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In This Issue:
As the result of BWH's operating performance in FY05, the hospital will be offering increases in compensation up to 4 percent (budgeted at 3 percent) for FY06. This merit system applies to employees not covered by a collective bargaining agreement and, once again, is based on one's current performance appraisal and effective on the quarter-review date.
The completion of a written performance evaluation rated at level three or higher is required to receive an adjustment in pay. Those who receive an adjustment to the maximum of their pay range or are above their range maximum may be eligible for a bonus of up to 3 percent (funded at 2 percent). In addition, the formal salary range maximums will be adjusted by 3 percent.
The FY06 program includes a market contingency budget, which can be used to assist in recruiting and providing other necessary market adjustments.
“2005 has been a good year-in addition to advancing BWH's agenda, staff have done a great job in managing expenses, but 2006 will bring challenges,” said Chief Operating Officer Kate Walsh, who looks ahead to next year as the hospital will hire additional staff in quality and safety areas, and is faced with important capital expenditures.
“We are constantly surveying the professional landscape to ensure we can attract and keep the best people here,” added Walsh, who is pleased with the low turnover at BWH. The turnover rate for FY05 is projected to 15.04 percent, a favorable downward trend from 16.21 percent in FY04 and 19.28 percent in FYO3.
“The coming year's Wage and Salary Program is one piece of the hospital's overall and comprehensive focus on quality of work life,” said Gary Gottlieb, BWH president.
Staff should contact their managers with specific questions related to the FY06 Wage and Salary Program.