Only certain departments in hospital got a pay increase? - page 2

Surgical, L&D, ER. Apparently they are the more 'lucrative' units, whatever the hell that means/matters. We're all out here working hard, we're all taking good care of our patients. What the hell? ... Read More

  1. by   Flatline
    What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?

    Are those units having trouble recruiting/maintaining quality staff?

    They do not give raises just to give raises. I suspect there is a rationale that the OP is unaware of.
  2. by   TriciaJ
    This is where unions come in handy. Without the benefit of collective bargaining, it's every employee for him/herself. Good luck with that.
  3. by   Julius Seizure
    Quote from llg
    I reached to top of the scale for my position several years ago (5 - 6 years ago, I think). I haven't gotten any raises of any kind since then. So yes, the "buying power" of my compensation has gone down each year. But there is not much I can do about that as there are no other places I would rather work.

    Such working conditions are not as rare as some people think.
    So frustrating. When I first graduated college, I made good money compared to most of my friend group. After about five years, a lot of them had far surpassed me, while my pay had increased minimally. It was disappointing when I realized that, unlike my friends, being good at my job as a hospital staff RN probably wasn't going to lead to huge compensation increases.
  4. by   Julius Seizure
    Quote from Flatline
    What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?
    Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a pizza party for the unit, or maybe a cookie tray from the cafeteria. Maybe a congratulatory email from management. Not actual money!
  5. by   Julius Seizure
    Quote from Flatline
    What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?
    Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a congratulatory email from management. MAYBE a pizza party for the unit, or a cookie tray from the cafeteria. Not actual money!
  6. by   ldrnicuguy
    Many hospitals in this area look at the market when adjusting pay as well. We have trouble hiring for certain units, they are going to get higher pay. Some hospitals I have worked for offered a few $$ for "critical care units." There was an adjustment of nearly $8 for one specialty because one hospital was so far behind its local competition. On a side note, listen to the others who offer advice to leave. I've worked alongside so many nurses who never leave even though they are unhappy, what's the point? I have made substantially more money/gotten promotions by changing hospitals and I always ask for more than they offer me because why not, what's the worst they are going to say? "No" then I am no worse off than when I started.
  7. by   /username
    Quote from RNingBSNing
    Agreed. Any thoughts on how employees might handle this sort of situation?
    Yes, get the **** out of there.
  8. by   meanmaryjean
    Quote from Julius Seizure
    Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a pizza party for the unit, or maybe a cookie tray from the cafeteria. Maybe a congratulatory email from management. Not actual money!
    That's whay day shift gets. Nights gets crumbs and the resultant mess to clean up.
  9. by   meanmaryjean
    OP: Vote with your feet.
  10. by   vampiregirl
    Does your hospital have a unit council or some other employee committee for each department?

    I worked for an employer who did raises for specific units. When presented with both the tangible (specific number of employees attempting to transfer to those units as well as people who left the hospital indicating it was related to wages) and intangible (morale etc) management reconsidered their strategy. The end result was raises across the board. I think the key to this was specifics and a professional approach.

    I would encourage you to evaluate how much a raise means to you (both from the monetary aspect as well as other feelings toward your current position/ employer) and see where you stand.
  11. by   nursesunny
    Quote from Been there,done that
    I did not get a merit raise in the last 6 years. I did receive an across the board raise of 2 percent yearly (same as the janitor). It all depends on your employer. If you are not even getting 2 % / year.. it's time to move on.
    Absolutely because your next salary will be based on your current one. (not always but with general frequency) So....if your current salary stays the same, you see where this is going.
  12. by   brandy1017
    Quote from Flatline
    What was the goal attainment rate for those units compared to other units? Did they meet their goal for CLABSI/CAUTI for example?

    Are those units having trouble recruiting/maintaining quality staff?

    They do not give raises just to give raises. I suspect there is a rationale that the OP is unaware of.
    I agree it is probably not that these departments are making more money, but rather than there is a shortage of nurses willing to work without a raise and they are being forced to raise pay to keep the few workers they have and find more!

    I've always received a raise, but only a 2-3% raise for years. One of the reasons I'm not at the max is because they adjust the min to max every couple years or I'd probably already be maxed out so I guess that's a good thing! Some hospital systems in my area who are also very profitable, took advantage of the financial crisis to freeze wages and forego raises for a year or too.

    The MBA suits are driven to maximize profits and the easiest way to do this is to cut costs and nursing is a cost to them so they have no problem freezing pay or cutting raises. It keeps their profits up and ensures the yahoos at the top get their annual performance bonuses.
  13. by   brandy1017
    Quote from Julius Seizure
    Don't be silly. The reward for meeting the CLABSI/CAUTI goal is a pizza party for the unit, or maybe a cookie tray from the cafeteria. Maybe a congratulatory email from management. Not actual money!
    Isn't that the truth! LOL They do the same gimmicks where I work! One was we'd have a popcorn or ice cream party if we had no falls for 90 days. So ridiculous, with all the weak, unsteady and confused patients we can't be everywhere at once. No one lets patients fall, we simply can't prevent all the falls given the few staff on the floor! I will say they now use sitters more than ever so that does help prevent falls, obviously way more effective than a silly, stupid popcorn, ice cream or pizza party!
    Last edit by brandy1017 on Jan 2

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