PAY STRUCTURE FOR NURSING: INDUCEMENTS AND COSTS

该提案的总体目标是解决招聘和留用问题。 医院护理部存在的问题。应用程序更多 具体建议测试差别薪酬结构(DPS)模式。 模型的组成部分使用：1.教育和责任因素 指定基本工资。作为专业护理的入门岗位， 文凭护士是作为基准的。2.公平劳动 《标准法案》关于工薪(免税)和小时工资的分类标准- 评级(非豁免)员工。助理护士将有资格获得加班费 而职业护士将获得补偿时间。3.经济实惠 增加晚上、夜间和周末志愿者的积极性。 这将涉及增加不受欢迎的工作时间的工资差异，以及 降低周一至周五白天的工资率。4. 能力水平，以取代固定的薪酬结构，通常基于 服务年限。通过实际的模型实施，同行评审 将使用流程来分配能力级别高于 试用期。5.作为获选的奖励，发放数额可观的奖金 就业纪念日日期。奖金金额不影响以下人员的基本工资 这位员工。 该模型将使用#年护理部员工记录进行测试 两家非营利性社区医院。预测线性模型将 模拟机构现有的薪酬结构和DPS模型 目前的三个时间框架，两年和四年后。会有的 还将测试机构确定的最佳组合人员配备计划 利用经修订的DPS模式所要求的工作说明。

The general aim of the proposal is to address recruitment and retention problems in hospital nursing departments. The application more specifically proposes to test a differential pay structure (DPS) model. Components of the model use: 1. Education and responsibility factors for assigning base pay. As the entry position for professional nursing, the baccalaureate-prepared nurse is used as the bench-mark. 2. Fair Labor Standard Act criteria for categorization of salaried (exempt) and hourly- rated (non-exempt) staff. Associate nurses would qualify for overtime pay and professional nurses would earn compensatory time. 3. Economic motivation to increase volunteers for evenings, nights, and weekends. This will involve increasing pay differentials for unpopular hours and decreasing pay rates for daytime Monday through Friday employment. 4. Competency levels to replace lock-step pay structures commonly based upon length of service. With actual model implementation, peer review processes would be used to assign competency levels above the probationary level. 5. Bonuses, sizeable in nature, as awards on selected employment anniversary dates. Bonus monies do not affect the base pay of the employee. The model will be tested using nursing department employee records in two, not-for-profit, community hospitals. Forecasting linear models will simulate the institution's existing pay structure and the DPS model using three time frames current, two years, and four years hence. There will also be testing of an institution defined optimal mix staffing plan utilizing revised job descriptions required of the DPS model.