Lego sculpture by Nathan Sawaya; Photography by Davies + Starr
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Hot Jobs
Best Employers 2007
November & December 2007
This year's winning workplaces attract and keep older workers with such benefits as paid-in-full health screenings, phased retirement, a "summers off" program, continuing education, and more
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For the seventh year, AARP is honoring innovative employers that have created welcoming workplaces for their 50-plus employees. This time around, we included a twist in the selection process: in addition to each employer's submitting an almost 60-page application detailing the company's benefits and employment practices, older employees got to add their two cents in the form of an anonymous survey. The results confirmed our suspicions: the winning employers are listening to their valued 50-plus workers and adding perks and programs tailored to their unique needs. With that in mind, we present our Top 10. (Find 40 additional companies honored by AARP for valuing older workers on page 2.)
1. SC Johnson, Racine, Wisconsin
Consumer Products
3,297 employees; 35% 50+ (28% of managers, 38% of executives)
Recruiting Practices: 3
Training and Development: 5
Health Benefits: 5
Pension Plans: 4
Alternative Work Arrangements: 4
It's easy to wax poetic about the ways multinational SC Johnson proves its commitment to helping employees maintain a healthy work-life balance, starting with compressed work schedules, paid sabbaticals, summer hours, and a December "holiday shutdown." And if all that wasn't enough, employees, retirees, and their families can stay in shape at the Johnson Mutual Benefits Association/Wellness Center, which offers a multitude of recreation and fitness programs (retiree bonus: no dues).
2. Mercy Health System, Janesville, Wisconsin
Health Care
3,721 employees; 28% 50+ (32% of managers, 91% of executives)
Past Years' Best Employers
2006
2005
2004
2003
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 4
Pension Plans: 4
Alternative Work Arrangements: 4
We especially admire the way Mercy looks out for its workers' health. For example, it recently increased the number of paid-in-full screenings available to employees who seek health care within the system's facilities. Another impressive perk: Mercy has a free concierge program that will secure services such as home cleaning, car repair, and dry cleaning; arrange trips and vacations; and obtain tickets to area attractions, often at a discount.
*Bernard E. Nash Award for Innovation recipient for its flexible-scheduling options.
Meet the winners of the 2007 AARP My Dream Job Contest.
3. First Horizon National Corporation, Memphis, Tennessee
Financial Services
12,208 employees; 23% 50+ (24% of managers, 36% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 5
Pension Plans: 5
Alternative Work Arrangements: 5
Forward-thinking First Horizon helps employees 50 and older prepare for retirement by pairing them with a Retiree Employee Services Relationship Manager (ESRM), who reviews the individual employee's situation and helps evaluate how such factors as years of service and age at retirement will impact benefits and finances in retirement. Retirees who have questions are welcome to turn to their ESRM for answers and guidance. For employees who want to ease into retirement rather than quit work cold turkey, First Horizon allows workers with at least one year of service to trim their workweek down to 20 to 32 hours and still receive full benefits.
Ratings Guide
AARP evaluated each employer's performance on a range of workforce practices beneficial to older workers. The five key criteria that follow were rated from 1 (worst) to 5 (best). These criteria, along with other qualities, influenced each employer's overall ranking.
Recruiting Practices We noted how companies seek older workers. Some measures: Are ads placed in publications targeting diverse age groups? Do materials appeal to workers of all ages?
Training and Development An important part of any job is keeping skills sharp. AARP evaluated the companies' skill-enhancing programs as well as how proactive companies were in encouraging employees to take part. Ditto for perks such as tuition assistance. T&D ratings also took into account whether the employer regularly conducts employee-opinion surveys and provides opportunities for new experiences, such as cross-training and temporary assignments.
Health Benefits We assessed each company's medical, prescription-drug, vision, and dental-insurance coverage, including the percentage of the premium that workers must pay and whether these benefits are offered to part-time workers and retirees. In addition, we looked for extras such as long-term care insurance.
Pension Plans Key measures: Do the companies offer traditional defined-benefit plans and/or defined-contribution plans? Do they have other financial incentives such as stock options or profit sharing? Do they offer resources
to help workers make informed decisions about retirement savings?
Alternative Work Arrangements We looked for opportunities such as telecommuting and flextime, which are important to workers with caregiving responsibilities. Another grade booster: phased retirement, in which employees receive benefits while working fewer hours.
4. Scripps Health, San Diego, California
Health Care
11,119 employees; 31% 50+ (42% of managers, 69% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 4
Pension Plans: 5
Alternative Work Arrangements: 5
This year marks the third time Scripps has landed in our Top 10. The secret behind this consistently high performance? Scripps surveys its employees and acts on their suggestions for improvement. One recent result: a new tax-free retiree health account, which allows employees to save pretax dollars that won't be taxed later if used for health care expenses in retirement.
5. Stanley Consultants, Muscatine, Iowa
Consulting Services
1,018 employees; 30% 50+ (47% of managers, 44% of executives)
Recruiting Practices: 3
Training and Development: 4
Health Benefits: 5
Pension Plans: 2
Alternative Work Arrangements: 3
Stanley bends over backward to give its employees scheduling options, recently adding a new Personal Time Off program that combines vacation and sick leave into one account so employees can use their paid time off in the way that works best for them. Retirement is also flexible at Stanley—about 75 percent of retiring employees take advantage of the phased retirement program, which is tailored to each individual.
6. Lee Memorial Health System, Fort Myers, Florida
Health Care
8,595 employees; 37% 50+ (48% of managers, 48% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 4
Pension Plans: 3
Alternative Work Arrangements: 5
Older workers scaling back their hours have a champion in Lee Memorial. While most companies require employees to work at least 20 hours a week to get benefits such as health insurance and tuition reimbursement, Lee Memorial provides these to employees who work as few as 16 hours a week.
7. Leesburg Regional Medical Center and The Villages Regional Hospital, Leesburg, Florida
Health Care
2,658 employees; 38% 50+ (40% of managers, 56% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 3
Pension Plans: 3
Alternative Work Arrangements: 5
LRMC/TVRH offers its employees an impressive range of alternative work schedules. One example: The "summers off" program allows workers to spend their winters in the Sunshine State and head to cooler climes for the hottest months of the year—participating employees work for nine months and get three months off while retaining their benefits and job security.
8. George Mason University, Fairfax, Virginia
Higher Education
5,760 employees; 48% 50+ (58% of managers, 63% of executives)
Recruiting Practices: 4
Training and Development: 3
Health Benefits: 5
Pension Plans: 5
Alternative Work Arrangements: 4
George Mason wins plaudits for its treatment of retirees, who are encouraged to continue their association with the university through its Retiree Connection program, which includes special events, workshops, and discounts. In addition, GMU retirees receive lifetime access to campus libraries and discounts to the Patriot Center (including basketball games) and the Center for the Arts.
9. Principal Financial Group, Des Moines, Iowa
Financial Services
13,100 employees; 19% 50+ (19% of managers, 37% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 5
Pension Plans: 4
Alternative Work Arrangements: 4
Principal prides itself on listening to its employees and making changes based on their suggestions. Case in point: After surveying employees, the company recently increased its 401(k) match. Another attention grabber: Principal has teamed up with Manpower for the Happy Returns Program, in which retirees are hired on a temporary basis—allowing them to continue working and earning while drawing on their pension.
10. Massachusetts General Hospital, Boston, Massachusetts
Health Care
19,480 employees; 27% 50+ (40% of managers, 68% of executives)
Recruiting Practices: 5
Training and Development: 5
Health Benefits: 5
Pension Plans: 5
Alternative Work Arrangements: 5
After debuting at number 39 on last year's list, Massachusetts General shot up an amazing 29 spots into the Top 10. One reason? The hospital's dedication to providing employees with opportunities to continue their education and grow professionally. Examples: It expanded its tuition reimbursement to include certificate programs, and it launched Steps to Success, a program to guide and support employees in career development and transitions.
*Bernard E. Nash Award for Innovation: This annual award is presented to companies whose creative and forward-thinking practices are designed to truly benefit the 50+ worker.
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