Home Health Care Management

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					                                 Multi-Facility Corporate Compensation Report
                                Corporate Executives in Hospital, Long Term Care,
                                   and Home Health Management Companies

          Save the Excel Workbook to you computer BEFORE entering any data.


Email the Excel questionnaire to:

                                    rzabka@hhcsinc.com
We will email a confirmation, within 24 hours, for receipt of your file.
If you do not receive an email confirmation after 24 hours, please contact our office immediately.

Questions? Call Rosanne Zabka, (201) 405-0075, ext. 11.


Dear Management Company Executive:

HCS is now in the process of gathering compensation data for the twenty-seventh edition of the Multi Facility
Corporate Compensation Report. The 2010-2011 Report will cover corporate executive compensation in
Hospital, Long Term Care, and Home Health Care Multi-Facility Companies. The Report covers salary and
bonus data, as well as data on pay policies and benefits.

Last year’s Report contained data from 102 of the nation’s top 250 healthcare companies. These 102
companies employ over 452,600 total personnel exclusively in healthcare. The 2010-2011 Multi-Facility
Corporate Compensation Report, which features a brand new design, will again provide data according to
healthcare sector broken out by revenue size.

Enclosed is a questionnaire which pertains to your multi-facility company, whether Hospital, Long Term Care, or
Home Health Care. As always, your individual data will be kept confidential.

The due date for return of completed questionnaires is December 3. Please submit your data on or before this
date to be included in the 2010-2011 Multi-Facility Corporate Compensation Report. Publication is scheduled
for January 2011.
The findings will be published both in hard copy and PDF. The prepaid participant rate remains $155 for either
format, while the nonparticipant rate is $595.

If you have questions, please call (201) 405-0075, ext. 11 or email me at rzabka@hhcsinc.com. We look
forward to your participation and thank you for your continued support.
Sincerely yours,


Rosanne Zabka
Director of Reports

                          HCS Surveys are Endorsed or Supported by:
           The National Association for Homecare, The Hospice Association of America,
          The American Health Care Association, The National Center for Assisted Living,
                The American Association of Homes and Services for the Aging,
                      and by more than 100 State Health Care Associations
  1c99cdc6-52ab-43a3-8434-c683cdf88314.xls

HCS Use Only                      Home Health Multi-Facility Corporate Compensation Survey
 Q      M     D                      A CONFIDENTIAL survey of salaries paid to corporate executives in HOME HEALTH multi-facility companies.

 P     FB     U                           HOSPITAL & HEALTHCARE COMPENSATION SERVICE
                                                            PO Box 376 Oakland, NJ 07436-0376
                                                            (201) 405-0075 Fax: (201) 405-2110
                                   www.hhcsinc.com                                                  email to: rzabka@hhcsinc.com

                                                                ORDER FORM
Please ship                copies of the 2010-2011 Multi Facility Corporate Compensation Report.

                                                      Hard Copy                         PDF
      Pre-paid Participant                                $155.00                      $155.00
                                                                                                                Deadline for Participation: December 3
      Billed Participant                                  $175.00                      $175.00

      Non-Participant                                     $595.00                      $595.00
                                                                                                                       Data Effective: October 2010
      Shipping $15 per Report/PDF

      NJ Tax 7% - NJ Locations Only
                                                                                                              Publication Date of Report: January 2011
      Total

      + Please Add $15.00 Shipping per Report/PDF. We ship UPS Ground to the contiguous United States. Additional charges will be applied for
      shipping Next Day, and 2nd Day Air (AK, HI, APO, etc.) UPS will not deliver to PO Box. Please provide your street address.

      * Payment must be received by November 30 to qualify for the Pre-Paid Rate. If pre-payment is not received by November 30, Report will be
      shipped at billed rate.

      Due to the sensitive nature of the data no returns will be accepted.


 Name, Title:


 Company:


 Street Shipping Address: (UPS will NOT deliver to PO Box. Please provide your street address.)


 City, State, Zip Code:


 Method of Payment:               Purchase Order:                              Please fax P.O. to (201) 405-2110, so your order is properly processed.


                                  Check: Please make payable to:               Hospital & Healthcare Compensation Service
                                                                               PO Box 376
                                                                               Oakland, NJ 07436

                                  American Express                   MasterCard                  Visa

       Credit Card #:                                                                                                           Expiration Date: (MM/YY)




       Cardholder Name:


       Card Billing Address:




     2010-2011 MCR Survey
1c99cdc6-52ab-43a3-8434-c683cdf88314.xls

             HCS Use Only                       Home Health Multi-Facility Corporate Compensation Survey
        Q           M           D                 A CONFIDENTIAL survey of salaries paid to corporate employees in HOME HEALTH multi-facility companies.

        P          FB           U                       HOSPITAL & HEALTHCARE COMPENSATION SERVICE
                                                               PO Box 376 Oakland, NJ 07436-0376
                                                                (201) 405-0075 Fax: (201) 405-2110
                                                        www.hhcsinc.com              email to: rzabka@hhcsinc.com


     Multi-Facility Company Name:


     Contact Name, Title:


     City, State, Zip Code:


     Telephone:                                       Fax:                                                   E-mail Address:



     May we publish the name of your organization as a participant in this survey:                       Yes           No

    All data received from participants will remain confidential. No data which will identify a specific facility will be released. A blank
    response shall be considered "YES".

     1. Type of Company:                 For-profit                Voluntary (VNA)                     Private Not-for-profit

     2. Type of Services Provided:              Home Care                 Hospice              Home Infusion                 DME

     3. Annual Gross Revenue for all Offices/Branches (Home Care, Hospice, HI, DME)                $

     4. Total Number of Full-time Employees for all (Home Care, Hospice, HI, DME)

     5. Actual Percent Increase for all Management Employees from 10/2009 to 9/2010:                                        %

     6. Planned Percent Increase for Management Employees from 10/2010 to 9/2011:                                           %

                Indicate the number of offices/branches in the categories below.

                                                             For-profit              Not-for-profit

               Number of Offices/Branches

                                                             Pay Policies and Practices
     1. When do you normally review management salaries for increase?

               A. Initial six months, then annually                            C. Beginning of fiscal year

               B. Anniversary Date of Hire                                     D. Fixed Date (i.e., year end, specific month)

     2. What plan is used to establish salary ranges?

               A. Factor Comparison Plan                                       D. Profits

               B. Market Pricing Plan                                          E. Ranking Plan

               C. Point-Factor Plan                                            F. Other

     3. Are employees eligible to receive bonus/incentive pay?                 Yes          No

     4. Which factors are used to determine the executive bonus?

                A. Salary                                                 D. Organizational Performance and Profitability

                B. Title                                                  E. Relation-to-Profit

               C. Individual Performance                                  F. Formal Management Objectives

     5. How is the bonus/pay calculated?

               A. Percent of Salary                                       C. Tiered dollar amount by level

               B. Fixed dollar amount for all employees                   D. Other




2010-2011 MCR Survey
1c99cdc6-52ab-43a3-8434-c683cdf88314.xls

     6. What is the timing for the award payout?

              A. Annually                                         D. Monthly

              B. Semi-Annually                                    E. Other

              C. Quarterly

     What is the estimated cost of all Nonstatutory Fringe Benefits* provided your employees as a % of base salary?
      * Nonstatutory benefits are those not required by law. Statutory benefits are Social Security, Unemployment Insurance,
        Medicare, and other federal or state mandated benefits such as Disability and Workers’ Compensation.


         Management

        Nonmanagement

        Nursing, Therapists, and Aides




2010-2011 MCR Survey
1c99cdc6-52ab-43a3-8434-c683cdf88314.xls
                                                                 Annual Salaries as of October 1 to
                                                                         the nearest $100
                                                    Number of
  Job                                                Full Time    Average
 Number                     Position                Employees      Salary    Minimum     Maximum      Bonus

01        CHIEF EXECUTIVE OFFICER

02        CHIEF OPERATING OFFICER

03        TOP LEVEL FINANCIAL EXECUTIVE

04        TOP LEVEL DEVELOPMENT EXECUTIVE

05        TOP LEVEL ADMINISTRATIVE EXECUTIVE

06        TOP LEVEL HUMAN RESOURCE EXECUTIVE

07        TOP LEVEL REIMBURSEMENT EXECUTIVE

08        TOP GOVERNMENTAL AFFAIRS EXECUTIVE

09        TOP RISK MANAGEMENT EXECUTIVE

10        TOP LEVEL MARKETING EXECUTIVE

11        TOP CLINICAL EXECUTIVE

12        CLINICAL COMPLIANCE SPECIALIST

13        TOP LEVEL QUALITY ASSURANCE EXECUTIVE

14        TOP LEVEL INFORMATION SYSTEMS EXECUTIVE

15        TOP LEVEL RECRUITMENT EXECUTIVE

16        TOP LEVEL BENEFITS EXECUTIVE

17        TOP LEVEL CLINICAL EDUCATION EXECUTIVE

18        TOP LEVEL DME EXECUTIVE

19        TOP LEVEL PHARMACY EXECUTIVE

20        DIRECTOR OF PAYROLL

21        REGIONAL VICE PRESIDENT

22        REGIONAL DIRECTOR OF ADMINISTRATORS




2010-2011 MCR Survey
                                                               Fringe Benefits



     Please answer the following questions pertaining to Fringe Benefits provided to your Corporate Executives .

I. GROUP LIFE INSURANCE
   1. Does the Company provide Life Insurance for its employees?                    Yes     No

   2. What is the percent of salary given?                        %



II. LONG-TERM DISABILITY INSURANCE

   1. Does the Company carry Long Term Disability Insurance?                        Yes     No

   2. What is the percent of salary given?                        %




III. PROVISION FOR AUTOMOBILE

   1. Does the Company provide a car?                                               Yes     No

   2. Are the cars leased or purchased?                   Leased              Purchased


   3. Monthly amount:                     Leased              Purchased




   4. What is the monthly allowance for use of personal automobile?           $           (Please enter Monthly Allowance, not
                                                                                          mileage reimbursement)

IV. CLUB MEMBERSHIP FEES

   1. Does the Company pay Club Membership Fees?                                    Yes     No



V. DEFINED BENEFIT RETIREMENT PLAN

   1. Does the Company have a Defined Benefit Retirement Plan?                      Yes     No

   2. What is the service requirement for early retirement?

            Years of Service                       Years of Service

            Years of Age                           Years of Age



VI. DEFINED CONTRIBUTION PLAN

   1. Does the Company have a Defined Contribution Plan?                            Yes     No

   2. What is the maximum percent of

            Employer Contribution                         Percent of Salary

            Employee Contribution                         Percent of Salary




VI. DEFINED CONTRIBUTION PLAN (continued)
                                                             Fringe Benefits



   3. If the employer matches, what is the amount?

       A.                   % of salary.

       B.                    cents per $1.00 of employee contribution, up to                       % of salary.



VII. STOCK OPTION PLAN

   1. Does the Company offer a Stock Option Plan?                              Yes            No

  2. What is the maximum funding allowed?                        %




VIII. TAX SHELTERED ANNUITY

   1. Does the Company offer a Tax-Sheltered Annuity Program in which the employer does not match?                Yes   No

   2. Does the Company offer a tax-sheltered annuity program in which the employer does match?                    Yes   No

                    % of salary.



IX. 401(k)/403(b) PLAN

   1. Does the Company have a 401(k)/403(b) Plan?                              Yes            No

   2. Does the Company match employee’s contribution?                          Yes            No

   3. Company Contributes What Average Percent of Salary?                            %

   4. Employee Contributes What Average Percent of Salary?                           %




X. SEVERANCE

   1. Does the Facility provide Severance Pay?                                 Yes            No

   2. Is Pay Contingent Upon Years in Service?                                 Yes            No

   3. Indicate Number of Weeks Pay Given for Years in Service.                       Number of Weeks

                                                                                     Number of Years

                                                                                     Maximum Number of Weeks Allowed
                 HOME HEALTH MANAGEMENT EMPLOYEES


  Summary Descriptions - Home Long
Summary of Descriptions for Health Term Care
Management Executives
  Corporate Executives
       01   CHIEF EXECUTIVE OFFICER
            Responsible for achieving strategic objectives of the corporation. The CEO
            reports to the Board of Directors. Specific responsibilities may include, but
01          are not restricted to, the establishment of long-range goals, approval of
            capital projects, major investor relations, measurement of performance of
            top executives, and nomination of new officers of the corporation.


       02   CHIEF OPERATING OFFICER
            Reports to CEO and is the number two executive of the corporation.
            Assists the CEO in meeting objectives of overall growth, profitability,
            broadening of service, human resource development, care and service
02          quality, and communication effectiveness. Assists the CEO in planning
            for the long-range growth of the corporation, the formulation of major
            objectives, and operating policies, the control of operating results of all
            major segments of business, and measurement of the performance of
            top executives.

       03   TOP LEVEL FINANCIAL EXECUTIVE
            Responsible for corporate financial plans and programs, maintenance of
            company relationships with lending institutions, stockholders, S.E.C., etc.
03          Plans for, manages and safeguards corporate assets, accounting
            systems, and cash to achieve corporate goals and objectives.



       04   TOP LEVEL DEVELOPMENT EXECUTIVE
            Responsible for the development and implementation of corporate plans
            for the profitable growth of the company and improvement of its
04          competitive position through acquisition, implementation of fund raising
            and innovative marketing programs, and other community relations
            essential to business development.


       05   TOP LEVEL ADMINISTRATIVE EXECUTIVE
            Responsible for ensuring contribution to the overall growth, profitability,
05          service diversification, human resource development, quality assurance,
            community and public relations, and capital formation.




                                               92
               HOME HEALTH MANAGEMENT EMPLOYEES



     06   TOP LEVEL HUMAN RESOURCE EXECUTIVE
          Responsible for the design, implementation, and evaluation of all
          programs relating to the human side of agency operations. Plans and
06        directs the company’s programs relative to recruitment, orientation,
          training, and promotion. Responsibilities may include, but are not
          restricted to, union contract negotiations, planning studies, and
          administration of salaries and benefits.

     07   TOP LEVEL REIMBURSEMENT EXECUTIVE
          Plans and directs the company’s reimbursement programs.
          Responsibilities may include, but are not restricted to, formulation and
          implementation of procedures for filing corporate reimbursement claims,
07        review and evaluation of all cost reporting, support of reimbursement
          claims, planning and direction of reimbursement system audits,
          development of cost reporting standards and monitoring of their
          application, Medicare Compliance and initiation of reimbursement
          appeals.




                                           102
          review and evaluation of all cost reporting, support of reimbursement
          claims, planning and direction of reimbursement system audits,
          development of cost reporting standards and monitoring of their
                HOME HEALTH MANAGEMENT EMPLOYEES
          application, Medicare Compliance and initiation of reimbursement
          appeals.

     08   TOP GOVERNMENTAL AFFAIRS EXECUTIVE
          Responsible for safeguarding the company’s interests with local, state,
          and federal government agencies, legislators and health care industry
          organizations. Specific responsibilities include, but are not restricted to,
08        conducting a lobbying program with local, state, and federal legislators,
          gathering information and briefing company management on legislative
          trends affecting the company’s operations.



     09   TOP RISK MANAGEMENT EXECUTIVE
          Plans and directs the company’s risk management and loss prevention
          programs. Responsibilities may include, but are not restricted to,
          analysis of risks of potential losses in property or funds, claims
09
          processing, determination of insurance such as self insurance,
          negotiation with insurance carriers for best cost and coverage, and
          performance underwriting function in case of self insurance.


     10   TOP LEVEL MARKETING EXECUTIVE
          Responsible for marketing/selling product lines to viable markets. Fulfills
          marketing goals by generating new business and maintaining existing
10        business. Explores new business opportunities through referral sources
          as well as promoting existing business. Responsible for preparation and
          implementation of a yearly marketing plan.


     11   TOP CLINICAL EXECUTIVE
          Responsible for leadership and oversight of Clinical Services. Includes
11        policy development, strategic planning, budgeting, regulatory oversight,
          management of nursing personnel, care management oversight, and
          staff development.




                                            112
               HOME HEALTH MANAGEMENT EMPLOYEES



     12   CLINICAL COMPLIANCE SPECIALIST
          Performs onsite, comprehensive audit of service delivery locations,
          which includes a review of administrative items, assessment of clinical
          documentation, direct patient care observation and review of compliance
          requirements. Informs leadership of audit findings, potential deficiencies
          and assists in the development of corrective action plans. Requires RN
          or PT licensure.

     13   TOP LEVEL QUALITY ASSURANCE EXECUTIVE
           Responsible for the development, maintenance, and implementation of a
12         total quality management program. Directs quality patient care
           standards, policies, and programs for the Corporation.

     14   TOP LEVEL INFORMATION SYSTEMS EXECUTIVE
          Responsible for information services, mainframe and network operation,
13        hardware/software evaluation, in-house software development and
          operations, and telecommunications.


     15   TOP LEVEL RECRUITMENT EXECUTIVE
          Responsible for developing sources of recruitment for personnel needs
          and for establishing and administering adequate employment, placement,
14        and transfer procedures to ensure a satisfactory supply and flow of
          personnel to meet organization requirements. Coordinates activities of
          the Regional Recruiting Managers. Directs the company's recruiting
          advertising campaign.

     16   TOP LEVEL BENEFITS EXECUTIVE
          Administers employee benefits programs. Responsible for benefit plan
15        cost control. Submits state and federal compliance reports under ERISA,
          IRS, etc.


     17   TOP LEVEL CLINICAL EDUCATION EXECUTIVE
          Directs the planning, design, implementation, and evaluation of clinical,
          professional, and technical skill development programs. Assists in
16
          preparing nurses, therapists, aides, and administrative assistants for
          career challenges through orientation, clinical ladder, seminar and in-
          service programs.




                                           122
               HOME HEALTH MANAGEMENT EMPLOYEES



     18   TOP LEVEL DME EXECUTIVE
          Responsible for the management, planning and coordination of all
          services related to the procurement, distribution and servicing of all
17
          medical equipment and DME personnel. Selects vendors and directs
          inspection of inventory received. Provides consultative advice to clinical
          staff.

     19   TOP LEVEL PHARMACY EXECUTIVE
          Responsible for overseeing agency Pharmacists. Transacts and/or
18        authorizes purchase of appropriate pharmaceutical items. Selects
          vendors and directs inspection of items received. Furnishes consultative
          advice to clinical staff.


     20   DIRECTOR OF PAYROLL
          Responsible for preparation of accurate and timely payroll processing in
19        accordance with company, federal, state, and local regulatory agency
          requirements.


     21   REGIONAL VICE PRESIDENT
          Oversees the management of medical and support services through
          evaluation of agency programs and staff. Manages Regional Directors of
20        Administrators and/or Agency Administrators and/or Clinical Supervisors
          of the respective agencies insuring proper staffing, training and
          performance review within a specific region.




                                            132
              HOME HEALTH MANAGEMENT EMPLOYEES



     22   REGIONAL DIRECTOR OF ADMINISTRATORS
          Responsible for overseeing the operations of each Agency Administrator
21        to assure Agency/branch policies and procedures and Company policies
          and procedures are being followed within a specific region.




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