Intermountain Healthcare
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Intermountain Healthcare Career Growth & Development
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's career growth & development like at Intermountain Healthcare?
Strengths in education access, leadership development, and structured internal pathways are accompanied by variability in promotion speed and clarity across departments and regions. Together, these dynamics suggest a robust development infrastructure whose realized impact depends on local execution, available openings, and the transparency of advancement processes.
Positive Themes About Intermountain Healthcare
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Training & Education Access: Feedback suggests employees have robust access to funded education through programs like PEAK, tuition reimbursement, and debt‑free degree partnerships that remove financial barriers to advancement. Multiple pathways cover certificates, diplomas, and degrees with upfront support and earn‑and‑learn options.
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Leadership Development: Feedback suggests leadership development is emphasized through uncapped courses, coaching, fellowships, and targeted initiatives such as the Women in Leadership program. Executive testimonials highlight mentoring and development programs that supported progression into senior roles.
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Internal Mobility: Feedback suggests there is a deliberate focus on advancing internal talent via skills‑based pathways, mentoring, and succession planning. Programs like Pathfinders and structured career ladders guide employees from entry‑level roles to higher‑skilled positions.
Considerations About Intermountain Healthcare
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Limited Mobility: Feedback suggests advancement can be slow in certain areas with variability by department and role. Some accounts indicate opportunities may depend on local execution and available openings.
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Opaque Promotions: Feedback suggests perceptions of favoritism and uneven practices create uncertainty around who advances. Some descriptions indicate promotions may not consistently align with transparent, system‑wide criteria.
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Unclear Advancement: Feedback suggests the organization does not articulate a universal promote‑from‑within‑first policy, making pathways contingent on applying to posted roles. Differences by region and function can make advancement processes feel inconsistent.
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