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A N N U A L
S A L A R Y
S U R V E Y
PERK-UPS
How Your Colleagues Are Maximizing Morale
W
ith salaries squeezed for management and staff, financial incentives may seem like the quickest way to your staff's hearts.
Plenty of surgical facilities are finding themselves able to offer
bonuses, raises and other perks to maximize staff morale and minimize
turnover. In fact, 65.6% of hospital-based respondents and 82.9% of ASC-based
respondents reported in our annual survey that they're using financial and
other incentives with employees. How does your facility compare with what
they're doing?
Monetary rewards
"We have annual raises that average 3%, we give bonuses to all employees
annually if goals are met, and we offer flex time to employees based on volumes and need," says Tammy Andrews, CASC, the director/administrator for
both Holston Valley Surgery Center in Kingsport, Tenn., and Sapling Grove
Surgery Center in Bristol, Tenn. "We have excellent retention and, overall, the
staff seem very happy."
One DON from the Midwest reports that her facility is able to "give quarterly
bonuses based on profitability and 4% match to 401K, and pay 90% of employee
benefits" to reward employees above and beyond their salaries. "I think they
feel we do a good job staying competitive with the hospital," she adds.
Insurance and retirement plans are also a huge concern for employees. To
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O U T PAT I E N T S U R G E R Y M A G A Z I N E O N L I N E | J A N U A R Y 2013
