At SCRIPPS HEALTH, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1116 employee surveys, with a 90% confidence level and a margin of error of ± 2.37. It was published on Sep 11, 2017. 62088 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
93%
 
I'm proud to tell others I work here.
93%
 
I feel I make a difference here.
91%
 
My work has special meaning: this is not "just a job".
91%
 
Management is honest and ethical in its business practices.
90%
 

What They Do

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

Scripps is a $2.9 billion nonprofit integrated health system in San Diego that treats 700,000 patients annually with 5 acute-care hospitals, home health, 30 outpatient centers/clinics and 100's of physician offices. Scripps has 3,000 physicians, 15,000 employees plus volunteers.

About this Company

Website: www.scripps.org Industry: Health Care
US Headquarters: SAN DIEGO, California, 92121 US Employees: 14,496
US Revenues: $2,910.1 million Corporate Structure: Non-Profit
Founded: 1924

CEO Chris Van Gorder during launch of EPIC electronic medical record system

Perks and Programs

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

  • Employee 100: This program connects 100 selected front-line staff per year directly with the CEO and chief executives through a six-month series of small-group meetings and open discussions. They acquire a broad perspective of the health care business, increase their understanding of Scripps’ business strategies and become an ambassador within their department. Participation in the program is based on leadership nomination and recommendation.
  • Scripps Crisis Intervention: The Scripps Employee Crisis Protocol Program creates a plan to assist employees involved in crisis situations (ex. death, serious injury or critical illness of employee(s) or employee(s) family members or when employees or family members are reported to be a victim of a crime or natural disaster). The Crisis Protocol team assists by coordinating and facilitating psychological, spiritual, and financial resources to those in need.
  • Front Line Leader Academy: Through this new program, exclusively for Supervisors, front line supervisors work closely with the CEO and the executive team to learn about Scripps culture and business strategy. This program provides a collaborative environment where these leaders can ask questions, give feedback and learn how the Scripps values impact our business decisions. These supervisors come away with a deeper understanding about the business of caring for patients from a system perspective and go on to act as ambassadors of Scripps to share key information with their teams
  • Staged Retirement Program: To meet the needs of employees age 55+, Scripps enables employees to plan for their retirement by phasing into it with staged benefits and flexible scheduling. Employees who want to retire gradually can reduce their current work schedule to maintain medical and dental benefits and pay the same premiums as regular active employees. Individuals may select their retirement options, including flexible working hours, to fit their lifestyle.
  • HOPE Fund: The HOPE Fund is a crisis fund supported by Scripps employees to support Scripps employees who experience tragic events such as an auto accident, house fire, the death of a loved one or other personal disaster. It’s a way of reaching out to help fellow co-workers in their time of need. Employees can contribute through a one-time donation of cash or PTO, or by designating a specific donation withdrawal from each paycheck.
  • Scripps Discount Program: The Scripps Passport Discount Program offers savings on shopping, dining, travel and everyday services. It also includes discounts on gym memberships, cell phones and tickets to Padres games, movies, Sea World, San Diego Zoo and more.
  • Scripps Movie Nights: Since the introduction of Scripps Movie Night in 2012, more than 60,000 employees and family members have attended exclusive advance screenings and private matinees – exclusively for Scripps employees and their guests -- of highly anticipated new movies. At the request of employees, Scripps added a second location for movie nights in San Diego’s North County region so that more employees are able to attend closer to home.
  • Scripps Sporting Events: Scripps offers several opportunities throughout the year for employees to get together at local sporting events. With access to discounted tickets, employees enjoy Scripps Night at the Padres Game, Scripps Night at the Gulls Game, Scripps Night at the SDSU Aztecs Game and afternoons spent at the Auto Club Speedway for NASCAR and INDYCAR events.
  • Other Side of the Fence Program: Scripps offers the Other Side of the Fence program, which pairs employees from different departments or sites together to explore other career opportunities within Scripps. As the employees shadow one another, they learn about the role, the department and what it brings to the organization. The program offers a great opportunity for professional growth as well as networking.

COMPENSATION BY THE NUMBERS

$122,860 Average salary and additional cash compensation for Registered Nurse $141,751 Average salary and additional cash compensation for Manager/Director
$471 Average Tuition Reimbursement $1,500 Maximum Tuition Reimbursement
Scripps celebrating a

WORK-LIFE BALANCE BY THE NUMBERS

24 days Paid time off after one year of full-time employment 12 days Paid time off after one year of part-time employment
7 days Paid sick days after one year of full-time employment 4 days Paid sick days after one year of part-time employment
10 Days Paid time off as of first day of full-time employment 5 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Job sharing (1% use it)
  • Compressed work weeks (50% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (fitness classes, gyms, dry cleaning, car wash, food, on site mailing service, discount ticket sales, subsized lunch, take home meals, subsized public transporation, shuttle services, Day care, financial planning assistance, stroller strides, Employee Assistance Program, LifeCare Resources, Elder Care Assistance)

FAMILY CARE BY THE NUMBERS

52 days Average length of maternity leave new mothers take60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
24 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents (including FMLA)*
*All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • 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

$1,204,786 Philanthropic donations in last year Corp Vice President, Construction/Facilities Leads environmental impact team
Self-Conducted Environmental impact audit Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Assistant Vice-President, HR Services 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; Speakers of English as a second language; Employees reentering the workforce
  • 8 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

 
Scripps awarding Values in Action recipients

DEMOGRAPHICS

 
Scripps Green Hospital employees celebrating great patient care

How to Get Hired

We asked SCRIPPS HEALTH 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?

As a health care leader, Scripps credits our tradition of excellence to the dedicated individuals who make up the Scripps team. Our employees are our most valuable asset. To ensure we are first choice for patient care and careers, our goal is to attract and retain top talent. Scripps’ core workforce philosophy is to ensure a fully staffed organization using the best people to support and advance our mission, vision, values and objectives.   As a values-driven organization, Scripps seeks to hire innovative candidates with characteristics and behaviors closely aligned with our values of:

  • Quality
    • Solving Problems and making improvements
    • Compliance and organizational alignment
    • Integrity and accountability
  • Respect
    • Communicating with others
    • Working with others
    • Creating a favorable impression
    • Serving Others
  • Efficiency
    • Dependability
    • Resource Utilization

What can prospective employees do to get your attention?

We pride ourselves on being an organization that puts the patient at the center of everything we do. All employees, no matter their job or department contribute to the care of our patients. To get our attention, candidates should demonstrate a true passion in their work that make a positive difference while providing exceptional customer service or patient care. They should tell a story about how their contributions helped an organization reach its goals and explain how they collaborated with others to achieve great results. They should also have the ability to use technology or have technology competency.

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

If you have characteristics and behaviors that align with Scripps’ values paired with an ability to be flexible and learn quickly in a rapidly changing environment, then you could be a good fit to work at Scripps. Scripps offers careers in nursing, pharmacy, radiology, rehabilitation, information technology, along with a variety of positions to include, but not limited to administrative, home health and food service positions. Required experience varies depending on the position you are applying for. Scripps trains managers to hire for excellence and commitment. Candidates are assessed on the strengths and competencies that make Scripps employees succeed, among them passion, sincerity and strong vision.

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

The first step is to visit www.scripps.org/careers to explore career opportunities and current openings at Scripps. To apply for an open position, candidates should complete and submit an online application. If employees are not ready to apply, they have the opportunity to join our talent network and get job alerts when a position matches their criteria. Scripps careers website also provides candidates the opportunity to learn more about Scripps, preview the culture and learn about our rich benefits, in addition to searching for open positions.

hiring Outlook

2,375 Forecasted positions to fill in coming year 7% Job Growth
22 Average applicants per opening 57% Openings filled by current employees
8% Voluntary turnover for full-time employees 22% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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