Purpose:
To institute an incentive program which recognizes nurse clinicians who add value beyond the duties of their job expectations to the hospital. This program will serve as our version of a “clinical ladder” which is a common recruitment and retention strategy at other institutions.

Program Description:
Unlike the typical clinical ladder program which offers an incentive to the employee by increasing the salary, this program will pay a quarterly bonus to the employee who develops, implements, and evaluates a specific project that adds quality value to their role as a nurse clinician. The bonuses will be paid on a quarterly basis for as long as the project is continuing and the nurse is adding value to the institution through her/his additional involvement. The Unit Director and a committee of Nursing Leadership Members will confirm and ensure that the project is moving forward according to the proposed time lines. The CNO and a committee of Nursing Leadership members will be responsible to approve the original project proposal, the proposed timeline, as well as the proposed level of the project.

Criteria:

Level I Project:
Bonus Award=$175/month x 3 months=$525 Quarterly Bonus
• Minimum 12 months Nursing Experience
• Minimum 6 months experience at HNMC, full-time employee
• Meets all standards in job performance
• Confirmation from Unit Director that above criteria are met
• Approval of project proposal, and Level I status by CNO and Leadership Committee

Level II Project:
Bonus Award=$350/month x 3 months=$1050 Quarterly bonus
• Minimum 2 years experience in Nursing Specialty
• Minimum 6 months experience at HNMC
• Meets all and exceeds 50% of all standards in job performance
• Approval of project proposal, and Level II status by CNO and Leadership Committee

Value Added Topics

• Mentoring, Training, or Education in a specialized clinical area
• Impacting LOS or utilization of resources through development and implementation of a clinical pathway, systems to ensure patients are receiving treatments in an expedient manner, or systems to ensure patients are in the correct level of care
• Impacting quality of care through development and implementation of new policies, procedures, or research
• Impact the licensing or certification of the hospital through preparation for inspections, exams, or education of governing bodies credentialing guidelines
• Impacting patient satisfaction scores through education, programs, systems, or policy and procedure development and implementation
• Impacts satisfaction, retention, and recruitment of highly competent staff

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Required Incentive Plan Description
Complete the description page and submit with application.