Joining the CHOP Team Has its Benefits
In order to attract the best people, we believe it's essential to provide our employees with a highly competitive level of benefits and compensation; some of those benefits are at no cost to the employee and others are at a subsidized level or attractive group rate via payroll deduction. The benefits are available to most Children's Hospital employees, but offerings and cost may vary depending upon scheduled hours, position or work location.
We've specially designed our benefits program based upon the belief that you need flexibility, financial security, a meaningful work experience, and work-life balance and integration. All of our benefits programs focus on achieving and maintaining our employees' well being.
| Health | Choose plans and coverage that best meet your and your family's needs |
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| Medical |
Choose from a variety of medical plans such as POS and HMO with varying levels of coverage. Children's Hospital pays a significant portion of the cost for all plans. Employees contribute a minimal payroll deduction. Employees are further able to reduce their cost of coverage by participating in our wellness programs. Employees who certify that they do not use tobacco products receive reduced premium rates; the Hospital provides a free smoking cessation program to encourage you to quit. Employees who complete a confidential Health Risk Questionnaire and Health Screening can receive a credit on their medical premiums. |
| Prescription |
Comprehensive prescription drug coverage through our retail prescription drug program and mail order prescription program provided by CVS Caremark. The prescription drug plan offered is determined based on the medical plan selected. There is no copay for diabetic medicines and supplies, including insulin, oral or injectable medications, lancets and insulin syringes. |
| Dental | Two comprehensive dental plans, DMO and Traditional PPO, are offered. |
| Vision | Vision PPO plan includes a network of providers that have agreed to provide quality eye care at reduced rates. This plan gives you the option of using network providers to maximize benefits, or out-of-network providers at a higher out-of-pocket cost. |
| Employee Life and Accidental Death & Dismemberment |
Basic coverage provided at one times your base salary to a maximum of $750,000 and a minimum of $50,000 ($15,000 for part-time employees), plus the option to purchase coverage up to 5x base salary, and coverage is portable. |
| Dependent Term Life Insurance | You can purchase $10,000, $25,000, $50,000, $100,000, $150,000, or $200,000 coverage level options for Spouse/Same-sex Domestic Partner Life and $5,000, $10,000, or $25,000 for Child Life at low group rates. |
| Short-Term Disability |
Provides Short-Term Disability, should you become disabled and unable to work, coverage after one month of service: full time employees; 70%(week 2-8)/60%(week 9-26) of base salary, and part time employees 60% (week 2-8)/50%(week 9-26) of base salary. Employees with New Jersey work locations receive a core benefit of 66 2/3% of base salary. |
| Long-Term Disability |
Base benefit of 60% Long-Term Disability coverage after one month of service for most full-time employees, plus the option to purchase 66 2/3% coverage. Most part-time employees receive base coverage of 50 percent of salary, with the option to purchase 60% or 66 2/3% coverage. |
| Flexible Spending Accounts |
Reduce federal income tax by participating in Health Care and Dependent Care Spending Accounts and pay for out-of-pocket health/dental or child/elder care expenses with pretax dollars. |
| Financial security | Plan for your future now by building wealth for your retirement |
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| Pension Account Plan |
Your pension plan is completely funded by the Hospital and provides you with a monthly annuity upon retirement. Each year, a pension account in your name is credited with 3% to 8% of your pay (based on your years of service) and interest. You are fully vested after three years of service, which means you have a non-forfeitable right to your pension benefit. |
| Retirement Savings Plan |
You can start contributing upon hire to a Tax-Deferred Annuity 403(b) Plan that allows you to make pre-federal income tax deferrals to TIAA CREF. |
| Professional and personal development | To ensure that your working experience is rewarding and dynamic, we provide the following benefits and services to expand your professional development. |
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| Education Assistance | Up to $4,000 in undergraduate education or up to $5,250 for graduate study per academic year after one year of service for most full-time employees and up to $2,000 for undergraduate education or $2,625 for graduate study per academic year for most part-time employees. |
| CHOP Leadership Institute (CLI) | Hundreds of on-site courses to choose from at Main Campus: Computer Classes, Continuing Education Credits, Leadership Development, and more. |
| Work/life balance and integration | These are just a few of the many Work/Life benefits that our employees enjoy. |
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| Flexible Scheduling | Where available. |
| Legal Services |
For a small charge each pay period, Hyatt Legal Plans offers access to a nationwide network of more than 11,000 experienced attorneys for services including wills, living wills, traffic ticket defense, purchase, sale or refinancing of your home, and more. |
| Commuting Benefits |
Under the WageWorks program, CHOP will match the first $30 of your monthly commuting costs, and the next $125 per month is deducted from your pay on a pre-tax basis. A debit card is provided. All public transit serving the Main Campus, including SEPTA and New Jersey Transit, participates. |
| Adoption Program | After one year of service, you may receive up to $2,500 in adoption reimbursement for the adoption of an infant or child. |
| Family and Medical Leave of Absence |
After one year of service and worked at least 1,250 hours in a 12-month period preceding the request for a Family Medical Leave of Absence. |
Discount programs
CHOP partners with organizations both throughout the tri-state area and nationally to provide discounts to our employees on everything from vacations to clothing.
College Coach
Our College Coach program helps prepare you and your dependents to make the leap to college. We hold seminars and provide 1:1 sessions with admissions experts who can help you understand the logistics of college admissions and how to pay for school.
Fitness center reimbursement
Receive $150 for visiting your fitness center 120 times over the course of a calendar year. This program is offered on each of our medical plans and all employees enrolled in our benefits are eligible.
Time off
The Hospital offers generous time-off benefits that grow based on your position, length of service and employment status. These plans can be used for vacations, illness, holidays, bereavement, military duty or jury duty.
Volunteer programs
To promote our mission and values, and provide yet another way to integrate your family life with your work life, we afford you opportunities to participate in on-site volunteer work including:
- Reading books to patients
- Blood donation in partnership with the American Red Cross
- Various programs to interact with and support patients and families, including the Grandparent's Club, Wawa Cart
Wellness program
The Children's Hospital of Philadelphia's wellness program gives employees the resources and support they need to make healthy changes. Our wide variety of offerings include free preventive care benefits, personalized lifestyle coaching, In Motion physical activity program, classes for expectant parents, elder care assistance, a health advocate, and onsite facilities for new moms who want to breastfeed after they return to work. These programs are a part of our commitment to our employees' health and are one of the reasons CHOP has received national recognition in this area.
Please note: This summary is intended to provide an overview of the benefits provided to full-time and part-time staff in a benefits eligible status at The Children's Hospital of Philadelphia. If the descriptions in this summary differ from the actual plan documents, the plan documents shall apply. Additionally, plans are amended from time to time, and it is the employee's responsibility to inquire about the effect of such changes.
