I'm a Compensation Analyst for the LTC world. I fight everyday to prove that CNAs are the heart of the centers and need to be recognized more for their efforts.
With that being said I am attempting to design a bonus plan for CNAs. My goal is to give CNAs the ability to control their earnings based on their performance. Since I am not in a center I don't have first hand knowledge of how a CNA affects the success of centers.
I'm reaching out to you to help me design the perfect CNA bonus structure for individual performance. Things to consider:
What should a CNA be measured on?
How easy would it be for a Supervisor to keep track of the CNAs performance?
Should a CNA be rewarded on a monthly basis or annual?
What are some fair eligibility rules?
Any help would be greatly appreciated, not just from me but the 6,000+ CNAs my company employs nationally.
In the long term care facilities around here the nurses on the floor do complete the CNA evals including sitting down with them and discussing the results. I know it varies from place to place though. And even if the DON does the eval she is an employee of the company as well so the CNA's do not work for her either.
That's different. I have never worked nor supervised a facility where the floor nurses were responsible for that. It has always been the shift supervisors/ house supervisors and above.
While we would get the floor nurses opinion on how a CNA was doing, we would be the one filling out the performance evals and presenting them to the employee. Of course, we also supervised the floor nurses, also, but I digress.
I understand where you are going with the DNS being an employee, also, but they are the agent for the company for that employee, so yes, they work for the DNS.
I think OP has never worked a day in her life in ANY role in LTC. We ALL know that CNA's are the hardest working people in the building. I couldn't do what they do, hands down.
I can't think of a single way to monitor CNA performance for bonuses other than strictly attendance based that wouldn't require an already overworked and underpaid nurse to track their progress. Yeah, that sounds like a good idea...add extra work on the already stretched way to thin nurse to ensure somebody else gets a bonus. Somehow I see this failing miserably.
I would like to know how much OP pays her CNA's now and what is the minimum wage in her area? Do they provide benefits or do they make benefits available that need to be paid for? Do they provide a retirement plan or just access to a 403B that employees must contribute to? Or my favorite- what was compensation of the CEO last year and include benefits?
Hmmmm. I'm going to think about this more and then come back to post more.
To start....the basics...shows up for work on time, little to no call offs, comes in for meetings or completes continuing education/ inservices. No complaints from families or diciplinary reports, completes duties as assigned in a timely maner.
I think higher wages in general would be better than a bonus program. I agree with others that a great CNA can have all kinds of bad things happen on her shift while a lazy, irresponsible one can have a great couple of weeks. However, if a CNA can make as much money assembling burgers or slinging fries at people as they do doing the hard, emotional, more physically draining job of caring for our sick and elderly, we can't expect to be fully staffed on a regular basis. More money for less work will pull more of them away from this field. Pay them what they are worth and I'm willing to bet that you will find that staff retention increases, and with increased numbers of CNAs would come far better working and living conditions!
Definitely second the showing up for work on time and no/not many call offs. Also, ask the residents how they feel about the aide. They may not take the initiative to report good things, so ask them! Even ask the other aides! Monthly would seem hard to do, and I think annually doesn't offer enough positive reinforcement. Quarterly would be nice!
Specializes in Case mgmt., rehab, (CRRN), LTC & psych.
Hi there,
I'm a Compensation Analyst for the LTC world.
With that being said I am attempting to design a bonus plan for CNAs. (Before anyone goes crazy, we are doing something for LVN/LPNs and RNs) My goal is to give CNAs the ability to control their earnings based on their performance. Since I am not in a center I don't have first hand knowledge of what separates a good CNA from a not so good CNA. (Before you tell me to ask my own CNAs, please know that I can't and that's why I am here).
I'm reaching out to you to help me design the perfect CNA bonus structure for individual performance. Things to consider:
What should a CNA be measured on?
How easy would it be for a Supervisor to keep track of the CNAs performance?
Should a CNA be rewarded on a monthly, quarterly or annual basis?
What are some fair eligibility rules?
Any help would be greatly appreciated, not just from me but the 6,000+ CNAs my company employs nationally.
Respectfully,
Just someone trying to make a difference.
Your two threads have been merged into one single thread.
One other consideration that just came to mind. Is this a union facility? If so, performance bonuses can be taken off the table as union rules most likely won't allow them.
ShaneTeam
201 Posts
That's different. I have never worked nor supervised a facility where the floor nurses were responsible for that. It has always been the shift supervisors/ house supervisors and above.
While we would get the floor nurses opinion on how a CNA was doing, we would be the one filling out the performance evals and presenting them to the employee. Of course, we also supervised the floor nurses, also, but I digress.
I understand where you are going with the DNS being an employee, also, but they are the agent for the company for that employee, so yes, they work for the DNS.