The University of Florida College of Dentistry
|
|
- Valentine Payne
- 8 years ago
- Views:
Transcription
1 The University of Florida College of Dentistry
2
3
4 Faculty Compensation Why? Faculty are our greatest asset and our largest expense Disparity between private sector and academic salaries National faculty shortage Incentives motivate behavior and positive outcomes?
5 Faculty Compensation: Why? UFCD Personnel Costs Faculty Grad Asst/Post docs/residents Support Staff Totals $24,015,002 $3,052,832 $15,882,645 $42,950,482 Approximately 70% of our operating budget!
6 Friendly reminder: Money isn t everything!
7 Institutional Commitment
8
9 Strategies Tactics Responsible Person Timeline
10 Faculty and Staff Turnover Jan 1 Dec 31, 2009 Faculty Terminated Resigned Retired TOTAL of % % Staff Terminated Resigned Retired TOTAL of % %
11
12
13
14
15
16 Faculty Compensation Work Group Proposed UFCD Faculty Compensation Plan Goals Develop a transparent plan that will be utilized across the college to define all the components of faculty s total compensation paid through the university payroll system. Promote enhanced faculty performance in the teaching, research and service activities supporting the mission of the college by clearly identifying opportunities for increased compensation and performance awards.
17 Purpose Establish a transparent and understandable faculty compensation structure that clearly illustrates the various components and their sources of compensation including base salary, fringe benefits, supplemental payments and incentive awards. Incentivize productivity, reward excellence, provide clear pathways to rewards for superior performance for all faculty members, and support the recruitment and retention of the highest caliber faculty. Provide the flexibility to fairly and consistently compensate faculty members for increased or significantly altered duties, superior performance and increased productivity. Similarly, it also allows for a decrease in compensation in cases of activity and performance below expectations. Provide improved stability and strength to the fiscal health of all the college and departments
18 Total Annual Compensation = (x + x ) + y + z + (fringe benefits package)
19 Definitions of x, y, & z Components x The core salary based on the discipline, rank, experience, training, etc. x The flexible component of the base salary that also reflects most of the same factors that go into the determination of x, but is funded through the professional efforts of the recipient or a pool of potential recipients. x + x = base salary of an individual faculty member y z Compensation paid for effort and/or responsibility in addition to that compensated by (x + x ) such as administrative responsibilities. Monetary reward for performance excellence in teaching, patient related activities, research or other assigned activity. Fringe Benefits Package: A variable percentage of the sum of x, x and y and on z that pays for employee benefits
20 Funding sources Appropriated funds from the state of Florida Patient-related service revenues (Academic Enrichment Funds, or AEF), which includes revenue generated from: Student clinics, Resident/Advanced Education clinics Professional practice fees Salary support funds on extramural grants and contracts Other institutions (usually grant or contract related) University of Florida Foundation (includes endowment funds) UFCD Continuing Education, which includes: Dental Intern program, Self-funded programs, Distance education Affiliated agency support (e.g., Shands HealthCare) President/Provost special appropriations Special state or federal appropriations
21 Future Directions Employee compensation plan to include staff? Adjust benefit packages? Develop better national salary, turnover, and other benchmarking data Use more holistic approach to faculty recruitment and retention pay attention to all factors that motivate faculty Communicate, communicate, communicate!
22 Thank you!
LONG-RANGE STRATEGIC PLAN SUPERIOR COURT OF CALIFORNIA COUNTY OF EL DORADO
INDEPENDENCE AND ACCOUNTABILITY LONG-RANGE STRATEGIC PLAN SUPERIOR COURT OF CALIFORNIA LONG-RANGE ISSUE: 1. TO PROVIDE FOR ADMINISTRATION OF PROGRAMS FOR WHICH THE COURT HAS ASSUMED RESPONSIBILITY. Issue
More informationHuman Resources People and Organisational Development. Recruitment and Retention Premium Payments
Human Resources People and Organisational Development Recruitment and Retention Premium Payments 1 Contents Introduction... 3 Principles... 3 Eligibility... 3 Criteria... 3 Types of RRP... 4 Short term
More informationNursing Leadership, Nursing Education, and Patient Outcomes
Nursing Leadership, Nursing Education, and Patient Outcomes Linda H. Aiken www.nursing.upenn.edu/chopr IOM Report: Future of Nursing IOM Report legitimizes many of nursing s long standing action priorities.
More informationHuman Resources Summary
Summary FY 09 FY 10 FY 10 FY 11 Orig. FY 10 Adj. FY 10 Administration $721,092 $723,185 $676,295 $653,900-9.58% -3.31% Health and Fringe Benefits 15,402,800 22,428,000 22,428,000 20,100,000-10.38% -10.38%
More informationFaculty Compensation Plan. Department of Family Medicine and Community Health. UMass Memorial Health Care/University of Massachusetts Medical School
Faculty Compensation Plan Department of Family Medicine and Community Health UMass Memorial Health Care/University of Massachusetts Medical School Faculty Compensation Plan Department of Family Medicine
More informationHEALTH SCIENCES COMPENSATION PLANS. Contents. I. Introduction 1. II. General Information 1
ACCOUNTING MANUAL HEALTH SCIENCES COMPENSATION PLANS HEALTH SCIENCES COMPENSATION PLANS Contents I. Introduction 1 II. General Information 1 A. Salary Scales 1 B. Strict Full-Time Salary Scale Plans 1
More informationTHE UNIVERSITY OF TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO REPORT ON INFORMATION REGARDING STAFF COMPENSATION
THE UNIVERSITY OF TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO REPORT ON INFORMATION REGARDING STAFF COMPENSATION In compliance with Texas Government Code Sec. 659.026. INFORMATION REGARDING STAFF COMPENSATIONS,
More informationINTRODUCTION Framework for Change Comparison of Common Compensation Arrangements Compensation as a Tool to Drive Change
CPAs & ADVISORS experience clarity // PHYSICIAN COMPENSATION PLAN DESIGN STRATEGY Presented by: Randy Biernat, CPA/ABV INTRODUCTION Framework for Change Comparison of Common Compensation Arrangements Compensation
More informationClinical Faculty Remuneration Policy. Date: January 27, 2015 Policy ID: 1.630 Status: Final
Clinical Faculty Remuneration Policy Date: Policy ID: 1.630 Status: Final Contact Office: Controller Dean s Office, School of Medicine PO Box 800796 Charlottesville, VA 22908 phone: 434-924-8412 fax: 434-924-8173
More informationFlorida A&M University School of Allied Health Sciences (SOAHS) Strategic Plan 2010-2020
2 Florida A&M University School of Allied Health Sciences (SOAHS) Strategic Plan 2010-2020 SOAHS Mission The mission of the School of Allied Health Sciences is to provide an enlightened and enriched academic,
More informationNYISO Compensation Program
NYISO Compensation Program This document describes the process by which the New York Independent System Operator ( NYISO ) determines the compensation for its executives. Specifically, this document describes
More informationUniversity of Wisconsin System New Personnel Systems Work Group Recommendations
Work Group Name: Compensation Date: March 16, 2012 Work Group Lead(s): Karen Massetti-Moran, UW-Milwaukee Work Group Iddi Adam UW Colleges Members: Sasha Showsh UW-Eau Claire Jane Marquardt UW-Extension
More information5. SALARY POLICIES 5.1. SALARY POLICY AND GOALS 5.2. SALARY PROCEDURES 5.3. ROLE OF THE COLLEGE PERSONNEL COMMITTEE IN COMPENSATION
Original language with revisions 5. SALARY POLICIES 5.1. SALARY POLICY AND GOALS While Missouri State University does not have a formal salary schedule for faculty and other academic employees, it is the
More informationRationale: Increasing the supply of RNs in Texas is of paramount importance. Although both enrollment and completion rates have been
Comprehensive Strategic Action Plan to Increase Supply of Registered Nurses and Nurse Graduates to Meet Healthcare Demands in Texas Recommended by Texas Center for Nursing Workforce Studies and Texas Center
More informationMINIMUM NAMED ENDOWMENT AND FUND LEVELS POLICY
MINIMUM NAMED ENDOWMENT AND FUND LEVELS POLICY The Montana State University Alumni Foundation (Alumni Foundation) Minimum Named Endowment & Fund Levels governance policy establishes the minimum contributions
More informationFederal Reform-Related Funding for the Health Care Workforce (May 2010)
Highlights of HRSA Stimulus Related (ARRA) for the Health Care Workforce ARRA includes $500 million for health workforce programs. $200 million is directed to scholarships, loans and loan repayment and
More informationCOMPARING NURSE FACULTY AND NURSE PRACTICE SALARIES IN THE GULF COAST REGION OF TEXAS A Staff Report
COMPARING NURSE FACULTY AND NURSE PRACTICE SALARIES IN THE GULF COAST REGION OF TEXAS A Staff Report Prepared by The WorkSource for The Health Services Steering Committee* Houston, Texas December 2006
More informationMerit Pay Planning and Implementation Guide
Document 3 Merit Pay Planning and Implementation Guide In This Guide Introduction Compensation Principles for Non Academic Staff Key Considerations Prepare Design Implement Related Policies Training Additional
More informationStrategic Planning: A University Initiative to Reimagine Cornell
Strategic Planning: A University Initiative to Reimagine Cornell Provost Kent Fuchs Strategic Planning Analysis and Recommendations Cornell led academic task forces 10 Colleges/Schools Graduate School
More informationIdaho State University Strategic Plan. Mapping Our Future: Leading in Opportunity and Innovation. 2012-2015 Executive Summary
Idaho State University Strategic Plan Mapping Our Future: Leading in Opportunity and Innovation 2012-2015 Executive Summary 1 Idaho State University 2011-2015 Strategic Plan Vision Idaho State University
More informationPayment of Clinical Sites and Preceptors in PA Education
ISSUE BRIEF Payment of Clinical Sites and Preceptors in PA Education INTRODUCTION Effective clinical site and preceptor recruitment and retention are essential to the core functioning of every physician
More informationProject Proposal 1: Compensation and Job Classification System
Introduction Three Part Proposal Drake University requests proposals for the following services: (1) design of a job classification and compensation system; (2) support and guidance in the development
More informationInternal Program Review Self-Study Report. Program Name Human Resources. Credentials Offered NA. Self-Study Completed by: Matthew Richards
Internal Program Review Self-Study Report Program Name Human Resources Credentials Offered NA Self-Study Completed by: Matthew Richards Date Completed: October 2, 2015 Page 1 of 5 A. Introduction In support
More informationUniversity of Colorado Health Performance Incentive Compensation Plan Plan Summary Fiscal Year 2014 Staff/Managers/Directors
University of Colorado Health Performance Incentive Compensation Plan Plan Summary Fiscal Year 2014 Staff/Managers/Directors Plan Purpose The University of Colorado Health provides outstanding patient
More informationMANUAL OF PROCEDURES
MANUAL OF PROCEDURES PROCEDURE NUMBER: 2831 PAGE 1 of 12 PROCEDURE TITLE: COMPENSATION PRACTICES FOR NON- INSTRUCTIONAL PERSONNEL STATUTORY REFERENCE: FLORIDA STATUTE 1001.64 BASED ON POLICY: II-51: SALARY
More informationLawson Healthcare Solutions Optimization of Key Resources Forms a Foundation for Excellent Patient Care
Lawson Healthcare Solutions Optimization of Key Resources Forms a Foundation for Excellent Patient Care Healthcare organizations continue to experience an alarming erosion of their operational foundation,
More information2015 Executive Compensation Summary
2015 Executive Compensation Summary Blue Shield of California: We re Truly Mission-Driven At Blue Shield our mission is to ensure all Californians have access to high-quality health care at an affordable
More informationCHAPTER 5 BEST PRACTICES
30 CHAPTER 5 BEST PRACTICES 5.1 This Chapter provides advice and guidelines to non-governmental organisations (NGOs) in respect of good management practices and processes which will be taken into account
More informationTexas Board of Nursing Fiscal Year 2009 2013 Workforce Plan
Texas Board of Nursing Fiscal Year 2009 2013 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 290,000 nurses
More informationHR Strategic Plan 2015-2019
HR Strategic Plan 2015-2019 Vision Strategy The headline Something happens we have to fix External influence drives action Crisis management Timing: NOW Reaction Transaction Set of steps triggered by an
More informationETA Salary Cap Testing Frequently Asked Questions (FAQs)
Purpose: The questions and answers below are provided to offer guidance on the annual ETA Salary Cap Testing procedures to be performed by each entity on its own staff salaries and that it should be passing
More informationGENDER EQUITY ASSESSMENT: Faculty Compensation and Headcounts
GENDER EQUITY ASSESSMENT: Faculty Compensation and Headcounts May 2013 CONTENTS GENDER EQUITY IN THE COLLEGE OF LIBERAL ARTS... 3 EXECUTIVE SUMMARY... 3 ACADEMIC RATES AND SALARIES, 2002 2011... 4 Figure
More informationNational Defense University Compensation Analysis Report
2014 National Defense University Compensation Analysis Report This report provides a comprehensive analysis of talent management best practices and an analysis of NDU s compensation strategy. Careerstone
More informationThe Benchmark Study of Best Practices in Human Resource Management for Developing Retail Talent
The Benchmark Study of Best Practices in Human Resource Management for Developing Retail Talent Best Practices in Human Resource Management Survey Company Revenues >$20 Billion $10B to $20B < $100 million
More informationBoard of Nurse Examiners for the State of Texas
Board of Nurse Examiners for the State of Texas Statewide Plan to Create Innovative Models for Nursing Education To Increase RN Graduates in Texas Professional Nursing Education Programs Published by the
More informationBES USER S GUIDE BES Budget Entry Spreadsheet for the WEB
Office of University Budgets and Financial Planning August 2015 BES USER S GUIDE BES Budget Entry Spreadsheet for the WEB The BES is an application that is used to create and correct onetime adjustments
More informationHR Technology Trends By Wilson Ten wilson@sandfil.com. SandFil International Right Talents, Right Results
HR Technology Trends By Wilson Ten wilson@sandfil.com TM Right Talents, Right Results What are the new challenges in HR? They Don t Understand We Can Deliver Deloitte's Aligned at the Top study says: "there
More informationHow To Improve The School Of Nursing
Florida Agricultural and Mechanical University School of Nursing Strategic Plan 2010-2020 2020 Vision With Courage Approved by the FAMU School of Nursing Faculty September 19, 2010 Florida A&M University
More informationNursing Workforce. Primary Care Workforce
Key Provisions Related to Nursing: The Patient Protection and Affordable Care Act (Public Law 111-148) clearly represents a movement toward much-needed, comprehensive and meaningful reform for our nation
More informationAppointments, Promotion, and Tenure Criteria and Procedures. College of Nursing The Ohio State University
Appointments, Promotion, and Tenure Criteria and Procedures College of Nursing The Ohio State University Approved by the College of Nursing Faculty, June 2, 2005 Approved by the Office of Academic Affairs,
More informationGENERAL UNIVERSITY POLICY APM - 190 REGARDING ACADEMIC APPOINTEES Selected Presidential Policies
University of California Office of the President June 1, 1999 Policy on the Use of Non-19900 Fund Sources to Support Ladder-Rank Faculty I. Fundamental Principles In creating an appropriate policy framework
More informationHuman. Rısk. By Matt Shadrick and Seymour Adler, Ph.D., Aon Consulting Worldwide
10 08 The Magazine of WorldatWork WHY YOU SHOULD BE A Capıtal Human Rısk Manager QUICK LOOK When asked about your HR department s strength today, only 5 percent said strategic HR differentiation. Evaluating
More informationACTION ITEM EXECUTIVE SUMMARY
F7 Office of the President TO MEMBERS OF THE COMMITTEE ON FINANCE: 1 For Meeting of ACTION ITEM PARTICIPATION IN A SEPARATE 501(C)(3) ENTITY, TRANSFER OF THE CENTER FOR EXECUTIVE EDUCATION AT THE HAAS
More informationSage HRMS I Planning Guide
I Planning Guide What the CEO Needs From Human Resources How to help executives make well-informed decisions about the workforce. Table of Contents Top Business Challenges for Today s CEO... 3 What the
More informationThe Marketplace for Faculty
PRESIDENTIAL WHITE PAPER The Marketplace for Faculty 1 Prepared by Pamela B. Gann President Claremont McKenna College October 2008 2 The Marketplace for Faculty In the highly competitive marketplace to
More informationGUIDELINES FOR SUBMITTING A PROPOSAL FOR A NEW GRADUATE DEGREE OR CERTIFICATE PROGRAM
GUIDELINES FOR SUBMITTING A PROPOSAL FOR A NEW GRADUATE DEGREE OR CERTIFICATE PROGRAM Revised 12/2009 Approved by the Graduate Council 1/2010 The Graduate School requires a systematic and rigorous appraisal
More informationHuman Resources Programs & Business Climate Survey Results. January 2016
Human Resources Programs & Business Climate Survey Results January 2016 Presented by: Insight Performance, Inc. 990 Washington Street, Suite S109 Dedham, MA 02026 (781) 326-8201 www.insightperformance.com
More informationServices Provided. PO Box 5057 Amman 11953, Jordan Telefax: + 962 6 585 12 19 info@shareek-hr.com www.shareek-hr.com
At a time when service-oriented businesses are fast outnumbering all other types of businesses, more and more organisations are citing human resources as their number one asset. Having said that, it only
More informationSchool of Medicine Supplemental Guidelines to PennWorks. Establishing and Maintaining Faculty Records. Page # Introduction.1
School of Medicine Supplemental Guidelines to PennWorks Establishing and Maintaining Faculty Records Page # Introduction.1 I. Roles and Distributions Tab for Full-time Faculty 2 Types of Faculty Roles
More informationSCHOOL OF NURSING. The School is engaged in a systematic expansion of enrollment that will
SCHOOL OF NURSING EXECUTIVE SUMMARY The School is engaged in a systematic expansion of enrollment that will span from 2003 until 2012, with projected growth from 500 students to 700 students. However,
More informationPrimary Care Recruitment & Retention Programs in
Primary Care Recruitment & Retention Programs in Massachusetts Nicole Watson National Health Service Corps Specialist Primary Care Office Nicole.watson@state.ma.us The Mission The mission of these programs
More informationTexas Board of Nursing Fiscal Year 2015-2019 Workforce Plan
Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 360,000 nurses
More informationCollege of Nursing Budget System Survey
College of Nursing Budget System Survey 1. From the perspective of your college, do you feel that the guiding principles of the University budget system have been observed? Explain reasons why or why not?
More informationWARRINGTON COLLEGE OF BUSINESS ADMINISTRATION
National Comparison of Resources, FY 1996-97 Market Value of Endowments per Faculty Spendable Income Generated by Endowments per Faculty Total Revenues Collected from Executive Education (Degree & Non-degree
More informationReport on the Response of the State Council of Higher Education for Virginia to the Impact of the Aging of Virginia s Population
Report on the Response of the State Council of Higher Education for Virginia to the Impact of the Aging of Virginia s Population State Council of Higher Education for Virginia Addressing the Impact of
More informationGuidelines for Developing a Recognition Program at USC-Columbia Campus
Guidelines for Developing a Recognition Program at USC-Columbia Campus Reward and Recognition Introduction A reward is considered to be something that is given in return for good behavior or given for
More information2013 Hay Group healthcare and health insurance pricing summary for pay
2013 Hay Group healthcare and health insurance pricing summary for pay Product Description Price* Publication Integrated healthcare system executives Integrated healthcare system prevalence and planning
More informationAchieving Workforce Optimization: Merging Strategy and Technology
Achieving Workforce Optimization: Merging Strategy and Technology The healthcare industry is experiencing unprecedented change, and leaders are facing some of the most difficult challenges in the history
More informationDouglas County School District. Human Resources. Strategic Plan 2014-17
Douglas County School District Human Resources Strategic Plan 2014-17 Introduction About the Strategic Plan About the Department Human Resources is passionately dedicated to those who are impacting the
More informationProvost Town Hall October 20, 2015
Provost Town Hall October 20, 2015 Facts and Figures 17,458 full-time undergraduate students, including 764 in the AA program; 764 parttime Full-time population is 39% Delaware residents and 61% nonresidents
More informationThe OneSD Support Department was created to provide a support structure for the Enterprise Resource Planning (ERP) system.
Department Description The OneSD Support Department was created to provide a support structure for the Enterprise Resource Planning (ERP) system. The ERP system consolidates a wide range of financial,
More informationHEALTH PROFESSIONAL WORKFORCE (SECTION-BY-SECTION ANALYSIS)
HEALTH PROFESSIONAL WORKFORCE (SECTION-BY-SECTION ANALYSIS) (Information compiled from the Democratic Policy Committee (DPC) Report on The Patient Protection and Affordable Care Act and the Health Care
More informationS-2568.1 SENATE BILL 5909. State of Washington 63rd Legislature 2013 Regular Session
S-2568.1 SENATE BILL 5909 State of Washington 63rd Legislature 2013 Regular Session By Senators McAuliffe, Litzow, Chase, Rivers, Kohl-Welles, and Rolfes Read first time 04/15/13. Referred to Committee
More informationFY15 Salary/Benefit Guidelines for Proposal Budgeting Effective July 1, 2014
FY15 Salary/Benefit Guidelines for Proposal Budgeting Effective July 1, 2014 1. General ARS/Post Doc Guidelines Support faculty at the Ph.D. level paid from grants will be appointed at the support faculty
More informationOLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY
OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY INTRODUCTION The purpose of the pay practices for administrative and professional faculty (AP faculty) is to explain the criteria and
More informationQUESTIONNAIRE THE SMALL FIRM MERGER
501 WEST COLFAX STREET 180 NORTH LASALLE STREET PALATINE, ILLINOIS 60067 SUITE 2503 847-705-7555 CHICAGO, ILLINOIS 60601 312-332-7555 www.lavellelaw.com QUESTIONNAIRE THE SMALL FIRM MERGER Definitions
More informationCITY COUNCIL COMPENSATION GUIDELINES AND INTERESTS. Amended 04-12-10
CITY COUNCIL COMPENSATION GUIDELINES AND INTERESTS Amended 04-12-10 INTRODUCTION The City s compensation program should be designed to attract and retain a talented and skilled staff dedicated to the highest
More informationChapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES
Chapter 2 Theoretical Framework JOB SATISFACTION OF EMPLOYEES What is employee satisfaction? Employee satisfaction is the individual employee s general attitude towards the job. It is also an employee
More informationThe University of Georgia. Vice President for Finance and Administration. Strategic Plan 2011-2021
The University of Georgia Vice President for Finance and Administration Strategic Plan 2011-2021 Revised August 2014 Introduction STRATEGIC PLAN, 2011-2021 Vice President for Finance and Administration
More informationEstablishing a Compensation Model in an Academic Pathology Department
Establishing a Compensation Model in an Academic Pathology Department William M. Hynes, MHSA, and Donna H. MacMillan, MT(ASCP), MBA Key Words: Academic pathology practice; Compensation; Salary model DOI:10.1309/WDYTWNWY31ACQE0X
More informationMAYS BUSINESS SCHOOL STRATEGIC PLAN 2010
MAYS BUSINESS SCHOOL STRATEGIC PLAN 2010 STRATEGIC PLANNING PROCESS Our strategic planning process is driven by the mission of Mays Business School, which is to create knowledge and develop future ethical
More informationTri-Council for Nursing
For Immediate Release Tri-Council for Nursing Issues New Consensus Policy Statement on the Educational Advancement of Registered Nurses WASHINGTON, D.C., May 14, 2010 In light of the recent passage of
More informationFaculty Rank and Tenure Plan
Faculty Rank and Tenure Plan 1. Purpose 2. Policy General Procedures 3. Definition of Terms 4. Administration Procedures for Rank 5. Minimum Rank Requirements (including Ranking Table) 6. Assignment of
More informationDepartment of Human Resources
Workforce Services Workforce Policy and Planning Department Management/ Human Resource Information Systems Employee Relations Employment Compensation and Workforce Analysis Employee Benefits Organizational
More informationCORPORATE GOVERNANCE PRINCIPLES
CORPORATE GOVERNANCE PRINCIPLES I) INTRODUCTION The fundamental objective that guided the Los Angeles County Employees Retirement Association (LACERA) when drafting Core Principles of good corporate governance
More informationThe State of Ohio s Long-term Direct Care Workforce Project Request for Applications
The State of Ohio s Long-term Direct Care Workforce Project Request for Applications Summary: The State of Ohio s Long-term Direct Care Workforce Executive Committee is requesting applications from qualified
More informationCompensation Resources
Compensation Resources Compensation is a Philosophy, a Strategy, and a Solution To stay highly competitive you need compensation solutions that help you attract, retain, and reward the caliber of employees
More informationUnifying Compensation:
Unifying Compensation: The Lehigh Valley Physicians Group Experience American Medical Group Association Orlando, FL March 15, 2013 Edward Norris, M.D. Chair, Compensation Committee Michael A. Rossi, M.D.,
More informationWhen Completed: This procedure is performed whenever personnel actions are needed.
Effective Date: April 27, 2015 Revised Date: April 20, 2015 Prepared By: Stacie Bell Approved By: Mona Adkins-Easley Next Review Date: April 27, 2016 Title: Purpose: Scope: Personnel Action Form Procedure
More informationLEGISLATIVE EDUCATION STUDY COMMITTEE BILL ANALYSIS. Bill Number: HB 204a 51st Legislature, 1st Session, 2013
LEGISLATIVE EDUCATION STUDY COMMITTEE BILL ANALYSIS Bill Number: HB 204a 51st Legislature, 1st Session, 2013 Tracking Number:.191221.2 Short Title: Nurse Educator Higher Degree Funding Sponsor(s): Representatives
More informationVA Nursing Academic Partnerships. Request for Proposals
1. PURPOSE Request for Proposals a. Request for Proposals: The (OAA), in collaboration with the office of Nursing Services (ONS), solicits proposals for a new program, Department of Veterans Affairs (VA)
More informationLinking CEO Compensation to Organization-Wide Performance
Linking CEO Compensation to Organization-Wide Performance Jean Chenoweth, Senior Vice President, Truven Health 100 Top Hospitals Programs David Foster, PhD, MPH, Chief Scientist, Truven Health Analytics
More informationSENATE... No. 2126. The Commonwealth of Massachusetts. Joint, April 30, 2014.
SENATE.............. No. 2126 The Commonwealth of Massachusetts Joint, April 30, 2014. BILL #: S993 BILL STATUS: Favorable with Amendment DISSENTERS: None ACCOMPANIED BILLS: None For the committee, JAMES
More informationWorkforce Planning Benefits
Workforce Planning Benefits Seven Ways Workforce Planning Can Help Your Organization While surveys show that upwards of 90-percent of companies aren t getting the results they expected from a talent management
More informationGlassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals
2014 Glassdoor Survey: How to Recruit Healthcare Professionals A Strategic Guide for Talent Acquisition Professionals Survey Overview Recruiting healthcare professionals in today s highly competitive recruiting
More informationC L O S I NG the G A P S
C L O S I NG the G A P S T H E T E X A S H I G H E R E D U C A T I O N P L A N 2030 2025 2020 2015 2010 2005 C O N T E N T S 01. Texas Higher Education Plan Executive Summary 04. Texas Higher Education:
More informationResource Article Talent Management: Seven Keys to Success
Resource Article Talent Management: Seven Keys to Success Talent management: seven keys to success. Lee Iacocca is quoted as saying In the end, all business operations can be reduced to three words: people,
More informationHow To Plan A College Of Public Health At The University Of Georgia Strategic Plan
University of Georgia College of Public Health Strategic Plan 2010 2015 Vision The College of Public Health at the University of Georgia serves the needs of local, state, national, and international populations
More informationBroader Public Sector Compensation Information Directive
Broader Public Sector Compensation Information Directive Issued By: Management Board of Cabinet Effective April 1, 2015 Table of Contents 1.0 INTRODUCTION 2 2.0 PURPOSE 2 3.0 APPLICATION AND SCOPE 2 4.0
More informationSalary and Wage Budgeting
Salary and Wage Budgeting Personnel Services costs approximate $100 million of the university s total annual budget, and nearly 80% of the appropriated (tuition and tax supported) budget. Delivering superior
More informationVariable Incentive Pay Compensation Plans Guidelines & Principles
Variable Incentive Pay Compensation Plans Guidelines & Principles BACKGROUND Under the Public Sector Employers Act (the Act), compensation plans, including variable incentive pay plans, must be approved
More informationDepartment of Medicine
Department of Medicine Fiscal Year 2011-12 Faculty Compensation Guidelines DOM Faculty Compensation Guidelines: For FY 2011-12 The Department of Medicine compensation guidelines for FY2011-12 are modeled
More informationThe CRNA Workforce: Too many, too few or just right? Programs, Students, Clinical Sites, Accreditation
The CRNA Workforce: Too many, too few or just right? Programs, Students, Clinical Sites, Accreditation John M. O Donnell CRNA, MSN, DrPH jod01@pitt.edu Objectives 1. Describe trends in programs, students
More information2016 SALARY BUDGET REPORT
2016 SALARY BUDGET REPORT SEPTEMBER 2015 OVERALL CLIMATE We re excited to once again share the results of our annual Salary Budget Report. This year we surveyed 404 organizations in August 2015, and according
More informationCentralized data collection system providing
Higher Education Data System (HES) Update 2008 ASHA Convention November 20, 2008 November 20, 2008 1 Overview of the HES What it is: What it does: Centralized data collection system providing national
More informationSchool of Accounting Florida International University Strategic Plan 2012-2017
School of Accounting Florida International University Strategic Plan 2012-2017 As Florida International University implements its Worlds Ahead strategic plan, the School of Accounting (SOA) will pursue
More informationFACULTY RETIREMENT PLANS: THE ROLE OF RETIREE HEALTH INSURANCE
TRENDS AND ISSUES SEPTEMBER 2015 FACULTY RETIREMENT PLANS: THE ROLE OF RETIREE HEALTH INSURANCE Robert L. Clark Zelnak Professor Poole College of Management North Carolina State University Retiree health
More informationSKILLED, ENGAGED & MOTIVATED STAFF
Leadership and Management Capability Flexibility of Staff SKILLED, ENGAGED & MOTIVATED STAFF Skills Assurance Reward and Recognition Scottish Court Service People Strategy 2012 2015 1 Why have a People
More informationISM-Nevada, Inc. Marketing Plan 2014-2017
ISM-Nevada, Inc. Marketing Plan 2014-2017 Rev 11-2013 1 EXECUTIVE SUMMARY ISM-Nevada, Inc. is a professional association of purchasing and supply management professionals in the state of Nevada. Due to
More informationHuman Resources & Labor Relations Committee
University of Maine System Board of Trustees at the University of Maine System May 4, 2015 Human Resources & Labor Relations Committee Present: Committee Members: Marjorie Medd, Chair; Sam Collins (at
More information