At Children's Healthcare of Atlanta, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1086 employee surveys, with a 90% confidence level and a margin of error of ± 2.37. It was published on Sep 11, 2017. 30970 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
96%
 
I'm proud to tell others I work here.
96%
 
My work has special meaning: this is not "just a job".
92%
 
People celebrate special events around here.
91%
 
I feel I make a difference here.
90%
 

What They Do

We asked Children's Healthcare of Atlanta to explain what they do. Here is what they had to say.

Children’s Healthcare of Atlanta is a pediatric healthcare organization in metro Atlanta with three hospitals and 27 neighborhood locations, including seven urgent care centers and a nationally recognized autism center.  

About this Company

Website: www.choa.org Industry: Health Care
US Headquarters: Atlanta, Georgia, 30329 US Sites: 68
Major Locations: Atlanta, Georgia, 30329 US Employees: 9,090
US Revenues: $1,582.7 million Worldwide Revenues: $1,582.7 million
Corporate Structure: Non-Profit Founded: 1998

Children's celebrates Cape Day each year to honor our heroic patients.

Perks and Programs

We asked Children's Healthcare of Atlanta to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • MomForce: MomForce is a Children's program designed to help parents enter the workforce after an extended absence. MomForce allows participants to refresh their skills and build their resumes with meaningful, project-based work. Our goal is to provide participants with connections and experience to re-enter the workforce on a permanent basis. The pilot went so well that Children's has continued the program for four years.
  • Cancer Survivor Breakfast:  As part of Breast Cancer Awareness Month, Children’s hosts an annual Cancer Survivor Breakfast with an inspirational survivors’ panel discussion where attendees share their personal stories about battling cancer. Throughout the month, employees join together on two-mile pink walks to honor those who have been affected by the disease. On average, we have 100 attendees each year.
  • Employee Health Clinics: Children's now offers onsite medical care for employees at four locations. The Employee Health clinics provide occupational health services, convenient care service and maintain all employee health records.
  • Wellness Wednesdays: Children's hosts Wellness Wednesdays in our office park locations. Employees can wear workout clothing to work with a commitment to being physically active at some point in the day, whether it’s attending an onsite exercise class or meeting with colleagues on our walking trails. Our Wellness teams pass out treats like fruit and sunscreen.
  • Concierge Services: Children’s upgraded our Concierge service to be a better resource for employees. The Concierge helps employees find tickets to any event in the country, makes dinner reservations, plans a vacation or party, schedules cable service installation, runs errands, purchases gifts and anything else that helps our employees.
  • Mission: Slimpossible: For the past five years, Children's hosts a Mission: Slimpossible weight-loss challenge as a way to motivate employees to get healthier. Throughout the competition, Children's provides teams of employees with personal wellness coaches, nutritional support and emotional encouragement. Employees followed the teams’ progress through blogs, photo galleries and videos. The winners are announced at a Big Reveal celebration. The teams have lost a collective 2,360 pounds throughout the years.
  • Adoption and Fertility Reimbursement: Children’s reimburses employees up to $10,000 for fertility treatments or adoption expenses. This reimbursement has allowed many employees to expand their families without additional financial stress.
  • TriPossible: This year, Children's launched TriPossible to encourage employees to complete their first sprint triathlon. A five-time IronMan led our eight weeks of training, and we partnered with a local club for clinics, gear and support. In August, 75 Children's employees swam, biked and ran to cross the finish line.
  • Summer Perks: This summer, office employees were treated to half-day Fridays, a casual summer dress code and additional days where they could bring their dogs to work.
  • Service Awards: Children’s celebrates our employees in a big way with a formal dinner reception for employees with the most tenure. Employees who have been at Children’s for 35 years also get a limo ride and spa day or tour of the new Atlanta Braves stadium, SunTrust Park. More than 1,400 employees are receiving a milestone award this year.

COMPENSATION BY THE NUMBERS

$74,261 Average salary and additional cash compensation for Clinical Nurse 2 $106,555 Average salary and additional cash compensation for Pediatric Nurse Practitioner
100% Match of employee’s 401(k)/403b contribution up to 4% of salary77% Company-paid health coverage for employees
77% Company-paid health coverage for dependents 77% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $3,468 Average Tuition Reimbursement
$5,000 Maximum Tuition Reimbursement
Our 13 therapy dogs are there to lend a supportive paw.

WORK-LIFE BALANCE BY THE NUMBERS

26 days Paid time off after one year of full-time employment 26 days Paid time off after one year of part-time employment
17 days Paid sick days after one year of full-time employment 17 days Paid sick days after one year of part-time employment
26 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (59% use it)
  • Telecommute option (12% use it)
  • Job sharing (6% use it)
  • Compressed work weeks (63% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Onsite cafeterias, concierge service, fitness classes, stairgyms, near site child-care centers, onsite car wash services, massages, bring your dog to work days, commuter benefits, electric vehicle charging stations, ATMs)

FAMILY CARE BY THE NUMBERS

90 days Job-protected maternity leave (including FMLA/STD) 5 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
90 days Average length of maternity leave new mothers take90 days Job-protected paternity leave (including FMLA)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)*14 days Average length of paternity leave new fathers take
$10,000 Adoption benefit90 days Job-protected parental leave for adoptive parents (including FMLA)*
5 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

$205,500,000 Philanthropic donations in last year VP, Planning, Design and Construction; Construction and Facilities Operations Project 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

  • Linda Matzigkeit, Chief Administrative Officer 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
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Disabled employees; Employees reentering the workforce
  • 2 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

 
These crayon buddies walked the halls together to visit patients on Halloween.

DEMOGRAPHICS

 
Our employees really love Spirit Day at Children's.

How to Get Hired

We asked Children's Healthcare of Atlanta 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?

Employees at Children’s have different skills, but we all share the same mission—to make kids better today and healthier tomorrow. No matter their field, employees who choose to work at Children’s see their work as a calling. We draw energy and inspiration from knowing that our jobs have special meaning. When our recruiters look for talent, they look for people with whom they would trust their own children. Through extensive research, we found that employees who thrive at Children’s are people who are emotionally resilient, while positively impacting the lives of children and their families. They are top-tier professionals for whom making a difference is a primary driver, and they are motivated, compassionate and team-oriented.

What can prospective employees do to get your attention?

Our recruiters are impressed by someone that can clearly articulate why they are passionate about pediatrics and what they will be able to bring to the table to deliver exceptional care to our patients or service to our internal staff. They also are impressed by someone who has done their research and understands our hospital system, including our locations, our units, our rankings, etc. Another great way to get our attention is for candidates to tell us upfront what they want as an applicant. A candidate should have a great elevator pitch for who they are, what they do and what they are looking for.

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

We are currently seeking candidates for the following positions: Intensive Care and Emergency Department Nurses; Respiratory Care Professionals; Pharmacy Technicians; and Information Technology Project Managers, Business Analysts and Business Intelligence Developers.

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

Interested candidates should find out more about our organization and available positions at www.choa.org. Also, we welcome anyone to learn about Children's through Facebook, Twitter or LinkedIn.

hiring Outlook

3,676 Forecasted positions to fill in coming year 6% Job Growth
26 Average applicants per opening 88,703 Total job applicants
25% New hires by employee referrals 58% Openings filled by current employees
250 Recent graduates hired 8% Voluntary turnover for full-time employees
7% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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