Strategic compensation for not-for-profit health care institutions

Article Abstract:

A strategic compensation model that can be used for nonprofit health care institutions has been developed. The model is based on a performance pay differential that rewards employees whose efforts are in line with corporate goals. Through this scheme, it is possible to give monetary rewards to employees with outstanding achievement. Money allocated for the various departments can be varied depending on the department's collective output. Since rewards are adjusted annually the potential for higher compensation also increase yearly.

Hospitals, Wage Determination Procedures, Management, Compensation and benefits, Wages, Wages and salaries, Hospitals, Voluntary, Voluntary hospitals

---

Variable compensation: maxims for successful design and implementation

Article Abstract:

Variable compensation is becoming more popular due to increased competition, the emergence of reengineering, restructuring and downsizing and the trend towards changing employee focus. Variable compensation plans can be successful if management supports single-pronged strategies, if the plans support management initiatives and if they are simple.

Evaluation, Merit pay

---

Similar abstracts:

• Abstracts: Strategic compensation: stock compensation: it's time for the truth or dare. The changing role of deferred compensation
• Abstracts: The SERP exchange: a win-win compensation and benefits strategy. New COLI, HSA, and post-retirement needs
• Abstracts: Using technology to connect compensation with performance management. EEOC provides guidance on compensation discrimination
• Abstracts: ABCs of health care. Sharing the burden
• Abstracts: Constructing protection for design professionals. Insurers look to the issues of 1993

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.