Northwest Administrators reviews

Thank you for providing this opportunity to share some insight into our internal hiring data and processes. In 2016, we promoted our employees 83 times. 42.2% (35) of these promotions occurred among bargaining unit positions. For these positions, the personnel committee starts by looking at a candidate’s merit and ability. If more than one employee is equally qualified for a position based on these attributes, the committee will look to employee seniority before making their decision. 18.1% (15) of the group moved from the bargaining unit into salaried or management positions. The remaining 39.8% (33) of promotions represent internal movement among salaried or management positions. The deciding factor for these promotions ultimately comes down to a candidate's experience and skillset. Interviews with Human Resources and departmental hiring managers are conducted to help identify the candidate that possesses the most relevant proficiencies or potential. These promotions make up 57.8% of all internal moves in 2016. NWA values and promotes employees based on a consistent quality of work, fitness for a position and exhibition of potential. If you would like more information regarding these numbers or our internal hiring processes, please feel free to contact Human Resources with your questions.

Thank you for taking the time to provide this feedback. I am sorry that you feel as though your complaints have gone unheard. If you, or a coworker, have an idea for a positive change at NWA , the Employee Suggestion box is a forum available to all employees. It can be found in the Quick Links on your intranet homepage. Did you know that as a result of the comments we received from our employees in the Payroll Audit department, an updated benefits package was implemented last year? Additionally, Glassdoor reviews like this one are an important tool for us to collect feedback from our employees. I have personally held three bargaining unit positions with NWA and can certainly understand the frustration and stress that the attendance policy can cause when traffic is bad or a parking spot is nowhere to be found. However, it should be mentioned that, by design, employees do not risk consequences until tardiness or absences prove to be a consistent pattern of behavior. Many of the policies that are in place are negotiated with your Local Union at the time of contract renewal. Bargaining unit employees that would like more information on a specific policy are encouraged to speak with their Shop Steward. We work in an industry that is traditionally more conservative than that tech company down the street. Benefits administration is serious business. No person is more vulnerable than when faced with complex life choices. Retirement security and medical challenges can ruin quality of life if not understood and implemented properly. As an institution, our image should reflect the gravity and the respect we have for our plan participants and clients. What may be interpreted by some as ‘stuffy’ is in part due to the importance of the work that we do and tight regulations of the industry. That said, over the last few years, we have taken steps towards a more modern work environment. Dress codes across all offices have been relaxed Monday through Thursday, and employees can wear jeans on Fridays. Since 2015, we have begun to offer more flexible scheduling to many employees. Some individuals have opted to adjust their hours so that they are only in the office four days a week while others have been able to adjust their schedules to come in early, have a short lunch and leave before rush hour starts. I am glad that you enjoy your coworkers as much as I do. People are at the heart of Northwest Administrators, and are consistently noted as a positive in these reviews. Culture change is a slow process, but we are excited for the progress we have made and optimistic about our future.