M Plan M Plan - Other Public Employers SNHD is the only PERs- - PowerPoint PPT Presentation

“M” Plan

“M” Plan - Other Public Employers • SNHD is the only PERs- Eligible employer in the Valley without a “M” Plan • The proposed SNHD “M” Plan is not as robust as other “M” Plans in the Valley 2

SNHD Proposed “M” Plan Comparisons Benefit Type UMC Cat 1 CC Cat 1 SNHD Cat 1 Annual Increase up to 9% up to 9% up to 5% Bonuses up to 10% up to 6% No Bonus After 7 years, $110 per year; hired after July, Longevity .57% of pay per year worked .57% of pay per year worked 2019, no Longevity benefit Administrative Leave 5 days 5 days 0 days PTO 37 days 0 Days 42 days Annual Physical $500 $500 $0 Retirement Splits Increase in PERS Splits Increase in PERS Splits Increase in PERS Up to $165 per month with baked in increase Up to $165 per month with baked in increase Up to $570 per month (no baked in increase Insurance language language protection) Severance Pay up to 12 weeks up to 12 weeks up to 8 weeks Extended Illness Bank 1.8456 hours PP 0 1.8456 hours PP Sick Leave 0 hours 3.7 hours PP 0 hours Bonus Leave up to 40 hours up to 40 hours 0 hours Tutition Assistance Double UNLV Rate UNLV Rate Double UNLV Rate Vacation 0 days up to 159 hours 0 days Total Hours of Leave 42-47 days 37-42 days 42 days Vehicle Allowance $500 $500 $500 Life Insurance $50K $50K $20K 3

Justification Source : https://www.bls.gov/news.release/jolts.t16.htm Turnover Rates Federal 14.70% State and Local 20% SNHD Management 32.50% Clinical Services 13.70% Community Health 7.90% Environmental Health 6.00% Administration 6.90% 4

Management Positions with Highest Turnover (Past 5 Years) Position Number of People Who Held Role Turnover Rate Admin Director 3 100% HR Director 4 75% Finance Manager 3 66% Environmental Health Director 3 66% Community Health Director 3 66% 5

Hard to Encourage Management-Level Growth • Without a distinct “M” Plan, it is hard to incentivize internal management growth • In the past two years we have had two instances where newly promoted managers were going to make less than the supervisors that reported to them • No “M” plan to offset the wage loss 6

Struggles in Recruitment • While SNHD appears to be struggling more than the average employer to maintain managers, it is important to note that the recruitment challenges are further exacerbated by the state of the job seeker market. There has been a 22% decline in the number of job applicants since 2013. The for 2020 are expected to continue to dwindle. 7

• Management Category I Recommended Benefits; Cat • Consolidated Annual Leave: 42 days I • Extended Illness Bank: 48 hours annually • Vehicle Allowance increase of $100 Management Category I: District Health Officer, Director of Clinical Services, • Tuition Reimbursement at twice the current Director of Community Health, Assistant UNLV per credit hour cost District Health Officer/Chief Medical Officer, General Counsel, Director of • Severance pay up to 8 weeks based on length Environmental Health, Chief Financial of service Officer, and the Director of Human Resources & Organizational Development. 8

Recommended Benefits; Cat • Management Category II II • Consolidated Annual Leave: 37 days Management Category II: Associate General • Extended Illness Bank: 48 hours annually Counsel, Chronic Disease Prevention and Health Promotion Manager, Chief Information Officer, • Tuition Reimbursement at twice the current Epidemiology and Disease Surveillance Manager, Community Health Nurse Manager, EMS & UNLV per credit hour cost Trauma Systems Manager, Environmental Health Manager, Facilities Services Manager, Laboratory Manager, Public Health Preparedness Manager, Public Information Manager, FQHC Operations Officer, Pharmacy Manager, and other Management-Level positions identified by the District Health Officer. 9

Funding; Direct • Total Direct Costs: • Vehicle Allowance $100 times 9 Staff = $900 Monthly • Annual impact =$10,800 • Severance Package — Recommend inclusion of an estimated contingency reserve amount in the Annual Budget • Annual impact = $25,000 • Total Annual impact of M Plan = $35,800. 10

Funding; Indirect • Total Indirect Costs: • Tuition Reimbursement implies no budgetary impact. The allowance and associated cost estimates will be performed as part of the annual budgeting process and approved on a case by case basis. Exposure will me maintained within the parameters of the budget. • Increased CAL — no direct costs as the amount of carried leave balance has not been increased. No additional leave to be paid out to the employees as part of this plan. 11