Suzanne Rogers, senior vice president at Health Inventures, suggests four creative employee benefits your ambulatory surgery center could use in addition to traditional benefits.
1. Implement a pay-for-performance incentive. The healthcare industry is increasingly focused on "pay for performance," or financial reward for achieving measurable, predetermined outcomes. Implementing a pay-for-performance program has two clear benefits: Your employees will appreciate the tangible recognition of their hard work, and they will likely work harder to meet goals because of the financial stake.
2. Use non-pay rewards programs. Ms. Rogers says ASCs can also reward staff members through non-financial means. ASCs have the advantage of being able to provide flexible schedules and job sharing arrangements. A robust paid-time-off policy can "attract and retain staff" as well. PTO hours generally cover everything from planned vacations to sick days, and employees will appreciate having free time throughout the year to enjoy vacation, time with family or other outside pursuits.
3. Implement consumer-driven healthcare plans with Health Savings Accounts. Consumer-driven healthcare plans allow members to use Health Savings Accounts and Health Reimbursement Arrangements to pay routine healthcare expenses directly, while large and unexpected medical expenses are protected through a high-deductible policy. The employee can contribute funds to his or her Health Savings Account; funds roll over and accumulate year-to-year if not spent. Health Reimbursement Arrangements allow employers to reimburse medical expenses paid by participating employees. These plans encourage employees to save money over time and can lower the consumption of inappropriate healthcare, though opinions on the plans are mixed.
4. Implement a wellness program with Health Risk Assessment. "If implemented correctly with the correct follow-up, this can impact your benefit premiums positively," Ms. Rogers says. HRAs help to assess the health status of your employees, estimate the level of health risk and provide feedback on motivating behavior change. HRAs usually incorporate an extended questionnaire, a risk calculation and some form of feedback and are then used to structure wellness programs, which assist employees in pursuing a healthier lifestyle.
Learn more about Health Inventures.
1. Implement a pay-for-performance incentive. The healthcare industry is increasingly focused on "pay for performance," or financial reward for achieving measurable, predetermined outcomes. Implementing a pay-for-performance program has two clear benefits: Your employees will appreciate the tangible recognition of their hard work, and they will likely work harder to meet goals because of the financial stake.
2. Use non-pay rewards programs. Ms. Rogers says ASCs can also reward staff members through non-financial means. ASCs have the advantage of being able to provide flexible schedules and job sharing arrangements. A robust paid-time-off policy can "attract and retain staff" as well. PTO hours generally cover everything from planned vacations to sick days, and employees will appreciate having free time throughout the year to enjoy vacation, time with family or other outside pursuits.
3. Implement consumer-driven healthcare plans with Health Savings Accounts. Consumer-driven healthcare plans allow members to use Health Savings Accounts and Health Reimbursement Arrangements to pay routine healthcare expenses directly, while large and unexpected medical expenses are protected through a high-deductible policy. The employee can contribute funds to his or her Health Savings Account; funds roll over and accumulate year-to-year if not spent. Health Reimbursement Arrangements allow employers to reimburse medical expenses paid by participating employees. These plans encourage employees to save money over time and can lower the consumption of inappropriate healthcare, though opinions on the plans are mixed.
4. Implement a wellness program with Health Risk Assessment. "If implemented correctly with the correct follow-up, this can impact your benefit premiums positively," Ms. Rogers says. HRAs help to assess the health status of your employees, estimate the level of health risk and provide feedback on motivating behavior change. HRAs usually incorporate an extended questionnaire, a risk calculation and some form of feedback and are then used to structure wellness programs, which assist employees in pursuing a healthier lifestyle.
Learn more about Health Inventures.