Baylor Scott & White Health Compensation Employee Reviews

Flexibility and being able to manage work/life balance

Review from Finance Dept · Posted a month ago

It could use a little work.

Review from Customer Success Dept

the insurance for me and my kids

dont really feel like any part of package stands out

I believe the insurance should pay for a lot to achieve optimal wellness. Carebility is a great insurance, and they have this philosophy that if they pay for and cover weight loss procedures and weight loss medications, the patient will have better chances at optimal health.

I received an increase when it wasn't truly expected. I feel like my compensation package is fair for my experience in the new role.

Review from Admin Dept

Track free PTO time has made it easier for me to take time off.

Review from Admin Dept

Performance Scorecard bonuses and Tracking-free PTO

Review from Operations Dept

As a remote worker, not residing in the state of the headquarters, the benefits are challenging to work with and are limited. Everything has to be approved ahead of provider visits. Primary care referrals are no guarantee that the insurance will pay for the specialist visits.

Review from Operations Dept

I love that BSW matches 5% into our 401K. Other companies typically only invest 2-3% in their employees.

The best part about my compensation package is the time off given to employees and the employee support services available to all employees.

Review from HR Dept

Incentives as far as bonuses would be good

The health insurance. Our costs are minimal as the organization subsidizes a large amount, which helps minimize financial burden on employees.

Very expensive healthcare that increases every year to make raises pretty much null.

Excellent healthcare and 401k benefits.

I am satisfied with my pay and benefits.

Love the medical health plan and the Headspace App perk :)

It is a fair compensation package

Review from Operations Dept

The annual salary I receive.

Life insurance for both myself and my spouse.

Review from Product Dept

There’s no clear career path or talent development in operations. Role scopes are inconsistent and even senior leaders struggle to define them. This lack of structure makes growth uncertain and contributes to feeling undervalue

Review from Operations Dept

Comparing our salary to the national standard, it is clear that our role is not being paid to that level. Although I am grateful for the salary based on local standards, it can be challenging knowing nationally others are compensated at a higher rate for providing the same level of work and effort.

As a Medical Assistant I do demanding work for a very busy specialty which is required to be done in a most efficient, safe and timely manner.

I am making less now than I have made in previous leadership roles and when I was working nights before I took this position. When I took this position, I knew that I would have to take a pay cut because as a supervisor I wouldn't be able to work that second job that helped make ends meet.

There really isn't enough space here but I don't like that I have to use vacation for celebrated holidays. in my 30 years in the working world, I've NEVER experienced that. The pay isn't entice enough to make people stay once they cap out. We should get a COLA raise EVERY year no matter what

Review from Admin Dept

I feel valued but underpaid. I would like to be compensated for my knowledge and experience.

I believe the system as a whole could benefit from a market adjustment

Review from Admin Dept

Health insurance is expensive and hourly rate is less than what is suppose to be. Needs market adjustment

There are college graduates working with far less expectations/workload than myself but making more money each pay period. They are not doing work that aligns with their studies/ degree, and I cannot say they perform better than me. This makes it difficult to understand why they deserve higher pay.

For 5 years I have not been paid what I deserve. We do a lot behind the scenes and can be very overwhelming at times and just because we are not a nurse or doctor does not mean we should not get paid more.

Given the volume of work and the current economy, pay could be increased to meet the demanding needs of life.

Review from Admin Dept

No, not undervalued, more like overlooked.

Not only is the cost of living being higher, my level of responsibility, expertise, and time commitment required in my role doesn?

not putting a percentage cap on promotions (ex only 5% of current salary), more accurate market adjustments,

Review from Operations Dept

Suppressed professional growth. Minimal oversight by one-over leaders. No adjustments to account for inflation.

The market rates for staff and leaders in the area is substantially more than what is being offered at Baylor Scott & White. A market adjustment or cost of living adjustment is warranted and well-deserved.

I di believe that the percentage that is given towards rhe raise is ver minimal compared ro rhe work load given. I believe That a dollar amount instead if just cent eaise would be appreciated on the work load that is given

It has become well known when onboarding new team members that our department is greatly in need of a market increase. New team members with little to no experience are starting with hourly pay several dollars higher than team members who have worked for this company for 25+ years.

Review from Customer Success Dept

I would feel better if I got paid an actual living wage. Being a single mom, the wage is not livable and never has been since being with Baylor these last 6 years. I have had to take out multiple loans and withdrawals from my 401k in order to pay my bills and unexpected expenses.

Review from Operations Dept

I do believe for the amount of work that is completed or expected to be completed with the amount of time and number of staff is more than what we are valued in pay. Bonuses could be better or more if pay rates don't increase.