Hospice Salary & Benefits Questionnaire Save this spreadsheet to your computer, before entering any data. Email the Excel questionnaire to: email@example.com We will email a confirmation of receipt for your file. If you do not receive an email confirmation within 24 hours, please contact HCS. Questions? Call Rosanne Zabka, (201) 405-0075, ext. 11. Final Deadline to Participate August 6 Dear Hospice Director: HCS invites you to participate in the 19th annual Hospice Salary & Benefits Report. Published in cooperation with the National Association for Home Care & Hospice, the Report is recognized as the standard for reliable and comprehensive hospice compensation data. Last year’s Report included data from 495 hospices/hospice programs. The 2010-2011 Hospice Salary & Benefits Report, which features a brand new design, will again provide data according to revenue size, hospice type and patient days. Data will be broken down from national figures to nine geographic regions, and by state. In response to changes in the industry, we have expanded data collection regarding pay structures for visit rates This questionnaire is designed for both home health agencies and hospices. Please submit data effective July 2010, using your current rates unless you are anticipating increases in July. As always, your individual data will be kept confidential. The due date for return of completed questionnaires is August 6. Please submit your data on or before this date to be included in the 2010-2011 Hospice Salary & Benefits Report. Publication is scheduled for November 2010. The findings will be published both in hard copy and PDF. The prepaid participant rate remains $135 for either format, while the nonparticipant rate is $250. In addition, HCS will offer the Report results in Excel. The Excel files include the salary/hourly/visit sections of the Report, and show each data grouping of the published results. For pricing, please refer to the order form. If you have questions, call (201) 405-0075 ext. 11 or email me at firstname.lastname@example.org. We look forward to your participation and thank you for your continued support. Sincerely yours, Rosanne Zabka Director of Reports Supported by: 7aa84809-295d-4bb5-bfb7-1803f871750c.xls Participant Order Form HCS Use Only M D INC Hospice Salary & Benefits Questionnaire SD FB Conducted in Cooperation with Deadline to Participate The National Association for Home Care & Hospice and The Hospice Association of America August 6 Published by: Hospital & Healthcare Compensation Service PO Box 376 Oakland, NJ 07436-0376 (201) 405-0075 Fax (201) 405-2110 www.hhcsinc.com email: email@example.com HOMECARE Report Hospice Report Effective Date of Data July 2010 Publication Date October 2010 Publication Date November 2010 ORDER FORM Please reserve copies of the Please reserve copies of the 2010-2011 HOMECARE Salary & Benefits Report 2010-2011 HOSPICE Salary & Benefits Report HOMECARE Hospice Hard Copy & PDF & Hard Copy & PDF & Hard Copy PDF CD (2) Hard Copy PDF CD (2) Excel CD (4) Excel CD (4) Excel CD (4) Excel CD (4) Pre-paid Participant (1) (3) $135.00 $435.00 $135.00 $435.00 $115.00 $435.00 $115.00 $435.00 Billed Participant (1) $155.00 $455.00 $155.00 $455.00 $135.00 $435.00 $135.00 $435.00 Non-Participant (1) $295.00 $595.00 $295.00 $595.00 $250.00 $550.00 $250.00 $550.00 Shipping $15 per Report/PDF (1) NJ Tax 7% - NJ Locations Only Total(s) (1) Add $15.00 Shipping per Report (UPS Ground) Shipping charges apply for UPS Ground (Contiguous United States). Additional charges applied for shipping to AK, HI, and APO. UPS will not deliver to a PO Box. (2) PDF CD must be shipped. Files are too large to email. (3) Payment must be received by August 31 to qualify for pre-paid rate. Make checks payable to: Hospital & Healthcare Compensation Service. Send check with survey or copy of order form to ensure proper credit to your account. (4) The Excel CD contains the salary/hourly/visit data tables from the published Report. It does not contain fringe benefits or Report summary. CD must be purchased in conjunction with the hard copy/PDF. Due to the sensitve nature of the data, there are no returns. Please mail completed order form along with checks payable to: Hospital & Healthcare Compensation Service - PO Box 376 - Oakland, NJ 07436 Name, Title: Company: Street Shipping Address: (Reports are shipped UPS Ground. UPS does not deliver to a Post Office Box.) City, State, Zip: Method of Payment: Check: Made payable to Hospital & Healthcare Compensation Service Purchase Order (please attach): American Express MasterCard Visa Credit Card Number Expiration Date Card Holder's Name: Credit Card Billing Address: 2010-2011 HOMECARE Hospice Survey Facility Info & Svcs HCS Use Only M D INC Hospice Salary & Benefits Questionnaire SD FB Conducted in Cooperation with Deadline to Participate The National Association for Home Care & Hospice August 6 and The Hospice Association of America Published by: Hospital & Healthcare Compensation Service PO Box 376 Oakland, NJ 07436-0376 (201) 405-0075 Fax (201) 405-2110 www.hhcsinc.com Agency Name: Name of Multi-Chain System: Number of Offices: Contact Name, Title: Agency Street Address: City, State, Zip: Telephone: Fax: Email: 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 "No." Would you like to receive updates/information on this HCS Report? Yes No A blank response shall be considered a “Yes.” Facility Information Are you reporting for: HOMECARE Hospice Is your agency Medicare Certified? Yes No As of 12/31/2009 HOMECARE HOSPICE Annual Gross Revenue ($) Number of FTEs Number of Annual Visits # of Unduplicated Patients (Patient Census) Number of HOSPICE Patient Days Please see definitions page of this questionnaire for terms used. 1. Type of Ownership of Home Care/Hospice Organization VNA/VNS(21) Private Government (12) Hospital-Based(50) Publicly Held (33) 2. Profit Status Not-for-profit (23) Proprietary [For-Profit] (33) 3. Type of Home Care Programs Home Health (45) Hospice (51) Support Care Personal Care Home Infusion Therapy 4. Type of Hospice [Answer No. 4 Only if your Agency is a Hospice or has Hospice Programs .] Free Standing (F) Home Health-Based (A) Hospital-Based (H) Skilled Nursing Facility (S) 2010-2011 HOMECARE Hospice Survey Facility Info & Svcs 5. Services Adult Day Services Medicaid Pediatric Home Care Private Duty Dietitian Services Medicare Pediatric Hospice Respiratory DME Nursing (RN, LPN) Pharmacy Social Services Home Care Aide Occupational Therapy Physical Therapy Speech Pathology Infusion Services Pastoral Care Physician Care Volunteer 6. Salary Increases Management Nonmanagement RNs Therapists Social Workers HCAs ACTUAL % INCREASE GRANTED between 8/2009 and 7/2010 PLANNED % INCREASE between 8/2010 and 7/2011 7. Does the agency grant retention bonuses for the following? Management Clinician - Hourly Clinician - Per Visit Yes No Yes No Yes No Length of Service Years Years Years Average Retention Bonus $ $ $ 8. What is your estimated annual turnover rate in percents (%) for the following jobs? [Turnover rate is the number of times, on average, a facility replaced a position in one year (12 months). Turnover does not include hiring for new or increased positions. Excludes employees terminated during their probationary period. Turnover rate = Total number of resignations, terminations, and vacancies divided by the number of actual positions, multiplied by 100. ] Management % Turnover Professional % Turnover Therapy % Turnover All Employees Clinical/Client Svcs. HCA Top Level Execs (CEO, Social Worker OT COO, CFO, etc.) Finance RN PT Human Resources LPN Speech Pathologist 9. What is the average caseload for the following jobs? Average caseload represents the average number of patients assigned to a particular employee at any given time. Physical Occupational RN LPN HCA Therapist Therapist Chaplain Social Worker HOMECARE Hospice 10. What is the average number of actual patient visits per day performed for the following jobs? Actual patient visits are the average number of face-to-face patient visits, including travel and paperwork time. All visits (including admission and complex) count as one (1) visit to compute average patient visits per employee, within a job, per eight (8) hour day. Physical Occupational Therapy RN LPN HCA Therapist Therapist Assistant Chaplin Social Worker HOMECARE Hospice 2010-2011 HOMECARE Hospice Survey Facility Info & Svcs 11. What is the number of phone calls to patients/families related to plan of care logged per week for the following jobs? Physical Occupational RN LPN HCA Therapist Therapist Chaplain Social Worker HOMECARE Hospice 12. Please report additional pay rate in dollars ($) for on-call duty or working 2nd, 3rd, or weekend shift. Hourly Routine Visit On-Call Hourly 3rd 3rd 2nd Shift Weekend 2nd Shift Weekend Rate Shift Shift 31. OCCUPATIONAL THERAPIST 32. PHYSICAL THERAPIST 33. THERAPY ASSISTANT 35. SPEECH/LANGUAGE PATHOLOGIST 36. REGISTERED NURSE (RN) 37. HI TECH NURSE 38. PRACTICAL NURSE (LPN) 44. HOME CARE AIDE I (HCA I) 45. HOME CARE AIDE II (HCA II) 46. HOME CARE AIDE III (HCA III) 47. MEDICAL SOCIAL WORKER Hospice Only 13. What is the average length of stay? days What is the median length of stay? days 14. What is the percentage of patients discharged? % Alive % Dead 15. Please indicate the following: (must total 100%) % Days of General % Days of % of Days % Home Care Day Inpatient Continuous Care Inpatient Respite Rate TOTAL = 100% 16. What percent of your caseload resides in a SNF or LTC Facility? % 17. Does the Hospice have its own Inpatient Unit? Yes No Number of inpatient beds: 18. Does the hospice have its own Residence? Yes No Number of residential beds: A. How is the Residence funded? Private Pay Fundraising Medicaid Other B. How is the Residence staffed? RN LPN HCA Social Worker Other Per Visit Data 19. What is the minimum number of visits per week that must be performed to be considered a full-time employee? 20. What is the pay differential for type of visit? (Example: Routine=1x pay or straight time, Admission= 2x pay, and Complex=1.5x pay) Routine Admission Complex Times Pay 21. What is the average length of visit? 2010-2011 HOMECARE Hospice Survey Facility Info & Svcs Routine Admission Complex Minutes 22. How is documentation time paid for per visit employees: A. Documentation time is considered part of the per visit rate. B. Documentation time is separately paid. 23. How is office/training/orientation/meeting time paid for per visit employees? A. Routine visit rate. C. Rate higher than routine visit rate. B. Rate lower than routine visit rate. D. Flat position rate. 24. How are per visit rates set? (Check all that apply.) A. Flat rate B. Years of experience C. Education 25. What is your ratio of hourly versus per visit mode of pay? (Example: 25 employees; 15 per visit, 10 hourly. 15 divided by 25=60%; 10 divided by 25=40%) % hourly clinicians % per visit clinicians 26. Does the Agency anticipate increasing any of the following in the next 12 months? A. Increase the number of hourly mode employees. B. Increase the number of per visit mode employees. C. Maintain current pay mode. 2010-2011 HOMECARE Hospice Survey Job Data Salaries as of 7/1 to nearest $100 Formal Salary Range Number of Average Average HCS Job FTEs in Each Annual Annual Number Position Salary* Minimum Maximum Bonus Paid 1 EXECUTIVE DIRECTOR/CEO 2 DIRECTOR OF HOSPICE 3 CHIEF OPERATING OFFICER/PROGRAM DIRECTOR 4 TOP LEVEL FINANCIAL EXECUTIVE 5 SECOND LEVEL FINANCIAL EXECUTIVE 6 ACCOUNTANT 7 TOP LEVEL INFORMATION SYSTEMS EXECUTIVE 8 TOP LEVEL MARKETING EXECUTIVE 9 TOP LEVEL DEVELOPMENT EXECUTIVE 10 TOP LEVEL HUMAN RESOURCE EXECUTIVE 11 SECOND LEVEL HUMAN RESOURCE EXECUTIVE 12 RECRUITER 13 DIRECTOR OF CLINICAL SERVICES 14 DIRECTOR OF SOCIAL WORK AND COUNSELING 15 DIRECTOR OF DME 16 DME TECHNICIAN 17 DIRECTOR OF REIMBURSEMENT/BILLING 18 BUSINESS OFFICE MANAGER 19 ACCOUNT EXECUTIVE 20 CASE MANAGER/TEAM LEADER 21 CLINICAL SUPERVISOR 22 QUALITY IMPROVEMENT/UTILIZATION REVIEW MANAGER 23 SUPERVISOR OF HOME CARE AIDES 24 SUPERVISOR OF REHABILITATION SERVICES 25 CLINICAL NURSE SPECIALIST 26 ORIENTATION NURSE / INSTRUCTOR / EDUCATOR 2010-2011 HOMECARE Hospice Survey Job Data Contract HCS Job # of Hours Position # # FTEs Hourly Rate per Week (Y/N) 27 MEDICAL DIRECTOR 28 PHYSICIAN Formal Range Routine Admission Visit Visit Visit Visit HCS Job # of Hourly Average Hourly Hourly # of Visit Visit Range Range Visit Range Range # FTEs Hourly Rate Range Min. Range Max. FTEs Rate Min. Max. Rate Min. Max. 31 OCCUPATIONAL THERAPIST 32 PHYSICAL THERAPIST 33 THERAPY ASSISTANT 34 RESPIRATORY THERAPIST 35 SPEECH/LANGUAGE PATHOLOGIST 36 REGISTERED NURSE (RN) 37 HI TECH NURSE 38 PRACTICAL NURSE (LPN) 39 NURSE PRACTITIONER 40 PSYCHIATRIC NURSE 41 PEDIATRIC NURSE 42 PHARMACIST 43 REGISTERED CLINICAL DIETITIAN 44 HOME CARE AIDE I (HCA I) 45 HOME CARE AIDE II (HCA II) 46 HOME CARE AIDE III (HCA III) 47 MEDICAL SOCIAL WORKER Hourly Rate as of 7/1 Formal Range Average HCS Number of Hourly Job # FTEs Rate* Minimum Maximum 48 CASE WORKER INTAKE/CUSTOMER SERVICE 49 REPRESENTATIVE 50 DISCHARGE PLANNER 51 BILLING CLERK 52 ACCOUNTING CLERK 53 COMPLIANCE COORDINATOR 54 HOME CARE AIDE COORDINATOR 55 DIRECTOR OF VOLUNTEER SERVICES 56 DIRECTOR OF BEREAVEMENT SERVICES 2010-2011 HOMECARE Hospice Survey Job Data Formal Range Routine Admission Visit Visit Visit Visit HCS Job # of Hourly Average Hourly Hourly # of Visit Visit Range Range Visit Range Range # FTEs Hourly Rate Range Min. Range Max. FTEs Rate Min. Max. Rate Min. Max. 57 CHAPLAIN 58 PAYROLL CLERK 59 SECRETARY/CLERK II 60 SECRETARY/CLERK I 61 COMPUTER OPERATOR 62 PURCHASING/SUPPLY CLERK 63 MEDICAL RECORDS CLERK 64 EXECUTIVE ASSISTANT II 65 EXECUTIVE ASSISTANT I 66 RECEPTIONIST 2010-2011 HOMECARE Hospice Survey Fringe Benefits Please answer the following questions pertaining to Fringe Benefits provided to your full-time employees. What is the actual cost of all Nonstatutory* Fringe Benefits provided to your employees as % of base compensation? (*Nonstatutory benefits are those not required by law such as benefits surveyed below. Statutory benefits are: Social Security, Medicare, Unemployment Insurance, and other federal or state mandated benefits as, workers compensation and FMLA.) MANAGEMENT % CLINICIANS % I. CAFETERIA PLAN Does the Agency offer a Cafeteria Plan for funding employee benefits? Yes No II. VACATION TIME or PAID TIME OFF (PTO) BANK SYSTEM (Paid Time Off is the combined compensated time for ALL Paid Holidays, Excused Paid Absences, Personal Days, Vacation Time and Sick Leave.) 1. Which of the following does the Agency offer? PTO Vacation Time 2. How many days off are given after the number of years shown are worked? After 1 Year After 5 Years After 10 Years After 15 Years After 20 Years MANAGEMENT Days Days Days Days Days CLINICIANS Days Days Days Days Days 3. When are employees eligible to take Vacation Time or PTO? Upon Employment After 60 Days After 6 Months After 30 Days After 90 Days After 1 Year III. PAID HOLIDAYS (If included in PTO, skip to question IV.) 1. How many holidays (including Christmas and excluding other religious holidays) are paid though not worked? MANAGEMENT CLINICIANS 2. How many religious holidays (excluding Christmas) are paid though not worked? 3. What is the rate of pay for holidays worked? MANAGEMENT CLINICIANS A. No additional pay B. 1 1/2 x base pay C. 2 x base pay D. 2 1/2 x base pay E. 3 x base pay F. Equal time off (no additional pay) 4. When are employees eligible for Paid Holidays? Upon Employment After 60 Days After 30 Days After 90 Days 2010-2011 HOMECARE Hospice Survey Fringe Benefits IV. EXCUSED PAID ABSENCES (If included in PTO, skip to question V.) 1. How many days with pay are granted annually for personal leave? (Exclude death in family/FMLA) Days 2. How many days with pay are granted annually for sick leave? Days 3. How many days with pay are granted for death-in-family leave per occurrence ? Days 4. What is the maximum number of days of excused paid absences which can be used or banked? Days 5. After what period of employment may an employee use Paid Days off? Upon Employment After 60 Days After 6 Months After 30 Days After 90 Days After 1 Years V. BREAKS (Not including lunch.) 1. How many breaks are permitted for each shift (not including lunch)? None 1 2 3 2. What is the time allowed for each break? (Answer in minutes.) 10 15 20 VI. JURY DUTY PAY What salary payments do employees on jury duty receive? Full pay. Difference between regular salary and juror's fees. No salary paid. VII. EDUCATIONAL ASSISTANCE MANAGEMENT CLINICIANS 1. Does your Agency have an Educational Assistance Program for Yes No Yes No COLLEGE LEVEL courses for its employees? If YES, then answer question 2. 2. What reimbursements to employees are made for COLLEGE LEVEL courses? A. Full amount of tuition. (100%) B. Part of tuition. (Indicate percent.) % % C. Up to a fixed dollar amount. (Indicate amount per year.) $ $ 3. Does your Agency have an Educational Assistance Program for Yes No Yes No NONCOLLEGE LEVEL courses for its employees? If YES, then answer question 4. 4. What reimbursements to employees are made for NONCOLLEGE LEVEL courses such as nursing personnel training and education, technical training, or computer training? A. Full amount of tuition. (100%) B. Part of tuition. (Indicate percent.) % % C. Up to a fixed dollar amount. (Indicate amount per year.) $ $ VIII. GROUP LIFE INSURANCE MANAGEMENT CLINICIANS 1. Does the Agency carry Life Insurance for its employees? Yes No Yes No If YES, then answer next question. Average Annual Premium per Employee: $ or $ /$1,000 2010-2011 HOMECARE Hospice Survey Fringe Benefits VIII. GROUP LIFE INSURANCE (continued) MANAGEMENT CLINICIANS 2. How much insurance is provided for: A. Fixed amount (Indicate $ amount.) $ $ B. 1 x salary C. 2 x salary D. 3 x salary E. Other (Indicate.) 3. Agency pays entire cost. 4. Employee pays entire cost. 5. Agency and employee share cost. Agency Pays % % 6. What is the waiting period for enrollment? Upon Employment After 60 Days After 6 Months After 30 Days After 90 Days After 1 Years IX. ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE MANAGEMENT CLINICIANS 1. Does the Agency carry AD&D coverage for its employees? Yes No Yes No If YES, then answer next question. Average Annual Premium per Employee $ or $ /$1,000 2. How much AD&D is provided for: A. Fixed amount (Indicate $ amount.) $ $ B. 1 x salary C. 1.5 x salary D. 2 x salary E. Other (Indicate.) 3. Agency pays entire cost. 4. Employee pays entire cost. 5. Agency and employee share cost. Agency Pays % % X. LONG-TERM NONOCCUPATIONAL SICKNESS AND ACCIDENT DISABILITY INSURANCE MANAGEMENT CLINICIANS 1. Does the Agency have a Long-Term Nonoccupational Sickness Yes No Yes No and Accident Disability Insurance Program? If YES, then answer next question. 2. Agency pays entire cost. 3. Employee pays entire cost. 4. Agency and employee share cost. Agency Pays % % 5. What is the waiting period for enrollment? Upon Employment After 60 days After 6 months After 30 days After 90 Days After 1 year 2010-2011 HOMECARE Hospice Survey Fringe Benefits XI. HEALTH INSURANCE 1. Does the Agency have a Health Insurance Program? Yes No If YES, then answer next question. Average Annual Premium per Employee (single) $ per Year 2. Employee Coverage A. Agency pays entire cost. B. Employee pays entire cost C. Agency and employee share cost. Agency Pays % 3. Dependent Coverage A. Are dependents covered under the Health Insurance Plan? Yes No If YES, then answer next question. B. Agency pays entire cost of dependent coverage. C. Employee pays entire cost of dependent coverage. D. Agency and employee share cost of dependent coverage. Agency Pays % 4. What is the waiting period for enrollment? Upon Employment After 60 days After 6 months After 30 days After 90 days After 1 year XII. DENTAL INSURANCE PLAN 1. Does the Agency have a Dental Insurance Plan? Yes No If YES, then answer next question. Average Annual Premium per Employee (single) $ per Year 2. Employee Coverage A. Agency pays entire cost. B. Employee pays entire cost. C. Agency and employee share cost. Agency Pays % 3. Dependent Coverage A. Are dependents covered under the Dental Insurance Plan? Yes No If YES, then answer next question. B. Agency pays entire cost of dependent coverage. C. Employee pays entire cost of dependent coverage. D. Agency and employee share cost of dependent coverage. Agency Pays % 4. What is the waiting period for enrollment? Upon Employment After 60 days After 6 months After 30 days After 90 days After 1 year XIII. VISION INSURANCE PLAN 1. Does the Agency have a Vision Insurance Plan? Yes No If YES, then answer next question. Average Annual Premium per Employee (single) $ per Year 2. Employee Coverage A. Agency pays entire cost. B. Employee pays entire cost. C. Facility Agency and employee share cost. Agency Pays % 2010-2011 HOMECARE Hospice Survey Fringe Benefits XIII. VISION INSURANCE PLAN (continued) Yes No 3. Dependent Coverage A. Are dependents covered under the Vision Insurance Plan? Yes No If YES, then answer next question. B. Agency pays entire cost of dependent coverage. C. Employee pays entire cost of dependent coverage. D. Agency and employee share cost of dependent coverage. Agency Pays % 4. What is the waiting period for enrollment? Upon Employment After 60 days After 6 months After 30 days After 90 days After 1 year XIV. LONG TERM CARE INSURANCE 1. Does the Agency have a Long Term Care Insurance program? Yes No 2. Employee Coverage A. Agency pays entire cost. B. Employee pays entire cost. C. Agency and employee share cost. Agency Pays % of premium XV. 401(k)/403(b) PLAN 1. Does the Agency have a 401(k) or 403(b) Plan? Yes No 2. Employee contributes what average percent of salary? Avg. % 3. Does the Agency match employees’ contributions? Yes No If yes, the employer matches, what is the amount? % of salary. $ cents per $1.00 of employee contribution, up to % of salary, or $ 4. What is the eligibility period for enrollment? Upon employment or months/ hours 5. Vesting - number of months until fully vested. Immediate vesting or months XVI. SEVERANCE 1. Does the Agency provide Severance Pay? Yes No 2. Indicate number of weeks pay given for years in service. Number of Weeks: Number of Years: Maximum Number of Weeks Allowed: 3. Is pay contingent upon years in service? Yes No XVII. MILEAGE 1. Does the Agency provide mileage expense reimbursement? Management Yes No Hourly Yes No Visit Yes No 2. What is the rate per mile/visit allowed? Management Hourly Visit $0.50 (2010 Fed. Rate) eff. 01/10 $0.50 (2010 Fed. Rate) eff. 01/10 $0.50 (2010 Fed. Rate) eff. 01/10 $ per mile $ per mile $ per mile 2010-2011 HOMECARE Hospice Survey Fringe Benefits XVIII. CELL PHONE MANAGEMENT CLINICIANS 1. Does the Agency provide cell phone reimbursement? Yes No Yes No 2. What is the monthly rate allowed? $ $ XIX. PROFESSIONAL ASSOCIATION FEES MANAGEMENT CLINICIANS 1. Does the Agency pay the cost of professional association membership fees? Yes No Yes No XX. EDUCATIONAL AND PROFESSIONAL MEETINGS MANAGEMENT CLINICIANS 1. Does the Agency pay for time off for educational and professional meetings? Yes No Yes No 2010-2011 HOMECARE Hospice Survey 7aa84809-295d-4bb5-bfb7-1803f871750c.xls #REF! Suggestions or Positions What other information or positions would you like to be surveyed? 2010-2011 HOMECARE/Hospice Survey Job Descriptions Job Descriptions 1 EXECUTIVE DIRECTOR/CEO - Top level position in the agency. Is owner or reports to Board of Directors. Responsible for profitability, planning and overall administration. Accountable for all activities and departments. 2 DIRECTOR OF HOSPICE - Top level position in the Hospice agency. Is responsible for the direction and overall functions of the hospice or hospice program. 3 CHIEF OPERATING OFFICER/PROGRAM DIRECTOR - Reports to CEO or parent organization. Responsible for assisting and coordination of agency activities for all departments. Plans, directs, and coordinates all activities. May work for a free standing agency or operate a multi chain branch. 4 TOP LEVEL FINANCIAL EXECUTIVE - Top level position in Finance Department. Responsible for direction and coordination of activities concerned with financial administration, treasury functions, budgets, general accounting, client business services, computer systems, physical plant, and financial and statistical reporting. 5 SECOND LEVEL FINANCIAL EXECUTIVE - Second level position in the Finance Department. Reports to and takes on some of the responsibilities of the Top Level Financial Executive. Provides assistance, as may be delegated, in areas of financial administration, budgets, general accounting, financial, and statistical reporting. 6 ACCOUNTANT - Assists in the day-to-day operations of the Accounting Department. Assists in the preparation of financial reports, budgets, and payroll. Analyzes general ledger accounts and prepares monthly journal entries. 7 TOP LEVEL INFORMATION SYSTEMS EXECUTIVE - Maintains computer systems and provides assistance in the development and implemen-tation of new systems including network administration. Creates information applications to support business functions. Evaluates systems capabilities and makes recommenda-tions to management to promote optimal utilization. 8 TOP LEVEL MARKETING EXECUTIVE - Responsible for marketing/selling product lines to viable markets. Fulfills marketing goals by generating new business and maintaining existing business. Explores new business opportunities through referral sources as well as promoting existing business. Responsible for preparation and implementation of a yearly marketing plan. 9 TOP LEVEL DEVELOPMENT EXECUTIVE - Responsible for the design, development, and implementation of fund raising and in-novative marketing programs, special events, capital campaigns, deferred giving programs, and other community relations activities essential to business development. 10 TOP LEVEL HUMAN RESOURCE EXECUTIVE - - Plans, develops, and administers personnel and labor relations programs within the healthcare facil-ity. Formulates, implements, and supervises programs relative to selection, orientation, training, promotion, and welfare of all person-nel and all employer-employee relationships. Evaluates manpower requirements. Initiates policies and procedures to achieve objectives of the facility and to ensure maximum utilization of personnel. 11 SECOND LEVEL HUMAN RESOURCE EXECUTIVE - Second level position in personnel and human resource management. Position takes on some responsibilities of Top Level Human Resource Executive and provides assistance, as may be delegated, in areas of employment, recruitment, training, policies and procedures, compensation, benefits, labor relations, health and safety, and security. 12 RECRUITER - Responsible for reviewing qualified applicants for hire. Conducts interviews and recommends candidates to management. 13 DIRECTOR OF CLINICAL SERVICES - Responsible for adminis-tration of client care services. Plans, implements, and directs nurses/clinical services to assure quality care and appropriate quantity of services. Has authority and responsibility for operation of programs. Interprets policies and regulations to all nursing personnel and ensures compliance. Analyzes and evaluates nursing and related services rendered to im-prove quality of care and to better utilize staff time and abilities. 14 DIRECTOR OF SOCIAL WORK AND COUNSELING - Responsible for planning and administering social work and counseling programs in identifying and analyzing social and emotional factors underlying client's condition. May include supervision of Director of Bereavement Services and Chaplain. May do home visits. 15 DIRECTOR OF DME - Responsible for the management, planning and coordination of all services related to the procurement, distribution and servicing of all medical equipment and DME personnel. 16 DME TECHNICIAN - Responsible for the delivery, training, and maintenance of all DME equipment. 2009-2010 HOMECARE Hospice Survey Job Descriptions 17 DIRECTOR OF REIMBURSEMENT/BILLING - Manages the agency billing func-tion by planning, organizing and supervising all reimbursement to promote the optimum benefit coverage for clients and reimburse-ment of all services. Manages the coordination of documentation necessary for reimbursement, Medicare Compliance, and control of receivables. 18 BUSINESS OFFICE MANAGER - - Manages the collection and processing of data for billing, statistics, and medical orders. Directly super-vises such positions as office clerks, secretaries, receptionist, data entry operators, admission/discharge clerks, and volunteer staff. 19 ACCOUNT EXECUTIVE - - Responsible for developing a specific territory for marketing and selling home healthcare services in the private pay sector. Participates in the development of the overall marketing program. 20 CASE MANAGER/TEAM LEADER - Responsible for assignment and coordination of activities for a multidisciplinary team (nurses, therapists, home care aides, specialists). Communicates with referral sources, patients, payors, physicians and field staff. Provides continuity of essential clinical and financial information to ensure effective patient care management by professional staff members of the team. Monitors productivity and patient outcomes. 21 CLINICAL SUPERVISOR - Provides direct supervision and clinical oversight of visiting staff. Responsible for case assignments, follow-up with interdisciplinary staff, communication with patients, physicians, and referral sources. Serves as a clinical resource and educator for field staff. 22 QUALITY IMPROVEMENT/UTILIZATION REVIEW MANAGER - Responsible for coordination of interdepartmental quality improvement activities such as staff education, utilization review, clinical risk management, and patient satisfaction. Serves as resource to quality improvement committees and work groups. Analyzes outcome reports, including OASIS reports, determines areas for improvement, assists tracks trends and compiles report for professional advisory committee. May be responsible for oversight of agency regulatory and accreditation compliance. 23 SUPERVISOR OF HOME CARE AIDES - Responsible for the quality and quantity of services rendered by the Home Care Aides. Develops and implements new programs and services. 24 SUPERVISOR OF REHABILITATION SERVICES - Responsible for plan-ning, developing, and facilitating the implementation and the evalua-tion of occupational therapy, physical therapy, and speech/language pathology programs. Provides clinical consultation. Responsible for monitoring the performance of the therapists. License in area of specialization required. 25 CLINICAL NURSE SPECIALIST - Assumes primary responsibility for nursing practice and its effect on healthcare. Provides clinical direc-tion to personnel and client programs. Develops and implements pro-grams of the facility. Acts as consultant to nursing supervisors in maintaining clinical competency of their staff. May serve as clinical expert, consultant, and in specific specialty such as oncology, infusion therapy, wound and skin care or rehabilitation. Provides direct patient care, develops programs and monitors outcomes of care. 26 ORIENTATION NURSE / INSTRUCTOR / EDUCATOR - Implements the orientation and continuing education program of all employees (pro-fessional and paraprofessional). Provides individualized instruction and guidance as may be required. 27 MEDICAL DIRECTOR - Directs, plans, coordinates client care in establishing and implementing standards of medical service, and advises Executive Director/CEO on medical questions and policies. 28 PHYSICIAN 31 OCCUPATIONAL THERAPIST - - Plans and provides occupational therapy program for the treatment of physical and psychological dysfunctions. Involves such activities as arts and crafts, practice in functional prevocational and vocational skills, and activities of daily living. Adapts programs according to needs of individual clients. Studies clients' reactions and prepares reports reflecting clients’ pro-gress. Meets state educational and licensure requirements to practice 32 PHYSICAL THERAPIST - - Organizes and conducts medically prescrib- ed therapy program for clients involving exercise, massage, heat, water, light, and electricity. Applies diagnostic and prognostic mus-cle, nerve, joint, and functional ability tests. Directs and aids clients in active and passive exercises. Evaluates, records, and reports client progress. Meets state educational and licensure requirements to practice. 33 THERAPY ASSISTANT - Under general supervision of Physical Therapist or Occupational Therapist, exercises client as instructed. Special training required for this position. Meets state educational and licensure requirements to practice. 2009-2010 HOMECARE Hospice Survey Job Descriptions 34 RESPIRATORY THERAPIST - Performs respiratory modalities such as pressure breathing, mechanical ventilation, positive pressure breathing, humidity/medicated aerosol therapy, medical gas administration, pulmonary drainage procedures, and cardiopulmonary resuscitation. Sets up and operates various types of oxygen and other therapeutic gas and mist equipment. Meets state educational and licensure requirements to practice. 35 SPEECH/LANGUAGE PATHOLOGIST - Examines and provides remedial services for clients with speech and language disorders. Speech disorders treated include stuttering, voice disorders, articulation, and speech problems associated with speech impairments. Devises vocal exercises and teaches proper breath control to improve speech. Prepares client progress reports describing therapy and progress made. Meets state educational and licensure requirements to practice. 36 REGISTERED NURSE (RN) - Provides services for clients consistent with the agency’s philosophy, policies, and standards of care. Meets state educational and licensure requirements to practice. 37 HI TECH NURSE - Provides clients with specialized services. Provides services such as I.V. therapy, ventilator care, and any other service that requires specialized training of technical skills. Meets state educational and licensure requirements to practice. 38 PRACTICAL NURSE (LPN) - Provides services under the direction of a Registered Nurse, for clients consistent with the agency’s philosophy, policies, and standards of care. Meets state educational and licensure requirements to practice. 39 NURSE PRACTITIONER - Serves as liaison between the clinical staff and the administrative operational staff. Plans and evaluates the clinical management of clients. Evaluates treatment plans, medications, and other necessary care. Provides clinical recommendations to nursing staff to address the medical needs of the clients. Can also provide comprehensive client care. 40 PSYCHIATRIC NURSE - Responsible for the care and needs of psychiatric clients. Administers medications and maintains clients' medical records. Meets state educational and licensure requirements to practice. 41 PEDIATRIC NURSE - Provides nursing services to infants, children, and adolescents by monitoring and recording vital signs such as temperature, blood pressure, and respiratory rate. Administers medications as prescribed by the Physician. Assesses significant behavior in relation to the child's illness through understanding of children's growth and development patterns. 42 PHARMACIST - Provides professional pharmaceutical services in compounding and dispensing medications and other pharmaceutical supplies. Uses standard physical and chemical procedures in the filling of written prescriptions. Meets state educational and licensure requirements to practice. 43 REGISTERED CLINICAL DIETITIAN - Responsible for the assessment of clients' nutritional needs relative to medical diagnosis and patient/caregiver education to facilitate achievement of defined nutritional goals and clients' nutritional needs. Meets state educational and licensure requirements to practice. 44 HOME CARE AIDE I (HCA I) - Assists with environmental services such as housekeeping and homemaking services in order to preserve a safe, sanitary home and enhance family life. The Home Care Aide I does NOT provide personal care. May also be called chore worker or homemaker. 45 HOME CARE AIDE II (HCA II) - Provides non-medically directed personal care. May also be called personal care attendant. 46 HOME CARE AIDE III (HCA III) - Provides personal care services under a medically supervised plan of care. Meets federal and/or state training and licensure requirements. May also be called home health aide. 47 MEDICAL SOCIAL WORKER - Identifies and analyzes the social and emotional factors underlying client illness and communicates these factors to the health team. Assists clients and their families in understanding and accepting treatment to permanent and temporary effects of illness. Master’s Degree required. Provides direct and indirect social work services. 48 CASE WORKER - Provides direct or indirect social/environmental work services based on staff and client needs. Assists with the development of the social work assessment of clients and families. Bachelor's Degree in social work, sociology, psychology, or related field required. 49 INTAKE/CUSTOMER SERVICE REPRESENTATIVE - Provides centralized intake, takes client information and refers to appropriate individuals within the agency. Coordinates the staffing assignments as instructed. 50 DISCHARGE PLANNER - Manages and facilitates the safe and timely transfer of clients from a hospital or skilled nursing facility to the care of the home care agency/hospice program. Evaluates the clients referred to determine ap-propriateness for admission. 2009-2010 HOMECARE Hospice Survey Job Descriptions 51 BILLING CLERK - Processes, verifies, bills and coordinates billing matters including Medicare or Medicaid, if applicable. Records payments and reconciles remittance advices. Follow-up on claims denials, pending and aged claims. Performs various functions in the preparation of Medicare/Medicaid billing. 52 ACCOUNTING CLERK - Responsible for the accounts payable/purchase order system and reconciling vendors' monthly statements against the facility's listing of accounts payable. Responsible for purchase orders, invoices, packing slips and processes for payment. Logs vendor purchases and processes orders through purchase order system. 53 COMPLIANCE COORDINATOR - Performs a full range of clerical functions related to employee record compliance to assure compliance with contractual requirements and regulations. 54 HOME CARE AIDE COORDINATOR - Responsible for scheduling of Home Care Aides. Submits staffing reports on Aide activities. Maintains record of Home Care Aide reports and checks time sheets. 55 DIRECTOR OF VOLUNTEER SERVICES - Organizes and directs a program for recruiting, screening, training, retaining, and utilization of volunteer workers who con-tribute their services to supplement work of regular staff. 56 DIRECTOR OF BEREAVEMENT SERVICES - Responsible for the hospice bereavement program including organizing and training of bereavement counselors and ensuring that the services reflect family needs and follow the hospice plan of care. 57 CHAPLAIN - Provides patients and members of the family with pastoral care and religious counseling by making routine visits. Performs church rites or makes provisions with an appropriate religious leader to do so. 58 PAYROLL CLERK - Performs various calculations of payroll including withholding and deductions and other payroll functions. Job duties may be coordinated with automated payroll computer service. Job requires coding payroll data for computer processing. 59 SECRETARY/CLERK II - Performs a variety of complicated clerical tasks and computer entry in the processing of non-routine transactions. Functions may include typing reports, formatting computer documents, memoranda, etc., and filing of various documents. 60 SECRETARY/CLERK I - Performs simple, routine, clerical tasks, and computer entry in the processing of various transactions. Functions may include some typing, copying and filing of various documents. 61 COMPUTER OPERATOR - Operates computer and related equipment, such as printers, backup tapes and disk drives. Performs data entry for the processing of various accounting and statistical data including admission and discharge forms, employee daily reports, fee changes, and financial data. 62 PURCHASING/SUPPLY CLERK - Orders, stocks and maintains office, medical, and other supplies. Keeps office machines, such as photocopier and fax in working order through simple maintenance and cleaning. 63 MEDICAL RECORDS CLERK - Performs a variety of clerical tasks related to client admission/discharge process and records. Assigns new codes to the admission process. Verifies discharge information as reported on discharge form. Processes and verifies fees. 64 EXECUTIVE ASSISTANT II - Performs administrative/secretarial duties for president and/or other key executives requiring extensive knowledge of organization, policies, and procedures. Types a variety of correspondences and documents of a confidential and sensitive nature. Position requires the use of word processing. Screens and places phone calls, arranges meetings, and analyzes reports and correspondence as assigned. 65 EXECUTIVE ASSISTANT I - Types letters, memorandum, reports, and administrative forms requiring knowledge of organizational policies and procedures. Position requires the use of word processing. Screens calls for executives, arranges meetings, and analyzes reports and correspondence as assigned. See also Secretary/Clerk I/II. 66 RECEPTIONIST - Greets and directs visitors entering the premises. Operates console to take and relay incoming calls. May perform simple, routine clerical and typing tasks. 2009-2010 HOMECARE Hospice Survey Definitions of Terms Used In Questionnaire: FTE: The sum of annual paid hours for all employees divided by 2,080 hours. This sets the standard for reporting FTEs. For per-visit employees, divide their number of visits by the average number of visits made by a full-time employee. Government (public, official): Operated by a government entity (state, city, county, federal). Gross Revenue: Income generated by all of the agency’s operations, before deductions for expenses. Home Health Care: Professional services provided in the place of residence on either a part-time, intermittent, hourly, or shift basis. Hospice: Organized program of interdisciplinary services for terminally ill patients and their families to provide palliative medical care and supportive social, emotional, and spiritual services in the place of residence. Hospital-based: Organized as a department/division of a hospital. Hourly: Compensation paid by the number of hours worked. Management: Supervisory employees who are compensated by salary and are exempt from overtime pay. Personal Care: Personal care related to assistance with Activities of Daily Living (ADL) provided on a part-time, intermittent, hourly, or shift basis in the place of residence. Personal Leave: Personal Leave is all paid days granted which do not include Sick Leave, Death-in Family, Holidays, and Vacation Pay. Private: Non-profit or proprietary; privately owned and controlled by an individual, partnership, or corporation. Profit Status: Not-for-profit--excess revenue retained by the corporation; exempt from Federal income taxation under Section 501 of the IRC. Proprietary/For-profit: Excess revenue distributed to owners or shareholders or held as retained earnings subject to federal taxation. PTO: Paid Time Off is the combined compensated time for all Holidays, Excused Paid Absences, Personal Days, Vacation Time & Sick Leave. Publicly Held Company: Company that issues stocks that are traded on a stock exchange. Salary: Fixed base compensation paid regularly. Support Care: Supportive services related to assistance with Instrumental Activities of Daily Living (IADL) provided on a part-time, intermittent, shift, or hourly basis in the place of residence. Unduplicated Patient/Client Census: Number of individuals receiving service from an organization during a given period of time counted only once regardless of the number of services, frequency of admission, or payor source. VNA/VNS: Visiting Nurse Association, Visiting Nurse Service. Governed by a community-based, voluntary board of directors.
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