As a high performance EMS Agency, Medic is dedicated to continually improving patient care. This Agency tracks numerous key indicators that are proven to directly impact the quality of care our patients receive. When we focus on the patient and on these key indicators, patient care and Medic’s ability to serve the community improves.
Performance Results Pay Program
The purpose of the Performance Results Pay Program is to align recognition, performance and reward for achieving important and measureable results. It serves to challenge everyone to do their best providing excellent care and service to our patients and the community.
Program Overview
- Triggers and Goals determined and approved in annual budget process.
- Changes to Triggers and Goals shall be communicated in advance.
- Performance compared to respective goals will be tracked over four month periods.
Participants
- Employees in full time or part time status for the entire performance period and employed at the payout date.
- Disciplinary action (level 5, or decision day) disqualifies a participant for the period in which the event(s) that caused the disciplinary action occurs (not necessarily the date of discussion).
- If an employee has a discrepancy with their disciplinary action, it must be resolved according to Employee Handbook Chapter 1.8 Grievances within 5 days of the event.
- Part time employees must meet all schedule and employment expectations during the performance period in order to receive any payout.
Performance Cycles
- Cycle 1: July 1 – October 31
- Cycle 2: November 1 – February 28/29
- Cycle 3: March 1 – June 30
Performance Payout Potential
- Up to $1000 per full time employee/up to $500 per part time employee, per four month cycle. Performance pay is income and subject to applicable deductions (taxes, retirement, etc.), and overtime (OT) calculations for non-exempt employees.
OT Calculations
- Performance pay calculations for non-exempt employees vary based on the amount of overtime worked in each cycle. Working overtime will increase the adjusted OT rate for that cycle’s payout. The adjusted OT rate is applied to overtime hours worked during the cycle.
- Here is the formula and an example of the calculation:
Performance payout ÷ total hours worked = Average hourly performance rate
Average hourly rate ÷ 2 = Overtime premium
OT premium x OT hours worked = Adjustment amount
| Total hours worked during cycle | OT hours worked during cycle | Performance pay divided by hours worked | Performance pay OT rate (1/2 rate) | OT hours x Performance pay OT rate | Base performance pay | Total earnings |
| 700 | 40 | 1.428571 | 0.714285714 | $28.571429 | $971.428571 | $1000.00 |
Plan Trigger Requirements and Goals
All Plan Trigger Requirements must be achieved for the tracking period for any payout to occur. The current Trigger Requirements are:
- Patient satisfaction
- Financial Performance (Defined as revenues > 1% higher than Agency expenses)
- Total time on task (911 responses, call dispatch to unit available again)
Once Trigger Requirements have been met, the amount to be paid is then determined by the number of Goals achieved. Current Goals are set for the following performance areas:
- Medical Priority Dispatch System Compliance
- Priority 1, 2 and 3 response times meet or exceed contract specifications
- Safe Vehicle Operations as measured by Road Safety driving scores
- Priority 1 trauma scene times
UNLESS ALL TRIGGER REQUIREMENTS ARE MET, THERE WILL BE NO PAYOUT FOR THAT PERIOD.
Bi-weekly updates will be posted throughout the Agency for everyone to monitor.
Please speak with your Supervisor directly with any questions or ideas you may have about this plan and how it pertains to your specific role here at Medic.
