At Benco Dental, 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 806 employee surveys, with a 90% confidence level and a margin of error of ± 1.93. It was published on Sep 11, 2017. 7426 Visitors

What Employees Say

I'm proud to tell others I work here.
89%
 
I feel good about the ways we contribute to the community.
89%
 
I am able to take time off from work when I think it's necessary.
88%
 
Management is honest and ethical in its business practices.
88%
 
Our facilities contribute to a good working environment.
87%
 

What They Do

We asked Benco Dental to explain what they do. Here is what they had to say.

BENCO DENTAL DESCRIPTION: While the 3rd largest dental supply company in the U.S., we are the largest family-owned supplier of dental supplies, equipment and services to the dental community.  We hire great people who provide top-flight, one-stop service to our customers!

About this Company

Website: www.benco.com Industry: Health Care
US Headquarters: Pittston - This is Benco Dental's Home Office location, which houses our state of the art distribution center and the largest dental showroom (25 operatories) in North America (we also have operatory showrooms in California and Texas), Pennsylvania, 18640 US Sites: 48
Major Locations: Pittston, Pennsylvania, 18640; Flower Mound, TX, home of our newest distribution center and dental showroom, Texas, 75028; Fort Wayne, Indiana, Indiana, 46808; Fulton, MD, Maryland, 20759; Houston, TX, Texas, 77095 US Employees: 1,500
Corporate Structure: Partnership; Private Founded: 1930

Benco Dental has been awarded:

Best Workplaces in Health Care 2017 (ranked 29)

Best Workplaces in Health Care 2016 (ranked 20)


Benco's associates enjoying the Winter Appreciation Gala!

Perks and Programs

We asked Benco Dental to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • COMMUNICATION PRACTICES: Benco believes that two-way communication is critical to our success. To that end, we utilize a number of initiatives to share and gather information from associates. Some of these include Daily Huddles, Coffee Meetings & Conference Calls with the Cohens, State of the Company Meetings, Lunch with Senior Managers, Regional Meetings & Co-Travels with Senior Managers/Sales Team Members, to name a few. In addition, our IdeaBank Program (with revised, internally developed software), gathers ideas from associates, which are analyzed within 30 days. Approximately 400 associate ideas are implemented most years to improve processes, safety, work environment, customer satisfaction, etc.!
  • GENEROUS 401(K) and PROFIT SHARING: Benco Dental has continued to enhance the 401(K) Plan for associates! In addition to matching 50% on the first 8% of associate contributions, Benco also provides a $1,000 Qualified Non-Elective Contribution (QNEC) for associates every year. While the general match vests over 5 years, the QNEC is immediately vested. In addition, Benco began and increased auto-enrollment and auto-escalation in recent years. Currently, auto-enrollment for new hires is 4% and auto-escalation for existing associates is 1% per year until reaching 4%. While this requires increased Benco funding due to the match, Senior Management believes this is an excellent investment in our associates. In addition, Benco pays out 5% of pre-tax profit to associates as profit sharing each year. The most recent associate payout was $838!
  • FAMILY FRIENDLY PRACTICES: As a family-owned company, Benco Dental offers a number of family-friendly programs. Some of these include: Two (recently increased from one) full weeks of maternity/paternity pay (and one day for grandparents), $3,000 in adoption assistance, We also have an Associate Emergency Fund for associates facing difficult situations, such as family illness, house fire, etc. Associates may also donate paid time off to co-workers in need. We also have a Lactation Program, including a remodeled, dedicated room for mothers.
  • WELLNESS PROGRAM: Benco's award-winning Wellness Program encompasses numerous initiatives to improve and/or maintain the health of associates. Some of these include an annual physical exam/blood work, as well as Life Line, mobile mammograms, weight loss, health fair, walking program, flu shots, vision & hearing exams, etc. Our Rally Health Program provides a person's 'Rally Age', based on completion of a health assessment. It also suggests 'missions' to undertake to improve overall health.
  • GIVING BACK TO OUR COMMUNITIES: Benco's Community Boosters Program involves associates across the country! For 2016, a total of 2,462 hours (up from 2,289 in 2015 and 1,935 in 2014) were logged by dedicated associates. Through July 2017, we're on our way to the goal of 2,700 hours of volunteer time for the year! In addition to 'giving back' through various volunteer efforts, Benco's associates are very generous, as evidenced by pledging over $57,000 to the most recent United Way Campaign. This amount was then matched by Benco Dental and resulted in Benco receiving a United Way award for the Highest Corporate Gift! Overall, the Benco Family Foundation dedicates approximately 5% of pre-tax profit to charity.  One of our Values is: "We give back to the communities & families we serve."
  • PROGRESSIVE BENEFITS PROGRAM: Benco Dental is constantly seeking feedback from associates and outside sources to improve our benefit offerings. For example, we now provide a health premium 'subsidy' for associates earning $52k or less. This subsidy is $480 (individual) or $960 (family) per year. We also did not pass on any cost increase to associates for 2016, and only a small increase in 2017, without making any plan design changes. Our Wellness Program continues to expand and have a positive impact on claims. Our Rally Health program includes a health assessment that results in the person's 'Rally Age', based on their overall health. The dental plan was enhanced in 2016 to include white fillings and an increase from $1,200 to $1,500 maximum annual benefit.
  • PRO-ACTIVE, TRANSPARENT COMPENSATION STRUCTURE: We're in the process of revising our Profit Sharing Plan, which will provide additional shares to associates based on grade level/contributions. We're also enhancing the bonus structure. Last year, Benco undertook a massive review/analysis of the entire wage/salary structure, with the goal of outside competitiveness and internal equity. This study resulted in pay increases for approximately 200 associates, and a total spend of almost $400,000 in base pay increases, which will be repeatable each year. We will also demonstrate greater transparency in our wage/salary structure by including the job grade with all job postings.
  • SAFE WORKPLACE: Benco has a long history of being known as having a 'Safety Culture', and in fact, we were recently nominated by our insurance carrier for an industry safety award (we're a finalist and will find out how we fared in the near future). We have positive worker's compensation modification factors, flat to lower work-related injuries (despite more associates each year), and a growing list of initiatives to enhance associate safety. Some include our transition to using moving companies to transport heavy equipment rather than having our skilled service techs do this lifting, and establishment of a Benco Accident Review Committee (BARC), which reviews all motor vehicle accidents with the involved parties.
  • THE LUCY HOBBS PROJECT: The Lucy Hobbs Project has an internal associate component with the intent to embrace gender equality, allowing Benco Dental to effectively serve an increasingly diverse customer base, and connect all of our associates to the Lucy Hobbs Project (the external program that focuses on women in dentistry). The Pillars of our program are Networking, Innovation & Giveback. Various educational programs are offered to associates, with nationally known guest speakers. The Lucy Hobbs Connection also involves a number of 'Giveback' initiatives, which fits nicely with Benco's Culture.
  • OPPORTUNITIES TO LEARN AND GROW: Due to feedback from past Best Places to Work surveys (FORTUNE/PA), we have significantly enhanced our Learning & Development Program in recent years. We hired both an IT Training Professional and Learning & Development Professional to conduct a wide-variety of work and non-work related classes, both in person and virtual. The classes are categorized in one of four areas: Leadership, Aspiring Leaders, Professional Development, Technical. New in 2017, we added a 'Lending Library' that is housed in the Culture & People Department. Also new is the 'Fresh Eyes' Program, which includes 2 groups of managers/non-manager highly performing associates who receive additional learning opportunities. Last but not least, our Mentoring Program has blossomed to include over 100 pairings! This was an increase over 25 pairings in 2016.

COMPENSATION BY THE NUMBERS

85% Company-paid health coverage for employees 75% 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
$5,250 Average Tuition Reimbursement $5,250 Maximum Tuition Reimbursement
Associates enjoying 'The Price is Right'-style game to learn about healthy eating

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 20 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 4 weeks Paid sabbatical after 1 year(s) of employment
7 Days Paid time off as of first day of full-time employment 7 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (40% use it)
  • Telecommute option (40% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness (60% have access)
  • Medical facilities (only at headquarters)
  • Onsite Amenities (ATM, blood pressure monitor, coffee service, computer station for personal use, electric car docking stations, fitness classes, massages, oil changes, personal medical supply cabinets, wellness classes (health and financial).)

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave (including FMLA/STD) 10 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take130 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
$3,000 Adoption benefit130 days Job-protected parental leave for adoptive parents (including FMLA)*
10 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.

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)
  • Fertility treatments

Community and Environmental Impact

40 hours Paid time off to volunteer $73,147 Total company-matched employee donations in last year
Continuous Improvement Lead Leads environmental impact team Third-Party Conducted Environmental impact audit
1 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program

Diversity

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

Leadership Diversity

 

Workforce Diversity

 
Associates participating in the Annual Benco Sales Forum

DEMOGRAPHICS

 
Associates volunteering at the local Food Bank

How to Get Hired

We asked Benco Dental 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 for a number of characteristics beyond education and job experience when assessing who will be a great fit for Benco Dental.  We start with our Values: We earn & cherish our sterling reputation every day. We assume positive intent, always. We empower great people to do great work. We give back to the communities & families we serve. We begin each initiative by asking, 'what does the customer want?' & we improve each process by asking 'why' again and again. And.....we smile!  Additional characteristics include:  Integrity: Earns trust & respect of co-workers through their works and actions. Resourcefulness: Creatively finds ways to solve problems.  Self-Awareness:  Understands personal strengths & weaknesses; openly accepts feedback. Team Player: Does what's best for the company rather than self.  Customer Service Focus: External & internal.  Curiosity: Has a need to continually question and learn.

What can prospective employees do to get your attention?

Prospective associates can get Benco Dental's attention in a number of ways: Demonstrate the Benco Values:  Having a track record of volunteerism and charity work; Having a history of consistently working to improve oneself and the organization worked in; Having former managers as references who enthusiastically endorse the person's character, work ethic and accomplishments; Having numerous examples of teamwork & collaboration with co-workers; Having a list of accomplishments from former jobs; Having a customer service mentality. On a more basic level, it's also important to accurately and completely finish the employment application and include any pertinent information, such as a resume/references.  Benco receives approximately 17,000 applications each year, so it's imperative to put your best foot forward.  Prior to being interviewed, do your homework so that you have some knowledge of Benco.  Bringing work samples is also a nice touch!

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

As part of our ongoing growth in the west and core areas, we will continue to hire sales and service associates.  We are also planning to significantly grow our Inside Sales department, which has brought early success.  We're also ramping up our efforts on selling technology to our customers, so technical trainers are a priority for 2017/18.  Needless to say, other departments will also continue to grow to support our sales and service efforts.

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

Candidates interested in a career with Benco Dental can go to benco.com/careers.  The Benco Careers site allows candidates to review open positions, complete an online application and attach a resume.  Even when there are no open positions that interest a candidate, he/she can submit a resume to a Benco 'Talent Network'.  Examples include Sales & Service (both by geographic district), Finance, Marketing, Purchasing, Culture & People, Information Technology, Call Center, Interns, etc.  The idea behind the Talent Networks is to allow interested candidates to submit their resume for future opportunities.  The Culture & People Talent Specialists review these submissions on a regular basis in order to be prepared when opportunities develop.  Also, you can find our job openings on Indeed, LinkedIn, Monster and similar sites.  Benco participates in a number of Job Fairs (in person and virtual), and hosts a Job Fair at the Home Office each year.

hiring Outlook

440 Forecasted positions to fill in coming year 10% Job Growth
39 Average applicants per opening 17,000 Total job applicants
18% New hires by employee referrals 14% Openings filled by current employees
9 Recent graduates hired 15% Voluntary turnover for full-time employees
28% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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