At WESTMED Medical Group, P.C., 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 346 employee surveys, with a 90% confidence level and a margin of error of ± 3.67. It was published on Sep 11, 2017. 3208 Visitors

What Employees Say

I am given the resources and equipment to do my job.
91%
 
I'm proud to tell others I work here.
89%
 
My work has special meaning: this is not "just a job".
88%
 
I feel I make a difference here.
87%
 
Management is competent at running the business.
87%
 

What They Do

We asked WESTMED Medical Group, P.C. to explain what they do. Here is what they had to say.

We are the leading multi-specialty group practice, delivering the highest quality, coordinated and efficient healthcare. We are known for our state-of-the-art diagnostic equipment, electronic medical records and a “one-stop-shopping medical experience” for patients at offices in NY and Connecticut.

About this Company

Website: www.westmedgroup.com Industry: Health Care
US Headquarters: Purchase, New York, 10577 US Sites: 14
Major Locations: White Plains, New York, 10604; Yonkers, New York, 10710; Purchase, New York, 10577; Rye, New York, 10580; New Rochelle, New York, 10801; Scarsdale, New York, 10583; Stamford, Connecticut, 06902; Greenwich, Connecticut, 06830; Norwalk, Connecticut, 06851; Yonkers, New York, 10701 US Employees: 1,246
Corporate Structure: Private Founded: 1996

WESTMED Medical Group, P.C. has been awarded:

Best Workplaces in Health Care 2017 (ranked 27)

Best Workplaces in New York 2017 (ranked 23)


Perks and Programs

We asked WESTMED Medical Group, P.C. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Service Culture Activation: EXPANDED:WESTMED drives culture by equipping employees with the skills, tools and resources to consistently deliver service exceptionalism. Training is provided on the WESTMED Brand, The Patient Experience and Leading Responsibly. A new program, Enhancing the Patient Experience, was added to refresh, address market changes, take service to the next level and allow practice of skills and knowledge through real patient scenario exercises with functional groups, including Clinical Support and Ancillary Services.
  • Employee Mentorship Program: NEW: To complement the extensive management curriculum and group mentoring programs for managers and leaders in our Leadership Academy, WESTMED added a one-on-one Employee Mentorship Program that was successfully trialed May through July 2017 and is being rolled out to all employees. This provides opportunities for managers and leaders to become Mentors and be assigned a Mentee. The focus is on developing leaders at WESTMED. Mentors complete a 'How to Mentor' course run by the State University of New York. Mentees are nominated by Managers. In addition to Mentoring, we offer a robust management training curriculum, physician and employee coaching initiatives, and on-the-job tools such as a Manager’s Business and Service Skills Training Toolkit.
  • True North: INTEGRATED INTO NEW HIRE ORIENTATION: WESTMED deploys fun, interactive programs to bring our mission & vision to life. A goal is for all employees to understand who we are, our near-term priorities, and our long term goals; recognize how these contribute to WESTMED’s success – through both alignment on goals & objectives and through our behaviors; and identify how all the pieces fit together (individual site/department/role and collective strength). After rolling this 'True North' program out for existing staff, it is now part of monthly New Hire Orientation. It touches on 4 key topics: company strategy, employee engagement, patient satisfaction and awards / recognition.
  • We Engage: NEW: WESTMED leadership is highly accessible and champions programs to engage employees at all levels in the organization, including the ground up design and deployment of initiatives such as 'We Engage' workshop offered at all medical offices for clinical support, patient experience and ancillary services. Table groups form and brainstorm ideas for leadership to review and implement in 3 areas: how to make each day better; how to continuously drive positive culture and how to take service to the next level. There have been many great outcomes based on this employee feedback, including free coffee, more employee seating in break areas, increased company communication, and more!
  • WESTMED Awards and Recognition: ENHANCED: WESTMED congratulates and highlights our most outstanding employees who live and breathe our cultures of quality, efficiency and service. Our people are our most valuable strategic resource. Managers lead by example, demonstrating and role modeling appreciation and gratitude. Awards include: President's Award, Diamond Award, Star Awards, GEM Award and Profiles in Leadership Award. We are also training on Appreciation & Gratitude and have other recognition programs championed by our leadership team and activities built into customer service training, including the use of branded Service Excellence appreciation cards that employees can share with each other when they see excellent service being demonstrated. In 2017, we've included formal recognition on the Intranet for all award nominees based on employee and manager feedback for continuous improvement of the program.
  • Giving Back to Our Communities: EXPANDED: WESTMED places a significant emphasis on our culture and identity in the communities where we provide quality and efficient patient care. As part of our brand footprint, and as one of the largest employers in the Hudson Valley, WESTMED is emphasizing “giving back” via formalized corporate social responsibility programming geared towards those in need in our communities. As part of our continued commitment to the community, WESTMED hosts a Corporate Service Day each year in partnership with the charitable organization, Volunteer New York. Together with our partner, the WESTMED employees volunteer their time to engage in a meaningful charity project, such as making and donating fleece blankets to a local children’s hospital, or serving lunch to students at a youth development facility.
  • Reintroduction to WESTMED: NEW: Ten plus year employees and providers are thanked for their service, reintroduced to the WESTMED brand, including any new or evolving initiatives, and asked for their feedback on ways we can make continuous improvement at the company. This program was very highly rated (program evaluation included in supplemental materials). Our long-time talent said that they felt re-energized and appreciated, sharing letters and verbal 'thank you's' with Leadership and Human Resources after they attended the program.
  • Breast Cancer Awareness: EXPANDED: WESTMED supports Breast Cancer Awareness through popular fundraisers, such as bake sales, and community walk events, enabling many of our physicians and staff to participate. WESTMED providers are also frequent participants in community health fairs – volunteering their time to offer free breast exams for women in the surrounding community and underprivileged areas. We know that every dollar makes a difference when it comes to funding breast cancer research and innovation, and have become an annual sponsor and top contributor of the American Cancer Society Making Strides for Breast Cancer event that takes place in October.
  • Service Opportunities: WESTMED cares! We encourage employees to get involved and donate time to worthy causes, where they can find opportunities to give back on their own time. We share on a quarterly basis, individual opportunities which any member of WESTMED may participate in. We also participate in the “Big Brother” / “Big Sister” program through the Family Service of Westchester. In 2017, WESTMED also participated in 'Volunteer New York' event focused on connect, serve, grow. Most recently, a company-wide disaster relief project was implemented for Houston area residents after the heartbreaking devastation of life and property from Hurricane Harvey. We collected donations for the Houston Food Bank.
  • WESTMED Sports and Challenges: EXPANDED: In conjunction with the White Plains Corporate Softball League, WESTMED has multiple spring / summer softball teams. Building on the success of our former league champion WESTMED Wombats, other teams formed including The WESTMED Wolves. Additionally, The WESTMED Wombats now have a kickball team in the Fall, going 8-2 their inaugural season. Pep Rallies are held and ceremonies for winning teams. WESTMED also has teams who compete in the "Make a Move" Challenge where teams adopt or maintain an active lifestyle with friendly competition and support / encouragement to inspire all to keep moving!

COMPENSATION BY THE NUMBERS

85% Company-paid health coverage for employees 65% Company-paid health coverage for dependents
60% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance

WORK-LIFE BALANCE BY THE NUMBERS

22 days Paid time off after one year of full-time employment 6 days Paid time off after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at all locations)
  • Onsite Amenities (Free coffee, fitness classes on-site.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)30 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*

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)

Community and Environmental Impact

Facilities Manager, Leed Green Associate Leads environmental impact team Self-Conducted Environmental impact audit
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

Leadership Diversity

 

Workforce Diversity

 

DEMOGRAPHICS

 

How to Get Hired

We asked WESTMED Medical Group, P.C. 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?

WMG seeks candidates who will reflect the WESTMED brand and be role models for positive patient and team member experiences. WESTMED Cultures:  Quality, Efficiency, Service WESTMED Associate Philosophy:  ‘Smart & Nice’ WESTMED Associate Success Profile:  Confidence, Integrity, Pride, Passion.  We place a high level of importance on emotional intelligence.

What can prospective employees do to get your attention?

Have experiences that go above and beyond and stand out.  Proven work ethic.  Extracurricular and professional accomplishments.  'Little Things Make a Difference' and 'Add a Little WESTMED' attitude.  Demonstrate a sense of empathy to augment our patient experience.

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

We look for individuals who are eager, proactive and passionate about their careers.  We hire for attitude, train for skill. 

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

Please check out our new career portal which can be found by clicking on the CAREERS tab on our website: westmedgroup.com Our social media sites also provide further information. The search for top talent at WESTMED never stops, and we value assistance from employees with our recruitment efforts.  We offer employees a referral bonus of up to $1,000 for a successful placement of a full-time role at WESTMED and up to $500 for a successful per diemn placement.

hiring Outlook

550 Forecasted positions to fill in coming year 5% Job Growth
17 Average applicants per opening 9,252 Total job applicants
19% New hires by employee referrals 23% Openings filled by current employees
7% Voluntary turnover for full-time employees 8% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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