Total Rewards and Benefits

Integrated Professional Development (IPD) Program

Our IPD Program fosters an environment of continuous learning by integrating professional development opportunities and encouraging valuable investments in professional development. We offer professional development opportunities to help our employees develop strong leadership and consulting skills. Our mandatory and voluntary peer groups, the foundation of our IPD Program, are a great opportunity for employees to build leadership and consulting skills and relationships with peers and executives.

Contributors

Arc Aspicio |

Arc Aspicio enhances the future of our nation by creating bold ideas and bringing them to life. A consulting and solutions company, Arc Aspicio solves problems by applying our integrated capabilities in strategy, design, data, human capital, behavioral science, and technology. The company passionately pursues our vision to be the hub of creativity where people take action to change the world. To do this, employees collaborate with clients and partners to create solutions using a human-centered approach. Innovation is not possible without action. The company focuses on strategy first, then takes a hands-on approach implementing ideas to achieve results. Join Arc Aspicio and our Strategy Innovation Lab (SILab) by creating and sharing ideas to inspire people to change the world. Follow us on Twitter @ArcAspicio @SILabDC and, #welovedogs!

Meet Arc Aspicio  |  View all Total Rewards and Benefits by Arc Aspicio

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Our employees accrue Paid Time Off each pay period to use for paid sick leave, vacation, and personal days. The number of total days of PTO accrued depends on the level of the employee. We provide eight paid holidays during the calendar year.

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Health Insurance

We offer three company-subsidized plans through CareFirst BlueCross BlueShield (Advantage hybrid network plan, HMO Open Access HSA-qualified, and HMO Open Access) and dental and vision insurance with various levels of coverage including domestic partner coverage. The company contributes an employer contribution to each employee’s monthly premium. Employees are eligible to elect coverage beginning on the 1st of the month following their start date.

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Dana Asper

Life Insurance and AD&D

We pay 100% of the premium for basic life insurance and accidental death and dismemberment (AD&D) coverage for eligible employees who work at least 30 hours/week. Coverage begins on the 1st of the month following an employee’s start date.

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401(k) Retirement Plan

We offer a Safe Harbor 401(k) plan with Nationwide to provide the opportunity to save for retirement with either a regular pre-tax 401(k) deferral or a Roth post-tax 401(k) deferral. We will match 100% of eligible employee contributions up to 3% and 50% of employee contributions above 3% and up to 5%.

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Employee Assistance Program (EAP)

We offer a comprehensive program to help employees manage personal and work-related issues, ranging from everyday to severe, with confidential 24-hour access to professional advice and online resources.

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Hybrid Community

We promote flexible working hours and locations where practical and feasible for effective business operations. To the extent possible, we design our projects to be performance-based or deliverable-based rather than require us to work in a specific location. Additionally, we provide each full-time employee with a laptop and maintain virtual team tools like Microsoft Teams and SharePoint.

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Dana Asper

Integrated Professional Development (IPD) Program

We are committed to a continuous learning environment for every employee. We offer many professional development opportunities to help our employees develop skills to become better consultants and strong leaders. The IPD Program integrates these professional development opportunities (internal and external) and encourages valuable investments in professional development. Mandatory and voluntary peer groups are at the foundation of our IPD Program and are a great opportunity for employees to build important leadership and consulting skills while building relationships with peers and executives.

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Arc Aspicio

Parental Leave

We provide both Primary Caregiver and Secondary Caregiver leave for employees. For the primary caregiver, we offer six weeks of paid leave for the birth or adoption of a child. For the secondary caregiver, we offer an additional two weeks (up to 80 hours) of PTO that must be taken within the first eight weeks of the birth or adoption of a child.

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Community Involvement

We encourage community involvement and support for non-profit organizations with efforts led by our Community Service Advocate. Volunteer opportunities are organized throughout the year including events for the company-favorite Search Dog Foundation. Employees are given an annual allowance of eight hours of paid time off hours to volunteer for a cause of their choice.

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New Business Bonus

To reward employees for new business growth, all employees are eligible for the annual New Business Bonus. This bonus recognizes new business sales, substantial organic growth, and significant contributions to enable new business.

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Referral Bonus Program

To reward employees for referring qualified candidates for open positions, we pay a generous bonus for each new candidate hired based on their level and period of initial employment. Bonuses range by level for the successful referral.

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Spot Bonuses and Awards

Spot Bonuses: These ad hoc awards recognize and reward employees for above-and-beyond contributions

Peer Excellence Award: The monthly Peer Excellence Award recognizes an employee for their outstanding contributions. Employees nominate peers each month to receive the award. The current awardee selects a peer to receive the award, and the award is accompanied by a bonus.

Culture and Strategy Awards: We also offer other awards that are tied to our culture and strategy (e.g., monthly Connect Awards, annual Culture Awards, etc.). These awards are also accompanied by a bonus.

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Performance Bonus

Company executives (Managers/Managing Associates levels and above) are eligible to receive an annual Performance Bonus with a target of 8% of annual gross base earnings. The Performance Bonus is based on a combination of company and individual performance.

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Tuition Reimbursement Benefit

Full time employees are eligible for tuition reimbursement benefits upon hire. The maximum reimbursement per calendar year is $2,500 for tuition, registration, and required materials. The employee lifetime total reimbursement cap is $7,500.

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Arc Aspicio

Global Entry Benefit

Arc Aspicio is dedicated to providing employee benefits that are tied our mission. Arc Aspicio provides a benefit for full-time employees to apply for Global Entry once every five years. Global Entry members also have the benefit of TSA Pre✓® eligibility.

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Arc Aspicio

Emergency Preparedness Benefit

We are committed to emergency preparedness as a homeland security mission. We consider emergency preparedness a corporate responsibility and encourage personal preparedness for employees. An annual bonus of up to $250 is available to employees to use towards an approved list of emergency preparedness tools and resources.

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Commuter Benefit

We offer employees an employee-paid pre-tax commuter benefit through WMATA SmartBenefits. Employees have the option to set aside pre-tax funds through their paycheck each month to put towards Metro transit expenses and/or Metro parking expenses. By doing so, taxable income is reduced, and employees save money on taxes each month they participate. Unused funds can be rolled over from month to month.

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Mentoring Program

Employees receive formal mentoring through our Mentoring Program in addition to informal mentoring through their supervisors, project leaders, the Talent Team, and other colleagues to support their individual professional development and help them achieve their career goals.

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Arc Aspicio

Performance Management

To enable an employee’s continuous learning and development, we conduct four performance reviews each year (two formal, two informal). These reviews document an employee’s project and company contributions and identify their strengths and areas for growth. During these reviews, employees set performance and development goals with their supervisor and discuss an actionable plan to meet those goals. We also advocate frequent informal feedback between performance reviews to provide coaching to employees throughout the year.

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Dana Asper