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RN Advantage Scheduling
Effective Date: August 29, 2013
 
I.       Purpose:
         
To establish a policy to serve as a resource to document all the different scheduling and pay options that exist in the
         Division of Nursing Services.

II.      Policy Statement:
         Carroll Hospital Center has established policies governing scheduling and pay options.

III.    Options:

         A.    Option A – (previously known as Registry A)
    • Schedule 24 hours in a 4-week cycle (32 hours in a 6 week cycle).
    • Work 8 of the 24 hours (12 of the 32 hours) as weekend hours (7 p.m. Friday – 7 a.m. Monday).
    • Two secondary holidays required (Easter, Mothers Day, Fathers Day, Halloween evening, day after Thanksgiving or Christmas).
    • Receive additional $5.00 per hour for any premium hours.
    • May contribute to 403B, no employer match.
    • No benefits, no guaranteed hours.
    • Pay rates:

                        Weekdays
7 a.m. – 3 p.m. – $26.50
3 p.m. – 11 p.m. – $29.50
11 p.m. – 7 a.m. – $30.50
  Weekends
7 a.m. – 3 p.m.  – $30.00
3 p.m. – 11 p.m. – $32.00
11 p.m. – 7 a.m. – $33.00

        B.    Option B – (previously known as Registry B)

    • Schedule 40 hours in a 4-week cycle (60 hours in a 6-week cycle).
    • Work 16 of the 40 hours (24 of 60 hours) as weekend hours (7 p.m. Friday to 7 a.m. Monday).
    • Work 2 major holidays (Christmas, Thanksgiving, New Years, Memorial Day, July 4th, Labor Day) based on unit need.
    • Work 1 secondary holiday (Easter, Mothers Day, Fathers Day, Halloween evening, day after Thanksgiving or Christmas) based on unit need.
    • Receive additional $5.00 per hour for any premium hours.
    • May contribute to 403B, no employer match.
    • No benefits, no guaranteed hours.
    • Pay rates:

                      Weekdays
7 a.m. – 3 p.m. – $32.00
3 p.m. – 11 p.m. – $35.00
11 p.m. – 7 a.m. – $36.00
  Weekends
7 a.m. – 3 p.m. – $34.50
3 p.m. – 11 p.m. – $37.50
11 p.m. – 7 a.m. – $38.50

        C.    Option C – (previously known as Flex Registry)
                Must be deemed competent to work in three (3) different patient care cost centers

    • Schedule 40 hours in a 4-week cycle (60 hours in a 6-week cycle).
    • Work 16 of the 40 hours (24 of 60 hours) as weekend hours (7 p.m. Friday to 7 a.m. Monday).
    • Work 2 major holidays and 1 secondary holiday, based on unit need (as in Option B).
    • Receive additional $5.00 per hour for hours worked on holiday.
    • May contribute to 403B, no employer match.
    • No benefits, no guaranteed hours.
    • Pay rates:

                      Weekdays
7 a.m. – 3 p.m. – $33.00
3 p.m. – 11 p.m. – $36.00
11 p.m. – 7 a.m. – $37.00
  Weekends
7 a.m. – 3 p.m. – $35.50
3 p.m. – 11 p.m. – $38.50
11 p.m. – 7 a.m. – $39.50

        D.    Option D – (Registry Call OR Only)

    • Base Rate: $32.00 for RN, $25 for Tech
    • Scheduled 80 hours in a 2-week cycle
    • Paid base rate for all assigned call hours
    • Not eligible for overtime, call back or call pay
    • No shift or weekend differential
    • May contribute to 403B, no employer match
    • No benefits or paid time off
    • No holiday requirement
    • Number of positions available based on unit need

        E.    Option E – (OR)

    • Base Rate: $38.00
    • Available 24 hours per week with one of the days being Monday or Friday
    • Scheduled 16 hours per week (unless not needed due to staffing)
    • Cover 24 hours on off shifts to include weekend, evenings, nights
    • No benefits or paid time off
    • Eligible for base pay and applicable shift, call back, holiday or overtime differentials
    • No holiday requirements
    • Cannot be current hospital Associate

        F.    Option F – (Supplemental Pool)

    • Scheduled 12 hours per week
    • No holiday or weekend commitment
    • No benefits or paid time off
    • Cannot be current hospital Associate

        G.    Option G – (Tech Registry Option for Supplemental Pool)

    • Schedule 24 hours in a 4-week cycle (32 hours in a 6-week cycle)
    • Two secondary holidays required (Easter, Mothers Day, Fathers Day, Halloween evening, day after Thanksgiving or Christmas)
    • Work 2 major holidays (Christmas, Thanksgiving, New Years, Memorial Day, July 4th, Labor Day) based on need
    • No benefits, no guaranteed hours.

        H.    Option H – (BSH Psych Tech Registry)

    • Schedule 40 hours in a 4-week cycle.
    • Work 16 of the 40 hours as weekend hours (7 p.m. Friday to 7 a.m. Monday).
    • Work 2 major holidays (Christmas, Thanksgiving, New Years, Memorial Day, July 4th, Labor Day)
    • Work 1 secondary holiday (Halloween evening, day after Thanksgiving or Christmas Eve) based on unit need.
    • No benefits, no guaranteed hours.
    • Subject to reassignment during shift based on changes in patient census and/or acuity.

IV.    Full-time, Part-time Staffing and Scheduling Alternatives
                             A.    Regular Full-time Associate (as defined in HR Policy)

        • An Associate budgeted and regularly scheduled to work 72 or more hours biweekly.
        • Regular full-time associates who meet eligibility requirements are eligible for benefits described in the benefit plan documents and Carroll Hospital Center policies.

                  B.     Regular Part-time Associates

        • An Associate budgeted and regularly scheduled to work less than 72 hours biweekly.
        • Regular part-time associates receive benefits described in the benefit plan documents and Carroll Hospital Center policies.

                 C.    Supplemental

        • Full-time or part-time associates with benefits.
        • RNs receive an additional $3.00 per hour for hours worked and Unit Secretaries and PCT’s receive an additional $1.00 per hour for hours worked in exchange for maintaining competencies to work in any patient care area.
        • Required to be flexible to meet the needs of our patients – may be pulled any time during the shift to accommodate changes in patient census and/or acuity.
        • Generally follow same holiday and weekend requirements as other full-time or part-time associates; requirements may vary based on unit need.

                  D.    PRN Status

        • Associates scheduled a minimum of 16 hours in a 4-week period (24 in a 6-week period), 8 of those hours (12 in 6-week period) must be scheduled weekend hours.
        • Receive an hourly base rate.
        • Must be paid for a minimum of 208 hours during the annual performance cycle to qualify for a merit increase if PMP warrants.
        • Work 2 major holidays, one must be Thanksgiving or Christmas, alternately, based on unit need.
        • Work 1 secondary holiday, based on unit need.
        • Receive time plus one half for hours worked on holiday.
        • Subject to reassignment during shift based on changes in patient census and/or acuity.
        • No guaranteed hours or benefits.
        • May contribute to 403B, no match.

                  E.    Weekender Plus (Full-time or Part-time [minimum 48 hours])

        • Associate works a minimum of two 12-hour shifts from 7 a.m. Friday to 7 a.m. Monday, per week. Unit needs dictate the weekend shift schedule and are subject to change. Expected to work every weekend, even if holiday falls on weekend.
        • Must be in at least a budgeted .6 FTE position (48 hours per pay period).
        • To qualify as full-time, must work a minimum of one additional 12-hour shift and be in a budgeted .9 FTE position (72 hours per pay period).
        • Budgeted position (.6 vs .9) determines benefit eligibility per benefit plan documents and Carroll Hospital Center policies.
        • Will be compensated at an hourly base rate plus 30% of base rate for all hours physically worked in weekender status on nursing units
          (i.e. traditional inpatient units, Family Birthplace, OR & ED).
        • Non-productive time (meetings, PTO, education, etc.) if approved, will be paid at base rate.
        • Will be paid at shift differential for shifts worked on evenings and nights as defined by policy.
        • Will not receive additional weekend shift differential; built into the 30% of base.
        • Will receive time plus one half for holiday hours worked; number of holidays required to work based on unit need.
        • Will receive PTO accruals based on FTE and hours worked up to 40 per week.
        • A maximum of 4 weekends (8 weekend shifts) per rolling calendar year may be scheduled off.  
        • Call-outs on weekends will be counted towards the maximum weekend total off per year. Only exception: 12-hour weekend shift made up during weekend of same pay period or following pay period with management approval. Failure to make up scheduled shift will be counted towards the maximum weekend total off per year.
        • May be placed on-call based on unit need. If placed on-call, will not count as one of the alloted weekend shifts off per year.
        • More than 8 weekend shifts off per rolling calendar year or failure to meet the weekend worked quota will result in elimination of weekender status.
        • Associates pulled from weekend option status position to work elsewhere due to the staffing needs will be paid at the 30% rate. Associates who voluntarily schedule themselves to work elsewhere will be paid at their base rate.
        • Will be considered last for incentive pay offering.
        • Number of positions available for this option based on unit need.

                  F.    Straight Weekender (no benefits – similar guidelines as registry)

        • Associates work a minimum of two 12-hour shifts from 7 a.m. Friday to 7 a.m. Monday, per week. Unit needs dictate the weekend shift schedule and are subject to change. Expected to work every weekend, even if holiday falls on weekend.
        • Must work minimum of 48 hours per pay period.
        • Will be compensated at an hourly base rate plus 50% of base rate for all hours physically worked in weekender status on nursing units (i.e., traditional inpatient units, Family Birthplace, OR & ED).
        • Non-productive time (meetings, education, etc.), if approved, will be paid at base rate.
        • Will not receive weekend shift differential; built into 50% of base
        • Will receive $2.00/hr shift differential for evening shifts worked and $3.00/hour for night shifts worked.
        • Receive $5.00 more per hour for hours worked on holiday as defined by hospital policy
        • Will have annual salary reviews. Base rates will be adjusted according to review date, PMP score and matrix.
        • May contribute to 403B, no employer match.
        • No benefits or PTO (paid time off)
        • Time off without pay must be preapproved. Maximum of 4 weekends (8 weekend shifts) off per rolling calendar year, to include no more than one holiday weekend off per year 
        • Call-outs on weekends will be counted towards the maximum weekend total off per year. Only exception: 12-hour weekend shift madeu p during weekend of same pay period or following pay period with management approval. Failure to make up scheduled shift will be counted towards the maximum weekend total off per year.
        • More than 8 weekend shifts off per rolling calendar year or failure to meet the weekend worked quota will result in elimination of weekender status.
        • Associates pulled from weekend option staus position to work elsewhere due to staffing needs will be paid at 50% rate. Associates who voluntarily schedule themselves to work elsewhere will be paid at their base rate.
        • May be placed on-call based on unit need. If placed on-call, will not count as one of the allotted weekend shifts off per year.
        • Limited number of positions available for this option based on unit need

 V.    Order of Call off  (Variations may occur based on unit need)

        • Agency
        • Associates working overtime
        • Associates working for incentive/Spirit pay
        • Associates requesting to be put on-call
        • Advantage Scheduling (Options A, B, C)
        • PRN Associates
        • Full-time, part-time and/or weekender Associates rotating on-call                

VI.    General Information

        • All options require a 6-month commitment prior to changing assignments, unless going to a full-time or part-time status
        • To qualify for any of the Advantage Scheduling Options, Associate should have 18 months experience.
        • Changing options will depend on current vacancies on the patient unit and at the discretion of the Director and AVP, Nursing Services.
        • Maximum of 16 hours may be worked consecutively at Manager/Director discretion during a crisis.
        • Inservices are compensated (at base rate) at Manager/Director discretion, all mandatory education/competency will be paid at base rate.
        • Associates working any of these options must maintain all appropriate unit competencies and skills requirements for the areas scheduled to work.
        • Associates who fail to meet scheduling or competency requirements will receive written notification of their non-compliance.  Associates will have a limited period of time in which they must meet requirements. If requirements continue to be unmet, Associate will be terminated.
        • May be required to float to area of competency when needed.
        • Subject to reassignment in urgent situations to provide safe patient care
        • Associates working under any of these options, and placed on-call will be compensated according to the on-call policy.
        • Required to work scheduled hours or find replacement coverage (exception: see section IV E&F)
        • All options are given “time priority” over agency personnel.
        • Associates working options A, B, or C may have scheduled time canceled by Nursing Management by giving the Associate 90-minute notification before the start of an assigned shift.  Cancellations will not impact negatively on the Associate's compliance with minimal scheduling requirements.
        • Associates working any of these options are required to comply with established Carroll Hospital Center Human Resources and Nursing Administration Policies and Procedures.
        • Associates working these options will receive an evaluation at the end of the introductory period and annually in accordance with established performance appraisal guidelines.  Note: It is the Associates responsibility to complete a self-assessment in the "Associate Rating" column of PMP, then return to their manager for review and completion of the tool. If the PMP process is not completed by the date specified, the manager will complete his/her part and send to Human Resources unsigned. The Associate is then responsible for going to Human Resources to review and sign the PMP.
        • Salaries for these options are reviewed annually and adjustments made at the discretion of the hospital

VII.    Responsibility

                      The Division of Nursing Services administers this policy.

VIII.    Resource

                       Contact appropriate Nursing Services director/manager if more information is needed.