University of Colorado Health Performance Incentive Compensation Plan Plan Summary Fiscal Year 2014 Staff/Managers/Directors

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1 University of Colorado Health Performance Incentive Compensation Plan Plan Summary Fiscal Year 2014 Staff/Managers/Directors

2 Plan Purpose The University of Colorado Health provides outstanding patient and family centered care and outcomes. Year after year, UCHealth and its physicians, nurses, staff, and researchers are nationally recognized for their outstanding work in this rich healthcare environment. The purpose of the annual Performance Incentive Compensation Plan (the Plan) is to provide additional motivation to advance our work and achieve operations objectives: Maintain and improve high quality patient services Achieve sound fiscal performance Accomplish critical success factors Develop organizational culture, climate and behaviors that support our Mission of Improving Lives The intent of the plan is to attract & retain the best talent and to reward employee s performance towards strategic goals during the fiscal year. Successful accomplishment of goals that contribute to UCHealth s overall strategic direction will result in variable payments that are a valued component of our market- leading Total Rewards program. Plan Interpretation The Executive Compensation Committee of the Board of Directors (the Board) of UCHealth is authorized to: Interpret the Plan Prescribe, amend, and rescind rules relating to the Plan Provide for conditions and assurances deemed necessary or advisable to protect the interest of University of Colorado health Make all determinations necessary or advisable for the administration of the Plan Approve the list of participants Approve Performance Incentive Factors and the payout for each Factor Approve the amount, form, method, and time of payments of each final payout in accordance with the Plan Review, approve, or modify actions of the UCHealth CEO Correct any defects or omission or reconcile any inconsistency in the Plan or in any payout granted Plan Administration UCHealth CEO is responsible for the day- to- day administration of the Plan and may delegate administrative functions to the Chief Human Resources officer. The Human Resources leader at your facility is your first contact regarding the plan administration. They will work in partnership with the System Director of Compensation and the VP of Total Rewards. The Chief Human resource Officer for UCHealth is the final decision making authority. Plan Year The plan year will coincide with the period of time designated for UCHealth s fiscal year, July 1 through June 30. Plan Trigger 1

3 UCHealth System must meet a minimum of Threshold Performance for EBITDA Margin at the end of the fiscal year in order for ANY plan payouts to be made. Plan Participant Eligibility All employees of UCHealth who meet the eligibility criteria below are eligible to participate. Employed by UCHealth with a minimum of approximately 90 days of service in the fiscal year. For FY 2014 this is defined as having an adjusted hire date of 3/31/14 and earlier. Employees with an adjusted hire date of 4/1/14 and after are not eligible for participation in FY An overall performance rating of meets expectations or above on the annual performance evaluation. Employees with a below expectations on their overall performance rating are not eligible in that fiscal year. Employed by UCHealth on the date of payout. For FY2014 this is planned to be in November Other factors that could lead to removal from participation include serious issues related to patient safety, quality, or gross misconduct as determined the Human Resources executive. The Performance Incentive Compensation payments for the Plan will be self- funded through financial operating performance in excess of budget. The annual operating expense for UCHealth will be adjusted to include an estimate of the Performance Incentive Compensation plan payments. Plan Target Setting Philosophy Threshold Performance Basic level of performance deemed acceptable for any incentive compensation. 80% Probability of Achievement Target Performance Level of performance expected of the organization for which incentive compensation will be paid out. Typically 50% Probability of Achievement Maximum Performance This performance level exceeds the organizations expectations for acceptable and expected performance. Typically 20% Probability of Achievement Plan Performance Incentive Factors 2

4 The chart below summarizes the metrics and measures for FY 2014 approved by the Board. Weight Finance 40% Measure EBITDA Margin (Before Incentive Payout) Quality & Safety University of Colorado Health 18.3% 11.1% 16.3% 17.0% UCHealth Central 23.3% 13.0% 19.1% 19.5% UCHealth North 19.1% 13.0% 19.8% 20.4% UCHealth South 3.5% 8.4% 10.3% 11.2% 20% Measure 2.5% Unassisted Falls/1000 days (Hospital Rate) UCHealth Central UCHealth North UCHealth South % CLABSI/1000 Central Line Days (Hospital Rate) 2.5% CAUTI/1000 Catheter Days (Hospital Rate) UCHealth Central UCHealth North UCHealth South UCHealth Central UCHealth North UCHealth South % Pressure Ulcer/1000 discharges- Stage III/IV/Unstageable UCHealth Central UCHealth North UCHealth South % CMS Core Measure Overall Roll Up Score UCHealth Central 92.10% 92.10% 93.83% 95.50% UCHealth North 98.49% 97.75% 98.49% 98.75% UCHealth South 95.50% 94.75% 95.50% 96.00% Patient Satisfaction 20% Measure UCHealth Central 73.88% 74.25% 74.62% 74.99% Weighted Average of all HCAPHS questions UCHealth North 76.62% 77.00% 77.39% 77.77% UCHealth South 68.40% 68.74% 69.08% 69.43% Individual 20% Measure N/A TBD TBD TBD Plan Operating Rules 3

5 Plan Weights The intent of UCHealth s Performance Incentive Compensation Plan is to recognize and reward achievement at the System, Hospital, and Individual level. To achieve this goal the chart below summarizes the weighting based on working in a system department or a hospital department. Health System Leaders and Staff Weight Metric System Staff/Managers/Directors 40% Financial UCHealth Performance 20% Quality & Safety Average of the 3 Hospital Region s Performance 20% Patient Satisfaction Average of the 3 Hospital Region s Performance 20% Individual Individual Goal(s) Performance Health System staff and leaders are identified as individuals working in one of the following functions: Information Technology, Human Resources, Legal, Finance, Marketing, Communications or Public Relations & UCHealth Administration. Hospital Leaders and Staff Weight Metric Hospital Staff/Managers/Directors 40% Financial 80% Hospital Performance / 20% System Performance 20% Quality & Safety 80% Hospital Performance / 20% System Performance 20% Patient Satisfaction 80% Hospital Performance / 20% System Performance 20% Individual Individual Goal(s) Performance Individual Goal All eligible employees are required to have a minimum of one individual goal that is aligned to one of the plan metrics: Financial, Quality & Safety, or Patient Satisfaction. The Individual Goal performance does not solely determine the total payout. It is one component of the payout with a 20% weight of the total plan weight. The Individual Goal performance will be assessed at the end of the year on the annual evaluation form. Formula for Determining Payout Amounts The payout amount is determined using these three main factors. 1. The System, Hospital, and Individual Goal Performance as outlined above. 2. Eligible salary and level as of the end of the FY. Eligible salary is calculated on base rate in the Human Resources information system database effective as of 6/21/14 multiplied by paid hours during the fiscal year up to a maximum of 2080 (1.0 FTE). For FY14 this is PP beginning 6/23/13 thru PP ending 6/21/14. Eligible level for Staff and Managers is determined by position in the Human Resources information system database as of 6/21/14. Directors must be in a director role for a minimum of six months in the fiscal year in order to be eligible for the director- level payout. If the promotion to Director occurs before January 1, 2014, the employee will be eligible at the Director level. If the promotion occurs after January 1, 2014 the employee will be eligible at the level they worked at for the majority of the fiscal year. 4

6 3. Level of role in the organization: Level Below Threshold Threshold Opportunity Target Opportunity Max Opportunity Staff 0% 1.0% 2.0% 3.0% Manager 0% 2.0% 5.0% 8.0% Director 0% 5.0% 7.5% 12.5% For purposes of determining the appropriate leadership level for the incentive plan, all of the following requirements apply: Manager: Position typically reports to Director or above Manages and directs the work of at least two or more fulltime employees Bachelor s degree preferred Accountable for budget Authority to hire, evaluated, advance, and terminate other employees Director: Position typically reports to Vice President or above Manages and directs the work of at least two or more fulltime employees; typically professional level Bachelor s degree required Responsible for department budget; first level signature authority Authority to hire, evaluated, advance, and terminate other employees Exceptions to the above requirements will be determined by the Vice Presidents of Human Resources Other Factors Affecting Payouts Promotion to Director Level Role Promotions to eligible Director positions may be included in the first fiscal year provided they meet the plan eligibility criteria. The eligible salary will be calculated using base salary as of the end of the fiscal year (as defined above). Directors must be in a director role for a minimum of six months in the fiscal year in order to be eligible for the director level. If the promotion occurs before January 1, 2014, the employee will be eligible at the director level. If the promotion occurs after January 1, 2014 the employee will be eligible at the level they worked in for the majority of the fiscal year. Acting or Interim Leadership Assignments Interim leadership roles are intended to be short in duration while the organization is recruiting a permanent replacement. Generally, an interim base pay adjustment has been made to recognize the temporary increased responsibilities. Therefore interim leadership roles are generally not eligible for the level in which one is acting on an interim basis. However, if the employee is placed in the permanent leadership role, the time spent in the interim role will be counted in considering the correct level in the organization. Resignation, Retirement, or Termination 5

7 In the event a participant resigns, retires, or is terminated before the payout is made, any incentive compensation earned but not paid shall be fully forfeited Plan Payout Cycle The incentive payouts will be determined after the end of the fiscal year following the audit of the System s financial statements by an independent public accounting firm. The payouts are generally paid out in November following fiscal year after the award amounts have been determined and approved by the Board. No incentive payouts will be paid to any participant unless and until the Board authorizes the incentive payouts. No incentive payout is earned until it is authorized and approved by the Board. The Board may, at its discretion, authorize incentive payouts prior to the annual financial statement audit when it determines that it is reasonably probable that the plan trigger will be accomplished based on the financial information available at the time. To receive a payout, the participant must be actively employed at the time of payout. Incentive payouts will be made in cash lump sum, via direct deposit; less required supplemental income tax rate for state, federal taxes and mandatory 401a withholdings. Additionally, voluntary 403b and the 457 contributions will also be withheld from the payout. Exclusivity Participation in the Plan excludes participants from eligibility to participate in any other UCHealth incentive compensation plans during the eligible year. Ongoing Employment Nothing in the Plan shall confer on any employee the right to continued employment or affect in any way the right of UCHealth management and/or the Board to terminate his/her employment at any time Nothing in the Plan shall be construed as creating and contractual or other legal rights for the participants in the Plan or any other persons, and no such person shall have the right to make a claim to any incentive compensation or benefit as a result of the Plan s adoption. The Board retains full discretion to make, withhold, or modify payouts provided by the Plan, on a prospective and/or retroactive basis. Questions Please feel free to contact the Human Resources leader at your facility. 6

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