Intermountain is introducing a new caregiver incentive plan and all eligible caregivers in non-leadership roles can participate. The caregiver incentive plan rewards you for the important role you play in Intermountain’s success. This change was first announced in the November thank-you pay email from CEO Marc Harrison, MD.
The caregiver incentive plan replaces the thank-you payment program and better aligns monetary rewards, beyond a caregiver’s regular pay, to Intermountain’s performance and outcomes. The new plan also provides greater transparency into the organization’s strategies, key performance indicators (KPIs), and achievements.
A key performance indicator (KPI) is the measurement of Intermountain’s progress on the goals set for each of our eight Fundamentals of Extraordinary Care: Safety, Quality, Experience, Equity, Access, Stewardship, Engaged Caregivers, and Growth. The more progress we make in each area, the closer we are to fulfilling our mission of helping people live the healthiest lives possible. No extra work will be required; the work you do every day to achieve team and department goals influences these KPIs. You’re not expected to focus on KPIs that don’t align to your work. Together, we’ll make progress toward Intermountain’s overall performance and outcomes. All caregivers at Intermountain will share accountability for performance and be rewarded in return. Learn more about our 2021 KPIs.
You can track Intermountain’s overall progress toward KPI attainment using the 2021 KPI Performance Dashboard, which will be updated monthly on the caregiver incentive plan webpage. Progress will also be shared monthly in the Caregiver Daily Brief.
The percentage attainment for all KPIs is then calculated into one overall total at the end of the calendar year and approved by the Intermountain Board of Trustees. Once approved, the incentive will be paid in the spring for the prior year. For example, payout for 2021 efforts will be paid in spring 2022. Incentive amounts are determined by average hours worked per week (more than 30 hours or less than 30 hours), and the actual percentage approved on a 0 percent to 150 percent scale. Payment amounts won’t be pro-rated.
To be eligible for the payment, you must meet the following criteria:
- Be hired before October 1 of a calendar year
- Work at least 100 hours by year end
- Be currently employed on the date of the payout
Thank-you payments will no longer happen in November and there won’t be an incentive payment in 2021. The first payment for the caregiver incentive plan will be paid in spring 2022.
“The purpose of the caregiver incentive plan is to help everyone in our organization be aware of our goals, work together toward them, and reward efforts when we’re successful,” says Heather Brace, senior vice president and chief people officer. “Thank-you payments were never guaranteed. This program will expand the investment Intermountain makes in monetary rewards for caregivers. To put this into context, based on Intermountain’s overall KPI attainment for the past three years, a caregiver working an average of more than 30 hours per week would have received an equivalent or higher incentive payment than the thank-you payment they received each of those years.”
There are many resources to help you understand this new plan on the caregiver incentive plan website. If you have any questions about the plan, please talk to your leader or HR business partner. You can also contact Ask HR at 801-442-7547 or askhr@imail.org.
Resources:
Caregiver Incentive Plan Website | Questions and Answers | Reading and Understanding the KPI Dashboard | Incentive Plan Definitions | Your Role in the Caregiver Incentive Plan | Caregiver Incentive Plan Payment Amounts | 2021 System Board-reported KPIs | Get to Know Our 2021 KPIs