NAVEX reviews

Dear NAVEX Global Team Member, I am sorry to see after less than a year with our team you are not having the experience we would hope for you. As you were aware during our offer process, the scheduling requirements for our Contact Center team are rigorous given the importance of providing service to our customers 24x7. I also recognize the position you hold is not easy and the strong desire for more pay. If you have not considered reaching out to our Recruiting Team about ways you can grow your career with us and earn more money, please do so this week. We have so many people working across our teams today that began their career in our Contact Center and I want to ensure you know what is possible for you, too! Best, Cindy Raz

Thank you for taking time to share your thoughts. The people at NAVEX Global are indeed amazing and one of the key reasons people stay with our team! I do want to take a moment to clarify details for you, and others that may be reviewing our dialogue on this forum, as it relates to our pay and insurance programs. First, I want to acknowledge that pay is absolutely a big deal for each and every person. When we made the decision to freeze wages in 2020 vs laying a number of people off, we still continued to grow as an organization. In fact, in 2020, ~115 people across our team received an opportunity to advance to a new, open position, and in turn they received a total of ~1.5M in promotion dollars. In relationship to our insurance program, you are right that our medical plan is self-funded. The cost sharing program you referenced that was implemented in 2021 is actually designed to encourage vs discourage people to get care they need, and to be more informed as a consumer regarding the options they have to manage their health care. When people do not utilize their insurance, NAVEX Global’s costs do not go down. In fact, by putting off care, people are potentially causing themselves to create or exacerbate a problem that could become even more costly when left untreated. For this reason, we incentivize people to attend their annual preventive exams by rewarding people with additional dollars for their Health Savings Account. We also know that education is key to managing our health care costs. For example, we saw a trend where people would elect to go to the emergency room vs an urgent care center for treatment of a non serious health condition, or saw an out of network provider without realizing they were doing so. The costs vary substantially in these cases and we do believe people deserve to know how their hard earned dollars can be protected. Our benefits have actually become more robust over the last few years. Two years ago we added two health care plans for people to choose from based on what is most important to them. In 2021 we expanded our pharmacy plan to offer specialist pharma at a low or no cost to our team members, we increased our total number of paid holidays, and implemented a new Life & Tenure recognition program. At the end of last year, we also gave away seven Mirrors to promote wellness across our team. While the costs of medical insurance are challenging at best for any organization, we are also incredibly pleased our team members enrolled in the Employee Only HDHP tier in 2021 saw a very nominal (~$5/month) premium increase over 2020 without any changes to their insurance options, and people electing to enroll under the PPO saw an increase of just $6.75/month. It is true people enrolled in the PPO Family Tier saw the most plan changes. If you fall within this tier, please let me know as I would be happy to walk through the specific data that was used to inform our 2021 model if that would be of help to you. I sincerely appreciate the chance to hear your thoughts and hope you will consider reaching out to me directly should you have any additional questions. Best, Cindy Raz