At Child Trends, 95 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 114 employee surveys, with a 90% confidence level and a margin of error of ± 3.70. It was published on Mar 14, 2018. 12312 Visitors

What Employees Say

Management is competent at running the business.
99%
 
When people change jobs or work units, they are made to feel right at home.
99%
 
Management is honest and ethical in its business practices.
98%
 
I'm proud to tell others I work here.
98%
 
People here are willing to give extra to get the job done.
97%
 

What They Do

We asked Child Trends to explain what they do. Here is what they had to say.

We provide data, information, and insights on the well-being of children and youth to policymakers, practitioners, and the general public to improve the lives and prospects of children and youth everywhere.  

About this Company

Website: www.childtrends.org Industry: Professional Services
US Headquarters: Bethesda, Maryland, 20814 US Sites: 3
Major Locations: Bethesda, Maryland, 20814; Minneapolis, Minnesota, 55401; Chapel Hill, NC, North Carolina, 27514 US Employees: 152
US Revenues: $20 million Worldwide Revenues: $20 million
Corporate Structure: Non-Profit Founded: 1979

Drawing attention to important issues

Perks and Programs

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

  • Thought Leadership: Everyone at Child Trends is encouraged to be a thought leader, which means that even staff right out of college find themselves doing data analyses and writing blogs or briefs that can--and have-- changed the way policymakers think and legislate or changed the way vulnerable children and youth are served around the globe. Senior staff members find an incredible platform and ready audience for their research and enjoy mentoring more junior staff to encourage their growth as thought leaders.
  • Equity in Research Initiative: The Equity in Research initiative is just one of our equity initiatives, and it focuses on making sure our work systematically addresses equity. Currently, too much research ignores (or factors out) race, ethnicity, and income because researchers are looking at specific theoretical constructs like mindfulness and don't want the huge influences of these demographic factors to take over the model and drown out the effects of their constructs of interest. Instead, we should look directly at these factors and address them explicitly in every study. For example, each study could present estimates of the magnitude of these effects and what we can collectively do to address them, in addition to the more focused portions of the work. A team of our researchers has developed a first round of standards and are working on the next iteration now. Come be a part of shaping these standards!
  • Rotation and Professional Development: Staff may move throughout Child Trends "on rotation" to work in different program areas and with different managers to learn different topic areas, methods, or management techniques. We encourage every employee to direct her or his learning. Staff are given funds each year for professional development such as attending training courses, joining professional organizations, purchasing books, spending time with great mentors or any activity that benefits their growth.
  • Employee Referral: Know someone at Child Trends? Call her or him! Staff who bring in successful candidates get a referral bonus once you pass your provisional review.
  • Maximum Flexibility for Work-Life Balance: Staff have great flexibility in choosing work hours that fit for their job and family life. For example, some staff come in early so they can pick up children at daycare in late afternoon. Others work long days so they can take off another day during the pay period without burning a vacation day. This flexibility extends to letting staff telecommute a few days a weekor even "go remote" full time. We want to keep great people, wherever they want to end up.
  • Gym & Walking Meetings: With a gym on-site and walking trails just outside our office door, many of our staff like to take breaks together or go for walking meetings. We use research in our work on many levels!

COMPENSATION BY THE NUMBERS

$86,745 Average salary and additional cash compensation for Research Scientist80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents 48% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance
Gearing up for Halloween

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 27 days Paid time off after one year of part-time employment
12 days Paid sick days after one year of full-time employment 12 days Paid sick days after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (50% use it)
  • Telecommute option (57% use it)
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (72% have access)
  • Onsite Amenities (Bethesda office offers on-site gym, discount fitness classes, concierge services, and all offices provide staff with breakfast for staff meetings.)

FAMILY CARE BY THE NUMBERS

30 days Job-protected maternity leave (including FMLA/STD) 30 days Fully-paid maternity leave (does not include personal vacation or paid time off)
30 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)30 days Job-protected parental leave for adoptive parents (including FMLA)
30 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. Not 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

1 LEED certified building(s) Yes Recycling program

Diversity

  • Chief Operating Officer 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
  • 12 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

Leadership Diversity

 

Workforce Diversity

 
Celebrating our teams

DEMOGRAPHICS

 
Making a difference--together!

How to Get Hired

We asked Child Trends 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 candidate who:  1) puts mission first; is interested in and compelled by the Child Trends mission and uses it to guide work and priorities; 2) applies an initiative-taking, continuous-learning, and problem-solving approach; 3) effectively communicates (writes well, listens well, errs on the side of communication); 4) is conscientious and has high standards for work and ethics; 5) is approachable (i.e., nice even under pressure) and a team player (cooperation over competition); and 6) s willing to take risks to learn, grow, and better achieve mission.     

What can prospective employees do to get your attention?

First and foremost, write a great cover letter. Without a cover letter, we often will disqualify you. A great cover letter inspires. Connect the dots for us. Don't just tell us all the great skills you will bring, paint a picture of how you can jump in and colve problems we have right now (which means you need to know what we are working on!). Write a cover letter that takes our perspective, shows you understand what we need, explains how you fit that need and what value you offer beyond the need, and leaves us wanting to learn more. A great cover letter means that you can write well, engage, inspire, and change behavior.  And this is what we want to do with our research. We do rigorous research and clearly communicate it.    

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

Just graduated college: Journalist types: people who can write well and don’t need a lot of instructions to go out there and get the story written. Masters & PhD level (analysts and scientists): Evaluation experts, crossover medical and social scientists, heavy quantitative or rigorous qualitative analysis. Policy and ROI analysts. Topics: Child welfare, early childhood, and education, especially safe schools.      

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

Engage with us on research results, implications, and innovations. We publish in many different ways; sign up for our newsletter, like us on Facebook/LinkedIn, and follow us on Twitter--and begin discussions in the areas that interest you. Good ideas contributed in response to a blog, for example, will get the author's attention far more effectively than an all-too-common request for an informational interview.  If you are a researcher or practitioner, look for us at key conferences. Come to our sessions, ask questions, and introduce yourself. If you are a policy person, engage with us at Hill events or through our social media. Link us to new ideas, people or organizations. The best way to get our attention is by helping us, even in small ways, to achieve our mission.     

hiring Outlook

11% Job Growth 68 Average applicants per opening
4,275 Total job applicants 29% New hires by employee referrals
18 Recent graduates hired 8% Voluntary turnover for full-time employees
23% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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