Mariesmith

We do staff surveys but the questions are too vague and very structured. What you see in the results and what you actually see/hear what is happen are two different things.

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.

Thank you for understanding where I am coming from.

Awesome! You have given me the best information so far. Thank you so much! :)

Great! What would you consider a "Safe patient/staff ratios"? Seriously guys, I'm an actual Corp. person who is trying to hear what you have to say and make a change for the better. Now I could be like the majority of Corp. people who assume they know what is best for you but I rather hear from the people that my decisions directly effect. So if "Fake rewards" as you so eloquently put it, what are some ideas that would make a CNA feel recognized. That's all I'm trying to do.

See now, I would say RNs are the brain of LTC. Nonetheless, there has to be responsibilities that a CNA does that can be evaluated and rewarded for. Can CNA's prevent ulcers from occurring? Or falls from happening?

Hi there, 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. Respectfully, Marie