HEALTH CARE COMPENSATION 1

Health Care Compensation

Name

Institution

Course

Professor

Date
 Joint Commission Enterprise

Introduction

The Joint Commission Enterprise is a driver of patient safety in health care being an

independent non-profit organization that gives out certification for the health care ventures in the

United States. It offers both services and products to its customers and the public to improve

quality and health care, inspiring health organizations to excel to improve safety and effective

health care. Notably, Joint Commission Enterprise is a non-profit company with three distinct

bodies (Jointcommission.org. 2021). Being an accrediting organization provides accreditation

and certification to more than 1000 organizations in the United States. In collaboration with Join

Commission Center, the Commission Resource (JCR) is a non-profit affiliate with their board of

directors. The Joint Commission enterprise is very committed to giving an equal opportunity to

employment to every individual regardless of color, gender, religion, marital and sexual

orientation. This employment policy is also applied to the benefits, compensation, promotion,

training, and related terms of employment. All the employees receive performance reviews

annually, especially the Central Office Staff, and are well obligated to ensure that they achieve

their goals (Tuck, & Hough, 2017). There are many determinant factors of how much an

employer should earn within the Joint Commission Enterprise within the organization. The

compensation package calculates and analyzes how the pay of each individual compares in the

market. The employees at the Joint Commission make approximately 71,550 annually or even

34.4 an hour. The lowest earners in the Joint Commission make approximately 40000 a year

while the highest earners get over 125,000. While the Joint Commission pays an average of $

71,550 to the different employees, different job roles call for different wages. There some job

titles with high salaries

 The Joint Commission makes sure that their employees have a wide range of

opportunities for technical expansion. They have the ability to promote endorsement of external

through the employees' incentive packages. The Central offices operates mostly on the Fridays

or biweekly foundations. The field workers mostly are hired either once a month or twice in

every three months. The central office has the ability of managing and collecting the field

employees’ performance twice a year, after every six months of their service. The central office

personnel gets the presentation reviews yearly on 1 March and yearly on 1 April. The staff is also

obligated to contribute to a six-month development appraisal with the director mid-year.

The full-time employees within the central Workplace get a 15-day full vacation every

year, and after this, there are years of provision where the employees receive a 20-day full-day

vacation. The legislatures who are full-time may receive a ten-day vacation each and every year.

The whole time field representatives usually have a ten-day vacation each year, with the

eligibility of five days free leave days, which are also payable. The free leave days are

designated for the Christmas week and the holiday that comes after Christmas, the New Year.

The full-time workers have the privilege of the holidays, but the part-time workers also get pro-

rated vacations and administrative leave days based on FTE status. Both the full-time and the

part-time staff are usually paid every week where there accrued vacations on a biweekly basis

where the whole time and the part-time have an accrued vacation time every month. Generally,

both the entire time and the part-time employees are well eligible for the vacation time within the

pay period and done within the six months of their completed service (Marketing, 2021). The

commission also undertakes the consoles workforce to ensure that there are new events to

perpetuate expert development. They have a gladden suggestion of being competent with the
hope through the labor proposals and the rewards. The office work salaries are established on

Fridays.

Most importantly, the employees are also eligible to participate in the retirement plan

every 1 July after completing the year of the employment, which is done if an employee has

worked for more than a thousand hours within the same year and has attained 21 years and

above. Joint Commission has a way of funding the plan on the employees through contributing a

5% equal amount to the compensation within every year calendar and the accredited service. If

the employees have gone three or more credited years of service, the employee is well entitled to

a plan and an accrued benefit of termination and retirement or termination. Another advantage

that the employees find while working with the health organization is that the employees are

provided with 24/7 access to services, provided a solution, focused counseling resources,

support, financial concerns, legal matters, and workplace issues.

Cost-Benefit analysis

The Joint commission accrediting organization makes almost 10-15% of the total annual

fees a health organization pays to get its financial audits. For its survey, the Joint Commission

can also make a significant amount of 10,000-45,000 dollars. However, the costs of these

services are offset through some of the benefits that are well associated with accrediting. The

fees are then later subdivided into three years by the use of the annual fee. The fee for the survey

within the first year is approximately 60% of the total cost, and that is paid within the first year

with an addition of 40%, which is paid on the perpetuating years. There are no overhead charges

for the traveling surveyor, and the cost will depend on various factors like the location of the

hospital surveyed (Ritchie et al., 2021). The hospital or the health organization that accepts
accreditation, Joint Commission accepts professional guidance and support from professional

guidance. The accounting managers and the patient care experts also help in the provision of

guidance and support. The specialist of the organization and the investigators perform a well-

detailed hospital, and the care practices focused on providing conclusive data, patient care, and

expert information on ways of making progress. The organization provides twenty facilities to

the credited Joint commission. From the point of view of the Joint Commission, the payment for

the accreditation payment for quality was 10.12%-15.25% of the total hospital fee for the yearly

monetary examination. The submissions that were done internally to the Lean and Stigma

approaches of the Joint Commission had better-quality regulation approaches to the Joint

commission regulates a better quality client supply, and therefore it lowers the overall charges.

One of the general advantages of Joint Commission cost-benefit analysis is that it can measure

the benefits of its decision. It is involved with measurable financial metrics like the revenue

earned and the saved costs due to the project's decision-making. The cost-benefit analysis has

many benefits, which has an impact not only on the side of the health care but also on patient

satisfaction with the state's regulation. The accreditation represents a commitment of the quality

with the customers, the patients, and the employees (Schmaltz et al. 2011).

Impact of Cost-Benefit Ratio

When there is a high turnover of nurses, it becomes very unclear where the new nurses

will come from since there are limited nursing schools. Furthermore, the federal nurse funding

programs in education are very different. However, organizing postgraduate programs for the

nurses may be a good opportunity for developing expertise within the clinical environment.
Generally, having a shortage of attendants can be seen as a shortage of nursing capacity. Being a

nurse educator, it is tough to determine the future of nursing with the ongoing shortage of

nursing schools, which brings the shortage of nurses. Seeing that the government response to the

nursing shortage is a bit timid, the Joint Commission has become very responsive to the ongoing

nurse shortages. About the recent reports, the Joint Commission warns that the shortage of nurses

has the likeliness of putting the patients into great danger, and therefore there is a need for

immediate action (Xu, 2017). The special Joint Commission has provided out a set of

recommendations for combating the challenge, and these steps call for concrete action, where the

government has to collaborate with the organization. Besides, there is a lot to be done within the

local level, and the task force has a range of facilities and professionals to work on these

challenges. There was much to be done within the local level, and this task has to be done by

professionals that are well qualified with the tasks. Following the cost-benefit ratio, the Joint

Commission has therefore given recommendations for the transformation of the nurses’

workplaces and contusive environment where every nurse will feel free to stay for years, creating

a clinical foundation for nursing education preparation as well as providing incentives for health

care organization for investment in quality nursing care.

Ways of Improving Cost-Benefit analysis

Financial Incentives for Nursing

The incentives are widespread in health care and have been used to encourage the nurses

and the staff in filling the gaps in the schedules. In most cases, health organizations use

incentives for cash to have a reduction of the vacancy rates and also to keep the staff happy.

Having only a little inspiration and some creativity, the managers can leverage the nonmonetary
incentives that will help motivate the team more without a significant budget hit. On the same if

there is a need for generation of ideologies of staff nurses, it is very significant to focus on the

low salaries, lower fees, higher productivity as well improvement of the consequence, where it is

has the necessity of speculation of new greenbacks in the hospitals, finding another dishonorable

response volume (Efendi, 2021). So that to have an assurance that the hospitals have genuine

intelligence with the nursing professionals and has managed to overcome all the related

challenges within the health care, there is a need for new responsibilities to be placed for the

nurses and which will be very critical to be attained

Well discovered monetary impetuses for underwriting in nursing.

Although there may be existing conditions that create rationality in the nursing profession

and therefore making them be grounded on low wages, creating a welcoming environment,

creation of better outcomes, increases of salaries and remuneration, with higher adequacy will

not only motivate the nurses in their daily practices, but also there will be an increased volume of

nurses who will be willing to join the clinical field. It will be essential for the healing centers to

be clever enough, taking the nurse's interest and determining all the troubles controlling and

affecting their clinical care while still incorporating with the government to have new policies

that will safeguard their practices and fully take the nursing needs as their obligations. According

to the recent research, the nursing staffs with a better working environment have favorable and

better outcomes; have job satisfaction, and fewer nurse turnovers. Besides, the increase of nurses'

wages is significant in maintaining a reasonable staffing level, which is critical and essential in

retaining the nurses within the hospital workforce (McHugh and Ma, 2014).

The role of Human Resource Manager

Compensation is one of the fundamental components of a health care organization. One of the

roles of the Human resource manager is to create a substantial package that helps in keeping the

health professionals on board and have job satisfaction (Tsaur & Lin, 2004) The Human

Resource management will then ensure that internal pay equity, as well as the external

competitiveness and the integrity of the health organization, have adhered to the rules and the

regulations. Notably, the compensation package is a valuable tool that enhances the retention of

health care workers. It creates employee morale, fulfillment and also motivates. Having a good

compensation plan creates loyalty within the company. Therefore, the human resource manager

should ensure that the compensation package is favorable enough to attract the right personals to

the health organization and improve overall performance. The compensation should have a

competitive advantage and have a reasonable income (Oladapo, 2014).

Methods of Improving Compensation Package

The corporations that are attentive or operate on small costs will always have an urge to

show their benefits and assist that well collaborate with the priority. In most instances where the

business operates without the guidance of human resource management, the health organizations

tend to increase their services charges due to increased taxation, which may affect its operation

and customers in the long run. On the contrary, not all enterprises have the same reward safety

measure, and the more is being received, the more the health professionals have the choice,

assisting them in making the best possible employee outstanding for their requirement. To draw

talent, proper attainment of suitable rewards and welfare must be attained (Wadhwa &

Madan,2017). This will depend on the talent, which in the real sense the human resource

department has to explore the market to search for the best job proposal.
 References

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retention. Nursing & health sciences, 21(4), 422-427.
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