Skip to contents
In This Issue:
BWH Rolls out an Attractive FY02 Wage and Salary Program
BWH has announced its Wage and Salary Program for fiscal year 2002 (FY02). A letter detailing this year’s program was distributed with employees’ September 27 paychecks.
Effective October 1, employees not covered by a collective bargaining agreement are eligible for a 0-6 percent merit-based salary increase (with a four percent budgeted increase). Employees who rate at level three or 290 points (effective) or higher on their performance evaluations are eligible for an increase.
In addition to performance appraisal increases, BWH’s salary range maximums are increasing by four percent, positioning the hospital competitively in the thriving job market. Throughout the year, HR generalists will continue to work with managers to review and evaluate pay practices to insure we remain competitive with the market. To help address un-anticipated shifts in the market throughout the year, BWH has set aside a contingency budget. In addition the hospital will implement programs that will allow an increase in its wage floor, which will impact BWH’s entry-level structures.
“Satisfied and effective employees drive patient and customer satisfaction—that’s what drives financial success and enables us to meet our mission here at BWH,” said Cheryl Locke, vice president, HR.
According to Locke, the FY02 Wage and Salary Program reflects the hospital’s ongoing commitment to its employees and quality of worklife initiatives. These commitments include the development of many action plans as a result of the 1999 Staff Survey focusing in the areas of communication, teamwork, leadership, quality patient care and respect. In addition, the hospital has enhanced tuition reimbursement, added training programs and increased the MBTA subsidy from 45 to 50 percent (see Parking Update article).
Contact your supervisor or manager for more information on the program.