Compensation Overview. An essential component of developing and maintaining our highly talented and diverse workforce is our commitment to offering competitive rates that reward skill, desirable behavior and competence. We commit dedicated resources to maintaining a compensation program that is both market-competitive and internally equitable. Our program includes essential premium pay such as holiday pay, charge pay, preceptor pay, call pay and shift premiums for evenings, nights and weekends.
To ensure our workforce is the best it can be, we monitor performance on a regular basis. Each associate’s annual evaluation consists of three primary components:
Organizational Expectations. Flexibility, accountability, excellence and focus are all organizational expectations designed to measure the way you work. Grounded in Saint Mary’s mission and values, they are consistent for every individual, every job description and every performance evaluation throughout our network.
Essential Functions. The skill with which associates fulfill their essential functions is reviewed and reinforced during annual performance evaluations. In addition, all managers provide informal feedback on an ongoing basis to assist associates in moving toward their appointed goals.
Special Projects, Goals and Objectives. Many positions have specific goals and objectives that must be met. From time to time, individual associates will request or be asked to complete special projects or achieve specific goals beyond the normal scope of their jobs. The way these goals, objectives and special responsibilities are fulfilled is an essential component of the performance evaluation process.
To learn more about Saint Mary’s Compensation Program contact a recruiter in our Organization & Talent Effectiveness Department at (616) 752-6060.
