At Mayo Clinic, 82 percent of employees say their workplace is great.



This review is based on 1066 employee surveys, with a 90% confidence level and a margin of error of ± 2.50. It was published on Sep 11, 2017. 45769 Visitors

What Employees Say

I'm proud to tell others I work here.
I am given the resources and equipment to do my job.
I feel good about the ways we contribute to the community.
I want to work here for a long time.
My work has special meaning: this is not "just a job".

What They Do

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

Mayo Clinic is a nonprofit organization committed to medical care, research and education. We have major campuses in Rochester, Minn.; Scottsdale and Phoenix, Ariz.; and Jacksonville, Fla. The Mayo Clinic Health System has dozens of locations in several states.

About this Company

Website: Industry: Health Care
US Headquarters: Rochester, Minnesota, 55901 US Sites: 7
Major Locations: Rochester, Minnesota, 55901; Phoenix, Arizona, 85054; Jacksonville, Florida, 32224; NWWI, Wisconsin, 54703; SWWI, Wisconsin, 54601; SWMN, Minnesota, 56001; SEMN, Minnesota, 56007 US Employees: 65,400
Corporate Structure: Non-Profit Founded: 1864

Mayo Clinic staff at the Jacksonville campus enjoy a monthly lunchtime dining option, Food Truck Friday, which debuted in Summer 2017. Several local vendors participate including a vegan option and a dessert option.

Perks and Programs

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

  • Living Mayo Clinic’s values: Meet any one of Mayo Clinic’s employees and they’ll tell you Mayo’s primary value: the needs of the patient come first. They’ll further describe “RICH TIES” – Mayo’s core values of respect, integrity, compassion, healing, teamwork, innovation, excellence and stewardship. It’s not surprising – Mayo’s values are highlighted in new hire orientation, focused emails, recognition events, and featured stories on our intranet and external blogs. Our environment provides additional reinforcement; walk around our campuses and see prominent posters reflecting our values, along with the values icons on our emails and website. These are constant reminders of what binds us as a community – a shared commitment to our patients.
  • Collaboration among multidisciplinary teams: From upgrading technology and improving existing processes to finding and implementing life-saving discoveries and medical treatments, Mayo Clinic employees work together. On any given day, multidisciplinary teams collaborate to bring the best ideas and expertise to every situation. For example, while other healthcare companies have approached the implementation of a single electronic health record and revenue cycle management system as an “IT” project, Mayo aligned the project with its clinical priorities, pulling together a core team of more than 450 staff. Those who contribute to this effort tested workflows, created awareness, and made design changes to ensure a smooth transition for those who use or are affected by the technology, including thousands of staff and the 1.3 million patients we serve.
  • Active employee resource groups: Mayo Employee Resource Groups (MERGs) are employee-organized groups that form around a common dimension of diversity or interest. Now more than ever, our MERGs provide support for employees in response to the nation’s social unrest. The MERGs are the top-of-mind groups from which Mayo’s leaders can gain new insights and test ideas of critical matters for Mayo. Recent accomplishments include expanding from 27 groups to 31 in the past year; launching an enterprise Lesbian, Gay, Bisexual, Transgender, Intersex Mayo Employee Resource Group intranet site and the debut of the OUTList, a recruitment and retention resource that promotes community, visibility, and mentoring; and the creation of a disability self-disclosure campaign to build a culture of comfort and safety for employees of all abilities.
  • Innovation: Innovation has long been a hallmark of Mayo Clinic’s culture. One such example open to all employees is the Center for Innovation’s Connect, Design, Enable (CoDE) Innovation Award. The grant program attracts ideas from staff across Mayo to help transform the way health and health care are experienced and delivered. Center for Innovation team members partner with CoDE grant recipients to create prototypes to determine if an idea or solution has value before the project is developed for use at Mayo Clinic. The program began in 2009 and has supported 68 projects to date.
  • Developing effective leaders: Mayo Clinic’s leaders contribute to our high satisfaction among employees. According to our latest all staff survey, staff responded favorably (75 percent or higher) to questions about their immediate supervisors. They feel empowered to do their job; encouraged to suggest ideas for improvement; treated with respect and dignity; provided with helpful feedback and coaching; recognized for a job well done; and informed about changes taking place at Mayo. After robust new leader training, our leaders receive 360 feedback, participate in targeted development programs, and access online tools to refresh skills. A new, custom leadership development programs is Accelerate!, an invitation-only program for women and ethnic minority high potential leaders. The early results have shown knowledge and skill development, and high retention of participants. [See 6.30 Developing]
  • Compassion in action: Inherent in Mayo Clinic’s culture are close connections and compassion among colleagues that unite staff, personally and professionally. Mayo Clinic leaders set the stage, and staff take initiative to contribute in meaningful ways at local levels. In 2016, when Hurricane Matthew threatened our Florida campus and hundreds of employees in its path, 600 staff stayed on campus to continue to provide services. And, in 2017, when Hurricane Harvey devastated Texas and the southern cost, Mayo Clinic donated $500,000 to the American Red Cross, while employees organized food and supply drives within their departments. [See 6.31 and 6. 32 Caring]
  • Six pillars of well-being: To promote employees’ whole-person care, Mayo Clinic’s wellness strategy focuses on six pillars of well-being: social, physical, emotional, financial, work-life integration, and meaning in work. Programs include virtual resources as well as local events to meet various employees’ needs and interests. Examples include: a new 3.6 mile nature trail on our Phoenix campus; access to the Dan Abraham Healthy Living Center in Rochester, Minn., a state-of-the-art facility offering a variety of services such as nutrition programs, wellness consultations, and group training; participation in the American Heart Association's annual First Coast Heart Walk in Florida—which in 2016 included more than 900 Mayo staff; and participation in annual dragon boat races and festivals in Wisconsin, to raise money in support of breast cancer and hospice. [See 6.31 Caring]
  • Sharing beyond health care: A source of pride among employees is Mayo Clinic’s commitment to improve the lives not only of patients, but also of our communities and society. Mayo’s newly released Report on Societal Impact details how Mayo provides additional benefits to households, businesses, government and other organizations: generated 167,000 jobs nationwide, contributing $28 billion to the U.S. economy; invested $710 million in research in 2016 to address unmet needs of patients; provided $629.7 million in uncompensated care in 2016; and educated more than 135,000 learners at our five schools. This effect is a result of Mayo's unique structure that integrates practice, research and education. On a team-level, employees organize community service projects, like serving meals at the local Ronald McDonald House and conducting food drives.
  • Career immersion: Imagine getting a start on your health care career before even graduating from high school. Mayo’s Career Immersion Program launched in 2016 with an aim to develop a diverse and competitive applicant pool for our education programs. The program targets diverse Minnesota high school juniors and seniors and introduces them to different types of healthcare professions over a weeklong program. Mayo also offers, Project Search, a high school transition program in two Midwest locations that offers work experience, training and employability skills to young adults with disabilities to prepare them for competitive employment. In addition, Mayo offers a host of internships, mentorships, open houses, summer camps and programs to reach and train potential employees, and educational scholarships to children of Mayo employees.
  • Life-long career: At Mayo Clinic, employees can experience a fulfilling, lifelong career, either through a single career path or through new, different roles. Employees are supported through more than 100 online or instructor-led programs in the areas of leadership development, personal development and computer education. Hundreds of additional professional development programs cover topics including information technology, quality and compliance, as well as career-specific topics. In addition, a Professional Development Assistance program and Educational Leave of Absence Policy help those who seek additional training. Physicians and scientists participate in committee assignments and job rotations to prepare for leadership roles; these staff are recognized for their achievements and scholarly activities by an academic appointment through the Mayo Clinic College of Medicine.


50% Match of employee’s 401(k)/403b contribution up to 4% of salary84% Company-paid health coverage for employees (for Full-time employees)
85% Company-paid health coverage for dependents 45% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $5,250 Maximum Tuition Reimbursement
Innovation and collaboration come together as neurosurgeons at Mayo Clinic use a table-size touchscreen that shows human anatomy in 3D created from a patient’s MRI.


28 days Paid time off after one year of full-time employment Set days Paid sick days after one year of full-time employment
28 Days Paid time off as of first day of full-time employment


  • Flexible schedule
  • Telecommute option
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness
  • Medical facilities (at all locations)
  • Onsite Amenities (Subsidized lunch, take home meals, concierge service, mailing service, massage therapy, on-site fitness center, discount tickets, work life services, dry cleaning, on-site banking, subsidized public transportation, on-site sick child center, back-up child care center, back-up care advantage program, EAP services, educational programs, wellness services, free flu shots, employee escort to vehicle, battery jump start, vehicle unlock, financial/retirement planning)


60 days Job-protected maternity leave (including FMLA/STD) 25 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Job-protected paternity leave (including FMLA)$10,000 Adoption benefit
60 days Job-protected parental leave for adoptive parents (including FMLA)*
*Employees are not required to use all their personal paid time off before taking parental leave.


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


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

Community and Environmental Impact

$1,642,000,000 Philanthropic donations in last year Chair, Mayo Clinic Green Advisory Council Leads environmental impact team
Yes Sustainable commuting program Yes Renewable energy program
Yes Carbon offset program Yes Recycling program
Yes Locally-sourced food program


  • 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; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 50 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Mayo Clinic staff celebrates the count down toward the implementation of a single electronic health record and revenue cycle management system. A core team of more than 450 staff work on the project, which affects thousands of staff and 1.3 million patients.


A new Mayo Clinic Heritage Film set in 1940 premiers during the annual Heritage Days, a celebration of Mayo’s living history. The film is also available for all staff on Mayo’s intranet and for public audiences.

How to Get Hired

We asked Mayo Clinic 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?

For more than 150-years, Mayo Clinic’s employees have fulfilled the organization’s primary value - the needs of our patient come first.  That’s why we aggressively pursue candidates who embrace patient needs, as well as live our core values: respect, integrity, compassion, healing, teamwork, innovation, excellence and stewardship.  At the foundation of this work is our Employment Value Proposition; “A Life Changing Career is not a job”.  We hope to hire individuals who are looking to be empowered while bringing their “whole person” to their career. After screening for alignment with values, Mayo recruiters deploy behavioral-based interview techniques, selection panels, and peer discussions to identify candidate who have a great fit with our culture. 

What can prospective employees do to get your attention?

Want to progress from being an applicant to being an interviewee? Use valuable networking opportunities to create additional impressions, even prior to applying. Whether attending college or community job fairs or connecting and communicating with company employees on professional online networks, making those impressions can further demonstrate communication skills and career passion—intangibles that are difficult to illustrate on a resume or online application. Once invited for an interview,  make an impression with interviewers by succinctly explaining relevant experience, actions or contributions to that situation, the results or outcome, and what was learned. Examples that relate to Mayo’s core values are ideal.

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

Many Mayo Clinic positions—including some in nursing, laboratory and research— are part of a career pathway, enabling new hires to develop and advance their expertise with added experience, education and/or credentials. For instance, a high school or college student can quickly become a Certified Nursing Assistant (CNA), and while employed at Mayo, leverage tuition reimbursement benefits to become a Licensed Practical Nurse or Registered Nurse. Many different pathways are available from there, including Nurse Practitioner, Clinical Nurse Specialist, Nursing Informatics, or managerial/leadership positions.

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

Candidates are encouraged to begin researching careers and applying for open positions at During that process, candidates are encouraged to join the Mayo Clinic Talent Community, which allows them to be among the first to learn of new job postings relevant to their career interests, in addition to other career-related information and updates shared via email. Another great way to stay informed and engage in career conversations is joining the conversations in Mayo Clinic’s social media presence. Just search “Jobs at Mayo Clinic” on Facebook, Twitter and LinkedIn.

hiring Outlook

3% Job Growth 132,396 Total job applicants
18% New hires by employee referrals 46% Openings filled by current employees
6% Voluntary turnover for full-time employees 9% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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