At Covia, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 673 employee surveys, with a 90% confidence level and a margin of error of ± 2.05. It was published on May 4, 2018. 1271 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
88%
 
I'm proud to tell others I work here.
85%
 
I am given the resources and equipment to do my job.
83%
 
When I look at what we accomplish, I feel a sense of pride.
83%
 
I feel I make a difference here.
83%
 

What They Do

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

Covia cultivates and builds healthy communities with a continuum of residential and innovative aging services that actively promote intellectual, physical, social and spiritual well-being. 

About this Company

Website: www.covia.org Industry: Aging Services
US Headquarters: Walnut Creek, California, 94596 US Sites: 11
Major Locations: San Francisco, California, 94109-0401; Pacific Grove, California, 93950-4253; Los Gatos, California, 95030-6737; Santa Rosa, California, 95409-8846; Oakland, California, 94610-4448; Palo Alto, California, 94301 US Employees: 1,153
US Revenues: $137.8 million Worldwide Revenues: $137.8 million
Corporate Structure: Non-Profit Founded: 1965

Just what the Dr. ordered (Canterbury Woods celebrates nursing)

Perks and Programs

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

  • Success Sharing: Covia's Success Sharing Plan provides a cash incentive based on performance of both the organization and the individual to Covia team members annually for achievement of the organization and individual goals.
  • Team Member Referral Bonus: Covia awards $300 - $5,000 cash referral bonus (dependent on location and position) to team members who refer candidates that become successful team members. Covia believes the best team members can be found from the referrals of our existing team members. Our team already knows the culture as well as the quality standards and expectations; and new hires that come to our organization through team member referrals are generally excellent contributors and stay with the organization longer.
  • Team Member Service Awards: Once a year, Covia’s Service Awards program recognizes employees with a celebration and awards, including financial bonuses, for length of service after 1 full year, and at 5 year intervals. Team members with tenure of 5 years or more are introduced individually by their department manager, often with personal stories of the team members unique experiences and contributions. This year, the HR manager at San Francisco Towers was recognized for 25 years of service – longer than the building has been open.
  • Team Member Emergency Fund: Team Members in need can receive a gift or grant of up to $2,500, once every two years, for unexpected, verifiable emergency situations. The Emergency Fund was established through the Covia Foundation and is partially funded through voluntary contributions made by Covia team members. The Emergency Fund is just one way Covia team members take care of one another; the program fosters the culture of caring and community that we strive to achieve. This year, team members, residents and friends made gifts of more than $178,000 to help 12 Spring Lake Village team members who lost their homes, and other team members who suffered damage/loss during the Santa Rosa fires. Team members and residents of Lytton Gardens and Webster House donated proceeds of their holiday bake sales more than $1,000! -- to the fund. The Emergency Fund is just one way team members demonstrate how we take care of one another.
  • Defined Benefit (Pension): For all employees who meet the eligibility requirements, Covia contributes 8% of an employee’s annual earnings to the defined benefit pension plan. Vested employees are entitled to receive a retirement benefit from the plan at retirement (age 65). Vested employees can elect to receive their accrued benefit in the form of a one-time lump sum payment or a monthly annuity payment for the remainder of their life.
  • Employee Discounts: Covia participates in several discount programs which offer discount services to employees. These include Pet Insurance, Ticket Monster Perks, discounts to 24 HR Fitness (which includes both membership and training discounts), and more.
  • Volunteer Day: Covia team members at Support Services have the opportunity to spend one paid day engaged in a volunteer activity supported by our Community Services programs, such as Market Day, Well Connected, or Senior Resources.
  • Education Assistance: Covia offers education assistance to all full-time and part-time employees looking to enhance their professional skills through education. Each qualified employee can receive up to $1000 per year to help shoulder the cost of tuition and books. Here are just a few examples of the team members that have recently received this benefit: A Webster House CNA received over $750 towards tuition and books to complete prerequisites for nursing school; and a Support Services Payroll Specialist received $1000 toward tuition for becoming a Physician’s Assistant.
  • Free CEUs: Covia offers licensed/certified employees the opportunity to request additional training through our learning management system to complete as many online CEU's as their renewal allows. These additional courses are available to employees at no additional cost.

COMPENSATION BY THE NUMBERS

$32,200 Average salary and additional cash compensation for Certified Nursing Assistant $176,137 Average salary and additional cash compensation for Senior Leadership
50% Match of employee’s 401(k)/403b contribution up to 3% of salary90% Company-paid health coverage for employees
35% Company-paid health coverage for dependents 90% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $850 Average Tuition Reimbursement
Employee Engagement is a Slam Dunk (Los Gatos Meadows)

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 17 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 4 days Paid sick days after one year of part-time employment
9 Days Paid time off as of first day of full-time employment 9 days Paid time off as of first day of part-time employment

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 50 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)25 days Average length of paternity leave new fathers take
60 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 $1,959,118 Philanthropic donations in last year
1 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 5 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities

Leadership Diversity

 

Workforce Diversity

 
It's what we do

DEMOGRAPHICS

 
Out and about at Spring Lake Village

How to Get Hired

We asked Covia 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?

At Covia, we take pride in our core Guiding Principles which represent the values of the organization and both guide and inspire the work we do. We are looking for candidates who will Honor our heritage and dedication to serving seniors; Respect others and strive to be collaborative and treat others compassionately; are able to Embrace the unique characteristics of each area of our organization while supporting the needs of the overall community; are dedicated to expanding the diversity of those who live and work within Covia; take pride in Serving with integrity; and have an ambition to Grow and Build community and housing programs for seniors while being good stewards. Prospective employees with similar values would fit in perfectly at Covia.

What can prospective employees do to get your attention?

Candidates can learn about Covia through our LinkedIn and Facebook pages as well as by checking out us on GlassDoor. Serious candidates should have an understanding of our organization and the different programs we offer. Candidates who have volunteer and/or work experience or involvement in community activities or outreach programs geared toward the senior population should highlight those areas is a clean resume and cover letter and should apply for open positions through our JobVite portal at http://jobs.jobvite.com/covia.

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

As we grow, we anticipate needing skilled people at all levels. Those with social work/social services backgrounds should consider looking at our Resident Service Coordinator positions. We always have a need for candidates in the following areas: Nursing, Certified Nursing Assistants (CNAs), Housekeeping (listed as Environmental Services), and Dining Services.

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

Please visit our Careers page at www.covia.org/careers/ and check us out on LinkedIn and GlassDoor.

hiring Outlook

330 Forecasted positions to fill in coming year 3 Average applicants per opening
1,000 Total job applicants 25% Openings filled by current employees
13% Voluntary turnover for full-time employees 49% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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