At DaVita Inc., 79 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 572 employee surveys, with a 90% confidence level and a margin of error of ± 3.42. It was published on Aug 21, 2017. 343 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
85%
 
I am able to take time off from work when I think it's necessary.
85%
 
My work has special meaning: this is not "just a job".
84%
 
I'm proud to tell others I work here.
84%
 
I am given the resources and equipment to do my job.
84%
 

What They Do

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

DaVita Inc. is the parent company of DaVita Kidney Care and DaVita Medical Group. Davita Kidney Care provides dialysis services, and DaVita Medical Group provides coordinated, outcomes-based medical care. 

About this Company

Website: www.davita.com Industry: Health Care
US Headquarters: Denver, Colorado, 80202 US Sites: 2445
US Employees: 68,331 Worldwide Revenues: $14,750 million
Employees Worldwide: 73,480 Corporate Structure: Public
Stock Symbol: DVA Founded: 1999

Perks and Programs

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

  • Bright Horizons: With Bright Horizons, DaVita offers two resources to support employees’ families through every stage. The “College Coach” program offers educational support, including access to essay reviews, college lists, financial webinars, one-on-one mentoring and more. Or, if an employee has a child who needs extra help, they have access to a support network with “Bright Horizons Special Needs,” which is available to help employees with action plans, school communications, troubleshooting and progress tracking.
  • Academy: Academy is a foundational introduction to DaVita – it introduces new employees at every level of the Village (what we call our company) to our history, our unique and intentional culture, our symbols and our traditions. At the heart of the two-day program, held in various locations across the nation 11 times per year, is a focus on becoming better human beings by giving teammates exercises to reflect on themselves, and how they show up for others. Academy also allows teammates to network with each other, meet and interact with senior leaders, ask questions and give feedback without censor.
  • DaVita Chlildren's Foundation: The DaVita Children's Foundation, funded by DaVita, is a scholarship program offered to employees' children and grandchildren who are enrolled in college or 12th grade and preparing for college entry. It awards scholarships of $1,000 to $3,000 to students who demonstrate outstanding leadership, community involvement or academic performance.
  • K.T Family Foundation: The K.T. Family Foundation, funded by DaVita CEO Kent Thiry, is a scholarship program offered to employees' children and grandchildren in grades 6-11. It awards scholarships of $1,000 to $3,000 to students who demonstrate outstanding leadership, community involvement or academic performance.
  • The Village Paradise Award: The Village Paradise Award was created to recognize, honor and reward facility administrators, site administrators, business office managers, social workers and dietitians for being strong DaVita community leaders, role models for DaVita’s Mission and Values, and for delivering strong clinical and business results. Winners receive a vacation package worth $2,800.
  • DaVita Village Network: The DaVita Village Network pools resources from across the DaVita Village to provide financial support to employees in need. Employees voluntarily contribute to this program through a payroll deduction, or they can make a one-time donation at any time.

COMPENSATION BY THE NUMBERS

70% Company-paid health coverage for employees 24-29 hours Weekly hours required for part-timers to receive health insurance
$25,000 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • Stock options
  • Employee stock purchase plan (ESPP)

WORK-LIFE BALANCE BY THE NUMBERS

22 days Paid time off after one year of full-time employment 10 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option
  • Subsidized On- or Off-site Fitness
  • Medical facilities (at some locations)
  • Onsite Amenities (Location dependent. Village Market Place online portal available to all teammates; include fitness, food, travel (over 500 vendors).)

FAMILY CARE BY THE NUMBERS

30 days Job-protected maternity leave (including FMLA/STD) 30 days Job-protected paternity leave (including FMLA)
$5,000 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)*

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

Manager of Village Green Leads environmental impact team Third-Party Conducted Environmental impact audit
2 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Head of Diversity and Inclusion 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: Employees reentering the workforce
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

DEMOGRAPHICS

 

How to Get Hired

We asked DaVita Inc. 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 DaVita, there is a clearly-defined culture that permeates all aspects of the workplace. It’s rooted in an unwavering mindset: DaVita is a community first and a company second. So for an employee to be a good cultural fit, it means that they’re willing to not only strive to be good at their job, but also to also take a whole-person approach to improvement. DaVita wants their employees to better themselves through resources for professional and personal support, and ultimately, spread ripples of growth into their own communities outside of work.  

What can prospective employees do to get your attention?

DaVita strongly believes in the power that diversity brings to a company. So while we do try to bring new team members who are receptive to our community model and core values (Service Excellence, Integrity, Team, Continuous, Improvement, Accountability, Fulfillment and Fun), DaVita consistently strives to hire people from as many different backgrounds and with as many different perspectives at possible.

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

  

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

hiring Outlook

13% Job Growth 48% Openings filled by current employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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