Surgery Clinic_OD667 Group Project
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Students will create and present a Total Rewards and Risk Management Plan for a fictitious organization which they have created. "Surgery Clinic was founded in the heart of Kansas City during a time of need. With the labor shortage continuing to sweep the healthcare sector across the nation, a demand for specialization clinics has risen over the past several years. Surgery Clinic is a private practice consisting of a close-knit group. The clinic currently specializes in GI, ENT, Plastic, Podiatry, and other general procedures. Our GI team is responsible for treating concerns affecting the digestive tract. Our ENT team is responsible for ear, nose, and throat procedures. Our Plastic team handles reconstructive and cosmetic procedures. Surgeries involving issues affecting feet and lower extremities are taken care of by our podiatry team. "
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Surgery Clinic_OD667 Group Project
- 1. OD 667 - Group 4 Final Presentation R A C H E L B A R K E R K A R L A D E N T L E R S H A N N O N H O S K I N S T A T I A N A M C C R E E
- 2. CONFIDENTIAL DOCUMENT Agenda Organization Overview • Staffing structure • Bases of pay Compensation Systems • Job analysis • Job evaluation • Ensuring market- competitive plan Employee Benefits • Discretionary benefits • Health insurance • Retirement benefits Legal Considerations • Ensuring compliance with all applicable employment laws
- 3. CONFIDENTIAL DOCUMENT A little about the Surgery Clinic...
- 5. CONFIDENTIAL DOCUMENT Surgery Clinic Hierarchy At the Surgery Clinic we strive for patient satisfaction with state-of-the-art technology and world renown surgeons Our daily operations are administered by our Clinic Manager and Nurse manager. The Clinic Manager oversees the business and financials, our Nurse Manager oversees bedside, operations, and patient safety.
- 6. CONFIDENTIAL DOCUMENT Surgery Clinic Pay Structure • Job Based - Merit Pay • Issued to Nurses, Medical Assistants, Business Supervisors, Referral Specialists, Authorization Specialists, Medical Office Specialists, and Procedural Schedulers. • Person Focused Based – Competency Pay • Issued to the CEO, Nurse Manager, Clinic Manager, HR Manager, Nurse Navigator, and Clinical Supervisor. • Sign On Bonus • Tier 1: $500 ($250 – 30 days, $250 – 90 days) • Tier 2: $2000 ($1,000 – 90 days, $1,000 – 6 months)
- 7. CONFIDENTIAL DOCUMENT Job Analysis •Job Analysis Worksheet identifies… • Job title • Whom the role reports too • Objectives and scope of the role • Work environment • Work schedule • Total hours per week the role is scheduled • Tasks • Roles and/or responsibilities of the role (LinkedIn, 2017)
- 8. CONFIDENTIAL DOCUMENT Job Analysis •Active Observations conducted by HR • What problems are being solved • How the employee acts, troubleshoots • What tools are used • Work together with employee • Ask questions • Expect delays to production •Questionnaire •Determine compensation for role
- 9. CONFIDENTIAL DOCUMENT Compensation Systems Job Evaluation - Point Method Determining single versus multiple job evaluation techniques Choosing the job evaluation committee Training employees to conduct job evaluations Documenting the job evaluation plan Communication with employees Setting up the appeals process
- 10. CONFIDENTIAL DOCUMENT Compensation Systems JOB EVALUATION - POINT METHOD Compensable Factor Degree 1 Weight # points Degree 2 # points Degree 3 # points Degree 4 # points Education HS Diploma/Associate’s Degree 30% 50 Bachelor’s degree 100 Master’s degree 200 Advanced degree 300 Experience Little (1-3 years) 30% 50 3-5 years 100 5-10 years 200 10+ years 300 Responsibility Limited 20% 25 Low 50 Medium 100 High 200 Working Conditions No Hazard 20% 25 Low hazard 50 Medium hazard 100 High Hazard 200
- 11. CONFIDENTIAL DOCUMENT Compensation Systems Market Competitive Strategy XX
- 12. CONFIDENTIAL DOCUMENT Employee Benefits Health Insurance Benefits •Anthem Blue Cross Blue Sheild – Medical and Prescription coverage • High Deductible Health Plan (HDHP) • Health Savings Account – available to employees enrolled in HDHP only • Employee-Only Coverage: $500 employer contribution; paid out bi-annually $250/each payout • Employee + Family Coverage: $1,000 employer contribution; paid out bi-annually $500/each payout • Preferred Provider Organization (PPO) • Prescription coverage •Delta Dental of Missouri • PPO Basic or PPO Plus •Vision Service Provider (VSP) • Basic Vision
- 14. CONFIDENTIAL DOCUMENT Employee Benefits Retirement Benefits
- 15. CONFIDENTIAL DOCUMENT Employee Benefits Discretionary Protection Paid Time Off Services
- 16. CONFIDENTIAL DOCUMENT Discretionary Benefits Protection • Short-term disability insurance • Life insurance • Long-term disability insurance (at employees expense) Paid Time Off • 11 federally recognized holidays • Normal compensation for jury duty • 3 days bereavement for any type of family member • Additional paid time off (PTO) based on tenure Services • Tuition reimbursement • 4 day, 10 hour day work week
- 17. CONFIDENTIAL DOCUMENT Employee Benefits Discretionary Benefits PTO Accrual Tuition Reimbursement/Educational Assistance Policy
- 18. CONFIDENTIAL DOCUMENT Legal Considerations Title VII ◦ Prohibits employment discrimination based on race, color, religion, sex, and national origin Fair Labor Standards Act of 1938 ◦ Overtime for non-exempt employees ERISA ( Employee Retirement Income Security Act) ◦ Sets standards for voluntary retirement and health plans HIPAA EEOC
Editor's Notes
- Presenter:
- Presenter: Tatiana (I added your work from the 1st paper here – please feel free to change it) Surgery Clinic was founded in the heart of Kansas City during a time of need. With the labor shortage continuing to sweep the healthcare sector across the nation, a demand for specialization clinics has risen over the past several years. Surgery Clinic is a private practice consisting of a close-knit group. The clinic currently specializes in GI, ENT, Plastic, Podiatry, and other general procedures. The mission at Surgery Clinic is to continuously improve the quality of life for the communities in which they serve. Extensive knowledge of healthcare technology guides the business operations to provide clients with the best resources at an affordable price.. The vision is to become one of the leading healthcare surgical providers in the Kansas City metro area, while continuing to keep the cost of their services at an affordable price for all. This vision will be accomplished by demonstrating leadership and using a service-oriented mindset to provide clients with excellent care. Surgery Clinic also strives for innovation as AI technology continues to advance and become an integral part of daily life. The organization’s culture has been built on integrity, teamwork, respect, excellence, balance, and empathy. These values have guided the foundation and helped to continue to lead the organization as it grows.
- Presenter:
- Presenter: Karla Surgery Clinic, offers its employees a robust compensation package, specified in some cases directly to the position in which an employee holds. With a blend of job-based pay and person-focused pay, the employees can either hone their skills for additional merit or be rewarded for competencies they already bring to the organization. Nurses, Medical Assistants, Business Supervisors, Referral Specialists, Authorization Specialists, Medical Office Specialists, and Procedural Schedulers all receive merit-based pay. Merit reviews are conducted during the Mid-Year Review, and the Annual Review. Unlike traditional appraisals which occur on an annual basis, we also offer informal coaching sessions and pulse checks on a quarterly basis. This has been a long-standing practice for the organization as it has been noted that with a traditional performance management system, “…95% of managers are dissatisfied with their performance management system and 90% of HR managers believe the system does not yield accurate performance information” (Lussier, 2018). Our CEO, Nurse Manager, Clinic Manager, HR Manager, Nurse Navigator, and Clinical Supervisor all receive person focused - competency based pay. These positions are considered managerial, and professional. These roles are crucial in supporting the strategy of the organization, clinic leadership annually reviews the competency-based pay plan to re-identify core competencies – evaluating if they are still meaningful to the business (LinkedIn, 2017).
- Presenter: Karla Our team relies heavily on a job analysis worksheet to obtain specific information regarding each role, observations, and questionnaire. The job analysis worksheet identifies, the job title, whom the role reports too, the objectives and scope of the role, the work environment, work schedule, total hours per week the role is scheduled, and the tasks, roles and/or responsibilities of the role (LinkedIn, 2017). When reviewing the tasks, roles, or responsibilities each task’s deliverables, frequency, and importance is also evaluated (LinkedIn, 2017).
- Presenter: Karla The most effective job analysis technique, if feasible, is to collect information directly from the most qualified job incumbent(s) via an open-ended or highly structured questionnaire. Active observations are the preferred method of observing employees for the purpose of the job analysis. The observations looks at what problems are being solved, how the employee acts, troubleshoots, and what tools they use. The observation is conducted by HR and they work with the employee by asking relevant questions to better understand the role. Its typical to expect delays in processes when an observation is being conducted. Afterward, HR compiles data from job analysis worksheet, observation and questionnaire, verifies market salary data through third party system, such as the Economic Research Institute (ERI), and works with the Supervisor to determine compensation for the role. Rachel will discuss further how our job evaluations help shape our compensation system.
- Presenter: Rachel Job evaluations help align the values of the organization, identify important factors, and establishes pay differentials. The steps on the slide are common steps that an organization will follow to establish a job evaluation systems. Determine type of evaluation: The Clinic will use the point method, which I will describe more in detail on the next slide. SHRM defines the point method as a quantitative technique that “breaks down jobs into compensable factors identified during a job analysis. Points are assigned to the factors, and a pay structure is established for the position”. The point method system is important to the clinic because it ensures that jobs are evaluated properly and pay is assigned fairly. Choosing the job evaluation committee: As the company is small, the job evaluation committee is small. The committee is comprised of the Chief Executive Officer, the Human Resource Business Manager, and the Clinic Manager. The Clinic also contracts with a 3rd party compensation in order to help establish the criteria for each position and to create an unbiased process. This helps maintain checks and balances to ensure a fair process. Training employees to conduct job evaluations: This step is not as important because the committee is small and there is expertise within the 3rd party contractor. Documenting the job evaluation plan: The plan is part of HR procedure and can be referenced when questions arise from staff. Communication with employees: The job evaluation committee will communicate changes in pay through the managers. If needed, the committee will also share process information through emails or during a all staff meeting. Setting up appeals process: case by case basis and will be reviewed by the same employees on the job evaluation committee
- Presenter: Rachel The Clinic will employ the following compensable factors: education, experience, responsibility, and working conditions. They can be applied to each position within the organization. Because excellent patient care is valued, the clinic has weighted education and experience highest at 30% apiece. In addition to professional consulting services, the Clinic will also utilize O*Net to ensure that appropriate levels of each factor are being considered for the minimum required for each position. The maximum number of points is 1000. The maximum number of points is possible per compensable factor: Education – 300 points Experience – 300 points Responsibility – 200 points Working conditions – 200 points
- Presenter:
- Presenter: Karla At the Clinic we offer all full-time employees several benefit options for their medical, dental, vision, prescription coverage care. Including an HDHP and PPO option for medical coverage both offered by Anthem BCBS. To assist employees with the cost of insurance, if an employee chooses to enroll in the HDHP, Surgery Clinic will contribute $500 into an employee’ HSA account in two lump sums, $250 in January and $250 in July of the calendar year for employees enrolled in employee only coverage. $1,000 will be contributed into an employee’s HSA account for all other coverage levels in two lump sums, $500 in January and $500 in July of the calendar year. Employees do not need to contribute to their account in order to receive this benefit, they only need to open the account with the HSA provider. These providers were strategically selected in order to provide employees with in-network benefits, to limit out of pocket costs, which highlights our strategy to continuously improve the accessibility of the services for both clients and employees . It was also negotiated that the medical provider would offer 24/7 online telehealth access included in the service agreement.
- Presenter: Karla Here we can see the breakdown of benefits for the HDHP and the PPO plan. The best way to explain the difference to employees is typically the HDHP comes with a slightly higher deductible and no copays, however the company offers payment assistance by contributing to the employee’s HSA accounts. Some employees enjoy this plan as they have more control over what they spend when seeking medical care. The PPO plan comes with a lower deductible, and co-pays for most services, however there is no cost sharing option such as FSA available with this option. An FSA is similar in nature to the HSA. Both plans cover preventative care at 100% and Prenatal care is partially covered. Next, Tatiana will discuss the Clinic’s Retirement Benefits.
- Presenter:
- Presenter: Rachel Discretionary benefits are not legally required. According to a 2021 UBC Insurance blog post, “discretionary benefits can help you foster a positive relationship with your employees. A generous package can help both attract and retain top talent.” The UBC Insurance blog continues to say that it is important to know what employees want and that 30% of employees would accept a lower net paycheck if it meant they could access better employee benefits. The Surgery Clinic has a growth strategy that is supported by an excellent organization culture. Discretionary benefits are an important component to the organizational culture. The Clinic has benefits in each of the previously states benefit categories.
- Presenter: Rachel The Clinic offers various benefits in each category. Protection – the company pays for short term disability insurance and life insurance. Short term disability insurance will cover 60% of base salary for up to 6 weeks. Employees can opt in to LT disability insurance at their own cost. PTO – the PTO accrual summary is on the next slide Services – the 2 main benefits offered in this category is tuition reimbursement and a condensed work week.
- Presenter: Rachel Tuition reimbursement highlights - - must be job related - achieve grade B or higher - up to $12,500 per year
- Presenter: