• Join Our High-Performance Team

    At Cincinnati Children’s, we believe in nurturing employees’ lives as well as their careers. Our benefits equal or surpass other hospitals in the region, and we’re proud to offer one of the best working environments in our field.

    Our benefits programs help you manage your health, protect you if you are unable to work, help you further your education, and prepare for retirement.

  • Most of our benefits are available to all full-time (80 hours per two-week pay period) and some part-time employees.

    We offer several plans to meet the individual needs of eligible employees and their families. Plans offer similar coverage but vary in the premium and out-of-pocket costs.  All plans offer both in-network (across the country) and out-of-network coverage.

    Medical Plan Comparison
    Medical Plan Rates

    Note: The HSA Advantage and HSA Basic plans are not compatible with J-1 visa requirements.

    Eligible employees can choose from several plans that offer a range of benefits, costs, and availability of non-network benefits.  All plans include an extensive network of dentists and cover annual routine cleanings 100 percent. 

    Dental Plan Comparison
    Dental Plan Rates

    The vision plan helps cover the cost of eye exams, frames, lenses and contacts, and provides various discounts. In-network and out-of-network benefits are available. 

    Vision Plan Summary
    Vision Plan Rates

    We offer a robust wellness program that gives you the tools, guidance, and resources to address health risks and lead a healthy lifestyle.

    Eligible employees receive tuition reimbursement up to $5,250 per calendar year for undergraduate courses and up to $7,500 per calendar year for graduate coursework.

    Eligible employees accumulate paid time off for vacations, holidays, personal time and short-term illness, as well as paid time for extended illness. Employees may also take unpaid leaves of absence, including leaves under the Family and Medical Leave Act according to the standards of the U.S. Department of Labor.

    Eligible employees automatically participate in one of two retirement plans: a defined benefit (DB) pension plan or a defined contribution (DC) retirement plan. Cincinnati Children's pays 100 percent of the cost of providing both plans, and employees become vested in retirement benefits within as few as three years if they have 1,000 or more paid hours in each year.

    Employees can save their own money on a pre-tax basis in the Employee Savings Plan.  The plan is a 403(b) plan, similar to a 401(k), and is self-directed, meaning employees determine how the contributions are invested.  The plan offers various investment vehicles including an array of mutual funds, including various target-date mutual funds.

    Eligible employees can meet with a professional advisor to get personalized investment and financial planning advice. This service is provided by the administrator or our Employer-Funded Retirement Plan.

    Eligible employees automatically receive group term life insurance and Accidental Death and Dismemberment (AD&D) insurance coverage. Cincinnati Children's pays 100 percent of the cost of providing this coverage.

    Employees can purchase supplemental term life insurance and Accidental Death and Dismemberment (AD&D) insurance for themselves, their spouses or same sex domestic partners, and dependent children.

    Eligible employees automatically receive excellent Short-Term Disability insurance coverage. Cincinnati Children's pays 100 percent of the cost for this coverage.
    Eligible employees automatically receive excellent Long-Term Disability insurance coverage. Cincinnati Children's pays 100 percent of the cost for this coverage.

    Employees can purchase additional disability benefits to supplement any PTO, short-term disability and long-term disability benefits provided by Cincinnati Children's.

    Employees can contribute to flexible spending accounts using pre-tax dollars, and then use the money to pay for eligible health care and dependent care expenses. Contributions to FSAs are not taxed.

    Employees enrolled in the HSA Advantage or HSA Basic medical plan can contribute to a health savings account using pre-tax dollars, and then use the money to pay for eligible healthcare expenses. Contributions to HSAs are not taxed.

    Employees and members of their households can use the Cincinnati Children’s employee assistance program for help with issues such as family or marital relationships, death in the family, alcohol or drug problems, emotional or psychological problems, and legal or financial problems.