FARMERS INSURANCE GROUP

Inspiring others, whether they are colleagues or consumers, is a key guiding principle at Farmers Insurance. “Every day, Farmers people approach work with optimism, energy and creativity to help instill in others a sense of confidence and a peace of mind that comes from knowing that we care and are continuously striving to be better,” said Vince Donofrio, senior vice president, Claims Shared Services.

But there’s a lot more involved in creating a Best Companies to Work For environment. Things like a commitment to promoting from within, a dedicated department that assists in crafting individual development plans, career-path guidance, internal job and education fairs—all of which promote career enrichment for the 2,675 regional Farmers employees and more than 20,000 others across the nation. Being able to convey its mission of helping consumers get smarter about insurance and compassionately helping restore their lives after a loss calls for effective training. And at Farmers, training is critical and continuous. Thanks to the resources of the University of Farmers, new hires receive extensive classroom instruction and hands-on training, and the company assigns dedicated mentors to them throughout the first six months of employment.

The benefits suite is built on a Total Rewards theme, with a 401(k) plan that offers a rarely-seen company match on the first 6 percent of employee contributions. The company also offers contributions of up to $1,000 for health-savings accounts, has a flex-time program in some departments, provides coverage for both short and long-term disability and—get this—has a paid-time-off policy that can yield nearly four weeks of potential vacation after just one year.

Looking for more? How about on-site food vendors, oil changes, car washes, windshield repair, dry-cleaning service and massages? The company store sells cards, balloons, gift cards, discounted theme-park passes, $1 movie rentals and stamps, and offers mail service, too. There’s also an on-site fitness center to encourage employee fitness, and wellness programs in which employees can purchase merchandise with reward points, plus $375 in benefit dollars each year. Wellness initiatives include weight-loss programs and competitions, healthy vending options, company paid on-site flu shots and biometric screenings, a dedicated wellness coordinator and on-site yoga and zumba classes, to name a few.

ASSOCIATED WHOLESALE GROCERS

The leadership at AWG believes greatness as an employer is built on four pillars: long-term, sustainable success; a compensation structure of excellent pay, benefits and a system to reward employee achievement; educating, training, and empowering employees; and showing commitment to the community by investing in it.

Can’t argue with the results: For 35 of the past 37 years, AWG has recorded sales growth, and today is not only the second-largest company in any business sector in the Kansas City region, but the second-largest retailer-owned grocery cooperative in the nation. “One of the best motivators we have had is our steady and continuous growth,” said Susan Ott, vice president of human resources. Employees who have seen relatives laid off with closings of other companies around the nation have developed a new appreciation for what AWG offers as a stable, growing, 87-year-old company, she said.

The next pillar is a suite of benefits that includes health, dental, vision, disability and life insurance, flexible spending accounts (for medical expenses and dependent care), health savings accounts, tuition reimbursement, term life insurance, and an employee assistance program.

As it transitions its retirement program to a 401(k) structure, the company pension plan remains available for qualifying employees, making AWG one of the few employers still offering a defined-benefit plan, Ott noted. “This is an incredibly generous benefit we offer,” she said. “Although this plan is completely funded, we had to make a decision to modify our plan to a very competitive 401(k).” The company also addresses health-care costs with an emphasis on shared responsibility and a wellness with a “carrot-and-stick” approach to health and wellness. “We are one of the few companies in Kansas City that offers a high-deductible medical plan option that is free to our employees,” Ott said.

All of those are employee-retention factors, but one other company practice keeps turnover low: Promotion from within. Since 1980, each of the cooperative’s six CEOs has come up through the ranks. And from the current CEO, Jerry Garland, through 100 executives who attend the annual strategic vision conference, an outline of the company’s strategic plan is issued to each one of AWG’s 3,619 workers, 1,024 of whom work in the Kansas City region.

Throw in a dedicated training department, a management-development program, and a broad array of area non-profits that AWG supports, and the pillars for success are set.

HEARTLAND HEALTH

The biggest employer in St. Joseph might also be the best: Heartland Health, home to nearly 3,800 caregivers, as employees there are known, is an award-winning organization nearly a third larger than the next-biggest company in town. It’s simply not possible to overstate the importance that Heartland Regional Medical Center and its affiliated operations play in the greater St. Joseph economy. And it might be the city’s biggest hammer for breaking glass ceilings: Women account
for 81 percent of those caregiver positions, and 55 percent of the executive team.

Health-care compensation typically exceeds that of national and local averages, and that’s true for Heartland employees as well. The average non-exempt employee salary of nearly $42,000 is fully 10 percent ahead of the Buchanan County average; for exempt employees, it’s an impressive $124,849. Atop that is Sharing Success, which rewards caregivers for exceptional customer service. They also are eligible for quarterly payouts for reaching customer-satisfaction goals—and one payout per year when the organization reaches its financial goals.

Heartland also pays more than 90 percent of premiums for medical coverage, which includes a health reimbursement account, vision benefit for caregivers and dependents, and offers dental and life insurance. Non-smokers can receive discounts on premiums, and even smokers can earn the discount by working out three times a week in one of the two state-of-the-art fitness centers staffed with personal trainers at no cost. Exercise classes are also offered daily at both fitness center sites—all free of charge for caregivers, spouses and dependents.

The 401(k) retirement program offers a company match, and consultants are on-site every two weeks to discuss retirement planning needs. Heartland Health also offers paternity leave, adoption assistance, lactation facilities, flex hours, an EAP program and an on-site concierge service for caregivers.

Tuition reimbursement? Yes, up to $3,000 per school year for tuition and fees for classes that prepare full- or part-timers for advancement within the organization.