At Gay Men's Health Crisis, 79 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 86 employee surveys, with a 90% confidence level and a margin of error of ± 6.31. It was published on Sep 21, 2017. 73 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
94%
 
People celebrate special events around here.
89%
 
I am given the resources and equipment to do my job.
88%
 
I am able to take time off from work when I think it's necessary.
86%
 
I'm proud to tell others I work here.
86%
 

What They Do

We asked Gay Men's Health Crisis to explain what they do. Here is what they had to say.

GMHC fights to end the AIDS epidemic and uplift the lives of all affected. We achieve this by addressing the underlying causes, shifting cultural beliefs and promoting smart behaviors that empower a healthy life for all affected.

About this Company

Website: http://gmhc.org/ Industry: Social Services and Government Agencies
US Headquarters: New York, New York, 10001 US Sites: 2
Major Locations: New York, New York, 10001 US Employees: 205
US Revenues: $26 million Worldwide Revenues: $26 million
Corporate Structure: Non-Profit Founded: 1982

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Perks and Programs

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

  • Education Reimbursement Policy: Gay Men’s Health Crisis is committed to the professional growth and development of its employees. The Educational Reimbursement Policy provides textbook reimbursement and reimbursement for required Continuing Education Units (CEU’s) or continuing education credits and/or credit hours to assist in the maintenance of licensure/certification for the employees’ profession. Employees are eligible to exercise one or both benefits with a maximum reimbursement of $500 annually.
  • GMHC University: This staff training program has been developed by the GMHC Training Department, guided by input from GMHC staff and managers, to provide a comprehensive, agency-wide set of core competency training options for staff. The program offers courses that fit into three distinct tracks of focus: Administrative, Clinical and Management training. It also incorporates agency-wide core courses for all staff. Additionally, there are courses provided as support for personal development and long-term career development.
  • Staff Appreciation Parties: We hold two staff appreciation parties/events annually. We do a summer themed party and a holiday party in December. We provide dinner, drinks, snacks and giveaways at the events. This is just a small way we demonstrate to the staff that we value their hard work and appreciate the sacrifice they make every day in serving our clients.
  • Fitness Boot Camp Sessions: Licensed Personal Trainers come onsite to provide class instruction to staff interested in getting and staying fit. We bring the classes to work, so staff can easily partake in the sessions. The events help to build community with coworkers that don't normally interact with each other while they help support and encourage one another to reach their fitness goals.
  • Generous PTO Plan: Each full-time employee earns a minimum of 28 paid days off and 11 company paid holidays. We value work/life balance and encourage staff to use their time to spend time with their friends and family and recharge.
  • 3% Company-Matched 403B: Many companies are no longer matching employee contributions into retirement accounts but we still do! We will match up to 3% of an employee's annual salary if they contribute the same. This helps our staff plan to live comfortably during their retirement years.
  • Use of Preferred Pronouns: We use preferred pronouns in our email signatures and our company website as one of the most basic ways to show our respect for everyone’s gender identity. When someone is referred to with the wrong pronoun, it can make them feel disrespected or invalidated; which we don’t want. We want everyone at GMHC to feel welcome and included.
  • AIDS Walk NYC: GMHC thanks everyone who donates, sponsors, volunteers, walks, runs, or devotes time to making AIDS Walk a success. It’s because of the hard work of our contributing staff and thousands of donors that organizations like GMHC and many others can continue serving and uplifting the lives of all affected by HIV/AIDS.
  • Trans Action Committee: This is GMHC's employee resource group formed to increase cultural competency and help create an informed and welcoming environment for GMHC's clients and staff that are of the LGBT community.

COMPENSATION BY THE NUMBERS

$33,146 Average salary and additional cash compensation for Outreach Work $75,300 Average salary and additional cash compensation for Director
3% Match of employee’s 401(k)/403b contribution up to 3% of salary90% Company-paid health coverage for employees (for 30)
76% Company-paid health coverage for dependents (for 10) 90% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $500 Average Tuition Reimbursement
$500 Maximum Tuition Reimbursement
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WORK-LIFE BALANCE BY THE NUMBERS

43 days Paid time off after one year of full-time employment 22 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 38 Days Paid time off as of first day of full-time employment
22 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (1% use it)
  • Telecommute option (1% use it)
  • Onsite Amenities (Fitness classes, massages at various point during the year. We hold these in order to encourage and support fitness, wellness and work/life balance.)

FAMILY CARE BY THE NUMBERS

70 days Job-protected maternity leave (including FMLA/STD) 10 days Fully-paid maternity leave (does not include personal vacation or paid time off)
80 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)16 days Average length of paternity leave new fathers take
10 days Job-protected parental leave for adoptive parents (including FMLA)10 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.

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

$25,000 Philanthropic donations in last year Vice President Leads environmental impact team
Yes Recycling program

Diversity

  • 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: Women; Lesbian, gay, bisexual or transgender employees
  • 1 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

 
CEO Kelsey Louie

DEMOGRAPHICS

 
CEO Kelsey Louie & GMHC Founder Larry Kramer

How to Get Hired

We asked Gay Men's Health Crisis 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?

Strategic planning Use of data and metrics to manage Focus on CQI (continuous quality improvement) Focus on growth and development of staff Staff appreciation focus Self starter Smart/bright Energetic Innovative Great personality Creative problem solver Passionate about their work Core values of respect, community, empowerment and excellence Results driven Commitment to their work and profession Team player Nonprofit environment experience LGBT community experience

What can prospective employees do to get your attention?

An impressive cover letter and resume will get you noticed. Showcase your skills and talents at the onset of the communications. Candidates that have spent time in the GMHC space and/or participated in events such as AIDS Walk NY will have information about the culture and environment of GMHC, which is a plus.

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

Director, Business Development Director, DSRIP & Emerging Community Care

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

Vist the Career page of our website at http://gmhc.org/get-involved/careers  

hiring Outlook

35 Forecasted positions to fill in coming year 35% Job Growth
24 Average applicants per opening 1,302 Total job applicants
5% New hires by employee referrals 5% Openings filled by current employees
20% Voluntary turnover for full-time employees 18% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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