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

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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 Longevity .57% of pay per year worked .57% of pay per year worked After 7 years, $110 per year; hired after July, 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 Insurance Up to $165 per month with baked in increase language Up to $165 per month with baked in increase language Up to $570 per month (no baked in increase protection) Severance Pay up to 12 weeks up to 12 weeks up to 8 weeks Extended Illness Bank 1.8456 hours PP 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%

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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%

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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

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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

• f 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.

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Recommended Benefits; Cat I

• Management Category I
• Consolidated Annual Leave: 42 days
• Extended Illness Bank: 48 hours annually
• Vehicle Allowance increase of $100
• Tuition Reimbursement at twice the current

UNLV per credit hour cost

• Severance pay up to 8 weeks based on length
• f service

Management Category I: District Health Officer, Director of Clinical Services, Director of Community Health, Assistant District Health Officer/Chief Medical Officer, General Counsel, Director of Environmental Health, Chief Financial Officer, and the Director of Human Resources & Organizational Development.

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Recommended Benefits; Cat II

• Management Category II
• Consolidated Annual Leave: 37 days
• Extended Illness Bank: 48 hours annually
• Tuition Reimbursement at twice the current

UNLV per credit hour cost

Management Category II: Associate General Counsel, Chronic Disease Prevention and Health Promotion Manager, Chief Information Officer, Epidemiology and Disease Surveillance Manager, Community Health Nurse Manager, EMS & 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.

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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.

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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.

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