At Watermark Retirement Communities, 80 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 3702 employee surveys, with a 90% confidence level and a margin of error of ± 0.81. It was published on May 24, 2018. 1073 Visitors

What Employees Say

My work has special meaning: this is not "just a job".
87%
 
I feel I make a difference here.
86%
 
I feel good about the ways we contribute to the community.
86%
 
When I look at what we accomplish, I feel a sense of pride.
86%
 
I can be myself around here.
84%
 

What They Do

We asked Watermark Retirement Communities to explain what they do. Here is what they had to say.

Watermark Retirement Communities is committed to creating extraordinary and innovative communities where people thrive. Watermark has led the way in the development of transformative programs supporting our residents’ and associates' physical, intellectual, emotional and spiritual well-being.

About this Company

Website: www.watermarkcommunities.com Industry: Aging Services
US Headquarters: Tucson, Arizona, 85704 US Sites: 52
Major Locations: Tucson, Arizona, 85704; Tucson, Arizona, 85718; Beverly Hills, California, 90211; Carmel, California, 93923; Dana Point, California, 92629; Emeryville, California, 94608; Philadelphia, Pennsylvania, 19103; Livermore, California, 94550; Oakland, California, 94610; St. Petersburg, Florida, 33707 US Employees: 5,796
Corporate Structure: Private Founded: 1987

Naya Lisa Ford named U.S. CNA of the year.

Perks and Programs

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

  • Watermark University: All Watermark associates and residents are encouraged to learn and grow every day. Through Watermark University, associates can take classes or teach their interests and passions. Watermark University creates meaningful connections and fosters bonding and relationship building.
  • Google Engage: Watermark, with Google, pioneered Google Engage, a program encouraging residents to learn more about and embrace the benefits of technology, from the web to social media, software programs, online banking and staying connected with family and friends.
  • Watermark for Kids: Watermark created the 501c3 Watermark for Kids to serve the opposite end of the age spectrum. Kids are selected by each community and are provided the financial support they need to thrive. Watermark for Kids makes living and working in Watermark communities even more extraordinary.
  • Naya Caregivers: In Watermark communities where memory care neighborhoods are offered, associates working closely with residents have a unique title to reflect the important role they play. Naya is an ancient Sanskrit word for leader, teacher, gentle guide. All Nayas are Certified Dementia Practitioners trained in the art of staying in the moment and always focusing on what residents can do, never what they cannot.
  • Pathway to Success: Developing leaders and retaining great associates is crucial for continued success. Watermark's Pathways Program offers mentorship and illustrates the steps it takes to qualify for positions including: Executive Director, Director of Dining Services, Sales Director, Program Director, Nursing Home Administrator, Director of Nursing Services.
  • Thrive Dining: Thrive Dining has revolutionized dining for individuals with physical or cognitive challenges. Through this award-winning program, residents lives are truly changed and Watermark associate satisfaction has been positively impacted as well.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 5% of salary75% Company-paid health coverage for employees
40% Company-paid health coverage for dependents 75% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $700 Average Tuition Reimbursement
WRC Engage by Google

WORK-LIFE BALANCE BY THE NUMBERS

16 days Paid time off after one year of full-time employment 5 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 16 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

  • Flexible schedule
  • Telecommute option
  • Compressed work weeks
  • Onsite Amenities (Watermark offers access to meals for associates and in some cases, access to exercise equipment, integrative therapy such as massages, aroma therapy, mediation, etc., Some communities offer pets at work, life-experience and interest sharing with residents and fellow associates, public speaking experience, employee/resident mixer events, excursions with residents and more.)

FAMILY CARE BY THE NUMBERS

96 days Job-protected maternity leave (including FMLA/STD) 42 days Average length of maternity leave new mothers take
96 days Job-protected paternity leave (including FMLA)21 days Average length of paternity leave new fathers take
96 days Job-protected parental leave for adoptive parents (including FMLA)

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$35,800 Philanthropic donations in last year Director of Purchasing and Procurement Leads environmental impact team
Self-Conducted Environmental impact audit Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Managing Director oversees diversity and inclusion practices
  • 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: Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 250 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

Leadership Diversity

 

Workforce Diversity

 
WRC Watermark for Kids

DEMOGRAPHICS

 
WRC Thrive Dining

How to Get Hired

We asked Watermark Retirement Communities 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 created talent acquisition interview worksheet to ensure we are achieving the right fit. The worksheet questions determine a candidate's past experiences and behaviors and offers interviewers a good sense of a candidate's ability to embrace and fit in with the Watermark culture. The questions are to best determine a person’s ability for diversity and inclusion, decision making, leadership abilities and job specific skills. Our interview tools also include the Hartman Value Profile to unveil values and personalities and then  generate cultural based interview questions to assess their ability to fit in the respectful, inclusive Watermark Culture.

What can prospective employees do to get your attention?

We seek candidates who are eager to explore and share what makes them thrive and who learn, grow and play every day and who don't let fear or "the way things have always been" stand in their way of making a difference. We look for associates who "play big" and who see that within each challenge or "breakdown" lies an opportunity for a breakthrough and steady, continued improvement. We know that when we assemble a team of diverse individuals with an innovative, pioneering spirit, who want to be part of a supportive culture and contribute to an abundance of opportunities to thrive, breakthroughs occur and amazing things happen. 

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

We look for and encourage creativity, curiosity, diversity and innovation across the board. Watermark communicates to candidates our commitment to qualified (and as appropriate, credentialed and licensed associates. We use background checks and screenings to ensure a proper fit. We are always on the look-out for extraordinary Registered Nurses, Sales Directors and Directors of Nursing, as these can be the most challenging positions to fill.

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

Watermark uses Indeed for the majority of our job postings.  Candidates can also learn more by visiting us at www.WatermarkCommunities.com. There they can learn about Watermark communities, our tools, systems and innovations, along with details on the Watermark team and our signature programs including Watermark University, Watermark for Kids, Engage - Powered by Google, Thrive Dining and many other inspiring stories and details illustrating why living and working in a Watermark community is such a uniquely rewarding experience. 

hiring Outlook

1,500 Forecasted positions to fill in coming year 25% Job Growth
50 Average applicants per opening 76,481 Total job applicants
5% Openings filled by current employees 39% Voluntary turnover for full-time employees
71% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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