest. In the inaugural year, we received over 200 submissions on topics from efficiency to employee programs to technology and more. Finalists were partnered with mentors and given resources to develop their ideas into formal presentations. They were then flown to Houston in January to present their concepts to our executive leadership. Prizes were awarded and the winning ideas are now being implemented company-wide.
  • Tenure Celebrations: Belmont Village celebrates all of our team members who have chosen to build their careers with us. We specially recognize those with tenure of 5 years or more, with a personal thank you from our CEO and a special bonus or gift at their anniversary milestones. In addition our regional and executive leadership hosts an annual dinner in each Belmont Village market for employees with 10 or more years tenure, where they are recognized and personally thanked by our CEO and other members of our senior management team. We understand the value of a dedicated team and appreciate the difference their expertise makes in the lives of our residents every day.
  • Extra Mile: At Belmont Village we recognize those who go above and beyond. Employees and residents fill out an Extra Mile card to recognize someone who has shown dedication beyond expectation or responsibility. Recognition can be for anything from taking on an extra task, to helping a coworker, to providing unexpected care or service to a resident. Enabling peer-to-peer recognition fosters collaboration and goodwill by letting our associates congratulate each other on their accomplishments. Once filled out, each card is posted to a corkboard that is displayed where employees and the community can see it. Some communities run a monthly contest for their Extra Mile recipients, offering prizes and gift cards, or something special to encourage team building and further recognize the efforts of these standout team members.
  • Holiday Fund: Belmont Village promotes and supports a holiday fund to make the holidays a little brighter for our employees. The fund is open to employees, residents, and families to contribute. Each community disburses all funds contributed that year equally among the employees at their annual holiday party, a non-denominational celebratory event for the entire community. Employees, residents, and their families are invited to join in the festivities and to be present when the holiday fund is disbursed. The holiday party is an opportunity for our Belmont family to dress-up, take fun photos, have a nice meal, and celebrate the year together.
  • Belmont Village Cares: BV Cares is a fund available to all employees facing hardship or loss that was started in the wake of Hurricane Ike in 2008. Past funds have been used for help with medical bills, to provide assistance after fire, and to help with burial expenses. Over the years, contributions have come from the company, as well as from business partners, colleagues, residents, families, and employees who wanted to help in times of need. When Harvey struck, we mobilized to care for our residents under extreme circumstances and took in new residents flooded out of their homes. We could, only because of our dedicated staff who remained onsite, in some cases even while their own homes and possessions were destroyed. BV Cares helped more than 65 employees after Harvey and continues to be a resource for our people in distress.
  • President's Club: Our President’s Club program recognizes the employees whose daily contributions have helped their communities achieve and maintain 100% occupancy. For each month that a community achieves President's Club, all employees receive a cash bonus, in recognition of their service and individual contribution. In 2017, seven communities earned President’s Club for a total of 40 months. Each time a community earns President’s Club, the achievement is recognized with a celebration that includes food, games, prizes and more. Members of our executive and regional leadership attend each celebration to personally thank employees and present their bonus checks. At Belmont Village we encourage all leadership to be a regular and consistent presence in our communities to support our teams and, especially, to celebrate their achievements.
  • Annual Conference and Work Groups: Each year Belmont Village hosts a conference for all Operations leadership, at the Executive, Regional, and Community levels. This multi-day conference is a goal-oriented, best practice sharing, and learning opportunity. The conference begins with company updates and a motivating guest speaker and ends with an open-ended brainstorming session. From this brainstorming session, a multitude of ideas have come forth. These ideas have led to work groups to build on what already is in place or to innovate and create something entirely new. The groups themselves are a learning and team building opportunity, as a variety of departments are represented. This dynamic reexamination of our programs and processes ensures that we are staying relevant and addressing new challenges when and before they arise.
  • Rising Stars: The Rising Stars initiative recognizes outstanding Belmont Village employees who have risen through the ranks due to their dedication to service, quality, and our residents. Our Rising Stars and their stories are featured on a regular basis on our website and social pages and each community displays a poster to recognize individual career achievements among teams. We value recognition for high-performing team members who are building successful careers by continuing to create impact. We are currently working to expand the program to use the advice and experience of our Rising Stars to help coach our future leaders.

COMPENSATION BY THE NUMBERS

3% Average 401(k)/403b company contribution per employee75% Company-paid health coverage for employees (for Fulltime.)
60% Company-paid health coverage for dependents (for Fulltime)
The 2017 Bright Ideas Finalists pose together before presenting their ideas to our Executive leadership.

WORK-LIFE BALANCE BY THE NUMBERS

11 days Paid time off after one year of full-time employment 3 days Paid sick days after one year of full-time employment

FAMILY CARE BY THE NUMBERS

84 days Job-protected maternity leave (including FMLA/STD) 84 days Job-protected paternity leave (including FMLA)
84 days Job-protected parental leave for adoptive parents (including FMLA)*

FAMILY CARE PROGRAMS

  • 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)

Community and Environmental Impact

$427,000 Philanthropic donations in last year $183,867 Total company-matched employee donations in last year
1 LEED certified building(s)

Diversity

  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Teams from our corporate office and Houston communities gather for the 2017 Walk to End Alzheimer's at the University of Houston.

DEMOGRAPHICS

 
Our corporate office celebrating at the 2016 holiday party.

How to Get Hired

We asked Belmont Village Senior Living 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?

  Belmont Village prefers someone with prior experience in the job for which they are applying. In addition, we realize that the character and qualities a candidate brings to the table can be just as or more important for how they will learn and thrive once in the role. The following are characteristics of a successful candidate. Belmont employees are good listeners. They are compassionate and patient. They are trustworthy, dependable, and are willing to go the extra mile to help their residents and fellow employees. Above all, they have a strong background in customer service, perform well in a team environment, and enjoy making a positive impact in the lives of others. They strive to grow personally and professionally. They have a strong work ethic and a proven dedication to prior employers demonstrated by tenure and increased responsibility.

What can prospective employees do to get your attention?

  Candidates need to present themselves well on paper and during the interview process. Prospective employees are most successful when they present professionally both over the phone and in person and can articulate a genuine interest and passion in working with seniors. Candidates also do well when they bring new and compelling ideas to the table. Candidates who appear well prepared for the interview by demonstrating a basic understanding of the Belmont Village mission and relating this to their own interests in the position for which they are applying will stand out among the rest.

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

With the addition of 4 newly constructed communities over the next year Belmont Village will be hiring for all roles. Belmont Village anticipates hiring licensed nurses, caregivers, medication technicians, dining and food service staff, activity professionals, housekeepers, maintenance professionals, drivers, concierge and administrative staff. In addition, Belmont has a leadership development program that provides management-training opportunities, with career growth paths for aspiring Executive Directors, Memory Program Coordinators, Activity Program Coordinators and Chef Managers. Belmont Village continues to hire recent college graduates interested in pursuing a career within senior living into our Operations Trainee program.

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

Interested candidates will find our company website extremely informative regarding our industry, our organization, and what we believe. Find detailed information on our career, LinkedIn and Facebook pages. Internal candidates can ask regarding open positions and all company employees are notified of opportunities at communities in development. Candidates may learn more about Belmont Village Senior Living by visiting our company website at www.belmontvillage.com, our career page at www.belmontvillage.com/careers or our Linked In page at https://www.linkedin.com/company/belmont-village/.

hiring Outlook

2,400 Forecasted positions to fill in coming year 11% Job Growth
60 Average applicants per opening 138,000 Total job applicants
13% New hires by employee referrals 8% Openings filled by current employees
80 Recent graduates hired 15% Voluntary turnover for full-time employees
35% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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