Companies Cheyenne Regional Medical Center

Cheyenne Regional Medical Center

Cheyenne

1,432 Total Employees

Year Founded: 1867

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Cheyenne Regional Medical Center Compensation & Benefits

Updated on April 03, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cheyenne Regional Medical Center and has not been reviewed or approved by Cheyenne Regional Medical Center.

How are the compensation & benefits at Cheyenne Regional Medical Center?

Strengths in locally competitive pay and a broad, modern benefits mix are accompanied by concerns about national-market pay gaps and uneven healthcare cost/coverage experiences. Together, these dynamics suggest overall rewards are solid for the region but can feel less compelling for certain roles or employees with higher healthcare utilization or limited eligibility.

Key Insight for Candidates

Defining tradeoff: Lower medical premiums hinge on completing a points-based wellness program (often with spouse/partner) by strict annual deadlines. Engage and you reduce costs and earn small rewards; skip it and you pay higher premiums, shrinking the perceived value of total compensation.

Evidence in Action

Wellness-Linked Premium Discounts — Personify Health wellness points—such as 30,000 points by September 30 to qualify for the next-year discount—unlock reduced medical premiums and small cash rewards. Employees who participate consistently lower paycheck costs; those who don’t may pay higher premiums, shaping engagement in health activities.
Transparent Posted Pay Ranges — Public job postings list explicit compensation—e.g., a hospitalist base of $150–$160 per hour plus a night differential and a quality bonus. This transparency sets expectations early, signals structured pay practices, and reduces negotiation ambiguity for candidates and internal movers.

Positive Themes About Cheyenne Regional Medical Center

Fair & Transparent Compensation: Pay is positioned as competitive for the Cheyenne market, with some roles showing clear, posted pay ranges and differentials that signal more transparent pay practices.
Wellbeing & Lifestyle Benefits: Wellness incentives, employee discounts, and multiple no-cost behavioral-health resources add meaningful non-cash value alongside wages.
Retirement Support: Retirement offerings include 403(b)/457(b) options with an employer match for eligible employees, which strengthens the long-term rewards package.

Considerations About Cheyenne Regional Medical Center

Stagnant Pay & Limited Progression: Compensation is framed as fair locally but still trailing national benchmarks for certain roles, which can limit perceived earnings progression relative to broader markets.
High Benefits Costs: Premium affordability and overall plan cost experience appear inconsistent, with some accounts pointing to higher premiums that reduce the perceived value of benefits.
Weak Healthcare Coverage: Coverage outcomes are described as uneven in places, including frustration tied to medication coverage decisions, which can weaken confidence in the healthcare benefit.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.