At Yale-New Haven Hospital, 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 331 employee surveys, with a 90% confidence level and a margin of error of ± 4.46. It was published on Oct 3, 2016. 4297 Visitors

What Employees Say

I'm proud to tell others I work here.
92%
 
I feel good about the ways we contribute to the community.
92%
 
My work has special meaning: this is not "just a job".
91%
 
When I look at what we accomplish, I feel a sense of pride.
90%
 
I believe management would lay people off only as a last resort.
88%
 

What They Do

We asked Yale-New Haven Hospital to explain what they do. Here is what they had to say.

Yale New Haven Hospital (YNHH) is a Magnet designated non-profit, 1,541-bed tertiary medical center receiving national and international referrals. Yale New Haven Hospital includes Smilow Cancer Hospital, Yale New Haven Children's Hospital and Yale New Haven Psychiatric Hospital.

About this Company

Website: http://www.ynhh.org Industry: Health Care
US Headquarters: New Haven, Connecticut US Sites: 161
Major Locations: New Haven, CT, Connecticut; Guilford, CT, Connecticut; North Haven , Ct, Connecticut; Trumbull, Ct, Connecticut; Torrington, CT, Connecticut US Employees: 10,899
US Revenues: $2,555.2 million Worldwide Revenues: $2,555.2 million
Corporate Structure: Non-Profit Founded: 1826

Yale-New Haven Hospital has been awarded:

Best Workplaces in Health Care 2017 (ranked 14)

Best Workplaces for Women 2016 (ranked 64)


Pharmacy

Perks and Programs

We asked Yale-New Haven Hospital to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Tuition Reimbursement: YNHH supports our employees that continue to advance their education by offering Tuition reimbursement and other programs to offset cost. In addition, to our tuition reimbursement program which surpasses industry norms, we also offers a Loan Forgiveness Program to full time and part time employees.
  • Employee Family Resource Program: YNHH Employee and Family Resource Program provides extensive work/life resource and referral services to support the daily challenges employees and families deal with in their personal lives, including but not limited to child and eldercare referrals, parenting support, financial and legal assistance.
  • Loan forgiveness: In an effort to meet critical shortages in clinical areas, YNHH offers forgivable, interest-free loans of up to $4,200 per year for two consecutive years for qualifying full-time and part-time employees. They must complete a degree program in Nursing, Respiratory Therapy or Diagnostic Imaging within two years.
  • Career Counseling: YNHH offers Individualized counseling services to employees regarding career choices. We provide case management for the employees participating in the Tuition Loan Forgiveness program, in addition collaborate with the Regional Workforce Alliance and CT Works in several cities to assist with hiring long term unemployed applicants through a salary reimbursement program. We collaborate with the Workforce Alliance to subsidize the cost of several training programs that are offered at the local community college.
  • School-at-Work Program: This is a seven-month program for employees who would like to continue their education and haven't been in an academic setting for an extended period of time. It is a blended learning program that involves the use of classroom and technology designed to give entry-level employees the skills needed to move into a different position within the organization, prepare to continue their education or enhance their skills.  The online curriculum includes reviewing medical terminology, math, reading, writing, life management skills, study skills, and tips on improving patient satisfaction and safety.
  • Adoption Assistance: Employees who work 24 or more hours per week are eligible for financial assistance of up to $8,000 for adoption-related expenses per child.
  • PTO Donation: YNHH has a personal time off (PTO) donation program, which allows employees to donate PTO to other employees who have exhausted theirs as a result of illness or incapacitation. This program is a very popular way for employees to help out each other in times of crisis.
  • Performance Incentive Plan: Employees may be eligible for a monetary reward if specific, measurable, hospital-wide goals are met or exceeded each fiscal year. The goals focus on key performance factors that include financial, patient safety and satisfaction goals. 
  • Premium Pay: As compensation for working evening, night or weekend shifts, the Hospital provides additional pay to non-exempt employees who work any of those shifts or any combination of those shifts. 

COMPENSATION BY THE NUMBERS

$90,165 Average salary and additional cash compensation for Clinical Nurse $87,966 Average salary and additional cash compensation for Clinical Social Worker
3% 403(b) match of employee's contribution, up to 3% of an employee's salary80% Company-paid health coverage for employees (Part-Time Employees)
80% Company-paid health coverage for dependents (Full-Time Employees) 67% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance $4,200 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 403(b)
  • Health insurance for retirees

PERKS TO MAKE LIFE EASIER

  • On-site package/mailing service
  • Discount ticket sales
  • Weight watchers meetings
  • Banking
  • Subsidized public transportation
  • Massage therapy
  • Fitness classes
  • Convenience store
  • Personal travel service
BA Celebration

WORK-LIFE BALANCE BY THE NUMBERS

33 days Paid time off after one year of full-time employment 33 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Job sharing (9% use it)
  • Phased retirement planning
  • Telecommute option (18% use it)
  • Compressed work weeks

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave80 days Job-protected paternity leave
$8,000 Adoption benefit80 days Job-protected parental leave for adoptive parents

FAMILY CARE PROGRAMS

  • Onsite child care
  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Offsite subsidized childcare
  • Elder care resources

HEALTH INSURANCE COVERS

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

ONSITE HEALTH BENEFITS

  • Breast cancer screening
  • Skin cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Medical facilities (only at headquarters)
  • Prostate cancer screening
  • Cholesterol tests
  • Flu shots
  • Fitness center

Community Involvement & Philanthropy

$5,479,307 Philanthropic donations in last year

Diversity

  • Marna Borgstrom CEO is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs 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
  • 10 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender reassignment surgery

Executive Diversity

 
WearRed

Demographics

 
Collaboration

How to Get Hired

We asked Yale-New Haven 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?

 From entry-level to executive positions, we approach talent acquisition in a way that is consistent with our mission, vision and values. We seek employees who will take initiative and demonstrate teamwork, integrity, accountability and a genuine compassion and respect for our patients and for co-workers, and all other hospital employees. Most importantly, we seek evidence from past work experience that each person we are considering as a new member of our YNHH team shares our service excellence values and our “I Am Yale-New Haven” motto. This means they must be willing and able to: Create a great first impression at all times Protect the privacy of our patients Value diversity and treat all people with respect Communicate with compassion and courtesy Maintain a safe, quiet and clean environment Take action when things go wrong.

What can prospective employees do to get your attention?

One of the unique challenges to our recruitment process is balancing high volumes of applicants for some roles, while being strategic to attract those in more unique and “tougher to fill” positions. Once we find a qualified applicant, we begin a comprehensive hiring process to determine if the candidate has the greatest chance of success by using behavioral interviewing, our enhanced reference-checking tool Skill Survey, behavioral assessment tools and job shadowing. One of our strengths through various strategies is the ability to attract committed and loyal employees who will pour their hearts into their work and have a keen understanding of patient focus.  One of the most effective strategies for finding the best employees is to ask people who already work here. We provide an incentive of $1,500 to $3,000 to employees who refer candidates who are hired into selected, difficult-to-recruit specialty positions, including nurses, physical therapists and respiratory therapists.

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

While the demand for healthcare increases, hospitals are strategizing new ways to address the growing demand to fill important nursing and allied health positions. YNHH is meeting this challenge head-on with a number of creative recruiting strategies.  Experienced nurses and pharmacists are always an area of focus for our organization.

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

We emphasize our commitment to diversity, fair and equitable hiring practices, opportunities for career advancement, competitive compensation and benefits, and an employee referral program. We also use our resources to promote our vision, mission and values to potential employees. Proven methods of attracting new talent have been to pour all of these ingredients into our web and print advertising, information sessions, on-site and off-site job fairs and open houses, direct-mail campaigns, targeted radio ads and media plans. We seek out potential nurse and allied health applicants when we visit local, regional and national colleges and universities. We specifically partner with various schools to recruit successful candidates. Each year we host a “college weekend,” inviting students from these colleges to New Haven for a full schedule of tours, programs and interaction with hospital staff.

hiring Outlook

1,900 Job openings forecast for coming year 1% Job Growth
38 Average applicants per opening 94,765 Applications received
2,492 Positions filled in past year 8% New hires by employee referrals
132 New positions created 812 Jobs filled by current employees
Yes Recruits on college campuses 309 New graduates hired
8% Voluntary turnover for full-time employees 16% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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