Thinking of an incentive program for longevity....help

househome · May 25, 2008

money? ok i know that they will shoot you down for that. how about a small celebration for someone acheiving a certain amout of time, like a cake, coffee, and a plaque or a framed certificate? or letting that person have an exta day off or giving them a certificate for a pedicure, manicure, massage, something that takes care of them for taking care of others?

i still love the money idea, but i have never worked anywhere that the money idea gets anything but an eyeroll by administration.

llg, PhD, RN · May 25, 2008

Scheduling preferences are usually popular (e.g. fewer weekends, fewer nights, preference on the hoiday schedule, etc.) I know units that give people "requests" on the schedule according to their seniority -- and it really provides a morale booster and an incentive for those nurses not to leave.

caliotter3 · May 25, 2008

This idea isn't specifically for longevity but I thought it was helpful. Several of the nurses at one of the places I worked at had a "slush fund" that they each paid ($100) a month to. One of the nurses participating in the fund would be the recipient of all that was collected. I don't know if they paid out every month or how they chose who got the jackpot. I know that the month I got laid off, these wonderful people offered to give me the money from their fund to pay my mortgage. I didn't take it but felt so grateful that my coworkers thought so much of me. I didn't know about the fund. Since we know that administration won't like the idea of seniority based pay raises, perhaps something like this fund could be set up. Purely voluntary with set rules about how it is handled. The money could be kept in an interest bearing account, and X amount could be paid to contributors when they reach certain milestones. Hopefully, everyone won't reach the same milestone at the same time. Just a thought, as anything with a money basis is usually well received.

mom2michael, MSN, RN, NP · May 25, 2008

At my current place of employment there is a Nursing Gala where you are invited if you have been an employee for 5 or more years. They provide all the food, fun and drinks (for those that drink) for you and your family (over 21 only). Each year is a theme, everyone dresses up according to theme. They claim to have a great time and if you have been an employee for over 5 years, you get the time off automatically to attend. They also give away prizes that night too - good prizes like BBQ grills, vacation packages, etc.......

Also, insurance. At year 5 your insurance rates go down for you and your family (it's not a great deal, but it does drop about $15 a pay period) and at year 7 they pay for your dental for you and your family and at year 10 they pay for vision and dental for everyone in your family.

Another place I interviewed for but declined the job pays you a cash sum every year based on a % for each each you have worked for the facility. It's paid out every Dec. in time for Christmas. They call it a retention bonus and they do this rather than a sign on bonus. It's paid out as long as you work there - increases each year with no max. cap and starts that very first year.

My VERY rural facility that doesn't have a lot of money for parties and cash payouts gives people, starting at year 3, things like a paid day off, vacation packages, GC to a nice rest. in town, spa packages, tickets to baseball games, free tickets to local theme park attractions, etc.....most of which are donated to the facility - but hey...who cares??? It's free for us!!!!

househome · May 25, 2008

Scheduling preferences are usually popular (e.g. fewer weekends, fewer nights, preference on the hoiday schedule, etc.) I know units that give people "requests" on the schedule according to their seniority -- and it really provides a morale booster and an incentive for those nurses not to leave.

I love that. I forgot how much scheduling preferences mean to everyone.

wildmountainchild · May 25, 2008

Money, money, money. If a hospital wants to retain high qulity staff then they have to pay for them. I recently got a job as a new grad. I will get paid $55 an hour. My friend who has been working a similar job in another ED for the past 10 years is getting $1 more an hour than I am.

I don't think she's going to be staying there much longer. She'll probably get close to $70 for her experience where I work.

2006RNCS · May 25, 2008

Money, money, money. If a hospital wants to retain high qulity staff then they have to pay for them. I recently got a job as a new grad. I will get paid $55 an hour. My friend who has been working a similar job in another ED for the past 10 years is getting $1 more an hour than I am.
I don't think she's going to be staying there much longer. She'll probably get close to $70 for her experience where I work.

Where do you work? Oh my goodness! :bow:

perfectbluebuildings, BSN, RN · May 25, 2008

Oh wow... $55 an HOUR??? That's amazing!!! Yes... WHERE do you work???

wildmountainchild · May 25, 2008

San Francisco. The cost of living here is pretty high, but I actually live outside of the city and catch the train in. I think the Bay Area (as in San Francisco Bay) has the highest paid nurses in the country....and I'm working at the best paying hospital in the Bay. My impression is that nurses are really valued, hence the pay....with a raise coming in June.

wildmountainchild · May 25, 2008

Oh, and garaunteed ratios. 5 pts to one nurse on the floor. 4:1 in the ER. Only 2:1 max in ICU or if critical care in ER. I WON'T work as a nurse in another state. To go from caring for 4 pts, which at times seems crazy, to caring for 8, or 13! Yikes.

celery · May 25, 2008

Money would be most important to me.