At OhioHealth, 85 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 839 employee surveys, with a 90% confidence level and a margin of error of ± 2.79. It was published on Sep 8, 2017. 31689 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
92%
 
I'm proud to tell others I work here.
90%
 
People care about each other here.
85%
 
I am given the resources and equipment to do my job.
85%
 
My work has special meaning: this is not "just a job".
85%
 

What They Do

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

We are a not-for-profit, faith-based, charitable healthcare organization serving patients in a 47-county region in Ohio through our hospitals, in-home healthcare services, hospice and rehabilitation facilities, and physician network. Our mission is to improve the health of those we serve.​

About this Company

Website: www.ohiohealth.com Industry: Health Care
US Headquarters: Columbus, Ohio, 43215 US Sites: 203
Major Locations: Delaware, Ohio, 43015; Marion, Ohio, 43302; Mansfield, Ohio, 44903; Athens, Ohio, 45701 US Employees: 22,920
US Revenues: $3,588.6 million Worldwide Revenues: $3,588.6 million
Corporate Structure: Non-Profit Founded: 1997

Caring for Our Own with a New Bike

Perks and Programs

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

  • Developing Leaders: We’ve built our leadership development programs around the specific needs of all leaders — no matter what they do and at what level. Coaching in various forms is a key component to all of our development programs, with the goal of helping leaders be more effective whether their plan is to stay in their current role, doing what they love to do, or move upward. This focused approach to training is giving frontline managers, for example, the confidence they need to engage associates to achieve sustainable results. Programs include a frontline manager cohort-based training series, Emerging Leaders, and Nursing Leadership Academy.
  • Celebrating Associates: Celebrating, thanking and recognizing OhioHealth associates for their commitment and dedication to our patients and their families and to each other are all a big part of our culture. We celebrate formally and informally with planned and spontaneous events — from our annual Prism Awards, Shopping Trip and Associate Celebrations to local team celebrations and personal thanks and recognition from leaders. Everything is with a human touch, which we see builds trust and camaraderie, and instills pride and a sense of family across OhioHealth.
  • Getting Our Wellness On: From 100 percent fitness center reimbursement to up to $500 annually in wellness incentives through the OhioHealthy Move + Improve program, powered by Virgin Pulse, OhioHealth associates are taking advantage of programs designed to help them get fit and stay healthy — motivated, in many cases, by what they learn about their personal health through free biometric health screenings. Over 80 percent of eligible associates participate in Move + Improve. Other programs include discounted healthy options in our cafeterias and vending machines, stress-reduction programs like mindfulness-based stress reduction and financial wellness classes. Our programs support all dimensions of well-being — physical, emotional, spiritual, professional and financial.
  • Listening and Lean Thinking: In our more than 100 years as a growing and evolving health system, transforming to a value-based care model is our largest endeavor yet — one that requires everyone being open to new things and working together. Because those closest to the work will be the ones who make transformation happen, leaders are leveraging the skills of humble inquiry and using Gemba Walks to listen to associates’ feedback and ideas, inspiring and empowering them as innovative and lean-thinking problem solvers.
  • Sharing Our Success: The OhioHealth Balanced Scorecard is the tool we use to measure how successfully we are achieving our goals, as well as to communicate outcomes and performance expectations. We base our staff and management bonus programs on Balanced Scorecard performance results for the year and hours worked, rewarding positive results. Under our Management Bonus Program, we conduct annual performance reviews, rating managers and directors both on the WHAT (the results achieved) and the HOW (how the leader demonstrated OhioHealth leadership competencies and OhioHealth values of integrity, compassion, excellence and stewardship, to achieve results).
  • Supporting Family: New or expectant moms get preferred parking, breast-pump kits, and other amenities through our Pregnancy Perks Program. Also, our Partners in Pregnancy Program provides guidance for expectant parents on such topics as pregnancy basics, the importance of eating healthy, preparing the home for a newborn, and tips for new dads. Lactation rooms are provided at locations across the system. We also support associates who are caring for elderly family members through services provided by OhioHealth John J. Gerlach Center for Senior Health, including education, support, referral services and resource connections, and other services designed to enhance the quality of life for older adults and those who care for them. And, because pets are family too, we offer pet insurance at a discounted rate.
  • Saving Big: Associates can save big using Perks Place, an online one-stop-shop for discounts on entertainment, electronics, automotive, dining, grocery and much more. Perks Place offers exclusive deals for OhioHealth associates from both national and local vendors and services. Associates are given regular update on new deals and promotions.
  • Helping with Medical Costs: Paying for medical insurance and healthcare can be a challenge today. By offering annual incentives to associates who achieve healthy BMI, A1C and blood pressure targets or participate in our wellness support programs, we’re helping associates bring down the costs of their medical plan premiums. For the 2018 benefits plan year, we’re also offering financial aid for the OhioHealthy Medical Plan to associates who meet certain household income requirements. For example, a family of four with a household income of $61,500 would be eligible.
  • Inspiring Through Mission Matters: Community service is an important part of the OhioHealth mission, and our associates need little encouragement to get involved and give back. Still, to encourage and support them, we offer resources like Mission Matters, a tool available on eSource, our organizational intranet site, where associates can explore and select from a wide array of opportunities to volunteer, recommend new causes and volunteer opportunities, set goals, sign up for alerts and track volunteer hours. We also offer associates time off with pay to participate in corporate-sponsored community events and activities.
  • Connecting Through Business Resource Groups: Our Business Resource Groups bring together associates of diverse backgrounds to share innovative ideas, help accomplish business goals, while supporting their professional development and our OhioHealth mission. Some of our most active groups include PRIDE for OhioHealth’s LGBTQ associates and allies, WE D.R.E.A.M. (Develop, Recognize, Elevate, Aspire and Mentor) for OhioHealth’s African American associates, WE L.E.A.D. (Women Empowering Leaders, Educators, Administrators and Doctors) women leaders, Veterans for military veterans, and Administrative Professionals for OhioHealth’s administrative professional associates.

COMPENSATION BY THE NUMBERS

$88,178 Average salary and additional cash compensation for Staff RN $105,936 Average salary and additional cash compensation for Clinical Nurse Manager
50% Match of employee’s 401(k)/403b contribution up to 6% of salary80% Company-paid health coverage for employees (for applies to all)
80% Company-paid health coverage for dependents (for children) 75% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance $2,536 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement
Camaraderie!

WORK-LIFE BALANCE BY THE NUMBERS

26 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 6 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option (1% use it)
  • Compressed work weeks (25% use it)
  • Subsidized On- or Off-site Fitness (90% have access)
  • Medical facilities (at all locations)
  • Onsite Amenities (Concierge Service, Free Parking, Free Gym Membership, Online Discount Portal - "Perks Place", Preferred ticket pricing w/sports partners (NHL, MLS, MLB, etc.), Extensive variety of unique offerings throughout the year (i.e. Summer Celebration meal & Holiday Meals))

FAMILY CARE BY THE NUMBERS

35 days Job-protected maternity leave (including FMLA/STD) 3 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
34 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
3 days Fully-paid paternity leave (does not include personal vacation or paid time off)*8 days Average length of paternity leave new fathers take
$13,460 Adoption benefit10 days Job-protected parental leave for adoptive parents (including FMLA)*
3 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. All employees are eligible for parental leave benefits.

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

$296,900,000 Philanthropic donations in last year Brian Stepien Leads environmental impact team
Third-Party Conducted Environmental impact audit Yes Recycling program

Diversity

  • President/CEO of OhioHealth 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: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 7 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

 
Showing our PRIDE!

DEMOGRAPHICS

 
Shopping Trip Red Carpet Welcome

How to Get Hired

We asked OhioHealth 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?

We strive to hire associates who have great skills and understand and embrace our culture. We seek out and consider candidates who can share personal experiences and exhibit behaviors that exemplify our core values of integrity, compassion, excellence and stewardship — all of which help ensure a good fit at OhioHealth.

Specific characteristics we look for in people are those who strive for excellence, embrace innovation and change, and hold themselves accountable. These individuals are humble, courteous and respectful, are able to connect with others and demonstrate a willingness to build trusting relationships. They are collaborative, support each other, communicate openly and honestly, are good listeners, seek to understand the needs of others, and value the uniqueness and differences in others. Finally, people who share in our spirit of giving back to the community, and are committed to their own health and wellness are an especially great fit for OhioHealth. 

What can prospective employees do to get your attention?

Candidates will stand out to OhioHealth when they can point to unique experiences and accomplishments both in and out of the workplace that exhibit our core values and demonstrate they can meet job expectations. Those who have a strong sense of self-awareness and can articulate not only their strengths but also areas where they might need development and growth are viewed as having strong potential. In a large organization such as ours, candidates can also stand out by networking and making connections with individuals who work in their areas of interest, whether through professional organizations, personal outreach or even volunteer opportunities. 

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

Staff nurses (RNs) for specialty areas, such as the Operating Room and Critical Care, are always in high demand. We also continue to seek out individuals to work in ancillary support areas, such as Pharmacy and Laboratory — specifically, board-certified pharmacy technicians, certified pharmacy techs and medical technologists. The role of medical assistant is critical to the success of our physician practice groups and in high demand locally. We’re also looking for leaders with strong experience in multi-site and matrix organizations, organizational integration and change management. As with all roles, we are looking for individuals who represent our core values and who look for innovative and patient-focused work solutions.

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

Visit the OhioHealth career website at ohiohealth.com/careers to review job openings and apply for positions of interest. We encourage candidates to focus their job search versus applying for all jobs for which they believe they might be qualified. If contacted for an interview, learning as much as possible about the organization and being prepared with specific questions always reflects well on the candidate.

hiring Outlook

8,000 Forecasted positions to fill in coming year 5% Job Growth
12 Average applicants per opening 114,314 Total job applicants
38% Openings filled by current employees 8% Voluntary turnover for full-time employees
16% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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