Question

Mrs Patty care director of nursing seeks your support in the following proposal:
While our financial loss is serious, most of it is attributable to low rates- we need to increase our rates to reflect our quality services. Our nurses are overworked and underpaid. I've been working on 2 solutions that I would like your support on. First I believe strongly in primary care nursing and as a result 90% of the nursing staff is RN's. RN's can perform more tasks than LPN's and nursing assistants and therefore are more efficient. This can be further justified by the acuity of our patients. Using the DRG scale as a severity index, our patients are sicker than those in the average hospital. However, I am having some difficulty getting the RN's to administer meds, empty bedpans, and feed patients. Therefore I have developed a total quality management program designed to convince the RN's that all their tasks are important. All our ends are required to attend 5 hours of total quality management training each week. Even though patient days are down. I would like to hire 10 more RN's to help cover the floors when the other RN's are in training. In order to recruit these RN's in light of the nursing shortage we need to increase their average hourly rate to $50, which is competitive with County Hospital (see table VI-A). This, of course would be in addition to the cost-of-living raises already announced by the personal director (Assignment #19 is to calculate the possible nurses' compensation packages). I would also like for you to include a doctorally prepared entry level nurse in our plan for 10 years from now.

TABLE IV-A Discharges Service (LOS) Acute (4) SNF (13) Rehab (20) Home Health Emergency Outpatient 2010 2011 2012 2013 2014 8,000 130 138 30,000 32,500 27,500 7,500 132 140 25,000 35,000 30,000 7,000 134 142 20,000 37,500 32,500 7,000 136 144 15,000 40,000 37,500 7,000 138 146 15,000 42,500 42,500 TABLE IV-B Percentage of Discharges by Payer 2014 2012 2013 2010 2011

create an nurses compensation package

Answer 1

Answer: The compensation package for new recruitment of RNs

We are going to recruit 10 RN's in addition - 10

RN paid for each hour is approximately

-in bobcat -$ 33.5

- in country hospital - $ 32.00

They are compensated for a 5 hour as the other staffs attend the training.

For a period of 10 years

The plan to increase the salary of RN is from $ 33.5 to $ 50 per hour.

So the compensation package for nirses RN would be

= Salary of per RN × total hours per day × total RN to be recruited

= $50 ×5×10

= $2500 / per day for 10 RNs

Depending on the total number of working days in a year to be multiplied by the net amount of per day for 10 RNs which should be further multiplied by 10 for getting the total gross amount for 10 years.

I will provide you an example for better understanding:

This is regarding the travel compensation:

How to Evaluate Travel Nurse Compensation Packages

It’s always exciting to get the job offer that you’ve been working on into your hands. When you receive an offer from TaleMed, you’re not just getting a job, you’re joining our family!

But we understand that before you commit, you need to process the package or you might be comparing it to offers from other companies. As you review offers, it’s important to make sure you’re comparing “apples to apples” for compensation packages.

1. Look at the comprehensive compensation package

Oftentimes, the hourly rate is what catches your eye – which absolutely makes sense. However, that doesn’t provide you with the complete picture. You want to compare hourly equivalents – regular rates vs. regular rates, overtime rates vs. overtime rates, etc.

As a travel nurse, you also want to maximize your tax-free benefits. Tax advantages come in the form of:

• Meals & Incidentals (M&I), which some companies may call a per diem – Lodging and meals as well as incidentals, which include transportation costs, parking and tips. (Per diem should not be confused with per diem nurse jobs, which are ones where nurses work day-to-day.)
• Housing Allowance – Lodging or housing rates calculated monthly and then calculated for each week of the assignment
• Travel Reimbursements – Including travel expenses to and from your assignment

At TaleMed, our recruiters work diligently to provide our travel nurses with the maximum allowable tax-free pay, putting your compensation appropriately into these categories when possible. See how a tax advantage plan comes together in your offer letter.

$250 per week for meals X 13 weeks	$3,250
$615 per week lodging X 13 weeks	$8,000
$500 travel reimbursement (first and last check)	$500
Total:	$11,750
Divided by total hours worked	/468 hours
Base pay	$20/hour
Total weekly net after taxes	$1,421