At Blue Cross and Blue Shield of Vermont, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 339 employee surveys, with a 90% confidence level and a margin of error of ± 1.88. It was published on Jul 18, 2016. 6395 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
95%
 
Our facilities contribute to a good working environment.
93%
 
I'm proud to tell others I work here.
93%
 
I am able to take time off from work when I think it's necessary.
93%
 
Management is competent at running the business.
93%
 

What They Do

We asked Blue Cross and Blue Shield of Vermont to explain what they do. Here is what they had to say.

We are an independent, nonprofit, health and wellness company that delivers security and stability to Vermont businesses and families. We’re committed to Vermonters’ health, outstanding member experiences and responsible cost management for all the people whose lives we touch.

About this Company

Website: www.bcbsvt.com Industry: Financial Services & Insurance
US Headquarters: Berlin, Vermont US Sites: 3
Major Locations: Berlin, Vermont; South Burlington, Vermont; Burlington, Vermont US Employees: 411
US Revenues: $939 million Corporate Structure: Non-Profit
Founded: 1980

Blue Cross and Blue Shield of Vermont has been awarded:

Best Medium Workplaces 2016 (ranked 95)

Best Workplaces in Insurance 2015 (ranked 8)

Best Medium Workplaces 2014 (ranked 25)


Wellness Revolution Women's Cycling Program-Employees and Community

Perks and Programs

We asked Blue Cross and Blue Shield of Vermont to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • STRIVE Program: BCBSVT's STRIVE best-in-class health and wellness program has become an integral part of its culture, with many free and generously subsidized programs and classes offered regularly. With increasingly creative offerings, STRIVE has evolved into a holistic program addressing career, social, financial, physical and community health! BCBSVT’s many free programs and services include chair massages twice a month, free confidential nutritional counseling, EAP services, well-equipped fitness rooms, numerous lunch and learns with a free lunch, to name a few. Other programs include yoga, meditation, financial planning, personal training, Weight Watchers on-site, and even choral and art classes. An unanticipated—but wonderful—outcome of STRIVE is friendship. STRIVE has given employees an opportunity to both focus on their health and build relationships through its many programs.
  • Health and Wellness Goals Program: As an athlete and cancer survivor, BCBSVT’s CEO puts a strong emphasis on the health and wellness of employees. Five years ago, the CEO upped the ante by including employee health and wellness goals in its annual corporate incentive program. The outcomes demonstrate continued health improvements among the employees. For example, the overall BMI score dropped three points between 2012 and 2014, and preventive screenings scores exceed the national 90th percentile. In 2012, only 75 percent of employees used the preventive dental benefit. In 2014, BCBSVT ran an employee targeted dental campaign, and in 2015, 92 percent of employees visited the dentist! With many on-site health, wellness and fitness programs, employees’ overall health has improved and along with the overall morale and camaraderie.
  • Tuition Reimbursement Program: BCBSVT offers a generous tuition reimbursement benefit of $7,000 per year. There has been a huge leap in participation, increasing from 13 employees utilizing the benefit in 2013 to 33 employees currently enrolled in various colleges to advance their academic credentials. BCBSVT credits Southern New Hampshire University’s new online degree program, College for America, (CfA) for part of this surge in participation. BCBSVT invited CfA on site to promote their unique program in October 2014. Nine employees have already received their AA degrees and 16 employees are now enthusiastically enrolled in their AA and BA programs. Nearby Norwich University has a well-regarded MBA program which many of our employees have enrolled in; just two weeks ago, four of our employees graduated with advanced degrees.
  • Diversity and Inclusion Council: BCBSVT's Diversity & Inclusion Council has grown significantly over the past 14 years. The Council hosts many onsite offerings to instill the importance of diversity and inclusion, educate on its scope, and highlight different cultures and lifestyles (e.g. lunch and learns, diversity-themed book club discussions, international food and culture celebrations). Event attendance and feedback is always overwhelmingly positive. For instance, 20 percent of employees attended the last event featuring the transgender community and employees stated that these offerings make them extremely proud to work at both an inclusive and progressive company. Among many external efforts, the Council also facilitates translation of materials and hosts interpreted meetings on health care for all English language learners, including the state's growing refugee population.
  • Blue Crew Event Team: Comprised of over 75 employees who volunteer their time at statewide events on weeknights and weekends each year, Blue Crew allows employees to build and deepen relationships with the community and among one another, too! In addition to encouraging physical activity at events, Blue Crew serves as a vehicle to share important health information. The team has undoubtedly contributed to BCBSVT’s favorable membership and market share, reputation, social media presence and high employee engagement. Employees, their friends and family members also enjoy attending BCBSVT's popular events and the myriad other events that BCBSVT sponsors and supports. In 2015, one out of five employees participated in Blue Crew, working nearly 500, four to five-hour shifts, volunteering 2,500 hours of personal time at nearly 200 events.
  • Employee Benefits Program: BCBSVT has a generous, evolving benefit program. Highlights include a parental leave policy, offering two weeks’ additional paid leave for new mothers, two weeks’ paid leave for new fathers, and two weeks’ paid leave to new adoptive parents, with a $5,000 adoption benefit to help defray the adoption costs. BCBSVT has a 401(k) with a company match, recently enhanced with the option to enroll in a Roth 401(k) program, and BCBSVT partnered with its 401(k) provider to introduce a financial advisory service. In addition to the 401(k) program, BCBSVT also has a non-contributory pension program with vesting in three years. Employees receive a substantial combined time off (CTO) package of 24 days per year, plus holidays, and CTO increases as employees hit various service milestones.
  • Town Hall Meetings: BCBSVT’s CEO hosts “Town Hall Meetings” with employees every two months, in small groups, without managers present. (He holds separate meetings for managers.) This effort has truly helped him win the hearts and minds of employees. While the meetings follow an agenda of relevant topics and current events, he allows the employees to direct the conversation to ensure he addresses their questions and concerns. He will frequently share letters and stories he has received from appreciative members, and recount his own work experiences. He is also candid in talking about the latest updates to the health care system. BCBSVT’s employees now share in his passion for the company’s members, work and mission. They can connect their daily work with the high levels of stakeholder satisfaction.
  • Corporate Sustainability Committee: The Corporate Sustainability Committee initiates and advances efforts to improve BCBSVT’s energy efficiency, reduce overall environmental impacts and works to create a “green” culture internally and externally. The committee is making great strides in its first few months. They’ve piloted a program in BCBSVT’s cafeteria using reusable takeout containers in order to reduce paper waste, and they just launched a vehicle anti-idling campaign. They’re also working with a vendor to install rooftop solar panels. The committee has identified many future improvements that BCBSVT intends to implement over the next several years. Blue Crew Days is another corporate responsibility program that went live in 2016, which encourages employees to volunteer one day per year in teams of three or more at a charitable organization of choice.
  • Employee Experience Committee: BCBSVT has realized the benefits of its team-based leadership system, which includes six leadership teams and several cross-functional support teams, and gives many employees a direct voice in the management of the company. Additionally, since 2014, the company has used the annual GPTW survey to gauge engagement, satisfaction and leadership. While the results have been high, at 89 percent for two consecutive years, it also shows the scores of several areas remained “flat,” without improvement. As a result, in January, the CEO created the Employee Experience Committee as a part of the company’s leadership system. This committee includes employees throughout the company with staff of all levels, with a mission to optimize the employee experience by creating initiatives that promote and sustain a vibrant workplace.
  • Telecommuting and Employee Flexibility: BCBSVT offers telecommuting on a full-time and an ad-hoc basis. The ability to work remotely is available for most all employees; 12 percent of employees telecommute full-time and 14 percent telecommute on a regular part-time basis. BCBSVT has a satellite office in South Burlington, about 35 miles northwest of its main office in Berlin and closer to Vermont’s main population center. Some employees residing closer to the South Burlington area work mostly from that office. BCBSVT also maintains a number of shared workstations in the South Burlington office for other employees to use when it fits their schedule. In May 2013, the company opened a member-focused Information and Wellness Center in South Burlington. The various office spaces contribute to the flexibility of employee’s schedules.

COMPENSATION BY THE NUMBERS

$39,618 Average salary and additional cash compensation for Senior Customer Service Representative $73,867 Average salary and additional cash compensation for Nurse Case Manager
60% 401(k) match of employee's contribution, up to 6% of an employee's salary85% Company-paid health coverage for employees
85% Company-paid health coverage for dependents 43% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $2,551 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • Massage therapy
  • Fitness classes
  • Dry cleaning
  • Subsidized lunch on a regular, daily basis
  • Discount ticket sales
  • Weight watchers meetings
  • Banking
HR Retreat at Mt. Elmore

WORK-LIFE BALANCE BY THE NUMBERS

32 days Paid time off after one year of full-time employment 32 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
  • Telecommute option (27% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave59 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave10 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

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

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Fitness center (only at headquarters)
  • Blood pressure screening
  • Complete biometric screening

Community Involvement & Philanthropy

8 hours Paid time off to volunteer $200,000 Philanthropic donations in last year

Diversity

  • 'Director, Human Resources' is accountable to formal recruiting and retention diversity goals
  • 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

 
2015 Employee Appreciation Day

Demographics

 
2016 Vermont Corporate Cup Race

How to Get Hired

We asked Blue Cross and Blue Shield of Vermont 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?

When interviewing candidates, our questions are linked to important parts of our culture to assess and ensure that the prospective employee is a good fit. These questions help us to learn about their interests in wellness, community involvement and teamwork and check for intellectual curiosity, enthusiasm, a commitment and passion for Vermont and a demonstrated interest in our corporate mission. We watch for our candidates’ reactions to these questions. Did their eyes light up as we talk about our mission? Were they able to give us examples of their own experiences that connect with our mission and operating philosophy? We also watch them react to our culture when taking them on a tour. How do they react when we show them our fitness rooms, our green initiatives in our cafeteria? It's essential that the prospective employee demonstrates that he or she can contribute meaningfully to our culture and mission.

What can prospective employees do to get your attention?

We expect our employees to take the role of “backyard ambassador” during their interactions with the public, their neighbors, families and friends. We are a high-profile company in a small state, and our employees all have the opportunity to influence the community—both positively and negatively.  Prospective employees can demonstrate their vested interest in their communities during the interview.  This tells us that they will buy in to our values and represent our company in the best way possible. Further, we want employees to look at the bigger picture and our mission and vision of a transformed health care system in which every Vermonter has health care coverage, and receives timely, effective, affordable care.

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

The mix of non-exempt and exempt staff has shifted over the years, with a decrease in non-exempt positions and increase in exempt positions. We expect that we will be hiring more business analysts and information technology positions as our company continues to evolve. Also our outreach to our communities is an important part of our culture, and we focus on recruiting employees who are willing to get out in our communities and make a difference, whether through our Blue Crew program or otherwise.

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

I would urge our candidates to check our corporate website. Here, you can find more information about our community involvement, green initiatives, our passion for our members, operating philosophy, vision and mission statements, which are all important to our culture.  Candidates can also find a lot of publicity and press coverage on our good works and heavy involvement in transforming Vermont’s health care system by searching the internet. Being in the midst of health care reform, it is important for our candidates to understand the challenging, complex issues relating to the changes in the health care system and what we are doing to deal with these issues. Finally, prospective candidates can browse social media channels, such as YouTube and Facebook for photos and videos highlighting our company’s work.  

hiring Outlook

75 Job openings forecast for coming year 5 Average applicants per opening
415 Applications received 75 Positions filled in past year
3 New positions created 28 Jobs filled by current employees
Yes Recruits on college campuses 13% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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