Multi-Location Medical Service Organization with 240 employees
As part of an effort to develop employee-based programs, a medical provider organization, with 240 employees, request assistance to analyze its current practices, policies and employee rewards. The goal was to develop programs that can better engage and motivate employees and hence, increase the productivity of the organization. Productivity was defined as the ability of the organization to maximize its labor resources and meet a series of goals along a five-year plan. The process developed by Employers Group consisted in obtaining employees’ input via an employee opinion survey and through a series of onsite focus groups.
Based on the analysis of the job-related documentation and data gathered during the interviews with the incumbents and management, EG delivered a series of written reports including findings and recommendations concerning each major department and functional group. In addition, detail employee-feedback was delivered to the organization’s upper management team along with recommendations to streamline the organization’s inter-department projects. The project teams were then tasked with the responsibility to lead efforts on completing cross-departmental goals. Once implemented, the recommendations allowed the organization to effectively train and organize its departments along its five-year plan.
Non-profit higher education agency, $35 million operating budget, 550 employees:
Needs: A review of the agency’s compensation strategy and incentive pay program, including payouts and plan structure, goal alignment, and merit pay, as well as benefit offerings and employee/employer contributions; establish internal pay equity comparability based on gender and ethnicity.
Services rendered: A market study and analysis of total compensation with emphasis on the incentive plan and variable pay for commercial non-profits and auxiliaries in higher education. Interview managers, review job descriptions, evaluate classifications, and other employee data to establish internal pay equity. Design and implement a compensation program tailored to the agency’s unique market demands, including: a report on the impact of the new plan vs. the current employee census in order to coordinate cost implementation strategies that meet the organization’s payroll budget expectations; provide sample employee communication about changes to compensation program.