Methodist placed in the top 10 with:
- 2006 revenue of $1,587 (in millions);
- 11% voluntary turnover;
- 11% job growth; and
- 10,481 employees (published count).
Methodist, in its 3rd year on the list, is also doing things right on their website. I stopped by to take a look at how they were promoting the Fortune win, read the article here, and submitted a comment at the bottom of the page.
After sending my feedback, I was given an opportunity to receive one of their publications (including magazines, e-newsletters) free.
It's easy to sign up for publications on other hospital sites, but they don't make it seem like a perk for interacting with the forum - interesting bit of marketing psych in action.
The page also gave me an opportunity to schedule an appointment, register for a class, see a list of departments, or contact the webmaster.
MHS earned top honors in part due to programs like "No One Dies Alone."
Methodist offers onsite gym facilities, but does not provide a discount for offsite memberships. For certain positions, MHS offers jobsharing, telecommuting, and a compressed workweek.
Excellent work Methodist; congrats on a well-deserved win. I look forward to reading my copy of Leading Medicine Magazine.
And how many hospitals do you know where an employee gives his boss a kidney?
They also outsource knowledge -offering international consulting services, including JCI certification prep. Methodist does not, however, have onsite child care facilities, for which other hospitals on Fortune's list were lauded.
Arkansas Children's Hospital, for instance, won a mention for best onsite child care options (children 6 weeks to 5 years, with an additional ACH fitness program).
ACH ranked 76th overall, but child care at the hospital's center costs just $240/month.
Apparently, hospitals across the country are doing a decent job of providing child care options: 6 of the top 10 for Onsite Child Care were hospitals/healthcare systems.
Other winners include:
- Baptist Health South Florida: Overall rank 94; child care $340/month, increased adoption benefit to 10k (8th year on the list)
- King's Daughters Medical Center: Overall rank 63; child care $402/month, 13% job growth rate, 96% employee retention rate
- Lehigh Valley Hospital and Health Network: Overall rank 85; child care $570/month, $500 wellness money for FTEs (2nd year on the list - "To be a great place to care, we need to be a great place to work." - Mary Kay Grim, SVP of HR)
- OhioHealth: Overall rank 18; child care $624/month (2nd year on the list, overall rank 52nd 2007)
- Scripps Health: Overall rank 56; child care $680/month, increased tuition reimbursement by 50%
Does your hospital have an onsite child care center or affiliated service line center with discounts for employees? If not, might want to look into that...if so, do prospective applicants know about your child/dependent care benefits?
I'll really start cheering when I see hospitals with affiliated day care centers for seniors.
And speaking of care - 21 companies on the top 100 list pay for employee health care (100% of employee premiums).
Of those 21 companies, guess how many are hospitals?
The correct answer would be ONE - Lehigh Valley Hospital and Health Network, ranked 85th.
No surprises in the Work-life Balance category - zero hospitals on that top 10 list.
Would better work-life balance for employees lead to improved outcomes and morale? Of course.
Is it easy to promote work-life balance in a shift system where most of your employees are already overworked on understaffed units? Of course not.
So what are your strategic goals for recognizing the value of Work-life Balance this year?
The unusual perks page is also worth a look. Click here.
On the list overall, hospitals are doing well hiring women...I'll refrain from commenting on gender disparities in medicine and nursing.
Think your hospital should be on the list next year?
Pick up a copy of Fortune on sale tomorrow (1.28.08) if you don't subscribe. Check out the winners; read what makes them unique.
Go to www.greatplacetowork.com to fill out the nomination form.
The deadline for 2009 is a little over 3 months away - you have until March 31st to submit. Your organization must be 7 years old with at least 1,000 employees (sorry newer specialty hospitals).
Here's a bit on the methodology used to find the top 100 - there's more available on Fortune's page.
Most of the company's score (two-thirds) is based on the results of the survey, which is sent to a minimum of 400 randomly selected employees from each company. The survey asks questions related to their attitudes about the management's credibility, job satisfaction and camaraderie. The other third of the scoring is based on the company's responses to the Institute's Culture Audit, which includes detailed questions about demographic makeup, and pay and benefit programs, as well as a series of open-ended questions about the company's management philosophy, methods of internal communications, opportunities, compensation practices, and diversity efforts, etc.
After our evaluations are completed, if news about a company comes to light that may significantly damage employees' faith in management, we may exclude that company from the list. Any company that is at least seven years old with more than 1,000 U.S. employees is eligible. The deadline for applying for next year's list is March 31, 2008. For an online nomination form, go to www.greatplacetowork.com.
—Robert Levering and Milton Moskowitz
Hope to see more hospitals on the list next year.