Leadership ChallengeGroup I

NUR737Geneva Cole, Tina Copple, Hermien Creger, Mary Hillanbrand, Letrell Peoples, Marian Picchi

Outline

1. Compressed Pay. What does it mean?

2. Challenges and problems identified

3. Compensation vs. Performance. What is the use?

4. Mercy Bucks- awarding effort and contribution

5. Objective measures of performance

6. Implementation timeline

7. Outcomes and new directions

Compressed Pay

Compensation vs. Performance

Mercy Bucks

Compensation system to recognize unit participation and performance

Uses unit budget to fund incentive program

Rewards are earned for completion of tasks and performance that support outcomes

Non participants earn no rewards: Get people motivated, and explain the program

Mercy Bucks

How to Earn Mercy Bucks

Activities

Attend Knee Replacement Boot-camp with physical therapy

$10

Participate in peer evaluation and review

$10/review

Mentor and train new staff on Ortho Equipment

$10/shift

Collect date for ongoing unit projects $25/project

Serve as a member of the interdisciplinary team

$25/quarter

Redeem your Bucks

Monetary RewardsOne month membership to the Wellness Center

$15

Gift card to redeem at the gift shop or cafeteria

$15

Undercover parking for one month $15One year prescription to a medical professional newsletter or magazine

$50

Dues paid to take the exam to be board certified in Orthopedics

$50

Redeem your Bucks

Nonmonetary rewardsResearch, implement, evaluate and present data of unit project at shared governance

8hr PTO

Represent the unit at a shared governance meetings for one year

4hr PTO

Implementation timeline

Advantages and Drawbacks