Human Resources and Executive Compensation Committee

Transcription

1 Human Resources and Executive Compensation Committee November 15, :00 PM ProVidence Suite Trauma Building, 5th Floor 800 Hope Place Las Vegas, 89102

2 University Medical Center of Southern Nevada Governing Board Human Resources and Executive Compensation Committee September 20, 2016 UMC ProVidence Suite Trauma Building, 5 th Floor 800 Rose Street Las Vegas, Clark County, Nevada Tuesday, September 20, :00 a.m. CALL TO ORDER The University Medical Center Governing Board Human Resources and Executive Compensation Committee met in the ProVidence Suite, UMC Trauma Building, 5 th Floor, Las Vegas, Clark County, Nevada, on Tuesday, September 20, 2016, at the hour of 9:00 a.m. The meeting was called to order at the hour of 9:05 a.m. by Chair Laura Lopez-Hobbs and the following members were present, which constituted a quorum of the members thereof: Committee Members: Present: Laura Lopez-Hobbs, Chair Renee Franklin Robyn Caspersen Absent: Harry Hagerty (Excused) Others Present: Doug Spring, Director of Human Resources Terra Lovelin, Board Secretary SECTION 1. OPENING CEREMONIES ITEM NO. 1 PUBLIC COMMENT Chair Lopez-Hobbs asked if there were any persons present in the audience wishing to be heard on any item on this agenda. Speaker(s): Alexis Aiello, Program Director with NV Medical Center announced that she would be coming to more of these meetings. ITEM NO. 2 Approval of minutes of the regular meeting of the UMC Governing Board Human Resources and Executive Compensation meeting on May 24, (For possible action) Page 2 of 21

3 UMC Governing Board Human Resources and Executive Compensation Committee September 20, 2016 Page 2 of 5 FINAL ACTION: A motion was made by member Caspersen that the minutes be approved as recommended. Motion carried by unanimous vote. ITEM NO. 3 Approval of minutes of the special meeting of the UMC Governing Board Human Resources and Executive Compensation meeting on August 2, (For possible action) FINAL ACTION: A motion was made by member Caspersen that the minutes be approved as recommended. Motion carried by unanimous vote. ITEM NO. 4 Approval of Agenda (For possible action) FINAL ACTION: A motion was made by member Franklin that the agenda be approved as recommended. Motion carried by unanimous vote. SECTION 2. BUSINESS ITEMS ITEM NO. 5 Receive an updated report on UMC Vacancy and Turnover metrics, including classifications vacated voluntarily: and direct staff accordingly. (For possible action) DOCUMENT SUBMITTED: -Turnover and vacancy rates -Voluntary Separations -Types of Terms DISCUSSION: Doug Spring, Director of Human Resources, gave an update on the turnover and vacancy rates and explained that we have an improved in both categories. With regards to the MPlan turnover rate, (management employees) we have stabilized significantly and have had very little turnover the last two months. Mr. Spring noted that due to the nursing restructure, we will see some changes in the MPlan numbers. Chair Lopez-Hobbs suggested having Deb Fox at the next meeting to provide the committee with an update. The nursing turnover rate has had a reduction from prior quarters and this is due to new stability, the overall morale of the organization, and the physicians support. FINAL ACTION: None Page 3 of 21

4 UMC Governing Board Human Resources and Executive Compensation Committee September 20, 2016 Page 3 of 5 ITEM NO. 6 Receive a report on discussions between UMC and International Union of Operating Engineers, Local 501 to establish a revised collective bargaining agreement. (For possible action) DOCUMENTSUBMITTED: None DISCUSSION: Mr. Spring explained that the Union group is comprised of about 36 employees in plant operations and maintenance. The Union must provide notice by February 1 that they want to start negotiations and they did not do this. Due to the relationship we have with them however, we decided to contact them and ask if they wanted to meet to discuss changes in the agreement and they did. UMC and Local 501 have met 11 times and reached 23 out of the 33 articles in the agreement. If they continue to hold firm on these last remaining items, we will have to let them know that we will continue discussions in February of next year. FINAL ACTION: None taken. ITEM NO. 7 Receive a report on the UMC Employee Engagement Survey; and direct staff accordingly. (For possible action) DOCUMENTS SUBMITTED: - Executive Summary PowerPoint DISCUSSION: Danita Cohen, Chief Experience Officer gave a brief summary of the results of the employee survey that was shared at Mason s town hall meetings. The survey conducted in May had a 40% response rate, which was a higher response rate than the previous survey. The top employee wishes are: -New employee health record system (EHR) -More parking - Decrease cell phone usage by employees -UMC updated look -Better pay -Better communication -Improving staffing -More equipment -Better team work Member Franklin suggested having a podcast or video that employees can watch in case they can t come to a town hall meeting. Ms. Cohen replied that the Town Halls are on the website already and Ms. Fox also has a video where her communication among the nurses get shared. Page 4 of 21

5 UMC Governing Board Human Resources and Executive Compensation Committee September 20, 2016 Page 4 of 5 Chair Lopez-Hobbs said that she would like to attend a town hall meeting so she could see the dynamics. The top favorites are: -Colleagues (Staff really like each other) -Pension and benefits -Pride in their work -Pride in UMC Aaron Stagg has seen a change in employees and a notable change is that employees feel more secure than before. They would now recommend to their friends, working at UMC. A culture change has also occurred and it is coming from Administration down. Bringing back the holiday party and other UMC events has helped with employee morale. Mr. Stagg announced that Danita is developing an ICARE4U specifically for Managers. There is also a leader development series that is presented to supervisors, directors, etc. Improving the relationships between employees and their managers will help a lot. Member Caspersen asked how the various departments hear the results of this study. Ms. Cohen explained that employees hear the feedback at the town halls, can read them on the intranet and hear them through the Managers who then go over the results in their respective departments. FINAL ACTION: None taken ITEM NO. 8 Receive an update on the process for evaluation of CEO performance. (For possible action) DOCUMENTS SUBMITTED: - Performance Objectives DISCUSSION: Mr. Spring explained the process of how the evaluation process works for the merit increase. The end of the fiscal year, June 30 is most important date because the committee then has 120 days to commence Mr. VanHouweling s evaluation which would be due at the end of October. The committee then has 60 days to implement the award once it is decided. The result does have to go to the Governing Board for final approval. Chair Lopez-Hobbs asked HR Management to submit the market compensation studies so the committee knows what the appropriate levels of increase are. Page 5 of 21

6 UMC Governing Board Human Resources and Executive Compensation Committee September 20, 2016 Page 5 of 5 The November meeting is when the committee will start discussing the merit award. The incentive bonus can be up to 30% of the CEO s base salary. The fiscal year audit and financial report is an important and relevant document. The clock starts when this report occurs, which will be in November. The Committee will have 60 days from that date, to award the bonus. The bonus is split, half now and half at the end of the next audit cycle. Half will be awarded this year, from last year s bonus, 30 days from the audit results. A reminder will be placed on each, upcoming committee agenda to remind the committees. The meetings in November and December will be used to determine the bonus. It was suggested that Mason draft an executive summary of the year s accomplishments. FINAL ACTION: Place reminders on each, upcoming committee meeting agenda explaining the timeline for this review process. ITEM NO. 9 Identify emerging issues to be addressed by staff or by the Human Resources and Executive Compensation Committee at future meetings; and direct staff accordingly. (For possible action) DOCUMENTS SUBMITTED: None submitted DISCUSSION: None COMMENTS BY THE GENERAL PUBLIC: At this time, Chair Lopez-Hobbs asked if there were any persons present in the audience wishing to be heard on any items not listed on the posted agenda. SPEAKER(S): None There being no further business to come before the Committee at this time, at the hour of 10:36 a.m. Chairman Lopez-Hobbs adjourned the meeting. Approved: Minutes Prepared by: Terra Lovelin Page 6 of 21

7 AGENDA University Medical Center of Southern Nevada UMC GOVERNING BOARD HUMAN RESOURCES AND EXECUTIVE COMPENSATION COMMITTEE November 15, :00 p.m. 800 Hope Place, Las Vegas, Nevada Trauma Building, ProVidence Suite 5 th Floor Notice is hereby given that a meeting of the UMC Governing Board Human Resources and Executive Compensation Committee has been called and will be held on Tuesday, November 15, 2016, commencing at 3:00 p.m. at the Trauma Building, ProVidence Suite (5 th Floor), 800 Hope Place, Las Vegas, Nevada to consider the following: This meeting has been properly noticed and posted in the following locations: University Medical Center CC Government Center Third Street Building Regional Justice Center 1800 W. Charleston Blvd. 500 S. Grand Central Pkwy. 309 S. Third St. 200 Lewis Ave., 1 st Flr. Las Vegas, NV Las Vegas, NV Las Vegas, NV Las Vegas, NV (Principal Office) City of Las Vegas City of Henderson 400 Stewart Ave. 240 Water St. Las Vegas, NV Henderson, NV The main agenda is available on University Medical Center of Southern Nevada s website For copies of agenda items and supporting back-up materials, please contact Terra Lovelin, Board Secretary, at (702) The Human Resources and Executive Compensation Committee may combine two or more agenda items for consideration. Items on the agenda may be taken out of order. The Human Resources and Executive Compensation Committee may remove an item from the agenda or delay discussion relating to an item at any time. Consent Agenda - All matters in this sub-category are considered by the Human Resources and Executive Compensation Committee to be routine and may be acted upon in one motion. Most agenda items are phrased for a positive action. However, the Committee may take other actions such as hold, table, amend, etc. Consent Agenda items are routine and can be taken in one motion unless a Committee member requests that an item be taken separately. For all items left on the Consent Agenda, the action taken will be staff's recommendation as indicated on the item. Items taken separately from the Consent Agenda by Committee members at the meeting will be heard in order. SECTION 1. OPENING CEREMONIES 1. Public Comment CALL TO ORDER PUBLIC COMMENT. This is a period devoted to comments by the general public about items on this agenda. If you wish to speak to the Committee about items within its jurisdiction but not appearing on this agenda, you must wait until the Comments by the General Public period listed at the end of this agenda. Comments will be limited to three minutes. Please step up to the speaker's podium, clearly state your name and address and please spell your last name for the record. If any member of the Committee wishes to extend the length of a presentation, this will be done by the Chair, or the Committee by majority vote. 1 Page 7 of 21

8 2. Approval of minutes of the regular meeting of the UMC Governing Board Human Resources and Executive Compensation meeting on September 20, (For possible action) 3. Approval of Agenda (For possible action) SECTION 2. BUSINESS ITEMS 4. Discuss CEO performance metrics and market data. (For possible action) 5. Receive a report regarding recent market adjustment increases implemented for nursing classifications and the plan for other classification salaries to be updated to reflect the market. (For possible action) 6. Receive a report regarding the status of the development of a Personal Earnings Statement for communication to staff of UMC s investment in them. (For possible action) 7. Receive an update from Debra Fox, Chief Nursing Officer regarding the reorganization of the nursing division. (For possible action) 8. Identify emerging issues to be addressed by staff or by the Human Resources and Executive Compensation Committee at future meetings; and direct staff accordingly. (For possible action) COMMENTS BY THE GENERAL PUBLIC A period devoted to comments by the general public about matters relevant to the Committee s jurisdiction will be held. No action may be taken on a matter not listed on the posted agenda. Comments will be limited to three minutes. Please step up to the speaker s podium, clearly state your name and address and please spell your last name for the record. All comments by speakers should be relevant to the Committee s action and jurisdiction. UMC ADMINISTRATION KEEPS THE OFFICIAL RECORD OF ALL PROCEEDINGS OF UMC GOVERNING BOARD HUMAN RESOURCES AND EXECUTIVE COMPENSATION COMMITTEE. IN ORDER TO MAINTAIN A COMPLETE AND ACCURATE RECORD OF ALL PROCEEDINGS, ANY PHOTOGRAPH, MAP, CHART, OR ANY OTHER DOCUMENT USED IN ANY PRESENTATION TO THE BOARD SHOULD BE SUBMITTED TO UMC ADMINISTRATION. IF MATERIALS ARE TO BE DISTRIBUTED TO THE COMMITTEE, PLEASE PROVIDE SUFFICIENT COPIES FOR DISTRIBUTION TO UMC ADMINISTRATION AND LEGAL COUNSEL. THE COMMITTEE MEETING ROOM IS ACCESSIBLE TO INDIVIDUALS WITH DISABILITIES. WITH TWENTY-FOUR (24) HOUR ADVANCE REQUEST, A SIGN LANGUAGE INTERPRETER MAY BE MADE AVAILABLE (PHONE: ). 2 Page 8 of 21

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12 UM TA C LC H um OM a PE n Re NS so AT ur IO ce N S s D TA ep TE a M rtm EN en T t TO 2016 Page 12 of 21

13 MASON S MESSAGE Dear [Employee Name]: UMC continues to perform strongly in Our first and only services are award-winning and recognized, not only in Nevada, but nationwide! We have a new Primary Care location in Southern Highlands, adding to our network of Quick and Primary Care Centers that serve as the gateway to Nevada s Highest Level of Care! Through your use of ICARE4U, we are helping our patients feel more welcome and better taken care of during their stay with us. I appreciate your extra efforts in putting hospitality into our hospital. The Administrative Team continues to listen to your feedback and suggestions, and through that, have implemented programs such as Tuition Reimbursement and Loan Forgiveness Partnerships to help you further your education. We will continue to make sure we take care of you, as you take care of our patients. This Personal Earnings Compensation Summary provides you with information for your records on your total compensation and shows you an overall view of the investment made to you as a UMC employee. Please review the information and if you have any questions, Human Resources is always available to assist you by calling Thank you for taking extraordinary care of our patients! Mason VanHouweling UMC CEO Page 13 of 21

14 MANDATED BENEFITS Mandated benefits are composed of Workers Compensation and Unemployment Compensation. UMC covers the full cost of Workers Compensation. For on-the-job accidents or illnesses, Workers Compensation pays all medical bills and contributes a portion of your earnings if you cannot work. You and UMC share equally in contributions to the Medicare Programs. These federal programs may provide an income in the event of your disability; pay a benefit to your survivors if you die; and/or at your retirement, pay a pension to you and your spouse for life, and also provide medical coverage at retirement age. UMC covers the full cost of Unemployment Compensation, which pays an income if you become unemployed through no fault of your own. ABOUT YOUR STATEMENT Most of the information shown on this statement illustrates your benefits and their value to you based on the salary, service, and coverage you had on December 31, Therefore, this statement does not reflect any salary increases you may have received recently or any changes you have made to your benefits coverage since then. While care has been taken to ensure this statement is accurate, the possibility of error always exists. The availability and amounts of your actual benefits will always be governed by the official plan documents or contracts. All programs and benefits are subject to change and/or termination by the company. If you have any questions about this statement or need more information about your benefits in general, please contact the Human Resources Department at YOUR PERSONAL INFORMATION The data below was used to calculate your personalized information found within this statement. If any part of this data is incorrect, notify the Human Resources Department at Date of Birth: Date of Hire: Page 14 of 21

15 $ 2016 TOTAL COMPENSATION OVERVIEW Your total compensation includes your base pay and your benefits. While your base pay is immediately visible, the value of your employee benefits may often be overlooked. The company s contributions to your medical, dental and vision insurance, PERS, and a variety of other benefits make up a large part of your total compensation. This estimate includes the company s cost of your benefits based on your elections and payroll data as of December 31st, Description Company Cost Your Cost Direct Compensation Base Salary as of December 31 st, 2016 $66, $0.00 Longevity $0, $0.00 Percentage 100% 0% 2016 Annualized Health & Welfare Benefits Company Cost Your Cost Medical, Dental & Vision Plan $6, $ Basic Life Insurance $22.62 $0.00 Supplemental Life Insurance Employee $0.00 $19.20 Spouse $0.00 $4.80 Child(ren) $0.00 $0.00 Basic Accidental Death & Dismemberment (AD&D) $4.62 $0.00 Supplemental AD&D $0.00 $36.00 Leave Time (CAL, EIB) $5, $0.00 Long-Term Disability (M-Plan Only) $0.00 $0.00 Subtotal $11, $ Percentage 94% 6% Retirement Benefits Company Cost Your Cost Public Employee Retirement System (Nevada PERS) $18, $0.00 Mass Mutual - Voluntary Deferred Compensation 457(b) $0.00 $0.00 Percentage 100% 0% Mandated Benefits Company Cost Your Cost Medicare $ $ Subtotal $ $ Percentage 50% 50% Total Value of Your Compensation and Benefits $97, $1, Social Security Tax Savings of 6.2% - Increase to Net Take Home Pay $4, $0.00 Percentage 98% 2% Page 15 of 21

16 PAY & BENEFITS For each dollar you earned in 2016, approximately $0.32 is added on average for the value of benefits provided by UMC. In other words, each dollar earned is really worth $1.32 in total compensation. Shown below are your current elected coverage levels for UMC plans: 2016 Benefit Levels 2016 BENEFIT LEVELS Plan Medical Plan Dental & Vision Plan Basic Life Supplemental Life Basic Employee AD&D Supplemental AD&D Salary Continuation Long-Term Disability (M-Plan) Flexible Spending Accounts Health Care Dependent Care Option Clark County Self Funded Dental & Vision Employee Only Employee Only Employee Only Employee & Family Employee Only Employee Only Health Care Dependent Care CAL & EIB LEAVE TIME & HOLIDAYS Paid Time Off CAL EIB Number of Day Days 10 Days Leave time, 6% Medical, Dental & Vision, 7% % of Total Compensation Medicare, 1% Base Salary PERS, 19% Longevity Base Salary, 68% Medical, Dental & Vision Leave time PERS Medicare CAL Page 16 of 21

17 PERS RETIREMENT (PERS) Whether your retirement is several years away or just around the corner, it makes sense to make plans for the future. Because UMC is local government employer, employees participate in PERS, the Public Employees Retirement System. In addition, employees can elect to participate in the Mass Mutual voluntary deferred compensation 457(b) investment plan. PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) UMC pays 28% of your base pay and other qualifying earnings each pay period into the Public Employees Retirement System towards your pension plan. FUNCTION: The Public Employees Retirement System (PERS) is a tax-qualified defined benefit plan created by the Legislature as an independent public agency to provide a reasonable base income to qualified employees who have been employed by a public employer and whose earning capacity has been removed or has been substantially reduced by age or disability. It was also created to make government employment attractive to qualified employees and to encourage them to remain in government service for such periods of time as to give employers and the people of the state the full benefit of the training and experience gained by the employees while employed in public service. ANNUAL STATEMENTS: Each year, every active, contributing member of the retirement system receives a statement regarding the amount of contributions the employer has made on his or her behalf to the pension fund. The statement reflects the total contributions made as of December 31st of the preceding year. RETIREMENT CALCULATOR The PERS pension plan is designed to provide monthly benefit payments at retirement. As a defined benefit program, the amount you receive upon retirement is determined by a set formula based on your age and years of service. The more you earn and the longer you work at UMC, the higher your monthly pension will be during retirement. The amounts shown below are made on the assumptions of a 35 year-old employee, $3000/month income, working full-time with UMC until he or she is eligible to receive benefits. For more information, your personal PERS status and detailed calculators, please visit: Page 17 of 21

18 RETIREMENT (PERS) Below is a simulation for example purposes only of what a full-time, benefitted employee averaging $45,000 annually could potentially receive as a monthly pension amount based on varying years of service. The more years you work for UMC the higher your pension amount, all at no cost to you! $3, $3, $2, $2, $1, Monthly Pension Years of UMC Service $1, $ $ PERS Page 18 of 21

19 ADDITIONAL OTHER BENEFITS OFFERED BY UMC For further details on all of the programs outlined below, please go to the UMC Intranet Human Resources page. No Social Security deductions UMC employees have a higher net take home pay! Discounts UMC employees receive discounts at AT&T, Sprint, SeaWorld, Anytime Fitness, Body & Brain Yoga, YMCA, Real Results Fitness and more! The links to our Corporate Shopping Program and Wild at Work Discounts are located under the Human Resources additional benefits and discount programs tab. Mass Mutual Offers a full range of products and services and our 457(b) deferred compensation retirement plans. AFLAC AFLAC offers a full range of insurance products for your needs. Information on how to enroll or speak with an AFLAC representative can be obtained through the HR Benefits department. Employee Assistance Program Counseling services available for employees and their immediate family members at no cost. In-Service Education UMC offers classes such as Excel, Word, BLS, etc. All classes can be accessed and enrolled in by logging into ESS located on the intranet and Employee Access site on UMCSN.com. Tuition Reimbursement Provides financial assistance to UMC employees desiring to advance their formal education or enhance their professional development. The application details can be obtained under the Training & Development tab under Human Resources. Cafeteria Discount Hungry? No cash? No worries! Benefitted UMC employees can simply swipe their badge for a payroll deduction. On-Site Banking US Bank has a full on-site bank to handle all of UMC employees banking needs. Annual Service Awards UMC employees are honored each year for 10, 15, 20, 25+ years of service. Page 19 of 21

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