What are pay raises like at Health Care Service Corporation?

Individual teams/managers are often the only thing keeping morale from dropping. Leaders are often doing the best they can to ensure employees are heard and get recognition come review time.

It’s getting harder to advocate for this company over time. Since joining about 5 years ago, benefits have been cut several times - this includes a reduction in wellness sick days from 8 to 5 per year (changes recently implemented mid-year) with immediate impact and no ability for employees to plan ahead or adjust to the change, a reduction in PTO rollover from unlimited, to 40, now down to 16, fewer WFH opportunities, internal caps on raises for promotions which limit growth (many boomerang in and out of the company in order to simply get a better salary opportunity elsewhere), and the removal of mid-year spot bonuses for good performance. Not really sure what there is to look forward to, as any update to benefits it a net negative.

Lots of benefits and opportunities to apply for other jobs open within the company. Yearly bonus for netting personal and company goals

It really depends on who you work for, some managers are great, others are not. The average pay raise is 3% yearly, with most employees receiving less.

-stable company in the insurance field. HCSC/BCBS remains at the top of the field, so layoffs are not a concern compared to other insurance companies -direct manager is very supportive, however this is dependent on department. -career mobility within the company - internal hires seem to be greatly preferred -DEI and ethics are harped on. Whether it is sincere or just a show, it is comforting that the company policy is very accepting of minorities.

-Compensation and benefits are lackluster. Starting 2025, employees are given 2 less days off and changes to PTO rollover (carryover limit of 16 hours effective 2025) without any changes in compensation to justify it have upset many loyal employees. The yearly pay raise was 3% of previous salary. The CEO doubled his salary from 11 million to 22 million from 2022 to 2023, yet the company took away differential pay for certain shifts. Management looks out for its own without any regard for the workers that provide value to the company. -Strict policy on 3 in-office days for the common worker. Unsure if upper management is held to the high standards. -Many employee satisfaction opinion surveys are mandated by direct managers (even though it is "voluntary"), yet our concerns are only acknowledged and never alleviated. For instance, the response to concerns about compensation/recognition was met with "appreciation stations" where employees can write a thank you note on a physical notecard and hand it to coworkers, rather than any meaningful changes to compensate for the degradation of benefits. -It is a well known fact among employees that staying with the company does not offer the same salary progression as leaving the company and returning (referred to as "boomerang employees"). -Onboarding process is not streamlined.

Most people are great Starbucks

Insane hours and workload with unreasonably low compensation. Work after hours, exceed expectations, take on additional work, and you will not get a bonus, raise, not even a pat on the back. There is no opportunity to advance and the culture is disappointing. You’re expected to manage a ridiculous workload at an expert level for a fraction of the pay. You will end up doing multiple peoples jobs because some cannot manage their workload and management is unorganized. HCSC will cut your benefits on a whim, take away corporate holidays, PTO allowances, and be stingy with bonuses all while boasting about record breaking profits. But hey, they renovated the cafe. Don’t be upset you lost some PTO and didn’t get a bonus or a raise after working 70 hour weeks, they had to cut some more costs to pay the CEO’s 32 million dollar bonus. In a world that has adapted to flexible time off and reasonable work accommodations, HCSC is stuck in the past. Don’t have enough PTO or sick days accrued? Looks like youll either have to work with the flu or miss your family vacation. How else will they increase the CEO’s bonus another 10 mil this year? If you are really good at what you do you’ll be rewarded with more work. You will burn out at an unprecedented rate. The pay is insulting for the complexity and amount of work, and that is one of the reasons why the retention rate in the office is so low. Most of leadership is not aligned on anything. You will get ridiculed if you don’t read their minds, even when little direction is provided. Ridiculous, rude, and inappropriate interactions. The culture is terrible and there’s little to no flexibility. Emails and pings are sent at all hours of the day, and you’re encouraged (expected) to work after close of business. You will work on your days off, deliver on every request, only to be undervalued and taken advantage of. Once you learn how to manage your workload (plus 3 other peoples), you will be expected to take on more responsibilities for no additional compensation, career advancement, or recognition.

Competitive wages, Great leadership, Great co-workers

No overtime causing low pay, poor communication between management and employees

Lots of growth opportunities, overall friendly work environment, good work/life balance, benefits are fairly comparable to other insurance companies.

Company is heavily pushing RTO at this time, salary increases can be moderate without special exceptions, company has your typical corporate "red tape" with policies and procedures--not necessarily a con just setting an expectation.

- Stable employment in the healthcare sector - Some flexibility in work arrangements - Meaningful work that impacts healthcare access

After several years at HCSC, I feel compelled to share my perspective on the growing disconnect between the company's financial success and the day-to-day reality for its workforce. Company Growth vs. Employee Resources HCSC continues to celebrate record profits and impressive member growth in company-wide meetings. These achievements are certainly noteworthy, but they come with a troubling backdrop: the constant mantra of "do more with less" that permeates every department. While the company expands its market share and financial position, employees are increasingly stretched thin: - Workloads continue to grow without corresponding increases in staffing - Resources for completing essential tasks are often inadequate - Burnout is becoming commonplace rather than exceptional Tone-Deaf Leadership & Problematic Culture Perhaps most concerning is leadership's apparent disconnect from the challenges facing their workforce: When 16 hours of paid time off were recently eliminated, leadership seemed to trivialize employee concerns, even making light of the situation. When positioned against annual pay increases that have fallen woefully below inflation/basic cost of living increases year over year, the reduction in time off deals a significant blow to a workforce struggling to balance child/elder/dependent care. The cost of dependent care, particularly for a workforce oft referred to as the "sandwich generation" is easily double housing costs, making the loss of PTO more than just an inconvenience—it's a significant financial and personal hardship. Culture of Retaliation An even more troubling aspect of HCSC's work environment is the culture of retaliation that has developed. Workforce Solutions and Human Resources departments, which should serve as a moderating force are instead often weaponized for both personal and professional matters: - Employees who raise legitimate concerns about workplace issues frequently face subtle (and sometimes not-so-subtle) retaliation - HR processes seem designed to cover poor and abusive executive behavior and have limited review and oversight - There's a disturbing pattern of moving victims of executive misconduct to different departments rather than addressing the behavior of the perpetrators - In more severe cases, victims find themselves gradually forced out of the company through various means including impossible performance expectations and more This creates an atmosphere of fear where employees are hesitant to report problems, allowing toxic behaviors to continue unchecked. Compensation Philosophy In a particularly memorable company meeting, leadership proudly announced HCSC's commitment to providing "average" compensation packages rather than competitive pay. This statement was made without apparent awareness of how demoralizing such positioning is for employees striving to deliver above-average results. This philosophy becomes even more difficult to accept when considering that executive compensation at HCSC—particularly for the CEO—ranks among the highest not just in insurance, but across industries including entertainment and tech. The compensation gap between leadership and the workforce continues to widen dramatically.

Remote work and good supervisor

Low salary, horrible raises, base bonus off of overtime worked even though that isn’t supposed to be a factor

Pension - which is rare in today's world

Multiple reductions in benefits, very low yearly salary increases, not enough employees to handle the amount of work

Lots of growth opportunities, Managers have been flexible and understanding. Pension starts after a year of tenure.

Took away 2 PTO days. HCSC functions as a Non-Profit Org so salaries are lower than competitors. Work-life balance really depends on the position you get and at what "grade level" it is at. Internal salary increases and promotions take a lot longer than average. HCSC likes to "admire" and "listen to" employees, but they have done nothing to show that. There have just been "budget cuts" all around even though lots of teams are short-staffed or there aren't enough "experienced" people.