Pros
-Paid holidays, PTO, incentive pay, decent 401K matching, beautiful building, wonderful co-workers, great location, ethical company as a whole, positive feelings about what the company represents and how they try to meet their goals and serve members and providers - especially as a health insurance company. They are definitely one of the better ones. Non-profit, opportunities for growth and advancement (depending), employee giving campaigns and volunteering, corporate culture is more fulfilling and satisfactory than most companies in this field, HR seems like they're fair when it comes to employee relations for the most part, people mostly recommend working here to family and friends (depending on your position/department of course) -Taco Tuesdays are an exceptional hit. Salads are not weighed, so you can go to work on that. Cafeteria honestly isn't as bad as people have said, and if you want something else it's in a prime location of many establishments. -Beautiful campus - great view of the Carlson towers, breathtaking manicured landscape, fast elevators, moatlike water situation to stare at from your cube -The refreshment centers/break rooms are always very clean. Industrial coffee machines are impressive. Occasionally the ice machine/water machine breaks which causes employee unrest and emotional damage. -Pot lucks are dodgy, but usually good. Food events satisfy most. "Walking Tacos" which is a homeless version of Taco Tuesdays that consists of Doritos, ground beef, and toppings make you feel better about your own abilities as a cook. This delicacy is eaten out of a Doritos bag for maximum convenience factor and warrants evaluation of life choices. -Business professional attire is a bit of a joke. Women can get away with wearing yoga pants on casual day, thong sandals in the summer and less than 5% of Medica employees own an iron. Execs dress fine and those with self-respect do as well. Pretty lenient on dress code though, which is both good and bad. If you want to actively avoid getting a promotion, wear sweatshirts, jeans and old tennis shoes. Use common sense people. Initial training is acceptable and positive upon hire, but lack of support from management keeps employees from learning advanced skills and attending trainings or relevant meetings of interest unless approval is granted or the employee is in leadership/management.
Cons
-Transferring or being promoted is a long and tedious process. Must receive special permission from your manager if you apply out of your department and haven't been in your role for one year unless you're receiving a promotion in the same department. HR or management almost always seems to have a candidate in mind that has basically already gotten the job before it even opens to others. Qualifications listed in postings seem tailor-made to a specific individual, and thus if you can't speak conversational Italian, type 120 words-per-minute one-handed while on fire, have this license, that degree, and that random direct experience all at once you won't be seriously considered. The ability to fly and be in two places at the same time recommended, but not required. HR recruiters are lovely with outside applicants but when it comes to internal candidates they seem to drop the ball - rescheduling interviews, and not getting back to candidates with a yes or no answer, but management can also be blamed. Extremely competitive. Internal candidates are always "encouraged" to apply, but rejection is common or expected at least the first time applying to a position. Seniority is overrated, top performers take a backseat to those who have been there longer. Many people just stay in their role and accept it after being turned down for many opportunities which results in a cycle of mediocrity in some positions/departments. A fresh set of eyes could really make positive changes for the company and individual. -"Payroll leaks" that have given up on career advancement drive down morale in combination with leadership failing to hold the lazy employees accountable. Most employees are dedicated and perform, others just scrape by every day without being fired and feel that's all that is required of them. Employees that do the bare minimum hurt the team because they have to be monitored so closely and strictly. Many employees do not need close supervision, but a few bad apples can ruin it for the whole department and this results in micromanagement of everyone. Morale is low in some of the call centers, and sometimes you feel like a pawn or robot more than a valued employee with ideas and suggestions on how to make the process better. Management likes to get feedback from employees, but almost as a way to make us feel "important, and listened to" rather than actually implement changes in procedure and policy.