Blue Cross and Blue Shield of North Carolina Culture FAQ

Read what Blue Cross and Blue Shield of North Carolina employees think about their company culture and make sure it is the right fit for you.

Blue Cross and Blue Shield of North Carolina has a culture and values rating of 3.8.

All answers shown come directly from Blue Cross and Blue Shield of North Carolina Reviews and are not edited or altered.

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2 English questions out of 2

26 February 2021

What is the company culture like at Blue Cross and Blue Shield of North Carolina?

Pros

Diversity and Inclusion, Plenty of Resources (though this often leads to waste/redundancy)

Cons

Little to no opportunity for advancement, status quo rules the day, management either too incompetent or too incapable of making changes, too bureaucratic/too much red tape, redundant and wasteful processes, no accountability, no empowerment to make changes, job descriptions don't match actual job responsibilities.

Little to no opportunity for advancement, status quo rules the day, management either too incompetent or too incapable of making changes, too bureaucratic/too much red tape, redundant and wasteful processes, no accountability, no empowerment to make changes, job descriptions don't match actual job responsibilities.

26 February 2021

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31 March 2019

What is the hiring process like at Blue Cross and Blue Shield of North Carolina?

Pros

Decent pto policy Some decent contractors that have good ideas for improvement

Cons

Lack of work life balance No technical project mgmt in development Duplication and redundancy in PMO Lack of test data mgmt COE No tools strategy across the enterprise Lack of a vetting process for mgmt hiring CIO has no power or political capital

Advice to Management

Incompetence runs deep at blue cross. Many consultants and senior individual contributors have all said the same thing: No strategy or roadmap to move off of the old PMHS platform. The topaz integration with Kansas City blue failed in 2013 and since then has tried and failed to migrate lines of business to the facets platform. Claims and membership exist on two platforms creating waste and duplication. The senior mgmt is well past prime and needs to be replaced. The new CEO would be wise to bring in some fresh talent. Currently there are two many VPs who made their friends directors who then made their friends managers. No vetting exists and many unqualified people are in these roles. The most talented people have left over the last few years with extremely high attrition in IS. Overall the culture is a high stress toxic environment with no collaboration or problem solving.

Lack of a vetting process for mgmt hiring

31 March 2019

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2 English questions out of 2