AtlantiCare Leader Handbook

Location on Starfish: Compensation Philosophy Leader Bonus

Leaders and providers are eligible for an annual leader bonus. It is typically paid in April and based on 60% individual goal achievement, 20% on organizational goals (typically different organizational goals than staff Share the Success), and 20% is discretionary. Leaders have varying target bonus amounts from $1,250 and up, depending on job level. Leaders can earn up to 25% over their target amount if stretch goals are achieved. Goal results come directly from SuccessFactors, so it’s very important for goals and results to be entered in a timely manner. Leader Expectation(s): Leaders are expected to set SMART annual goals in SuccessFactors and update their results timely. New Hires/Internal Transfers It can be stressful to start a new job in a new department with new people. AtlantiCare wants to set every new hire up for success, and we do this by making them feel welcomed, orienting them to the department, and training them for their new job. Leader Expectation(s): Leaders are expected to make sound hiring decisions (we hire for values match and kindness; technical skills can be taught). We want leaders to reach out to new hires before they start to discuss logistics, uniforms, what to expect, etc. On the first few days of employment, new hires are in Orientation, but after that they will start on their unit. Leaders should have a plan for each new hire to get them oriented and up to speed. Below is what is required: Position changes (including promotions and demotions) occur frequently at AtlantiCare. For this reason, we have standardized how pay changes are determined when this occurs. Refer to Policy #397. If an employee is moving into a position of the same grade, then it is considered a lateral move and their pay remains the same. If they are going into a higher grade, then they receive a 5% pay increase, or the minimum pay of the new grade, whichever is greater. If they are going into a lower level grade, then they receive a 5% decrease per grade (up to a max of 10%) and if that isn’t enough to get them into the new grade then they go down to the pay maximum of the grade. Leader Expectation(s): Leaders should be able to comfortably discuss how pay is impacted when promotions and demotions occur with their employees. Adhering to the policy is extremely important to maintain fairness and consistency. Merit AtlantiCare follows a “pay for performance” philosophy where we award annual merit increases to employees based on their performance evaluation results, so timely completion of performance reviews is important. Higher performance results in higher increases. Merit increases are typically paid in April each year. Employees that are at the max of their pay grade will receive a lump sum payment instead of a merit increase to their base pay. Some positions, such as premium pool positions, flat rate positions, and providers are not eligible for merit increases. Leaders are notified if any of their employees are not eligible for a merit increase and if any employees are receiving a lump sum. Leader Expectation(s): Leaders should be able to comfortably discuss pay with their employees and be able to speak to how and why merit increases are rewarded. Share the Success AtlantiCare staff-level employees are eligible to participate in an annual bonus program called Share the Success. Leaders and providers are not eligible. Payout amounts are earned based on achievement of organizational goals. 42 • Orientation Checklists • Preliminary Evaluations Promotions and Demotions