Blue Cross and Blue Shield of North Carolina FAQ

WFH options are a huge plus Great team atmosphere and flexible manager (but that could only be department-specific)

Ironically, employee health insurance is only so-so. Promotions are difficult to achieve unless you have a manager who goes all out to push it for you.

Good employees, some decent perks, on campus cafeteria and gym is nice (but gym is not accessible to contractors. Might want to change that considering you are employing a lot of contractors).

Chaos, chaotic. Five different content management systems means five hundred different ways to screw something up. Other teams are pushy.

If you are going full Agile, then please teach your PLMS, PMs, and managers how Agile actually works. Your employees are going to get it wrong, are getting it wrong, and others will suffer for it. They ARE getting it wrong right now.

12 weeks maternity leave WFH (depending on the manager) Benefit is totally great Open to new technologies Volunteer Opportunities Competitive Salary Gym is open 24/7

1. Office Politics 2. PTO max 2 weeks (even if you have 4 weeks or more), if you exceeds 2 weeks, have to take leave. What about people who came from different countries and need more than 2 weeks PTO? What is the point to have more than 2 weeks PTO, but you can only use max 2 weeks at once? 3. Performance Review is not based on a real performance, it is based on the "WHO" is the manager wanted to pick this year. 4. Turn over is high (depending on the department you work for) 5. In some areas, there is no work-life balance 6. Raises and promotions are given to "friends" or folks that are liked. 7. Leaders tolerated poor performance employees, or just change the title into something different, instead of walking them out the door. 8. Leaders are scare to challenge the status quo. 9. Employees who are willing to learn and deliver the work, get more work, when you ask why, leader will tell you, that you are the expert in our team, so this is why everything is assigned to you. 10. Manager is busy to take care their own agenda.

Stop playing politics with your employees, encourage employees to develop their careers, instead of keeping them under your control/group, because you don't want to lose the resource.

Convenient onsite gym and a health clinic for things like flu shots, health screenings and other minor things. The same building also has a back-up daycare. Onsite cafeterias are pretty good. The 401k match is nice, 5% match on a 6% contribution, and they offer a Roth option. Their plan also offers a self directed brokerage options where you can invest outside of the funds they have selected. There is also an extra contribution they make annually, but it does vest over three years. Pretty generous PTO policy, but for some groups, the trick is finding time. You can roll over time. Work from home is an option for many. They provide a monitor, keyboard and mouse so you can work more effectively. They are finally improving the phone and conferencing system, which makes work at home much easier. Access to some free career development resources, like Safari Online books

Definitely not the highest paying company in the area, but not the lowest. They try to make up for it with the "total comp" scheme, but still fall behind other companies. Several folks I know have moved to other companies and seen pay increases out of the gate. The parking on the campus in the garages is so-so. It will only get more congested as they are bringing more employees back to the Durham campus offices. Open floor plan in the IT group with no assigned seating is the "it thing" because they do it at Facebook and real tech companies. So now you can't have any personal items on your desk, like photos, etc. unless you schlep them to a tiny locker every day. In IT, there is little to no room for growth or development. It is very siloed and groups are very protective of their turf. The positions are increasingly tailored in some groups so that you do one thing and only one thing. Management pays lip service to career development, but actions at the management level are non-existent. The only way to really grow is to move onto another company. A good many of the folks have been there for ten or twenty years, so newcomers often get a cold shoulder. New ideas will face resistance, especially if it isn't consistent with the BCBSNC way of doing things. Also, be prepared, some departments are very cliquish.

Clean house. It may have been fine decades ago, but having people who stayed at one company for decades really isn't the way to get the best talent, only the talent who are comfortable and are not ambitious or growth oriented. If you really want fresh talent and to improve, actually welcome new talent and ideas and really foster a culture of learning. Many of the long-term employees have mindsets and skills that are not really relevant, up to date or conducive today.

12 weeks maternity leave WFH (depending on the manager) Benefit is totally great Open to new technologies Volunteer Opportunities Competitive Salary Gym is open 24/7

1. Office Politics 2. PTO max 2 weeks (even if you have 4 weeks or more), if you exceeds 2 weeks, have to take leave. What about people who came from different countries and need more than 2 weeks PTO? What is the point to have more than 2 weeks PTO, but you can only use max 2 weeks at once? 3. Performance Review is not based on a real performance, it is based on the "WHO" is the manager wanted to pick this year. 4. Turn over is high (depending on the department you work for) 5. In some areas, there is no work-life balance 6. Raises and promotions are given to "friends" or folks that are liked. 7. Leaders tolerated poor performance employees, or just change the title into something different, instead of walking them out the door. 8. Leaders are scare to challenge the status quo. 9. Employees who are willing to learn and deliver the work, get more work, when you ask why, leader will tell you, that you are the expert in our team, so this is why everything is assigned to you. 10. Manager is busy to take care their own agenda.

Stop playing politics with your employees, encourage employees to develop their careers, instead of keeping them under your control/group, because you don't want to lose the resource.