board presentation june 2012

Employee Incentives & How to

Pay for Them

Spring 2011

a clear problem

• Medicaid funding is on a path of, at best, staying where it is, which is about 10% less than 4 years ago;

• therefore, the pool of dollars to fund the workforce is dwindling.

• Since people work for money, the financial incentives we can offer workers is also shrinking.

A Great Team

• No Raises for over 2 years

• No Health Insurance

• No Retirement

• No Career Ladder/Opportunity

2006 2007 2008 2009 2010 201114

14.5

15

15.5

16

16.5 Declining Compensation

Reimbursed Rate

The Ideal Candidate will be...

seeking an opportunity to humbly serve others

•kindly,

•competently,•confidently;


proficient in providing personal care

&

supportive with Activities of Daily Living

&

able to see people first.


consistently detail oriented;


a mature,

team player

committed to a service mentality of care.


•seeking and offering kindness and a willingness to learn;

•proficient in care and service.

•reliable;

•someone you want to work with.

Four Traits of The Ideal Worker

•Kindness and Courtesy

•Skills

•Reliability

•Teamwork

All Four Needed

• Just as we know what works, we also know what doesn’t work;

• When a person isn’t performing well in any ONE of these areas, none of the others is as strong as it might be.

Let’s Care about these things

• How we hire

• How we train

• How we support

• How we encourage

• How we keep the Merry Glen community going together.

Translating the

Traits we Want

into Action.

Things to Manage

• New Hire Training

• Continuing Training

• Bonuses and Benefits

• Other Incentives

New Hires(Draft)

• Most Difficult to Pass

• Assigned Mentor

• Must be approved by

• Team

• Management

• Families

Reviewed at 90 Days

• May be renewed another 90 days, once

• Upon approval, Full Member of team

• Bonus of Cash/?

Continuing Training/ Annual Review

• At 1 year from date of hire, 9 months since passing Entry

• Reviewed by Self, Team, Management

• Annual bonus/?

At Two Years


• Annual bonus/?

At Three Years


• Annual bonus/?

• Sabbatical/Intensive Training with training back to Merry Glen/larger community

Bonus Compensation

• Increased pay without increased base wages

• Link Performance and Longevity to Compensation

• In addition to possible end of year

• Family Input

Puts Incentives in Right Place

• Encourages and Rewards Excellence AND Longevity

• Gives staff something to strive for

• Allows non-ISS rewards that can grow and be managed independently

• Changes the Culture

Employee Support Fund

• Employee support is as valuable as Capital support

• Solicit contributions to this specific effort

• Create a sustainable Fund for the long haul

• Positions MG as different in the workplace

Board Action Request

• Create small committee (executive committee?), empowered to act, to work out details

• Focus fund-raising on this Fund for next couple of years

• Support/contributions from Families

Excellent People prefer to work

with other Excellent People

board presentation june 2012

Business