# New Wage Structure Examples

The union’s goal was to implement a new wage scale to add clarity and equity to members’ pay. We convinced the hospital that too many members are being left behind in the pay for their job classifications.

• Provides larger increases for those at the bottom of the pay grade for their job classifications—which is most members (see bold lines in scale on right). These increases are larger than those in the previous contract.
• Those at the top will still see annual raises (or lump sum payments in some cases) but their raises will be smaller.
• Raises will still be given in relation to annual performance evaluations with two categories receiving raises: Meets/Solid Performer and Exceeds/Exemplar Performer.
• For more information on the Mid-Point for each Job Classification, click here.
 Solid Performer (0.85-1.29) Exemplar Performer (1.30-2.00) Comp-Ratio Increase Percentage Min – 0.79 4.00% 4.85% .80 – 0.94 3.00% 3.85% .95 – 1.04 2.50% 3.50% 1.05 – 1.12 1.75% 2.50% 1.13 – Max 1.25% 2.25%

To determine wage increase:

Comp-Ratio = Base Rate divided by Mid-Point of wage range for each job classification. *Note your base rate excludes any longevity, shift or other differentials.

Comp-Ratios will be different for most employees, so be sure to plug in your Base Rate and the Mid-Point for  Base Rate and the Mid-Point for your job. Those above the Max Rate in their job classifications will receive their raise in an annual lump sum.

 Example 1: Patient Access Rep I with current Base Rate of \$14.00/hr who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$16.65.\$14.00 ÷ \$16.65 = . 84 <- Comp-Ratio Raise in Year 1 = \$14.00 + 3% = \$14.42 \$14.42 ÷ \$16.65 = .86 Raise in Year 2 = \$14.42 + 3% = \$14.85 \$14.85 ÷ \$16.65 = .89 Raise in Year 3 = \$14.85 + 3% = \$15.30 More than 9% raise over three years! Example 2: Respiratory Care Specialist I with current Base Rate of \$25.00/hr who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$32.44.\$25.00÷ \$32.44 = .77 <- Comp-Ratio Raise in Year 1 = \$25.00 + 4% = \$26.00 \$26.00 ÷ \$32.44 = .80 Raise in Year 2 = \$26.00 + 3% = \$26.78 \$26.78 ÷ \$32.44 = .825 Raise in Year 3 = \$26.78 + 3% = \$27.58 More than 10% raise over three years! Example 3: Radiology Tech I with current Base Rate of \$24.00/hr who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$31.18.\$24.00 ÷ \$31.18 = .77 <- Comp-Ratio Raise in Year 1 = \$24.00 + 4% = \$24.96 \$24.96 ÷ \$31.18 = .80 Raise in Year 2 = \$24.96 + 3% = \$25.71 \$25.71 ÷ \$31.18 = .82 Raise in Year 3 = \$25.71 + 3% = \$26.48 More than 10% raise over three years! Example 4: Ward Clerk with current Base Rate of \$15.30/hr who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$18.01.\$15.30÷ \$18.01 = . 85 <- Comp-Ratio Raise in Year 1 = \$15.30 + 3% = \$15.76 \$15.76 ÷ \$18.01 = .875 Raise in Year 2 = \$15.76 + 3% = \$16.23 \$16.23 ÷ \$18.01 = .90 Raise in Year 3 = \$16.23 + 3% = \$16.72 More than 9% raise over three years! Example 5: ED Tech I with current Base Rate of \$19.73 who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$21.91.\$19.73 ÷ \$21.91 = .90 <- Comp-Ratio Raise in Year 1 = \$19.73 + 3% = \$20.23 \$20.23 ÷ \$21.91 = .927 Raise in Year 2 = \$20.23 + 3% = \$20.93 \$20.93 ÷ \$21.91 = .955 Raise in Year 3 = \$20.93 + 2.5% = \$21.45 Almost 9% raise over three years! Example 6: CNA with current Base Rate of \$15.76 who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$17.31.\$15.76 ÷ \$17.31 = .91 <- Comp-Ratio Raise in Year 1 = \$15.76 + 3% = \$16.23 \$16.23 ÷ \$17.31 = .937 Raise in Year 2 = \$26.23 + 3% = \$16.72 \$16.72 ÷ \$17.31 = .966 Raise in Year 3 = \$16.72 + 2.5% = \$17.14 Almost 9% raise over three years! Employees Earning Base Rates at, near, or above Max Rates for their Job Classification: Everyone will still receive additional money each year of the contract, and no one will have their pay lowered if they currently make above the Max Rate for their job. Employees will continue to earn raises until they reach the Max Rate for their job. Once the Max Rate has been reached (or if the employee was already above the Max Rate), employees will receive annual lump sum payments based on the prior year’s earnings (including overtime and differentials) multiplied by the Max percentage on Comp-Ratio Chart according to evaluation result (solid or exemplar). If an employee is close to Max and their raise will put them over it, they will receive a partial increase to reach the Max and then receive a lump sum. Example: Employee with current Base Rate of \$53.95 who receives “Solid Performer” scores on evals each year. Mid-Point of Job = \$44.38 and Max Rate of Job = \$54.62. \$53.95 ÷ \$44.38 = 1.215 <- Comp-Ratio Raise in Year 1 = \$53.95 + 1.25% = \$54.62 <- Now at Max Rate Raise in Year 2 = Total Yearly Earnings (Estimate: \$54.62 x 40 hrs x 52 weeks = \$113,609.60) x 1.25% = \$1,420.12 lump sum payment Raise in Year 3 = Total Yearly Earnings(Estimate: \$113,609.60 + prior year lump sum = \$115,029.72) x 1.25% = \$1,437.87 lump sum payment Still more than a 3% Raise over three years!