At Martin's Point Health Care, 84 percent of employees say their workplace is great.



This review is based on 695 employee surveys, with a 90% confidence level and a margin of error of ± 1.39. It was published on Jun 25, 2016. 8180 Visitors

What Employees Say

People here are given a lot of responsibility.
People celebrate special events around here.
I am able to take time off from work when I think it's necessary.
People care about each other here.
I feel good about the ways we contribute to the community.

What They Do

We asked Martin's Point Health Care to explain what they do. Here is what they had to say.

Martin’s Point Health Care is a not-for-profit organization. We offer primary care, specialty services, lab and radiology across Maine and NH.  We also administer two health insurance plans-Generations Advantage, a highly rated Medicare Advantage plan, and the US Family Health Plan for military families and retirees.

About this Company

Website: Industry: Health Care
US Headquarters: Portland, Maine US Sites: 19
Major Locations: Portland, Maine; Brunswick, Maine; Portsmouth, New Hampshire; South Portland, Maine; Gorham, Maine; Biddeford, Maine US Employees: 792
US Revenues: $636.08 million Worldwide Revenues: $636.08 million
Corporate Structure: Non-Profit Founded: 1981

Martin's Point Health Care has been awarded:

Best Workplaces in Health Care 2016 (ranked 5)

Martin's Point Community Event

Perks and Programs

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

  • Core Financial Wellness: Martin's Point offers and pays for an online financial wellness class to help employees better budget their money and plan their finances for the long term. Participants (100 each year) have collectively reduced their debt by nearly 25%!
  • Birthday Off: While Martin's Point offers the standard paid holidays, we also celebrate each employee's birthday by giving them a paid day off.
  • Thanksgiving Pie: At Martin's Point one of our most valued traditions is Pie Day. The Tuesday before Thanksgiving the Pie Trucks arrive at each location and employees flock to select their favorite pie for their holiday table. This event has become a core part of our culture and people talk about it and look forward to it all year long.
  • Referral Program: We know that our current employees are some of the best assessors of character and have laser-focused insight into cultural fit and our strategic needs. We reward our employees for finding these right fits with recruitment bonuses that average $1500 per new hire (and larger amounts for hard-to-fill positions). Last year, 25% of our new hires were the direct result of an employee referral. We have also found that employees who come from internal referrals tend to be more successful in their roles.
  • Volunteer Time Off: We provide every employee with three paid days to volunteer in their local communities, which is quite meaningful to our employees and to the communities we serve. This benefit allows employees to use time to do what means the most to them; the spectrum runs from volunteering at an animal shelter to serving on a Board to working in a soup kitchen.
  • Nautical Mile: We have a gym onsite for our employees to use, located in a premiere site (overlooking the ocean). For those employees not in the Portland area we have reimbursement programs for gyms in their local area.
  • Earned Time Donation Bank: Another practice we launched in 2011 was our Earned Time Donation bank, an opportunity for our employees to give to their colleagues in times of need. Under this program, individuals can donate unused time to a bank of hours that is available to employees who need help. All the employee in need has to do is complete a simple form and submit it to Human Resources.
  • Employee Experience Team: The Experience Team is an employee led group that fosters an environment of trust, recognition and care. The four committees that make up the experience team (Employee Engagement, Employee Appreciation, Community Connection and Customer Promise) create traditions and programs that make Martin's Point Healthcare a special and unique place to work. The team is involved in many activities including our Thanksgiving Pie Day, summer ice cream truck visits to each of our locations, annual holiday party, service nominations and awards, spirit week, on-boarding, giving campaign, food drives, and supporting community involvement.
  • Monthly New Employee Orientation: All employees participate in an interactive all day program that orients them to both the business and the culture. A highlight of the day is that our CEO spends the first hour sharing his perspective and vision, as well as answering questions. The day also allows new employees to network with other new employees and veteran staff. Many of these connections are lasting. Participants consistently share that the NEO program far exceeds any other that they have seen. Additionally, all new employees are invited to a quarterly luncheon hosted by our Senior staff.
  • Employee Development: Training and Tuition Reimbursement: We believe strongly in employee development, and offer both internal and external opportunities. We have a robust internal Learning and Development program, with three full time professional positions. We offer classes that are open to the entire employee community, as well as those geared to people leaders. Recently, we launched Foundations of Leadership, a comprehensive leadership development program. In addition, we have a very generous tuition reimbursement program, in which employees can get reimbursed up to $5,250/year for college classes; in 2015, we paid out $219,000!


$33,635 Average salary and additional cash compensation for Care Team Patient Services Representative $197,401 Average salary and additional cash compensation for Physician
50% 401(k) match of employee's contribution, up to 6% of an employee's salary87% Company-paid health coverage for employees
87% Company-paid health coverage for dependents 75% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance $5,335 College Tuition Reimbursement


  • 401(k) plan
  • Pre-tax savings account


  • Free beverages during the day
  • Discount ticket sales
  • Dry cleaning
  • Personal travel service
  • On-site package/mailing service
  • Weight watchers meetings
  • Banking
Martin's Point at Baseball Game


29 days Paid time off after one year of full-time employment 29 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment


  • Flexible schedule
  • Compressed work weeks
  • Telecommute option


60 days Job-protected maternity leave45 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave8 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents


  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Elder care resources


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Flu shots
  • Subsidized offsite gym memberships
  • Fitness center (at some locations)

Community Involvement & Philanthropy

24 hours Paid time off to volunteer $319,596 Philanthropic donations in last year
$55,286 Total company-matched employee donations in last year


  • 'Chief Human Resources Officer' is accountable to formal recruiting and retention diversity goals
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

Martin's Point Employees


Martin's Point Biking Team

How to Get Hired

We asked Martin's Point Health Care 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?

Our values are very important to us at Martin's Point: We HELP each other. We act as OWNERS of the business. We TAKE CARE of ourselves. We are always LEARNING better ways to do things. We TRUST each other. And we have FUN doing it! We hire for culture fit as well as technical knowledge, skills, and ability. If a candidate is able to demonstrate or share experiences that  connect in a meaningful way to our values, we can tell that they will be a great fit for our company.  In addition to our values, we look for people who are passionate about their work, demonstrate strong listening skills, engage in conversation, and have an overall positive outlook.

What can prospective employees do to get your attention?

Prospective employees can get our attention by demonstrating that they are passionate about their work, people, and the culture at Martin's Point. They can research our organization to learn what we do, who we are, and our tie to the community. Let us know how they can add value and make a difference, both here and in the greater community. Share insights, ask great questions, and be curious. We want to hear about a candidate's purpose, their "why", and how it connects to Martin's Point; share a personal story. We believe we are a special place and want to attract folks who add to our community! We really try to give internal folks the opportunity to take on new roles, first. Internal candidates can gain our attention by reaching out to learn more about opportunities, partnering with their manager to develop IDPs, inquiring about job shadowing, and sharing samples of their projects or work.

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

We are focusing on our roles that have direct customer contact. We are looking for people who can build trust, offer hope, act as a guide and demonstrate caring for the people we serve. These include roles like those in our Patient Service and Member Service areas. We know our people are our brand and we need people who really care for others to be in thesefront line roles.

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

Interested candidates can find good information about our organization on our website, and are encouraged to take the time to understand "who" we are, what we value, and our involvement in the community. Martin's Point employees have a high level of pride; we encourage interested candidates to reach out to them informally or formally to find our more about our organization. They may also contact our HR Service Center for specific information, or visit us at a local job fair. Internal candidates can reach out to their designated recruiter or HRBP to learn more about open or potential positions and next steps. We also encourage job shadowing and informational interviews so that candidates can get a sense of whether the job and the environment will be a good fit for them.

hiring Outlook

200 Job openings forecast for coming year -4% Job Growth
10 Average applicants per opening 2,252 Applications received
175 Positions filled in past year 25% New hires by employee referrals
40 New positions created 66 Jobs filled by current employees
Yes Recruits on college campuses 12% Voluntary turnover for full-time employees
32% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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