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     2006 BEST PLACES TO LAUNCH A CAREER

    43 Teach For America

    Government, Nonprofit & Education


    Headquarters:
    315 W. 36th Street
    New York, NY 10018

    Organization's Web site
    HR Web site

    In Search of the Best and the Brightest

    Number of undergraduate campuses where the employer actively recruited during the 2005-06 school year: 260

    Number of undergraduate campuses where the employer extended entry-level job offers to graduating seniors: 239

    Number of applicants from all sources (on-campus recruiting, job boards, company Web site, etc.) for entry-level jobs in calendar year 2004: 13378

    Number of applicants from all sources for entry-level jobs in calendar year 2005: 17319

    Entry-level hires in calendar year 2004: 1615

    Entry level hires in calendar year 2005: 2173

    Percentage of 2004 entry-level hires who were former undergraduate interns: 1

    Percentage of 2005 entry-level hires who were former undergraduate interns: 1

    Percentage of 2006 entry-level hires (to date) who were former undergraduate interns: 1

    The three most important characteristics for entry-level applicants:

    1- Leadership skills
    2- Communication skills
    3- Analytical skills


    The Freshman Class

    Percentage of new hires from calendar year 2005 who are minorities:27

    Percentage of new hires from calendar year 2005 who are female: 70

    Percentage of 2005 entry-level hires with degrees in the following areas of study:

    Business: 5
    Engineering: 2
    Liberal Arts: 73
    Other: 20


    Show Me the Money...and the 401(K)

    Average annual base salary (excluding overtime, bonus, and other compensation) for entry-level employees hired since Jan. 1, 2006: $35,000 to $39,999

    Percentage of new entry-level hires since Jan. 1, 2006, with annual base salary in the following ranges:

    Less than $35,000: 35
    $35,000 to $39,999: 40
    $40,000 to $44,999: 25
    $45,000 to $49,999: 0
    $50,000 to $54,999: 0
    $55,000 and above: 0

    Did half or more of all entry-level hires since Jan. 1, 2006 receive a signing bonus? No

    Are entry-level hires eligible for performance bonuses in their first year on the job? No

    Percentage of 2006 entry-level hires employed on an hourly basis (eligible for overtime): 0

    Percentage of 2006 entry-level hires employed on a salary basis (not eligible for overtime): 100

    Does the employer reimburse employees for educational expenses? Yes

    If so, are employees eligible for educational reimbursement immediately upon hire? Yes

    Number of paid vacation days new hires receive:

    In their first year on the job: 50
    After 3 years: 50
    After 5 years: 50
    After 10 years: 50

    Do entry-level hires have access to an employer-sponsored health plan? Yes

    Do employees pay part of the cost through payroll deductions? Yes

    Does the health plan provide dental coverage? Yes

    Does the health plan provide vision coverage? Yes

    Do entry-level hires have access to a 401(k) savings plan? No

    If so, number of months employee must work before becoming fully vested in the 401(k): NA

    Maximum company match as a percentage of salary: NA

    Percentage of salary employee must set aside to receive maximum company match: NA

    Are entry-level hires eligible for an employer-funded pension? No

    If so, number of months employee must work to become fully vested in the pension plan: NA

    Are entry-level hires eligible for a profit-sharing plan? NA

    Number of months employee must work to become fully vested in the profit-sharing plan: NA

    Annual paid holidays: 0

    Do employees receive paid time off for religious observances? No

    Number of days per year allowed for religious observances: NA

    Number of paid sick/personal days entry-level hires receive in their first year on the job: 10

    Is flex time an option for entry-level employees: No

    Paid maternity leave (in days) for employees on the payroll:

    Less than a year: 30 days
    3 years: 30 days
    5 years: 30 days

    Does your organization match charitable gifts made by employees? No

    Does your organization pay relocation expenses for new hires? No

    Employees receive discounts for:

    Car rentals: No
    Cell phone/services: No
    Cultural events: No
    Gym memberships: No
    Insurance: No
    Publications: No


    Cubicle Culture

    Average number of hours worked per week by entry-level hires, including overtime: 60

    Does the average vary depending on business unit or department? No

    Does the organization periodically monitor employee e-mail? No

    Does the organization periodically monitor employee Web usage? No

    Typical dress code for new hires: Business Casual

    Does the organization sponsor employee volunteer opportunities? Yes

    Employee day care is: available at some locations

    Fitness facilities are: not available


    Training and Mentorship

    Does this organization have a formal orientation program that is required of all new hires? Yes

    Number of days the program lasts: 40

    The program includes: Diversity Exercises, Guest Speakers

    The program also includes: Intensive hands-on training in classroom teaching, with focus on leadership and pedagogy

    Average amount spent on training, per new hire, in calendar year 2005: $5000

    Does this organization have any formal leadership or management development programs for entry-level employees that last a year or more? NA

    The program selected to describe in further detail: NA

    Do entry-level job candidates apply directly to this program? NA

    If not, eligibility is determined by: NA

    When are new hires first considered eligible: NA

    Is the program rotational? NA

    Number of locations or business units the employee spends time at: NA

    Length of program: NA

    Percentage of employees offered permanent positions after completing the program: NA

    After completing the program, do employees who are offered a permanent position receive an automatic raise? NA

    Typical raise: NA

    Does this organization have a formal mentorship program? Yes

    If so, Percentage of entry-level hires who participate in the mentorship program: 100


    Looking Ahead

    Three-year retention rate: NA

    Note: Teach for America is a two-year program.

    Five-year retention rate: NA

    Note: Teach for America is a two-year program.

    Merit raises are determined by: Seniority

    Date at which most entry-level hires are eligible for their first merit raise: One-year anniversary

    Promotions are determined by: Seniority

    Date at which most entry-level hires are eligible for their first promotion: One-year anniversary

    Frequency with which entry-level hires are formally evaluated: Quarterly

    Three most important performance measures for entry-level hires:

    1- Leadership Ability
    2- Effort
    3- Intelligence

    Minimum tenure (in years) required in one position before most entry-level employees are eligible to apply for another, including lateral transfers: 0

    The following rules apply to such transfers: NA

    Number of employees at or above the level of vice-president: 25

    Of those employees, the number who have been with the organization for 20 years or longer: NA

    Age of the youngest employee at or above the level of vice-president: 27

    Number of years he/she has been with this organization: 2


     
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