Genentech, the innovator of the biotechnology industry located in San Francisco Bay country ( California ) , was the 2nd largest biotech company in the universe, merely behind Amgen. Genentech was founded in 1976 by venture capitalist Robert A. Swanson and biochemist Dr. Herbert W. Boyer. The company was a prima supplier of anti-tumor therapeutics in the US and by 2006 ; Genentech had multiple merchandises on the market for serious/life-threatening medical conditions and over 40 undertakings in the grapevine. Genentech ‘s entire operating grosss had increased more than five-folds from $ 1.3 billion in 1999 to $ 6.6 billion in 2005. Harmonizing to an industry analyst[ 2 ]:
“ Genentech is the brightest star in a promising industry that has inveterate overachieved. Genentech ‘s secret, anybody here will state you, is its civilization. And that is what has propelled the company to the top of this twelvemonth ‘s 100 Best Companies to Work For. Employees at that place overpoweringly believe their occupations have significance, that their Chief executive officer wants their feedback, and that work/life balance is more than merely a cant. ”
Genentech was non the lone biotech company that made it to the Fortune ‘s “ 100 Best Company to Work for ” list in 2006 ( Annexure I ) . The other biotech companies like, Alcon was ranked at 32, Amgen at 39 and Genzyme was placed at 51. This established that biotechnology, a cognition intensive industry and extremely dependent on handiness of specially trained professionals ( peculiarly research scientists and technicians ) laid a batch of accent on people direction.
US Biotechnology Industry
The twenty-first century ( mid-1970s ) brought in a new industry – the Biotechnology which made profound impact in the field of wellness, nutrient, agribusiness and environmental protection. The biotechnology market consisted of the development, fabrication and selling of merchandises based on advanced biotechnology research. The biotechnology industry served both medical and non-medical markets. The medical market included human therapeutics and human nosologies every bit good as applications in veterinary medical specialty. While, the non-medical markets encompassed both agribusiness and industrial applications[ 3 ].
In approximately three decennaries ; since the development of recombinant DNA engineerings in research research labs, over 2,000 houses had been founded in the US entirely to research and take advantage of the new field. The rapid growing of the US biotech industry was seen throughout the 1990s, and by early 2000s the US was the largest biotechnology market in the universe, with more than half of planetary grosss fluxing in the US. The US biotechnology industry had multiplied four times in size since 1992, with grosss increasing from $ 8 billion to $ 39 billion in 2003 ( Annexure II ) . The market value of the US biotech industry reached $ 60.5 billion in 2004, stand foring a compound one-year growing rate ( CAGR ) of 14.5 % for the five-year period crossing 2000-04. Furthermore, the market was forecasted to slow its current public presentation somewhat, with an awaited CAGR of 11 % for the five-year period 2004-2009 expected to drive the market to a value of $ 102.2 billion by the terminal of 2009 ( an addition of 68.9 % since 2004 ) ( Annexure III ) .
The US biotech industry ( like other hi-tech industries ) evolved into assorted geographic bunchs based on entree to venture capital, high quality local research institutes and strategic linkages between biotech houses, authorities and academe. The taking bunchs in the US included the San Francisco Bay Area, Boston/New England, San Diego, Washington DC/Maryland, New Jersey, North Carolina and the Seattle/Northwest part. For illustration, Seattle bioteches received important capital from local corporate giant, Microsoft ; Boston was distinguished by the figure and propinquity of its universe category research institutes ; and North Carolina bioteches received strong political support from authorities representatives.
The biotech industry was non merely dynamic, turning and planetary ; but besides extremely knowledge intensive industry. Consequently, the biotech industry had more than money and investing to depend on ; the most of import being the HR factor. So most of the taking biotechnology bunchs in the US were besides located near taking research centres i.e. , Silicon Valley following to Stanford and Berkeley, Boston near Harvard and MIT, and Washington D.C./Maryland near Johns Hopkins University and the NIH. Most of the biotech houses ‘ taking schemes to pull human capital were to prosecute in joint research and coaction with the universities.
The biotechnology industry had to put increasing accent on skilled cognition workers and the success of this industry was extremely dependent upon its ability to pull, supply and retains single workers with the right accomplishments at the right clip. Furthermore, the employees of the biotech industry, in peculiar the research workers and scientists preferred a challenging scientific environment at the houses. Keeping an attractive occupation environment and at the same clip retain the scarce resource was disputing.
The biotech companies were following comparable HR schemes and by 2006, many biotech companies had made it to the Fortune ‘s “ 100 best companies to work for. ” Some companies continued with the traditional benefits offered to employees, such as, medical insurance and retirement programs, flexible work environment ( which included but non limited to, flexible work hours and the option of telecommuting from place ) , while others adopted alone civilization to unite the rational unity with the fiscal inducements. The new HR tool offered freedom to scientists and research workers to travel into new countries of research through coaction with research workers in different Fieldss. For illustration ; Immunex, a Seattle based company provided collaborative environment. Harmonizing to Paul Carter, manager of Protein Engineering, Immunex[ 4 ]:
“ aˆ¦part of what excites me about working here is being able to work with people who are non merely ace scientists, but embrace the thought of working in a collaborative manner. An environment where you can tap into a batch of different countries outside of your ain primary expertness truly deeply extends what you can make yourself. ”
At the same clip, the biotech house ‘s major attractive force was supplying a competitory wage bundle. For case ; in 2001, the biotech head earned an norm of $ 400,000 in base wage per twelvemonth compared with $ 300,000 for caputs of medical instrument houses and $ 381,000 for CEOs of drug companies. The mean hard currency compensation ( both one-year wage and fillip ) paid to biotech CEOs rose about 5 % to $ 596,000 in 2004, from $ 567,000 in 2003. In add-on to CEOs, the biggest compensation receiving systems were the top R & A ; D executives ( the combined wages and fillips averaged $ 366,000 ) , the business/corporate development officer ( compensation averaged to $ 298,000 ) , and the main fiscal officer ‘s ( received $ 335,000 ) . The payment of high compensation was non limited to senior degree directors in the biotech, the beginning wages for maestro ‘s alumnuss was around $ 65,000 and $ 90,000 for Ph.D. ‘s. In 2004, the mean Bay Area wage for a biomedical worker was $ 67,690, while Wal-Mart paid an norm of $ 47,791 to salaried employees.
Work Life at Genentech
“ At the really get downing we planned to convey the best features of an academic environment to the Genentech corporate civilization. We hired the most competent, enthusiastic people we could happen, supplying a stimulating, challenging, yet supportive environment, and encouraged publications, equal interaction, and unfastened communicating. That tradition of looking for the best people, the right people, and promoting their creativeness has been what makes Genentech ‘work. ‘ I take great pride in their dedication and enthusiasm and their important parts to science and human wellness. ”
Herbert Boyer, Ph.D. , Genentech Co-Founder[ 5 ]
Genentech, a biotechnology company used the human familial information to detect, develop, commercialize and fabricate bio-therapeutics that addressed important unmet medical demands. Genentech chiefly focused on four countries of medical specialty: oncology[ 6 ], vascular medical specialty[ 7 ], immunology[ 8 ], and forte therapeutics[ 9 ]. Genentech was founded by venture capitalist Robert Swanson and molecular life scientist Herbert Boyer in 1976 to commercialize genetic engineering[ 10 ]techniques that mass-produced genetically engineered substances. In 1980, the company went public and it was the first biotech company to convey genetically engineered[ 11 ]drug to market. Genentech grew quickly and as of December 2005, the company ‘s entire operating grosss was $ 6.6 billion.
Genentech ‘s success depended on 3-Rights: Right environment/culture, Right people and Right employee benefits to retain the extremely qualified and motivated people in all countries of the company. The figure of employees of Genentech had about tripled, from 3,400 ( in 1999 ) to more than 9,500 by 2005. Of the more than 9,500 Genentech employees, more than 80 % had college grades and more than 20 % held advanced grades, including Ph.D.s and M.D.s. Genentech demanded the best from its employees and rewarded them consequently with an extraordinary benefits program. At the same clip, Genentech continued to have external acknowledgment as an employer of pick ( Annexure IV & A ; V ) . For case ; in 2006, Fortune ranked Genentech # 1 on its list of the “ 100 Best Companies to Work for ” in America, Science magazine named Genentech “ the top employer and most admired company in the biotechnology and pharmaceutical industries ” for the 4th twelvemonth in a row ; Working Mother magazine named Genentech one of the “ 100 Best Companies for Working Mothers ” for the thirteenth clip ; and ESSENCE magazine recognized Genentech as one of 17 “ Great Places to Work. ”
Right Values and Culture
“ Our employees are the foundation of our concern. We are pleased that our work environment and civilization enable them to continually innovate and achieve consequences that improve and extend the lives of patients. ”
Levinson[ 12 ]
Genentech ‘s civilization was based on trust and regard homo ( both patients and employees ) . Genentech was founded on the construct of an academically-oriented environment where first-class scientific discipline and research took topographic point in a alone corporate civilization. Genentech employees equated their company with college campus. The company provided a stimulating, disputing and supportive environment that encouraged peer interaction and unfastened communicating. Harmonizing to the company interpreter[ 13 ]:
“ Basically my description in a nutshell would be that it ‘s like a university atmosphere. The corporate civilization closely mirrors the campus ambiance of academe. Employees enjoy a ‘laid-back civilization, ‘ with ‘no policy manuals. ‘ Those in research and development appreciate an ambiance that is ‘encouraging of freedom. ‘ The company understands that its hereafter is new merchandises and so attempts to set up an environment conducive to creativeness. This seemingly extends to extracurricular undertakings: Our scientists are allowed to work on their ain undertakings several times a month ( scientists spend 20 % of each workweek prosecuting their favored undertakings ) . ”
Genentech created an informal and gratifying environment, where people enjoyed coming to work every twenty-four hours. For case, every Friday eventide, Genentech hosted sociables called Ho-Ho – ‘Genentechese for kegger[ 14 ]; the company provided free nutrient, drinks, and a opportunity to socialise with colleagues or run into new friends. There were company-wide jubilations in award of corporate mileposts, every milepost called for a party and a commemorating Jersey. The employees commuted between the edifices by free commuter bird coach service and bikes provided by the company ( campus motorcycles, known as “ GenenClunkers ” ) .
The company used minimal guidelines and processs and alternatively asked its employees to lend their thoughts, cognition and attempts to accomplish ends. At Genentech, utilizing market informations or return-on-investment analysis to drive the scientific discipline was purely forbidden and the chief focal point was on doing drugs that gave consequences. Status got the least importance in the company and was conveyed non by fancy rubric or bigger office ( even CEO Levinson ‘s office measured 9 pess by 12 pess and was made up with low-end metal office furniture ) , but was defined by fiting marbless and taking hazards.
At the same clip, Genentech encouraged difficult work, squad work and rational honestness and blunt engagement. The company respected timely determinations and answerability for the result. So, Genentech ensured that a asperity was maintained and therefore one time or twice in a twelvemonth, all the staff scientists and research workers had to support their work before the Research Review Committee ( RRC – a group of 13 Ph.D.s that decided how to assign the research budget ) . The reappraisal procedure ensured to analyze the research procedure, place the defects, avoid dead terminals and above all take political relations and favouritism. In this respect, Levinson commented[ 15 ]:
“ Some find the experience nerve-wracking, and that ‘s all right. I do n’t desire people terrified, but it should non be a cakewalk either. The asperity is designed to hold adequate information to put the right stakes on the research that will most likely lead to an existent drug. Sometimes scientists fail, or the work is n’t deemed sufficiently high precedence, and the RRC puts an terminal to a undertaking. In those instances, non merely are the research workers non fired ; they normally have a say in their following assignment. ”
Genentech ‘s work civilization besides projected a strong sense of their mission and besides showcased that each employee ‘s work was of import, for case, the company show cased immense exposure of patients helped by the company ‘s drugs. Apart from this the company had a direct and unfastened communicating system to guarantee honestness with the clients, shareholders, one another and the community. Genentech encouraged new thoughts and blunt feedbacks, and valued them on the footing of virtue. The internal communicating system between top direction and employees was besides alone and admired. For illustration, CEO Levinson sent the quarterly electronic mail updates and encouraged employees to direct him direct feedback. The company besides had created gCom – Genentech ‘s Conformity and Ethics Phone Line, which provided a confidential manner for its employees, sellers and others to describe issues, ailments or concerns about a suspected breach in moralss, conformity demands, fiscal accounting or fiscal scrutinizing affairs, or company policy that had the possible to ensue in condemnable or civil liability for the company. Furthermore, the studies could be made on an anon. footing.
Furthermore, diverseness was the nucleus value and civilization of Genentech. The company ensured a diverse work environment where diverseness of idea, manner, civilization, skill sets and position was valued and celebrated in support of single public presentation and possible, every bit good as with the concern ends and mission. Even the company ‘s work force was diverse, at the year-end of 2005, 49 % of the employees, 49 % of new hires and 43 % of officers and directors were female. In add-on, 43 % of work force, 47 % of new hires, and 31 % of officers and directors were minorities. The company non merely hired people from different backgrounds, they besides sponsored Employee Associations, such as African americans in Biotechnology ; Filipino Americans Coming Together at Genentech ; Genentech Out and Equal ; Latinos Unidos ; and South Asians Network @ Genentech.
“ From 55 employees in 1979 to more than 9,500 today ( 2006 ) , our growing has been dramatic. Throughout this singular enlargement, a simple thought has guided us: engage the best people, give them the freedom to make the best they can, swear them and give them recognition. ”
Company Website[ 16 ]
Genentech ‘s success was mostly related to its civilization, but at the same clip it besides depended on its accomplishment to engage the right people for the right occupation. During enlisting, Genentech ‘s general pattern was non to accept sketchs or placement information from any single or bureau that supplied campaigners for a fee. To construct concern relationship with Genentech, a enlisting bureau had to finish a provider enrollment procedure and besides supply its corporate literature. After having the information ( the provider enrollment signifier and corporate literature ) , Genentech decided to prosecute a partnership or non. Genentech had developed a diverse provider pool in order to maximise the quality and endowment available to the company.
Apart from the diverse provider pool, Genentech besides searched for gifted pupils with aptitude and enterprise to acquire involved with the company. The full-time enrolled pupils of commissioned college or university were selected. Genentech visited campuses across the US to discourse chances available with the company and to place those pupils who were finishing the sophomore[ 17 ]twelvemonth by June and with programs to return to school in autumn ( September ) . Genentech hired housemans in many countries of survey, but largely the pupils whose major was in life or chemical scientific disciplines or scientific discipline technology were opted. Genentech besides recruited MBA pupils and alumnuss for summer internships and full-time chances. Sing makings, HR employee of Genentech commented[ 18 ]:
“ We look for people who can larn new techniques rapidly, who can make mountains of well-controlled informations when necessary, and who can interact good in coactions within the company. ”
The enlisting procedure at Genentech was luxuriant and a campaigner to be finalized took around five or six visits and around 20 interviews with several employees in the lab or section that offered the place, every bit good as human resources. The procedure was chiefly to test out campaigners with bemused impressions of salary, rubric and personal promotion. Harmonizing to Levinson[ 19 ]:
“ We ‘re highly nonhierarchical. We ‘re non have oning ties. Peoples do n’t name us physician. We do n’t hold particular dining suites. ( They are n’t even assigned parking infinites and its snake pit in the forenoon to happen a topographic point. ) Executive occupation searchers from Big Pharma, particularly, find that a jar. A batch of them say, ‘But I like being different! I like being particular! ‘ Well, you ‘re non traveling to be particular here. If that ‘s of import to you, that ‘s all right. But you wo n’t be happy here. ”
Genentech ‘s interview procedure was more mellow compared to other biotech houses. Furthermore, the procedure was merely to guarantee that they let the campaigners be cognizant of what they were acquiring themselves into. Genentech ‘s employees remarked[ 20 ]:
“ I imagine overall, the whole interview procedure at Genentech is more informal than you might be used to, which is non to state that you should n’t acquire dressed up for an interview – you still want to look snazzy, as ever ( merely be prepared to stand out, since everyone around you will most probably be have oning bluish denims, trunkss, etc ) . No surprises or fast ones, the thought is to fit your makings and ends to a place that Genentech needs filled. ”
Genentech ‘s focal point was to place people who were passionate about research. One such employee illustration was Ellen Filvaroff ; a senior scientist in molecular oncology. She had decorated her cubelike walls with the images of her patients and her toddler side by side. The fringe benefit she liked the most were small things such as being able to purchase birthday cards and casts and to get off bundles from company shops, while the biggest fringe benefit she liked was to hold co-workers who help her to bring out the scientific discipline.
To simplify and escalate the enlisting procedure ; and at the same clip to engage the brightest heads in the industry, Genentech adopted the PeopleSoft 8 HRMS. The PeopleSoft 8 enabled Genentech ‘s hiring directors to look at sketchs, do hunts and look up the position of the campaigners or occupation requisitions – all online. Employees got easy entree to information across the endeavor and besides could inscribe in benefits programs from any web browser – in the office or at place. The eRecruit procedure besides gave Genentech ‘s keeping attempts a encouragement. In this respect, Carol Bogardus, manager of HRIT, Genentech commented[ 21 ]:
“ We ‘d instead hold an employee switch occupations within the organisation than lose them wholly. When current employees apply for new occupations within Genentech, they ‘ll be able to entree occupation posters and use with easiness utilizing eRecruit. Having such easy entree to information will enable us to rapidly happen the person-to-position lucifer that ‘s best for everyone involved. ”
Once a campaigner was employed, a new-hire orientation was given which included patient talks, history lessons by Boyer and other veterans, in-depth Sessionss on the company ‘s ends, and its scientific discipline. Genentech conducted canvass with its workers on hebdomadal footing to place ailments and proctor whether all the new campaigners were aligned with the company ‘s ends. Although the company had full fledged enlisting and orientation procedure, it was running into the hazard of going excessively big. By the terminal of 2006, 40 % of its work force would be merely three old ages old at the company, while another 40 % of its directors were to be new to their places.
Right Employee Benefits
“ Genentech employees “ acquire tonss and tonss of fringe benefits, truly good fringe benefits ” such as a summer husbandmans ‘ market in the parking batch ; on-site kid attention ; concierge service ; and on-site auto wash, dental attention and hair salon. Genentech besides scored high for “ merriment. ” It hosts hebdomadal “ Ho Hos, ” a fluctuation of the Friday afternoon beer flop. Its knocks are legendary: Elton John performed at one last twelvemonth. It ‘s a truly fun topographic point, they clearly work hard but they play, excessively. ”
Robert Levering, co-founder, Great Place to Work Institute, San Francisco[ 22 ]
Genentech offered its employees one of the most comprehensive assortment of benefits, services and plans in the industry. These plans were designed to do it easier and more convenient for employees to pull off the sometimes hard undertaking of beguiling work and mundane life. Genentech provided company-subsidized kid attention centre for kids six-weeks to six-years old, as of 2004, child-care centre looked after 254 childs full-time, and backup attention was besides available. The company gave fiscal aid up to $ 5000 of disbursals for each legal acceptance and six hebdomads paid leave to the primary health professional. Genentech besides offered flexible programming and it was widely used, approximately 90 % of its employee used flextime at least one time in a twelvemonth and 12 % opted for a tight workweek. All new mas received a generous 24 hebdomads of job-guaranteed leave, with six hebdomads to the full paid and above that the company had nursing female parent ‘s suites throughout the corporate campus.
Genentech non merely assisted the employees within the campus, but besides provided transit installation both on campus and outside to make the campus. Free commuter birds provided transit to and from the South San Francisco BART[ 23 ]and the CalTrain[ 24 ]station, while the campus bird transported employees around the corporate campus. The company had many transposing plans that included auto pools, new wave pools, and Guaranteed Ride Home Program was offered by Security Services for exigency state of affairss, every bit good as car leap starts and aid if employees were locked out of their auto. The Transit Tickets for BART, Muni[ 25 ], and CalTrain were sold on campus in the Genenstore. The Genenstore besides sold many points such as company-logo vesture, book bags and mugs, every bit good as casts.
The company ‘s benefits plan besides ensured that the employees ‘ instruction and preparation demands were met. Employees checked out books and diaries from the company operated two 24-hour libraries which stocked Genentech-related literature, every bit good as personal mention books and audio-books for commuters. Many on-site classs such as computing machine preparation, personal growing, calling direction and diverseness preparation were available to the employees excessively. The employees after a twelvemonth of service in the company could acquire their tuition, books and lab fees reimbursed ( 100 % of costs, i.e. up to $ 10,000 a twelvemonth ) for classs related to their calling. The fiscal and salvaging benefits offered by Genentech to its employees included the 401 ( K ) program[ 26 ], where employees could postpone up to 50 % of their wage and the company would fit up to 5 % of the first 5 % contributed by the employee each twelvemonth.
Genentech besides took attention of its employee ‘s holiday and recreational activities. Apart from 12 paid vacations per twelvemonth ( ten of which were scheduled and 2 floating yearss ) , leave of absence was provided for household attention, pregnancy, medical conditions, parental attention or personal leave. Furthermore, all the employees received a six uninterrupted hebdomad paid sabbatical for every six old ages of service. The leave besides could be combined with holiday yearss to let up to nine hebdomads off ( more than 2,500 sabbaticals were taken by 2004 ) . In add-on, price reductions were available for Disneyland, Sea World, San Francisco Museum of Modern Art, the Santa Cruz Boardwalk, Marine World and free sneak-preview film base on ballss. Genentech had subsidized Cafeterias that served breakfast, tiffin, and dinner, and offered take-home dinner main courses, while Iced Tea and java were free.
Genentech besides took duty towards the wellness and fittingness of its employees by guaranting that the workspace was ergonomically right. To take attention of the employee ‘s wellness, Genentech sponsored Flu shootings yearly through Occupational Health Services, organized on-site wellness seminars and offered three medical programs, two vision programs, and two dental programs to take from, while partners, domestic spouses, and kids under age 19 ( or age 25 full-time pupil ) were covered under the program of employee ‘s pick.
To continue its academically-oriented environment, the company had introduced anniversary acknowledgment awards for 3, 5, 10, 15, 20 and 25 old ages of service at Genentech. The company besides awarded hard currency fillips called GenenChecks to a squad or person when an extraordinary milepost was achieved.
HR Challenges Ahead
Genentech, in malice of being a biotech leader and best company to work for had its ain human resource challenges to run into with. Analysts were disquieted with the engaging detonation go oning at Genentech. As of December 31, 2005, around 1500 new workers were hired ( an addition of about 25 % over 2004 ) doing the employee count more than 9,500 employees and Genentech anticipated about 15 % growing in 2006. Industry spectators were concerned with the lifting challenge of absorbing the new staff during the rapid growing. Furthermore, the important addition in new employees was disputing to a company whose civilization had been so critical to its success.
In this respect Levinson worried[ 27 ]:
“ Right now, with the company averaging 151 new employees a month, the thing I worry about most is pull offing our growing and protecting Genentech ‘s mission, focal point, and civilization. It ‘s much easier to acquire alignment when you have fewer people. “
Apart from the menace of rapid growing of employees, Genentech was besides confronting jobs of employee dissatisfaction in footings of wage. Harmonizing to the insiders of Genentech[ 28 ]:
“ You might happen better wage at one of the smaller Biotech companies that seem to be starting up all over the Bay Area. Genentech pays somewhat below the industry criterion. The compensation is measly. ”
But harmonizing to the human resource group of Genentech, the company was be aftering to implement salary accommodation based on the industry criterions. But everyone was non so optimistic about it.
Fortune ‘s 100 Best Company ‘s to Work for
“ The 100 Best Companies to Work For ” list is compiled for FORTUNE by Robert Levering and Milton Moskowitz of the Great Place to Work Institute in San Francisco, based on two standards: an rating of the policies and civilization of each company, and the sentiments of the company ‘s employees. The latter is given more weight ; two-thirds of the entire mark comes from employee responses to a 57-question study which goes to a lower limit of 400 indiscriminately selected employees from each company. More than 100,000 employees from 466 companies participated in the study this twelvemonth, up from 356 campaigner companies last twelvemonth. It asks about things such as attitudes towards direction, occupation satisfaction, and chumminess within the organisation. The staying tierce of the mark is based on an rating of each company ‘s demographic make-up, wage and benefits plans, and civilization. Companies are scored in four countries: credibleness ( communicating to employees ) , regard ( chances and benefits ) , equity ( compensation, diverseness ) , and pride/camaraderie ( philanthropic gift, jubilations ) .
The Eligibility Requirements:
To be eligible, an organisation must run into all of the undermentioned demands:
Have a lower limit of 1,000 regular full- and parttime U.S employees ( non including impermanent employees, interns etc. )
Have been in operation for at least seven old ages by the nomination deadline. If the organisation existed in a different signifier ( e.g. portion of another company, under a different name ) they are eligible to take part every bit long as there are employees who have been working at the company for seven old ages or more.
Government bureaus are non eligible. A governmental bureau is defined as an arm of the authorities or an organisation where any leaders are appointed by authorities functionary or are elected by the community. If an organisation is a private company or a non-profit whose leaders are appointed/elected, this would do you ineligible.
A company is non eligible if traveling through a merger/acquisition that adds 25 % or more to their US employee population at any clip throughout the twelvemonth in which the procedure occurs. Any company who has late undergone a merger/acquisition that adds 25 % to their US employee population must hold closed on the merger/acquisition by the December before the nomination deadline ( e.g. , by December 31, 2006 to take part in the list published in January 2008 ) .
It is acceptable for a company to travel through a divestment of any size during the procedure – every bit long as you inform us prior to the study procedure in June.
Companies must besides use on behalf of the whole organisation. In other words, subordinates of larger organisations are typically merely eligible for engagement along with the parent organisation. For illustration if a parent company owns two independently runing U.S. subordinates in the same industry, they will necessitate to use as the parent organisation, including both subordinates. If a infirmary is owned by a larger Health System, the Health System will necessitate to use as a whole, including all infirmaries, nursing places and any other entities that are owned by the larger organisation.
Beginning: Compiled from:
( a ) “ Genentech Tops FORTUNE ‘s 2006 ”100 Best Companies to Work For ” List ; Wegmans Food Markets Drops to No. 2 ; Valero Energy Jumps to No. 3, ” www.finanznachrichten.de, January 09, 2006
( B ) ” Nomination and Application Process: ” 100 Best Companies to Work for ” as published in Fortune magazine, ” www.greatplacetowork.com
US Biotech Industry Statisticss
U.S. Biotech Industry Statistics: 1994-2004*
R & A ; D Expense
No. of Public Companies
No. of Companies
Note: *Amounts are U.S. dollars in one million millions. Financial informations based chiefly on fiscal-year fiscal statements of publically traded companies.
Beginnings: “ Ernst & A ; Young LLP, one-year biotechnology industry studies, 1993-2005, ” www.bio.org
US Biotech Companies by State and Province
Beginning: “ Ernst & A ; Young LLP, America ‘s Biotechnology Report: Revival, 2004 ” www.bio.org
US Biotechnology Industry Facts
Note: The market value reflected grosss of companies within the biotechnology industry from merchandise gross revenues, licensing fees, royalties and research support.
Beginning: “ Biotechnology in the United States Industry Profile, ” www.datamonitor.com, October 2005
Genentech – Timeline for Top Employer Recognition
Robert Swanson and Dr. Herbert Boyer founded Genentech on April 7.
Genentech produced the first human protein ( somatostatin ) in a micro-organism ( E. coli bacteriums ) .
Genentech went public and raised $ 35 million with an offering that leapt from $ 35 a portion to a high of $ 88 after less than an hr on the market. The event was one of the largest stock runup of all time.
First recombinant DNA drug marketed: human insulin ( licensed to Eli Lilly and Company ) .
Genentech opened its day-care centre, Genentech ‘s Second Generation, one of the largest corporate-sponsored day-care centres in the United States.
Genentech opened the Founders Research Center, dedicated to laminitiss Robert Swanson and Dr. Herbert Boyer in grasp of their vision and finding to prosecute the promise of biotechnology.
Genentech celebrated the 20-year day of remembrance of its initiation.
Genentech co-founder Robert Swanson was awarded ( posthumously ) the National Medal of Technology for his foresight and leading in acknowledging the commercial promise of recombinant DNA engineering and his seminal function in the constitution and development of the biotechnology industry.
Genentech was named one of the “ Top 50 Pharma Companies for Women ” by Pharmaceutical Executive magazine in its June 2000 issue.
Genentech was honored by The Child Care Coordinating Council of San Mateo County with the Corporate Advocate Award for leading in on-site kid attention and making a family-friendly workplace and civilization. This was the first twelvemonth the Family Forum recognized a corporation. The subject was “ Family and Work: the Balancing Act. ”
Genentech celebrated the twenty-fifth day of remembrance of its initiation.
Genentech was named by Health magazine as one of the top 10 healthiest companies for adult females.
Genentech was named by Working Mother magazine as one of the best topographic points to work for working female parents for the 12th clip.
Genentech was named by Science magazine as “ the top employer and most admired company in the biotechnology and pharmaceutical industries ” for the 3rd back-to-back twelvemonth.
Genentech was selected as the universe ‘s most admired biotechnology company by pharmaceutical industry professionals take parting in the one-year Med Ad News Most Admired Companies study.
For the 4th twelvemonth in a row, Genentech was listed on the Black Collegian ‘s “ Top 100 Employers ” list. Genentech was ranked figure 58 for the Class of 2004 by the magazine.
Genentech was named by FORTUNE magazine as one of the “ 100 Best Companies To Work For ” for the 7th back-to-back twelvemonth.
Genentech was named by Business Ethics magazine as one of the “ 100 Best Corporate Citizens. ”
Genentech was listed by ESSENCE magazine as a “ Great Topographic point to Work ” for the 3rd twelvemonth in a row.
Genentech was named by Science magazine as “ the top employer and most admired company in the biotechnology and pharmaceutical industries ” for the 4th twelvemonth.
Genentech was named one of the “ 100 Best Companies for Working Mothers ” by Working Mother Magazine for the 13th twelvemonth.
Genentech was included on The Scientist ‘s list of the Best Places to Work in Industry for the 2nd twelvemonth in a row.
FORTUNE named Genentech figure one on its one-year list of the “ 100 Best Companies to Work For. ”
In April, Genentech celebrated the thirtieth day of remembrance of its initiation.
Genentech was ranked figure one on the San Francisco Business Times 2006 list of “ Best Places to Work in the Bay Area, ”
FORTUNE magazine ranked Genentech figure 35 on its list of “ 100 Top MBA Employers. ”
Genentech: Best Companies Practice
Genentech ‘s Culture, Mission, Vision, Products: A
These statements and ends tell you about the company ‘s intent and way:
In concern for life.
Work that truly affairs.
Bring arounding malignant neoplastic disease.
Collaboration is a manner of life.
Long-term, high hazard research.
Privations to permeate employees with idealism.
Research Review Committee centered.
Genentech ‘s Core and Other Values include:
Committedness to bettering wellness.
Committedness to the environment.
Non-hierarchical direction construction.
Trust and regard.
Committedness to employee felicity and wellbeing.
Genentech ‘s Philanthropic Outlook and Community Outreach:
The Genentech Foundation for Biomedical Sciences is an independent, non-profit-making organisation that supplies support to biomedical instruction and research to schools in the San Francisco Bay Area.
Donates 1000000s of dollars of drugs to uninsured and underinsured members of the community. Enables employee community service and contributions.
Genentech ‘s Employee Benefits and Perks: A
Genentech is an employee-valuing company that provides outstanding benefits for their employees.
Ninety-five per centum of employees are stockholders.
Workers are polled hebdomadal to happen ailments and to do certain things in the company are working.
Full cost of Bay-area gym rank.
Business insouciant garb.
Free cappuccino, Java, and iced tea.
Made-to-order sushi in classless tiffin suites.
Friday dark keg parties ( Ho-Hos ) .
Scientists spend 20 per centum of their work hebdomad on favored undertakings.
Offers sabbaticals to avoid burnout.
Daycare and nursing suites.
Campus overlooks San Francisco Bay ; has shuttle coachs and bikes.
Milestones are celebrated with Jerseies and sometimes immense parties with famous person sets.
Parking is first-come, first-served.
Company shop on campus.
Company shop online.
Halloween costume dress-up.
Beginning: Susan M. Heathfield, “ Genentech: Best Companies ‘ Practices, ” www.humanresources.about.com