LARGE COMPANIES: FINALISTS
Embracing the old saying “knowledge is power,” Kiewit Power provides six times the industry average of employee training and development. As an employee-owned company, Kiewit is built to support professional growth. Employees are offered formal technical and leadership training courses, on- and off-site training, tuition reimbursement and a career development program for those just starting their careers. An anonymous employee-opinion survey is distributed every 18 months to provide leadership guidance in addressing concerns and interests. More than 235 employees were added to the roster last year. Of those, 85 were recent college graduates. To top it off, Kiewit reimburses employees for fitness and health endeavors, and plans go-kart racing outings and company socials to promote the family-style, team-oriented work atmosphere.
Within the past two years, US Bank has opened 13 new KC area branch offices and a service center, creating over 1,100 new jobs. So the success depends not only on earnings and finances, but on bringing new people into the company culture. With that in mind, US Bank offers its employees a hefty benefits package, including things like flexible spending accounts, flex hours, base and variable pay, health insurance, short- and long-term disability, health savings, parking reimbursement accounts and a transit plan, just to name a few. Employees are also encouraged to enroll in the HealthWorks program, which includes fitness and weight-loss program discounts, Nurseline and disease-management consultation. In addition, US Bank’s Volunteer Day gives employees eight hours of paid time off annually to volunteer in the community.
NIC Inc. made its first appearance in Ingram’s Best Companies to Work For feature back in 2008, when it was a winner in the mid-size companies category. Since then, NIC’s revenues have doubled, and the work force has grown 52 percent. They’re not middlin’ any more, but the management hasn’t lost sight of what makes a great workplace great: NIC attributes that growth to an exceptional work environment and benefits structure. Health and dental insurance premiums are paid in full by NIC, and 401(k) plans earn a 50 percent company match. To support its staff’s well-being, all employees have access to a health-club membership, a retail discount program and a kitchen stocked with healthy foods. Employees who have exceeded healthy living goals or civic involvement expectations are rewarded with a one-week, all expenses paid vacation for two and $5,000 to donate to their charity of choice.
Heartland Health’s main focus is on providing genuine care and hope to patients and families, but its mission as a health-care provider also shows up in company policies and philosophies. A family atmosphere at the St. Joseph health-care provider and a focused benefits package have contributed to a turnover rate of less than 10 percent—well below the industry standard 17 percent. Close attention to industry compensation ensures competitive salaries, and workers also are eligible for quarterly payouts and receive range-progression raises. Tuition reimbursement, a work-force development program and a School at Work program all reinforce training, and Heartland pays employees to attend weekly classes and seminars that will help further their careers. Just last year, Heartland donated $4.2 million to the community and its employees logged more than 45,000 volunteer hours in community service.
The $1 million increase in net billing at Olsson Associates last year can’t be attributed to an open-door policy—there are no doors to close in the first place. That speaks volumes about genuine openness, just one example of how the firm takes the road less traveled. Employees are encouraged to use open communication and, as teams, annually produce a strategic forecast to plan the work ahead. Team relationships are based on collaboration instead of competition, and allow employees to take on more responsibility within their multidisciplinary areas. The engineering firm’s benefit package offers wellness programming, flex time and a stock bonus program, among others. In addition, Olsson allows employees to put their expertise to work through the Community Builders program. Those same skills, both technical and non-technical, are maintained and developed through Olsson’s in-house training and roundtable discussions.
Passionate, courageous, boundary-less, great listeners, analytical with urgency, embracers of change and selfless: these are the values of Ascend Learning. Through their approach to communication, the work environment and performance evaluations, employees and management strive to use their company’s values in every aspect of their careers. There isn’t a dress code or strict policy on sick and vacation time, and employees are some of the most competitively paid in the industry: an average yearly salary of $70,000. Revenue growth was up 18 percent last year and 2012 looks just as promising with the construction of a new corporate headquarters, an internal training and professional development program, and the Ascend Learning Foundation. Ascend also offers its employees bonus buyouts, merit increases and multiple opportunities for professional development in accordance with annual performance evaluations.
