We have employee's that can get incentive pay for different reasons. In the past, our organization has created a new job code and added additional compensation to an employees base rate of pay. When it comes time for merit increases, the merit compounds with the incentive pay. We have been working with our third party company that sends hours to Infor (API Time and Attendance) to see what options we have in getting the correct pay added to the employee's time. They recommended that we work with Infor to see if there are any other options avaialable.
Our goal is to reduce the number of job codes we have to better align with the job description. For example, an RN's job description is the same if they have a certification or not. It would make sense that we would only have one job code for RN and add the incentive pays as needed. We have incentive pays of $0.50 for a certification, $1.00 for a BSN, $1.50 for a BSN with a certification, $2.00 for an MSN, and $2.50 for an MSN with a certification.
How can we pay an RN that has a BSN an extra $1 an hour based on the number of regular hours without tying it to the base rate of pay?
For example, an RN clocks in an out all week. They have 40 hours of regular pay at the end of the pay period. When payroll processes API sends, 40 hours worked to Infor. Infor see's that the employee should receive an extra $1 an hour and adds that to the employee's base rate of pay. The incentive pay cannot be a flat amount because the employee could only work 38 hours a week.
Some of the concerns that we have are:
1. An employee that has a BSN in one department is eligible for the incentive pay; however, in another department, it is part of the job requirement, so there is no incentive pay. For example, an RN that works in the Emergency Department is eligible for an extra $1 for having their BSN. If that employee transfers to accounting, it is a requirement of the job, and they are no longer eligible for the incentive pay.
2. An employee that has a certification that expires in two years will need to have their incentive turned off. Currently, it is a manual process to change an employee's job code from an RN with a certification back to an RN without a certification when the certification expires. It also leaves opportunity for an employee to get paid for a certification that had expired, if the job code is not changed.
3. We have some incentives that go with years of service. For example, less than five years you are a Tier 1 and get an extra $6.50 up to a Tier 2 with more than five years of service getting $12.50 an hour additional. Can we have multiple incentives tied to an employee's regular hours?
We are looking for what capabilities the system has and some best practices that other healthcare customers are doing. Infor has suggested that we go with Shift Tables. I am not familiar with Shift Tables. If you have any recommendations on how to use Shift Tables to pay incentive pay, please let me know. Any help would be greatly appreciated.
