At Blue Cross and Blue Shield of Vermont, 95 percent of employees say their workplace is great.



This review is based on 325 employee surveys, with a 90% confidence level and a margin of error of ± 2.26. It was published on Jul 6, 2018. 10919 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
We have special and unique benefits here.
Management is competent at running the business.
I am able to take time off from work when I think it's necessary.
Our facilities contribute to a good working environment.

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 health plans 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: Industry: Financial Services & Insurance
US Headquarters: Berlin, Vermont, 05601 US Sites: 3
Major Locations: Berlin, Vermont, 05601; South Burlington, Vermont, 05603; Burlington, Vermont, 05401 US Employees: 416
US Revenues: $930 million Corporate Structure: Non-Profit
Founded: 1980

Blue Cross and Blue Shield of Vermont has been awarded:

Best Workplaces for Women 2018 (ranked 20)

Best Small & Medium Workplaces 2018 (ranked 74)

Best Medium Workplaces 2017 (ranked 93)

Best Medium Workplaces 2016 (ranked 95)

Best Workplaces in Insurance 2015 (ranked 8)

Best Medium Workplaces 2014 (ranked 25)

2018 Annual Vermont Corporate Cup Race

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.

  • Healthy Organization Program: As a health and wellness company, BCBSVT invests significantly in programs that promote a culture of health and wellbeing. The company’s STRIVE Health and Wellness Program addresses employee health holistically (social, financial, physical and mental health). Ninety-three percent of employees are members of STRIVE, and enjoy a variety of offerings, to include free on-site chair massages, nutritional counseling, yoga, EAP services, fitness rooms, monthly Lunch & Learns, Jazzercise, meditation, financial planning, personal training, Weight Watchers…even choral and art classes….some of which are led by company leaders. STRIVE builds friendships and connects teams. There is an active Health and Wellness Committee focused on improving the health and wellness strategy and corporate scorecard outcomes. Healthy behavior marketing is noticeable throughout the building and healthy food is subsidized. On-site there are well-equipped fitness rooms, a yoga studio, a meditation room, recreation room, multiple walking stations and breast pumping suites.
  • FUEL Program: Now in Year Three, BCBSVT is close to completing the biggest IT project it’s ever undertaken, and it understands that its employees are working long hours to meet challenging deadlines as they continue to perform their regular responsibilities and maintain high levels of quality service for its members. Ongoing communication with employees as well as quarterly pulse surveys have been key in creating the FUEL Program (Fun, Unity, Ease, Leisure). FUEL was created to visibly demonstrate that employees’ extra work is appreciated, and to bring fun into the culture in a variety of ways: spontaneous food carts with snacks delivered by executives throughout the building; free lunches and BBQs throughout the summer; free coffee, free fruit, drawings and giveaways, even “surprise” ad hoc announcements from the CEO about getting an extra day or afternoon off! “Hobby Clubs” on interests such as gardening, photography and beer-making have been established, as well!
  • Employee Engagement Program: Employee engagement is BCBSVT’s top priority and the driver of its success. BCBSVT’s philosophy is that “Committed people, working together in a supportive environment will succeed.” It closely monitors employee engagement through quarterly surveys and focus groups. Engagement results are part of the performance management and incentive compensation for all senior leaders. The Leadership System includes an Employee Experience Committee comprised of employees at all levels which monitors employee engagement and identifies opportunities to promote and sustain a vibrant workplace. Employees’ voices can be heard through their participation in committees, such as the Diversity & Inclusion Council, Wellness Committee, Sustainability Committee and others. Communication is a leadership “obsession” and there are a variety of communications loops including CEO Town Halls, leadership forums, staff meetings and retreats. When BCBSVT launches a major initiative, there is a communication strategy aligned with it to keep employees informed, inspired and on the same page.
  • Diversity and Inclusion Council: BCBSVT's Diversity & Inclusion Council has grown significantly over the past 14 years. The Council hosts many on-site events that instill the importance of diversity and inclusion, educate employees on its scope and highlight different cultures and lifestyles through programs such as Lunch & Learns, diversity-themed book club discussions, and international food and culture celebrations. Event attendance and feedback is always overwhelmingly positive. For instance, 35 employees attended an event focusing on the refugee experience in Vermont. Over 90% of those attending said the event increased their awareness of the refugee crisis. , 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.
  • Community Service & Leadership Program: BCBSVT encourages and supports its employees in providing community service opportunities throughout the state of Vermont. Twenty percent of employees participate in its “Blue Crew” team, comprised of employees who volunteer a combined 2,500 hours of their time at 200+ BCBSVT-sponsored events after hours and on weekends each year. Blue Crew allows employees to build and deepen relationships with community members and each other. Employees are encouraged to bring their family members to community events. Examples include the Dragon Heart Festival, Girls on the Run Vermont and recreation events and concerts across the state where they do everything from provide water, to hosting and implementing the full event. The employee volunteer program, Blue Crew Days, encourages employees to volunteer one day per year in teams of three or more at a charitable organization of their choice. In 2017 BCBSVT sponsored 63 teams and donated over $200,000 to not-for-profit organizations.
  • Blue IDEAs: The Blue IDEAs (Initiatives Deserving Exploratory Analysis) initiative was launched in 2014 to support BCBSVT’s strategic objective of organizational efficiency and mission of responsible cost management on behalf of its members. The focus of Blue IDEAS is to create long-term competitive advantage through administrative cost reductions and to establish a culture that recognizes the importance of continuous improvement. An IDEA can be anything that provides a benefit to members, improves a business process, allows BCBSVT to avoid additional expenses, and/or reduces administrative expenses. Blue IDEAS has definitely encouraged the creative thinking of its employees: since the program’s inception in 2014, BCBSVT has had 570 ideas submitted, resulting in close to 5 million dollars in savings! All eligible Blue IDEA submissions are entered into a random monthly drawing to win a $50 Amazon gift card, and annually there is an $1000 award that recognizes the best IDEA implemented during the year.
  • Town Hall Meetings: BCBSVT’s CEO hosts “Town Hall Meetings” with all employees every two months, in small groups, without managers present (He holds separate meetings for managers). He has truly won the hearts and minds of employees through these frequent face-to-face communications. While the meetings follow an agenda of relevant topics and current events, he encourages 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 federal and Vermont health care system and what challenges the company faces in today’s environment. 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, comprised of employees at all levels throughout the company, initiates and advances efforts to improve BCBSVT’s energy efficiency, reduce overall environmental impacts and works to create a “green” culture internally and externally. Started in 2015, the committee has already accomplished several projects, to include the installation of rooftop solar panels, installation of water bottle filling stations throughout the building, a change in the cafeteria to use reusable takeout containers in order to reduce paper waste and a vehicle anti-idling campaign in the parking lots. They host an annual “How Green is Blue?” corporate sustainability fair, and annually team up with Green Up Vermont; in 2018 44 employees spent two hours together removing trash and tidying up BCBSVT’s surrounding roads. Many other initiatives are in the works!
  • Rewards & Recognition Program: BCBSVT has made thanking others and recognizing achievements a core part of its inclusive leadership strategy and culture. There is an ad hoc “Spotlight” award where employees receive a handwritten note of thanks from their manager accompanied by an Amazon gift card. Over 200 Spotlight awards were given in 2017. “Cheers for Peers” is an ad hoc peer recognition program with handwritten notecard of thanks from the giver with a choice of free promotional items. An “Employee of the Month” is recognized, as is a quarterly “Wellness Champion”. All reward recipients are recognized on posters throughout the building. Annually, BCBSVT has a company-wide celebration to recognize the Employee of the Year, Citizen of the Year, Blue IDEA of the Year, and Team of the Year. Recognition comes with perks such as monetary awards, additional time off, designated parking spaces and corporate donations to non-profits of the employee’s choice.
  • Employee Appreciation Day: While it’s only a four-hour event, BCBSVT cannot leave Employee Appreciation Day (EAD) off the list! The planning that goes into this late-summer event for its employees and consultants can only be compared to that of a wedding, held right on their grounds. The theme of EAD changes each year, and the HR department, with the help of summer interns, decks the building and outdoor event space with themed decorations, offering a spread of themed foods, games, competitions and other events to encourage cross-departmental camaraderie and fun. Employees who normally have little contact with each other are encouraged to let loose during its annual volleyball tournament, themed relay race, trivia and word games and more, all while enjoying music and our themed photo booth. A special BCBSVT-branded gift is given to each employee. The event concludes at noon and employees are dismissed to get a jump-start on their weekend!


$40,888 Average salary and additional cash compensation for Senior Customer Service Representative $73,925 Average salary and additional cash compensation for Registered Nurse Case Manager
4% Match of employee’s 401(k)/403b contribution up to 6% of salary85% Company-paid health coverage for employees (for full-time)
85% Company-paid health coverage for dependents (for full-time) 43% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $3,159 Average Tuition Reimbursement
2018 National Walk at Lunch Day


37 days Paid time off after one year of full-time employment 35 days Paid time off after one year of part-time employment
30 days Paid sick days after one year of full-time employment 27 days Paid sick days after one year of part-time employment


  • Flexible schedule
  • Telecommute option (22% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Subsidized cafeteria; fitness and yoga classes; locker rooms with showers; fully-equipped fitness, yoga and meditation rooms; free on-site personal nutritional counseling services; recreation room with ping pong and other games; generously subsidized farm-to-table grocery shares; monthly health and wellness lunch and learn programs with free lunch; free chair massages; subsidized personal financial management programs and free 1:1 financial advisory services; several subsidized weight loss programs; three lactation rooms; dry cleaning pick up; employee discounts at local businesses; personal paper shredding services; Free Fruit Wednesdays; Free Coffee Mondays; free weekly lunches & BBQs throughout the summer; hobby clubs (hiking, knitting, cycling, etc), on-site EAP counseling services; on-site ATM and vending machines; on-site notaries; ability to purchase take-home meals; Blue Crew Days Employee Volunteer Program (one day per year); on-site flu shot clinic in October)


60 days Job-protected maternity leave (including FMLA/STD) 58 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)13 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*


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


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

Community and Environmental Impact

8 hours Paid time off to volunteer $200,000 Philanthropic donations in last year
$11,223 Total company-matched employee donations in last year Community Relations and Health Education Director Leads environmental impact team
Yes Sustainable commuting program Yes Renewable energy program
Yes Carbon offset program Yes Recycling program
Yes Locally-sourced food program


  • Community Outreach and Education Director oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 15 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
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Yoga at 2017 Employee Appreciation Day



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?

Our recruitment strategy links our interviewing questions to important parts of our culture that allow us to assess and ensure that the prospective employee will be a success. We want to learn about their interests in wellness, community involvement and teamwork, and we check for intellectual curiosity, enthusiasm, a commitment and passion for Vermont and a demonstrated interest in our corporate mission. We look for candidates who demonstrate their interest by having studied our corporate website and ask thoughtful questions. 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?

As a healthy organization, we are deeply committed to our culture of health and wellness, sustainability, diversity, and supporting our communities and members throughout Vermont.  We want our employees to share our passions in these areas, and prospective employees can demonstrate that their personal values align with ours by sharing stories of their involvement in their communities, their schools, and their jobs during the interview process. 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. 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. It is key that candidates support this. 

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, project managers 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.

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

We would urge our candidates to check our corporate website. Here, you can find more information about our community involvement, green initiatives, 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

65 Forecasted positions to fill in coming year 15 Average applicants per opening
825 Total job applicants 38% Openings filled by current employees
5% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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