At St. Luke's Cornwall Hospital, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 307 employee surveys, with a 90% confidence level and a margin of error of ± 3.89. It was published on Nov 23, 2017. 855 Visitors

What Employees Say

My work has special meaning: this is not "just a job".
90%
 
I feel good about the ways we contribute to the community.
90%
 
I'm proud to tell others I work here.
86%
 
I feel I make a difference here.
85%
 
People celebrate special events around here.
84%
 

What They Do

We asked St. Luke's Cornwall Hospital to explain what they do. Here is what they had to say.

We are a not-for-profit hospital dedicated to serving the health care needs of our community. With dedicated staff, modern facilities and state-of-the-art treatment, we are committed to meeting the needs of the community by providing the best patient care. 

About this Company

Website: http://www.stlukescornwallhospital.org/Pages/default.aspx Industry: Health Care
US Headquarters: Newburgh, New York, 12550 US Sites: 3
Major Locations: Cornwall, New York, 12518; Fishkill, New York, 12524 US Employees: 1,250
US Revenues: $180 million Worldwide Revenues: $180 million
Corporate Structure: Non-Profit Founded: 1874

Teddy Bear Clinic

Perks and Programs

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

  • HOMEOWNERSHIP INCENTIVE PROGRAM: SLCH is committed to the revitalization of our community and demonstrates this commitment by providing our full and part-time employees, who are in good standing, with a $10,975 grant when they purchase a home within the City of Newburgh. This grant is available only after one year of service to SLCH. The grant is forgiven at a rate of 20% annually over a five-year period provided the employee/owner continues to live in the home and remains employed at the hospital. The funds can be used as a down payment and/or to assist with closing costs. SLCH wants to share our neighborhood with our “families,” those who help make us the organization we are today; we know our employees make great neighbors and we’re proud to have them living nearby.
  • COMMITMENT TO EDUCATION: SLCH is committed to the professional and personal growth of our employees by providing a generous tuition reimbursement program to all full and part-time employees who have been employed for a minimum of six months. SLCH’s commitment is demonstrated by the $197,428 paid in tuition reimbursements for 2016. Employees are eligible to receive up to $6,000 per year provided they receive a score of “C” or better. Additionally, SLCH can further demonstrate their commitment to the community as well as our employees through our partnerships with the following local educational organizations to provide up to a 25% discount on tuition: Mount St. Mary College, Mercy College, Marist College, Nyack College. SLCH has also partnered with American Sentinel University and Grand Canyon University to provide discounted tuition for those employees who wish to pursue an on-line educational experience.
  • FINANCIAL SECURITY IN RETIREMENT: SLCH recognizes the importance for employees to properly prepare for their retirement. SLCH provides a generous annual discretionary contribution to all full and part-time non-union employees into their defined contribution retirement plan equal to 2% of their annual salary. SLCH also provides a generous employer match contribution of up to 4.5%. SLCH matches the first 3% of employee contributions at a rate of 100% (dollar for dollar) and at 50% for the next 3% (.50 on the dollar) so that if an employee contributes 6% SLCH will contribute 4.5%. Eligible non-union employees must be at least 21 years of age and work a minimum of 975 hours within the calendar year to qualify.
  • CHILDCARE & SUMMER CAMP PARTNERSHIPS: In an effort to assist employees to find affordable and reliable day care and summer camp solutions, SLCH has partnered with the following entities to provide up to a 10% discount and waiver of registration fees: A Kid’s Place, Children’s Corner Learning Center of Vails Gate, Pattycake Playhouse in New Windsor & Castle Point and Building Blocks.
  • DISCOUNT FOR MEDICAL SERVICES: SLCH provides its full and part-time employees and their qualified dependents with a courtesy discount or co-pay waiver for services performed at any of our facilities as well as our local partners, Hudson Valley Imagining, Hudson Vista Medical and Eastern Orange Ambulatory Services. The discount provided is up to 20% off the contracted amount for services.
  • ENJOYING LIFE ON A BUDGET: SLCH recognizes the importance of work life balance, especially within the medical services arena, which is a fast paced, high stress environment. To assist our employees and their families to save money while enjoying their family and vacation time we have partnered with Tickets at Work and Working Advantage. Both entities provide discounts to local and national events, shopping discounts, hotel and travel discounts and well as various promotions throughout the year. We also have partnered with local entities including Action Park and Mountain Creek for discounted admission.
  • MEAL DISCOUNTS: SLCH offers a 25% discount to employees who utilize our campus cafeteria. In 2016 the total amount saved by our employees was $134,800.55. Managers also provide “Service Bucks” to show appreciation to those employees who go above and beyond. “Service Bucks” can be redeemed in our cafeteria or campus gift shop; in 2016 employees redeemed a total $13,052 Service Bucks.
  • CEO FORUMS: CEO Forums are held three times per month during the day and at night for our employees. These forums provide a great dialogue of new initiatives to the employees and the opportunity to share their feedback. Together with human resources we listen so that we can fully understand the employees concerns, ideas, and recommendations. We also like to gather employee ideas on possible solutions to any concerns they may have. We like to leave most of the talking up to the employees. One of the things that make St. Luke’s Cornwall Hospital a great place to work is our open door culture and inclusivity. CEO Forums are held so that the employees are given the chance to discuss important issues, share recommendations or thoughts on how we can improve as an organization.

COMPENSATION BY THE NUMBERS

96% Company-paid health coverage for employees 96% Company-paid health coverage for dependents
77% Company-paid health coverage for part-timers 15 hours Weekly hours required for part-timers to receive health insurance
2017 Wear Red Day

WORK-LIFE BALANCE BY THE NUMBERS

15 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment 15 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

FAMILY CARE BY THE NUMBERS

92 days Job-protected maternity leave (including FMLA/STD) 92 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take30 days Job-protected paternity leave (including FMLA)
10 days Average length of paternity leave new fathers take92 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.

FAMILY CARE PROGRAMS

  • 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

Self-Conducted Environmental impact audit Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food 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: Under-represented racial/ethnic minority groups; Women
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
2017 Making Strides Against Breast Cancer Team

DEMOGRAPHICS

 
Catch a Star Recognition Breakfast

How to Get Hired

We asked St. Luke's Cornwall Hospital 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?

St. Luke's Cornwall Hospital is committed to recruiting, accessing, hiring, and retaining a highly motivated work force. We search for candidates who have drive, determination, empathy and compassion for those who we serve.  We utilize a Behavioral Interviewing guide when assessing potential candidates. These guides provide a foundation on assessing a candidate’s skills and abilities. We focus on key qualities including teamwork, accountability, communication, resiliency and critical thinking skills. These guides also provide a framework for candidates to share a relevant experience, describe their actions and focus on the outcome. These questions are then linked to a scoring metric which help determine the best qualified candidate for an open position. 

What can prospective employees do to get your attention?

We have numerous opportunities to get involved with our organization throughout the year. These include quarterly career fairs held at different locations to ensure a balanced geographic approach. These career fairs draw hundreds of prospective employees. Members of our leadership team along with Human Resources meet with each candidate to better understand their background. SLCH also provides numerous community outreach programs. These programs are in conjunction with colleges, high schools and technical schools. These are great opportunities for students to learn about careers in the healthcare field. We provide resources and mentorship programs for students who learn about leading a Hospital. These opportunities provide a challenging yet rewarding experience. Prospective employees should research any open positions including internships throughout the year. We also invite all prospective employees to join us at any of career fairs held in the community. 

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

Each year we forecast our anticipated work force needs. As the healthcare industry continues to transform we assess current and future staffing needs. We are focused on specialty nurses in key areas including Critical Care, OR, NICU, and the Emergency Departments. In addition, we are always looking for qualified Medical Technologists for our Laboratory department. As a result of the anticipated needs in these departments we have created a career ladder for new graduate RNs. These include a rotational program from med-surg to a specialty area such as the ED, ICU, or NICU.

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

External candidates should visit our SLCH Career Opportunities page or our LinkedIn page to stay connected with new position postings. Candidates have the ability to message our recruiters directly to learn more about a position of interest. In addition, we invite external candidates to visit us at our career fairs and community events where they can learn more about our unique culture and career opportunities.

hiring Outlook

500 Forecasted positions to fill in coming year 2% Job Growth
8 Average applicants per opening 31,735 Total job applicants
40% Openings filled by current employees 7% Voluntary turnover for full-time employees
6% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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