Couple of John Deere employees leaning on a wheel loader

Why John Deere

Why anywhere else?

If you strive to do great work, excel in creative environments, thrive in teams, and live for problem solving — this is the place for you. At John Deere, your ideas, experiences, and values matter. And, you're rewarded in ways that matter: through opportunities for career growth; through experiences in an inclusive, diverse culture; and, yes, through outstanding compensation and benefits programs. Why work at John Deere? Why anywhere else?

Read more about how John Deere values inclusion and diversity.

Diversity

No matter who you are — what race, what religion, what gender, age, disability, or sexual orientation — you are welcomed at John Deere.

Meet some of the John Deere employees and find out why they love working here.

Testimonials

Meet some of the John Deere employees and find out why they love working here.

Compensation

Compensation

John Deere offers a competitive compensation package that includes:

  • Base pay – the fixed salary you receive on a regular basis
  • Variable pay – may include annual cash bonuses, stock options, and other longer-term cash awards

Our total compensation philosophy is to pay for performance. This philosophy is used throughout the company to reward employees in alignment with company and individual performance. Your individual performance impacts your base pay, while variable pay depends on company performance. Our goal is to be competitive in each respective market, so we align our base pay to the middle of what the market pays. When maximum variable pay goals are achieved, total compensation is paid at the top of the market.

Financial Resources

Pension Plan

John Deere offers a pension benefit to employees depending upon geographical location.

401(k) Plan

The John Deere Savings & Investment Plan (SIP) offers a variety of plan and investment options. Here are some details about the plan:

  • Eligibility is immediate
  • Auto enrollment is approximately 30 days following the date of hire, with an auto-deferral percentage of 6%. You may opt out of the plan at any time.
  • Pre-tax and after-tax Roth deferrals ranging from 1% to 75% of eligible earnings
  • For most locations, a minimum company match of 2.5% on the first 6% deferred
  • A variety of investment funds are available including Fidelity Brokerage Link
  • Financial planning tools and information through Fidelity's Net Benefits website, www.401k.com

John Deere Stock Purchase Plan

You can purchase Deere & Company common stock through payroll deduction. John Deere pays the commission on your purchases through Fidelity Investments.

Access to Financial Professionals

Fidelity Investments, the administrator of John Deere's 401(k) plan, provides employees with financial planning tools and calculators, educational resources (including videos), and free consultation with financial planners to review your portfolio and investment goals.

U.S. employees eligible for salaried health care benefits have access to additional financial information and resources through the LiveWell WorkWell employee assistance program. Financial professionals are just a phone call away and are prepared to discuss concerns and provide tools to help meet your financial goals.

*This information is intended for our salaried workforce. Elements may differ based on unit, geographic location, and/or job responsibility.

Benefits

Medical

One of the most vital components of John Deere's total compensation is our benefits package.

Deere offers managed care plans through UnitedHealthcare offering flexible options such as:

  • Comprehensive medical coverage with no pre-existing condition provisions
  • Dependent coverage – you can cover your spouse and/or your dependent children
  • Opt out – participation is not required
  • Annual enrollment – you can make new choices each year

Our plans cover comprehensive medical services, including:

  • Doctor and hospital visits, including maternity and well-baby care
  • Prescription drugs
  • Vision and hearing
  • Preventive services covered at 100%
  • Emergency care

We subsidize a portion of the cost for medical coverage for you and your covered dependents. You pay your portion on a pre-tax basis, which reduces your income subject to taxes.

Dental

Our dental plan provides 100% coverage for preventive dental care, including semi-annual exams and cleanings. Fillings, crowns, orthodontia, and other dental services are also covered, subject to modest deductibles, coinsurance, and plan limits.

Just like the medical plans, you choose whether to participate and who you want to cover. We subsidize the cost for dental coverage for you and your covered dependents.

Health Savings Account (HSA)

An HSA offers a tax-favored way to pay for qualified health-care expenses, including your deductible, coinsurance, and eligible medical expenses that are not covered by an HSA-eligible health plan. The money in your HSA can grow with potential investment earnings. You won't pay federal or, in most cases, state taxes on the money if you use it to pay for qualified health-care expenses, as defined by the U.S. Internal Revenue Service.

Limited-Purpose Health Care Flexible Spending Accounts (FSA)

While our plans are comprehensive, you may have some out-of-pocket costs for the services you receive, such as dental and vision services. If you choose, you can use the Limited-Purpose Health Care FSA to pay for these expenses. Each pay period, you can defer some of your salary to an individual FSA account. This pre-tax deferral reduces your income subject to federal and most state income tax. After you have incurred a covered expense, you can file for reimbursement from your own account to cover your out-of-pocket costs.

Dependent Care Flexible Spending Account

The Dependent Care FSA can help you save money by allowing you to use pre-tax dollars to pay for dependent care expenses.

Tuition Reimbursement

To help you maximize your learning potential, John Deere offers educational assistance for undergraduate degrees, graduate degrees, and other graduate-level courses. There is a six month waiting period before employees are eligible for this benefit. Reimbursement for tuition and fees for credit and non-credit courses is 100%, subject to annual caps.

Adoption Reimbursement

To support you and your growing family, John Deere offers a limited adoption reimbursement benefit to help with adoption-related expenses. This does not include the adoption of a child or grandchild of a spouse or domestic partner.

*This information is intended for our salaried workforce. Elements may differ based on unit, geographic location, and/or job responsibility.

Income security

Salary Continuance

While most of us wish we could boast, "I have never been sick a day in my life," the reality is that most cannot make that claim. We understand this reality of life and our income security plans offer benefits to help you and your dependents through these times.

In the event of illness, your salary is continued for 6 - 12 months. The amount you are eligible for is based on a percent of your salary, your length of service, hire date, and unit.

Long-Term Disability

Benefits typically begin after your salary continuance exhausts.

Life Insurance

Security for dependents is an important objective. Our company-funded group-life insurance plan can help you meet your needs:

  • Eligibility on the first day of your employment and automatic participation
  • Basic benefit – multiple of your salary with a $25,000 minimum
  • Accidental Death and Dismemberment coverage
  • Benefits paid to the beneficiaries you identify

Optional Life Insurance

You can purchase additional term life insurance to help meet your needs:

  • Eligibility on the first day of your employment and open enrollment during first 31 days of employment without proof of insurability
  • Enrollment at any time after 31 days of employment subject to proof of insurability
  • Can purchase up to eight times annualized salary, subject to a maximum of $1,500,000
  • Coverage is also available for your spouse and dependent children.

*This information is intended for our salaried workforce. Elements may differ based on unit, geographic location, and/or job responsibility.

Work-life management

Vacation

We recognize that your career is just one of many aspects of your life. Our work-life management programs are designed to recognize the personal and family commitments of employees while improving work and personal effectiveness in the process.

The standard vacation policy starts with five days after six months, and 10 days after the first year of continuous employment. The number of vacation days increases with continuous employment, up to a maximum of five weeks of vacation annually. You can also purchase additional time off to meet your personal needs.

Holidays

Our holiday schedule recognizes that you want to be with family and friends on important occasions throughout the year. Up to 11 holidays are recognized, depending on the unit.

Wellness Programs

The health of our employees has a significant impact on their life – both at home and at work. That's why we offer our employees and their families the tools to help make them the healthiest and safest in the world. Employees are encouraged to play an active role in their health and take advantage of company-sponsored wellness programs and resources.

Flexible work

Our mission is to provide a flexible work environment to improve employees' work and personal effectiveness. We offer flexible solutions that enable work under a variety of conditions, schedules, and locations. Flexible work arrangement programs include a compressed work week, flex-time, part-time, or a telework arrangement.

*This information is intended for our salaried workforce. Elements may differ based on unit, geographic location, and/or job responsibility.

Diversity

Diversity

No matter who you are — what race, what religion, what gender, age, disability, or sexual orientation — you are welcomed at John Deere. Here, we know the value of bringing together diverse ideas. We embrace a culture that is accepting and understanding. And we work to include individuals and companies that fit with that culture. It's a culture that reflects our global market, widens our business opportunities, attracts the best talent, and breathes life into the best teamwork.

See our diversity

Man and woman look at tablet device

Employee Resource Groups

At John Deere, we recognize Employee Resource Groups (ERGs) as a global competitive advantage to accelerate business results. Our ERGs are defined as company-sponsored, employee-run organizations formed around a common dimension of diversity, interest, or experience that affects the workplace. John Deere ERGs serve as resources to the business, while also bringing together individuals with shared interests. Their efforts address three key focus areas – employee, community and business.

WomenREACH

The WomenREACH Employee Resource Groups work to create an enriching business environment that enables women and men to reach their full potential at John Deere.

WomenREACH provides a diverse network of individuals an opportunity to work together and understand one another. Programming provides members with practical experience to improve skills, learn business acumen, become educated about Deere's products and customers and work on events that impact our greater community.

WomenREACH Employee Resource Groups

Des Moines Area, Iowa
Fargo/Valley City, North Dakota
Horicon, Wisconsin
Madison, Wisconsin
Ottumwa, Iowa
Quad Cities, Illinois/Iowa
Raleigh (Cary), North Carolina
Thibodaux, Louisiana
Waterloo, Iowa
Brazil
China
Finland
India
Germany
Mexico

Picture of John Deere employee Cathy

"I am continually looking for ways to raise my leadership lid.  I look for ways every day to broaden my knowledge and skill set to make me a valued and impactful employee for this awesome company.  I intentionally choose and make time to participate in events, lead events, and be a member of the WomenREACH committees.  I feel with these skills I can also develop others and this is a very satisfying endeavor."
– Cathy, Enterprise Cost Management Specialist

Picture of John Deere employee Cathy

"As a female engineer, I have lots of choices for organizations to be involved in. WomenREACH connected with my personal goals: improve others and my leadership skills, grow to better understand the John Deere brand, customer base, and business, and build relationships with others who I would typically not meet in an engineering role. Since joining REACH in 2014, I have been privileged to work with REACH women and men to generate ideas and create events to make our employees more informed and better leaders."
– Kim, Energy Engineer

Picture of John Deere employee Cathy

"My career with John Deere has taken me through many different functional areas, and yet developmentally I have gaps that I do not have an opportunity to improve in my present role. As an individual contributor, I would like to take on a management role in the future. Without supervisory experience, that next step is difficult. By being a leader in WomenREACH I am able to get leadership experiences that close gaps and help me to grow in my career with John Deere."
– Becky, Process Pro

Multicultural/Ethnicity

The Multicultural/Ethnicity Employee Resource Groups promote the value that all of our cultures bring to the organization through education, community support, and cultural events.

Multicultural/Ethnicity Employee Resource Groups

  • Quad Cities Black Employee Resource Group
  • Quad Cities Community of Latinos Offering Resources & Support (COLORS)
  • Quad Cities International Cultural Exchange
  • Dubuque Multicultural Awareness Group
  • Johnston Multicultural
  • Quad Cities LOTUS (Asian / Pacific Islander)
  • Madison Multicultural Employee Resource Group
  • Raleigh (Cary) Multicultural
  • Thibodaux Multicultural Employee Resources & Global Expansion

"I joined COLORS with intent to grow personally. Joining the group has given me the opportunity to get out of my comfort zone. Through the group's activities I've been able to grow my communication, and interpersonal skills. In addition, it has also led me into volunteering opportunities in the community and in area I have personal interested, disadvantaged children education."
– Carlos, Technology Solutions Architect

Carlos, Technology Solutions Architect

Common Interest

The Common Interest Employee Resources Groups are organized around an area of interest that affects the workplace.

Common Interest Employee Resource Groups

  • Quad Cities Military
  • Quad Cities New & Experienced Organization Network (NEON)
  • John Deere Financial Military Network
  • Dubuque New & Experienced Organization Network
  • UMANG
  • DISHA
  • Parent & Caregiver Connection
  • Rainbow Resource Group (LGBT & Allies)
  • Women in Operations
  • Teleworkers Unlimited
  • .EDU
portrait: Maggie, NEON Chair

"NEON has helped me get to know Deere and the Quad City Area. Moving here, I was straight out of college and knew no one. I heard about the group through coworkers and began attending events. I met many other new employees in the same position I was, and these people became great friends. Because NEON helped me transition from college to the working world at Deere, I wanted to give back to the group. NEON has now provided me various committee lead roles to help me develop leadership skills so early in my career."
– Maggie, NEON Chair

portrait: Maureen, HR Data Management Specialist

"Being a member of Teleworkers Unlimited (TU) employee resource group has proven valuable in increasing my engagement with the business. Our TU activities support work-life management which helps John Deere attract and retain top talent. It feels good to know my efforts within TU are helping other employees and the company at large. At the same time, my association with TU has provided unforeseen personal benefit. Working remotely could be isolating, but TU has enabled me to increase my network through the Buddy Break program, contribute through volunteerism, participate in employee development activities, stay up-to-date with technology, and improve my communication and leadership skills through chairing a subcommittee. Our company provides an array of flexible work arrangements and I'm happy to be able to work within TU to help foster awareness and increase acceptance of teleworking, and to provide an important supportive resource for John Deere teleworkers."
– Maureen, HR Data Management Specialist

portrait: Janna, Instructional Designer

"Being involved in the Parent and Caregiver Connection (PCC) employee resource group has provided me an opportunity to develop skills that I wouldn't normally get from my day-to-day job responsibilities. I have had the opportunity to lead/manage employees, influence without authority, and have a positive impact on the enterprise. This has been a great way for me to continue to grow as an employee, network with other leaders, and bring my enhanced skillsets to my current position. I greatly appreciate that John Deere has these types of opportunities for their employees."
– Janna, Instructional Designer

portrait: Angie, Business Analyst

"Rainbow is John Deere's ERG for lesbian, gay, bisexual and transgender (LGBT) employees and straight allies. Serving on the steering team for this fantastic group has helped me to become a better advocate for myself and other LGBT colleagues. It has afforded me the opportunity to consult with decision makers and influence policy at John Deere. When LGBT employees can come to work as their authentic selves with confidence that they are valued and respected, we all benefit."
– Angie, Business Analyst