At Blue Cross and Blue Shield of Vermont, 94 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 312 employee surveys, with a 90% confidence level and a margin of error of ± 2.34. It was published on Jul 7, 2017. 7132 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
96%
 
People celebrate special events around here.
95%
 
Management is honest and ethical in its business practices.
95%
 
I am able to take time off from work when I think it's necessary.
94%
 
We have special and unique benefits here.
94%
 

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, 05601 US Sites: 3
Major Locations: Berlin, Vermont; South Burlington, Vermont; Burlington, Vermont US Employees: 417
US Revenues: $887 million Worldwide Revenues: $887 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)


Corporate Cup 5K 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: BCBSVT invests significantly in programs that promote a culture of health and wellbeing. The STRIVE Health and Wellness Program addresses employee health holistically. Ninety-three percent of employees are STRIVE members, and enjoy a large 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. The active Wellness Committee focuses on improving the 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, multiple walking stations and breast pumping suites.
  • FUEL Program: BCBSVT is in the midst of the biggest IT project it’s ever undertaken, and it understands employees are working long hours to meet challenging deadlines. The FUEL Program (Fun, Unity, Ease, Leisure) was launched in 2017 to bring more fun into the culture in a variety of ways: spontaneous food carts with snacks being delivered by executives throughout the building; free lunches and BBQs throughout the summer; free coffee, free fresh fruit, drawings and giveaways, weekly free chair massages…and for those regularly working 45 or more hours per week, quarterly perks that include $500 bonuses, plus a choice of spa days, car detailing, take home meals, golf passes and even professional housekeeping services…all things that are focused on helping its employees with their work/life balance.
  • Employee Engagement Program: Employee engagement is BCBSVT’s top priority and the driver of its success. BCBSVT closely monitors employee engagement through quarterly surveys and focus groups. This data is used by the Employee Experience Committee, comprised of employees at all levels, which monitors employee engagement to identify opportunities and initiatives that 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 offerings to instill the importance of diversity and inclusion to employees, highlighting different cultures and lifestyles (e.g. Lunch & 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 story of one of our transgender members, 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.
  • Community Service & Leadership Program: BCBSVT supports its employees in providing community service throughout the state of Vermont. Twenty percent of employees are members of “Blue Crew”, a team that volunteers a combined 2,500 hours at 200+ BCBSVT-sponsored events after hours and on weekends each year. Blue Crew employees build relationships with community members and each other. Examples include the Dragon Heart Festival, Girls on the Run Vermont and many recreation events and concert series across the state where they do everything from provide water to host and implement the full event. The employee volunteer program, Blue Crew Days, encourages employees to volunteer during work in teams of three or more at a charitable organization of their choice. In 2016, BCBSVT sponsored and donated over $200,000 to 63 non-profit organizations.
  • Employee Benefits Program: BCBSVT has a generous, evolving benefit program. Highlights include two opportunities to save for retirement with a 401(k) with a company match as well as a non-contributory pension program with vesting in three years. Other highlights include a parental leave policy offering paid leave for new mothers and fathers, including a $5,000 adoption benefit to help defray the adoption costs. Many employees take advantage of the $7,000 tuition reimbursement benefit. 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. BCBSVT is supportive of employees having flexible schedules and offers telecommuting, with 27 percent of its employees telecommute regularly on a part-time or full-time basis.
  • 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 won the hearts of employees through these frequent face-to-face communications. While he follows an agenda of relevant topics and current events, he encourages employees to direct the conversation to ensure he addresses their questions and concerns. He frequently shares letters from appreciative members and recounts his own work experiences. He is candid in talking about the latest updates to the federal and Vermont health care systems and what challenges the company faces in today’s environment. Employees share his passion for the company’s members and mission, and 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 hosted a “How Green is Blue?” corporate sustainability fair in 2016, and more recently teamed up with Green Up Vermont for a two-hour tidying of 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 a “Spotlight” award where employees are given gift cards “out of the blue” by managers for outstanding performance. “Cheers for Peers” is a program where employees can recognize their peers with free promotional items. Blue IDEAs, an employee suggestion program about creating efficiency savings, awards a “Best Idea” each year. An “Employee of the Month” is recognized as is a quarterly “Wellness Champion.” Annually, BCBSVT recognizes an Employee of the Year, Citizen 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 off the list! The planning that goes into this late-summer event for employees can only be compared to that of a wedding, held right on their grounds. The theme changes each year, and their HR team and summer interns deck the building and outdoor event space with themed decorations, and plan games, competitions and other events that encourage camaraderie and fun. Employees are encouraged to let loose during its annual volleyball tournament, relay race, trivia and word games and more, 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!

COMPENSATION BY THE NUMBERS

$40,329 Average salary and additional cash compensation for Senior Customer Service Representative $76,359 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 employees)
85% Company-paid health coverage for dependents (for Full-time employees) 43% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $2,897 Average Tuition Reimbursement
$7,000 Maximum Tuition Reimbursement
Corporate Cup 5K Race (2)

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 32 Days Paid time off as of first day of full-time employment
32 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option (27% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Subsidized cafeteria; yoga, meditation, Jazzercise classes; 1:1 nutritional counseling, Weight Watchers At Work; subsidized CSA shares, weekly free chair massages; fitness and weight rooms; personal trainers; twice-monthly lunch and learns with free lunch; recreation room with ping pong and other games; EAP counseling; locker rooms/showers; three lactation rooms; two dedicated yoga/meditation rooms; picnic tables on grounds; basketball; "Blue Surfin' Zone" lounge with PCs to use for personal use)

FAMILY CARE BY THE NUMBERS

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)

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

8 hours Paid time off to volunteer $200,000 Philanthropic donations in last year
Community Relations and Health Education Manager Leads environmental impact team Third-Party Conducted Environmental impact audit
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Director, Human Resources is responsible for the success of formal recruiting and retention diversity goals
  • 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

 
Lake Champlain Dragon Boat Festival

DEMOGRAPHICS

 
Morning Jazzercise Class

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 will be a success. These questions help us to learn about their interests in wellness, community involvement and teamwork and checks 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, 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

75 Forecasted positions to fill in coming year 11 Average applicants per opening
600 Total job applicants 43% Openings filled by current employees
7% Voluntary turnover for full-time employees 40% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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