Sees the world as a place that’s bigger than oneself. Working at Merry Glen gives us a chance to belong to something important every day we come to work. Most people don’t get that in their work. Employees who recognize the servant nature of what we do, the drive for increasing skill is part of a larger calling. It sounds corny in this day and age, but there aren’t many places you can work where what you do makes a true difference in somone’s life every single day you come to work. Do you remember the checker’s name the last time you went to the store?
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
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• Reviewed by Self, Team, Management• Annual bonus/?
At Three Years• Reviewed by Self, Team, Management• 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 Peopleprefer to work with other Excellent People