At Tri County Tech, 97 percent of employees say their workplace is great.



This review is based on 89 employee surveys, with a 95% confidence level and a margin of error of ± 1.82. It was published on Mar 10, 2016. 3397 Visitors

What Employees Say

People celebrate special events around here.
When people change jobs or work units, they are made to feel right at home.
I'm proud to tell others I work here.
People care about each other here.
When I look at what we accomplish, I feel a sense of pride.

What They Do

We asked Tri County Tech to explain what they do. Here is what they had to say.

We inspire 15,000 high school and adult students to succeed through career and technical education opportunities preparing them for college, a career and a better life. Additionally, our customized business training contributes to the vitality of the local economy.

About this Company

Website: Industry: Education & Training
US Headquarters: Bartlesville, Oklahoma US Sites: 2
Major Locations: Pawhuska, Oklahoma US Employees: 93
US Revenues: $15.28 million Worldwide Revenues: $15.28 million
Corporate Structure: Govt Agency; Non-Profit Founded: 1967

Tri County Tech has been awarded:

Best Workplaces for Giving Back 2016 (ranked 46)

Best Workplaces for Women 2016 (ranked 20)

Best Small Workplaces 2016 (ranked 32)

Best Workplaces for Women 2015 (ranked 62)

Great Perk: On-site Child Care

Perks and Programs

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

  • Bright Ideas: TCT’s culture is a conduit to innovation and employee engagement. One process that contributes to this innovation is the Bright Idea. The Bright Idea process allows any educator at TCT to make suggestions for the improvement of processes, for cost savings or revenue generating ideas, and for new and innovative initiatives. TCT’s Bright Idea Committee reviews all “bright idea” suggestions and produces recommendations for Senior Leadership approval. The Bright Ideas submitted are integrated and aligned with TCT’s core values (student focused, leadership by all, investing in the community, and making it a great place to work). The number of Bright Ideas submitted has trended upward since the program’s inception.
  • Flexible Work Environment: Tri County's leave package allows educators approximately 56 days of paid leave annually. Undoubtedly, part of achieving an optimal balance of working and living hinges on having time off to rest, recuperate, and tend to personal matters. TCT’s generous leave program for new 12-month employees includes 12 sick paid days, 10 paid vacation days, three paid bereavement days, and approximately 21 paid holidays, including two weeks over the Christmas holiday. As tenure with the organization progresses, so does the vacation time. 12-month employees accrue 10 days of vacation in years one through five, 15 days of vacation in years six through 15, and 20 days of vacation in years 16+.
  • Tri County University: Just as hiring and finding the new employee is intentional, so too is integrating her/him into the TCT culture – the “Tri County Way.” Upon joining the TCT community, the new employee spends a few hours as a student of Tri County University where they gain insight into the Tri County Way. This online course is intended to give a broad overview of the TCT culture as articulated through our organization’s rich history, innovative practices, clear vision, guiding values, and strategic aims. Learning modules in Tri County University include: student and community focused, great place to work, continuous improvement, and leadership by all.
  • Shared Sick Leave: TCT’s Shared Sick Leave Program is a unique leave offering that permits educators to donate sick leave to a fellow educator who is suffering from, or who has a relative or household member suffering from, an extraordinary or severe illness, injury, impairment, or physical or mental condition which has caused or is likely to cause the educator to take leave without pay or terminate employment. This sharing of sick leave thus allows the educator to maintain full pay and benefits while away from work.
  • Child Care: If you are a working parent, TCT provides one of the greatest benefits there is: childcare at our three-star, NAC and NAEYC-accredited Child Development Center (CDC). Not only voted by the population of Bartlesville, OK as the best in the city, educators also receive the care at half the price. This equates to a savings of about $3,000 per year. Educators also have access to their children for nursing or visitation during the work day. On days when the local schools are closed or out due to teacher meetings, educators can bring their children to work or the CDC for the day. The CDC also provides a summer camp for school age children through the summer months.
  • Listening: The TCT culture embodies open communication and genuinely seeks opportunities for improvement through honest feedback and engagement. In 2011 and 2015, each educator had one-on-one meetings with the Superintendent/CEO. The purpose of the meetings was two-fold: to discuss professional aspirations and to open the floor to discuss any questions/concerns. This tremendous effort illustrated the commitment from the top of our organization to each educator’s distinct needs. At the May 2015 year-end event, our Superintendent/CEO addressed every comment that was mentioned by TCT educators in the 2015 Trust Index® survey. In 2015, at the onset of an unprecedented state budget crisis, the Superintendent asked for ideas from every educator for generating revenue or cutting costs and then developed a systematic approach for addressing each idea.
  • Innovative Bonus System: TCT operates on a business rather than a school model, allowing TCT to offer the performance bonus system which is highly unusual in the field of education. TCT’s innovative bonus system has been presented at national and state conferences as a role model for other organizations. Each fiscal year, all educators are eligible for a bonus based upon performance against a criteria model that is laid out in the educator’s Individual Action Plan (IAP) and workgroup goals. The bonus amount received is based upon the completion of the educator’s goals. The IAP paves the way for the educators to challenge themselves, inspiring them to go above and beyond typical job responsibilities. This model gives each educator opportunities to grow their current skillsets.
  • White Bison - Peer-to-peer Recognition: White bison are very rare and are a symbol of strength and unity in the Native American culture. TCT educators nominate their coworkers for the White Bison award when they see them go above and beyond their everyday job duties by demonstrating an action that practices one of the four TCT values. The award reads, “You have contributed to the strength and unity of our school by practicing the following organizational value(s).” Recipients of the White Bison are acknowledged in the weekly Friday Announcements newsletter as well as at the monthly Superintendent’s Forum (with a chocolate bar!).
  • Internal Promotions: TCT strives to hire from within for promotions. During educators’ one-on-one meetings with the Superintendent/CEO, he specifically asks where they see themselves going and what they want for their future so he is aware of their goals and plans at TCT. When evaluating new positions, TCT Leadership looks at what opportunities will be available for growth within the organization before ever considering hiring outside of the organization. This inclusive practice of learning about each educator’s personal and professional goals and of rewarding accomplishments with internal promotions contributes to TCT’s systemic culture of valuing diversity and inclusion.


$27,511 Average salary and additional cash compensation for Administrative Services $57,950 Average salary and additional cash compensation for Instructor
100% 403(b) match of employee's contribution, up to 2.5% of an employee's salary100% Company-paid health coverage for employees
25% Company-paid health coverage for dependents 50% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $2,500 College Tuition Reimbursement


  • 403(b) plan
  • Health insurance for retirees
  • Pre-tax savings account


  • Free beverages during the day
  • On-site package/mailing service
  • Fitness classes
  • Vehicle maintenance
  • Subsidized lunch on a regular, daily basis
  • Discount ticket sales
  • Hair salon
  • Dry cleaning
Inspired Leadership


52 days Paid time off after one year of full-time employment 12 days Paid sick days after one year of full-time employment


  • Flexible schedule (87% use it)
  • Compressed work weeks (3% use it)
  • Telecommute option (1% use it)


60 days Job-protected maternity leave30 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents


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


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


  • Cholesterol tests
  • Flu shots
  • Blood pressure screening
  • Fitness center (only at headquarters)

Community Involvement & Philanthropy

8 hours Paid time off to volunteer $15,475 Philanthropic donations in last year


  • 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

Family Culture


Inspiring Student Success

How to Get Hired

We asked Tri County Tech 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?

When looking for a great fit for the organization, Tri County Tech seeks individuals who are passionate, driven, have the heart of an educator, are goal-oriented, have a love for learning and students, and are generous and gracious. Future Tri County Tech educators must fit the culture and have an attitude of graciousness. TCT's Superintendent/CEO stresses to all new employees to be gracious above all things.

What can prospective employees do to get your attention?

The key characteristics are a big indicator of whether or not prospective employees have the values that align with the TCT culture - the resume and interviews are quite telling of such virtues. Prospective employees should be genuine and share their skills and knowledge from the heart. Honesty and humility are key character traits that exhibit the Tri County Way. If a candidate's character traits fall into place with those of the TCT family, the candidate stands out. Research and knowledge of the organization, use of key CareerTech/educational terminology, and a demonstration of personal core values also garnish attention.

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

As Tri County Tech continues to grow and become a significant resource to the community, services that are offered to the community will continue to expand. Adjunct Educator positions that are service-oriented and compliment hospitality and health care will be opportunities for employment. Additionally, as Community Education continues to grow, candidates who have a niche skill or hobby they would like to share in a one hour to 20 hour Community Education course will be highly desirable.  

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

The easiest and most efficient way for interested candidates to learn about open positions is to visit the Tri County Tech website, If there is an open position, it will be listed on the website. There is an electronic employment application on the site as well as a complete list of the benefits offered to employees.

hiring Outlook

3 Job openings forecast for coming year -4% Job Growth
25 Average applicants per opening 149 Applications received
5 Positions filled in past year 1% New hires by employee referrals
6 New positions created 6 Jobs filled by current employees
3% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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