At Blue Cross Blue Shield of North Carolina, 82 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 3248 employee surveys, with a 90% confidence level and a margin of error of ± 0.80. It was published on Jul 16, 2018. 5875 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
94%
 
I am able to take time off from work when I think it's necessary.
87%
 
When I look at what we accomplish, I feel a sense of pride.
83%
 
I want to work here for a long time.
82%
 
I'm proud to tell others I work here.
81%
 

What They Do

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

Blue Cross and Blue Shield of North Carolina delivers innovative health care products, services and information to nearly 4 million members. Our mission is to improve the health and well-being of our customers and communities.

About this Company

Website: www.bcbsnc.com Industry: Health Care
US Headquarters: Durham, North Carolina, 27707 US Sites: 4
Major Locations: Winston-Salem, North Carolina, 27116; Fayetteville, North Carolina, 28301; Charlotte, North Carolina, 28235 US Employees: 4,686
US Revenues: $9,376.8 million Worldwide Revenues: $9,376.8 million
Corporate Structure: Non-Profit Founded: 1933

Sortarama-Fighting Hunger Together

Perks and Programs

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

  • Employee Network Program: Employee Networks enhance and drive our corporate culture by promoting inclusion and collaboration. The networks are company-approved groups organized around shared interests, backgrounds and/or perspectives. Each of our 9 networks hosts unique events, activities and projects for their specific focus including professional development, networking, community service, and internal cross-functional partnerships.
  • PROPS Program: The Proper Recognition of Personal Success (PROPS) program offers a tangible, fun and easy way to recognize – and be recognized – for a job well done. Through PROPS, employees can earn and give points, which can then be used to redeem rewards. All Blue Cross NC employees can earn and give PROPS to anyone – peers, managers and support staff – on their own team or in another department. To date more than 127 million points have been given to reward employees for demonstrating our cultural values and leadership philosophy.
  • Inclusion Circles: Inclusion Circles are small group conversations centered on a dimension of diversity. Our award-winning program provides a safe and open space in which employees can discuss, reflect and share moments that matter. Through a facilitated discussion employees can engage in meaningful dialog and offer ideas on how we can collaborate to build a more inclusive workplace.
  • Work Life Super Star: The Work Life Super Star contest recognizes working parents who master the art of integrating their personal and professional lives effectively, without missing a beat. Each spring we select a Working Mother and Working Father of the year. We celebrate winners at a luncheon with members of our executive team. Winners also get perks like a family photo shoot and the opportunity to attend conferences focused on work-life topics.
  • GivingWORKS: GivingWORKS is an open giving campaign that makes it easy for employees to donate money directly to a nonprofit. Blue Cross NC matches $1 for $1 up to $350 per employee for donations made through the campaign.
  • Reverse Mentoring: Unlike traditional mentoring programs, the Reverse Mentoring Program provides an opportunity for young professionals to use their knowledge and perspective to coach and collaborate with our leaders. Leaders learn firsthand about daily work and challenges of junior employees, helping them better understand how to communicate and engage our growing population of younger employees. At the same time, younger employees get a better idea of the role, work and background of our company’s leaders. This helps improve their confidence, engagement, and motivation.
  • CommunityWorks: We are proud of our long tradition of corporate citizenship and commitment to improving the health and well-being of North Carolinians through our employee volunteer programs. Our employees give their time and talents to a number of causes. Since 1997, Blue Cross NC employees have volunteered more than 430,000 hours, with a dollar value of nearly $8,000,000. In 2017, employees supported a number of service projects to provide for basic needs in our communities, encourage healthy active lifestyles and promote health and wellness.
  • Blue Scholar Program: The Blue Cross Blue Shield NC Family Scholarship Program (Blue Cross NC Scholars), will provide financial assistance to 10 employee dependents annually to attend any accredited two or four year university or vocational technical school. The scholarship is for $5,000 a year and is renewable for up to 3 years for a maximum of $20,000 per student. The program continues our commitment to learning and extends financial education assistance to employee families.
  • Health and Wellness Offerings and Program Discounts: We offer 12 on-site weekly Weight Watchers at Work meetings that are led by a trained leader. If employees attend 15 of the 20 meetings in the series, Blue Cross NC will cover 50 percent of the cost of the program. Employees who attend 15 out of the 20 meetings and lose the amount of weight agreed upon by both the employee and the Weight Watchers facilitator will have the entire cost of the program covered ($182). We also offer Eat Smart Move More Weigh Less, on-site flu shots, Employee Assistance Program services, on-site massage therapy, and on-site mobile mammography.
  • Blue Cross NC Spirit Week: In 2017, we launched our inaugural “We are Blue Cross NC Spirit Week” to celebrate our company, our culture, and most importantly, our people. We had fun with intention to nurture our company’s culture and build bonds that create a sense of community. The week’s events centered on how we invest in our people and the difference our employees make. Dressing up in ‘80s outfits for our 84th anniversary, flash mobs during Town Hall, family nights, and countless opportunities during the week allowed us to reconnect with one another and remember why we show up each day to make a difference. During this celebration we focused on: investing in our people, giving back to our communities and celebrating the spirit of Blue Cross NC.

COMPENSATION BY THE NUMBERS

$37,976 Average salary and additional cash compensation for Customer Service Professional $82,447 Average salary and additional cash compensation for Episodic Care Manager
8% Average 401(k)/403b company contribution per employee93% Company-paid health coverage for employees (for Full time employees working 30 or more hours per week.)
73% Company-paid health coverage for dependents (for Full time employees working 30 or more hours per week.) 65% Company-paid health coverage for part-timers
Part time employees working 20-29 hours per week. hours Weekly hours required for part-timers to receive health insurance $1,622 Average Tuition Reimbursement
Spirit Week 80's Day

WORK-LIFE BALANCE BY THE NUMBERS

28 days Paid time off after one year of full-time employment 14 days Paid time off after one year of part-time employment
2 weeks Paid sabbatical after 1 year(s) of employment 28 Days Paid time off as of first day of full-time employment
14 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (99% use it)
  • Telecommute option (48% use it)
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (57% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Cafeteria with subsidized cost; healthy vending machine options; on-site massage; on-site nutrition counseling; on-site EAP; on-site fitness classes; back-up childcare; on-site farmers market; upscale, fully-stocked, comfortable Mothers' Rooms in every building; open, collaborative work spaces.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*48 days Average length of paternity leave new fathers take
$3,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
60 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

  • On-site or near-site backup childcare center
  • 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

4 hours Paid time off to volunteer $12,276,945 Philanthropic donations in last year
$440,584 Total company-matched employee donations in last year Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Director of Diversity & Work Life oversees diversity and inclusion practices
  • 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: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language; Employees reentering the workforce
  • 10 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

 
Senior Leaders

DEMOGRAPHICS

 
Spirit Week 2017

How to Get Hired

We asked Blue Cross Blue Shield of North Carolina 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?

It's an exciting time to work at Blue Cross NC. The Health Care System continues to transform and we are inspired by the direction of new leadership.  Our employees bring energy and creativity to the workplace and it shows in our innovative approach to improving the health and well-being of North Carolinians.  We're looking for highly motivated people who:   - Thrive in complex, dynamic situations   - Are flexible and embrace change   - Are focused on finding and developing solutions   - Take ownership of their work and drive success   - Bring an innovative approach to their work   - Bring a sense of urgency to fulfilling our vision

What can prospective employees do to get your attention?

At Blue Cross NC we are looking for candidates that are naturally curious and gravitate towards challenging and inspiring work.  Individuals should have a passion for assisting customers and the communities we serve.  Candidates that can clearly capture this on a resume and demonstrate these behaviors during the interviews will be the ones that stand out the most.

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

We continue to be focused on bringing in analytical skills into the workforce.  Positions such as Data Scientist, Data Engineers, and Clinical Informatics will remain a priority for Blue Cross NC over the next 12 months.  Specialized IT skill sets will also be a main emphasis for the recruitment team.  Mobile development, Facets configuration, Salesforce, Python, R, Java, and service integration roles are just a few of the roles that will be required for our technology teams moving forward.

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

Interested candidates can find out more about our open positions and what it is like to work here by visiting our careers page:  www.bcbsnc.com/content/careers.  Here potential candidates can read or watch videos exhibiting “Life at BCBSNC”, get an overview of our benefits, learning about the hiring process itself, and search for jobs.  Candidates may also find us on LinkedIn, Twitter, and YouTube.

hiring Outlook

600 Forecasted positions to fill in coming year -6% Job Growth
27 Average applicants per opening 17,385 Total job applicants
12% New hires by employee referrals 52% Openings filled by current employees
51 Recent graduates hired 6% Voluntary turnover for full-time employees
20% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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