Historical Decisions

"SWB in absolute dollars should not be higher in 2027 than it was in 2026"

"Approximately 70 employees will be laid off as the hospital announced it will stop providing critical care services."

"The financial impact of maintaining SWB equal to FY2026 levels would result in a loss of approximately 170 FTEs."

"maintaining SWB equal to FY2026 levels would result in a loss of approximately 170 FTEs"

"Magnet recognition is a historic achievement for UMC and speaks to the quality of our patient care."

"According to an in-depth compensation survey, Van Houweling's total compensation, including benefits, falls slightly below the 25th percentile for hospital CEOs."

"Approve the recommended CEO merit salary adjustment and incentive bonus for Fiscal Year 2025"

"Here to express concern regarding news received from Mason, indicating there were going to be layoffs coming at UMC and noted that the following day there was an advertisement regarding a hiring fair that UMC was going to be present at."

"A motion was made by Member Franklin to award 16% of the 20% achievement of the goals met by Human Resources and Executive Compensation and recommend approval by the UMC Governing Board."

"Goal #3 on labor utilization offers two options. The financial EBITDA impact for SWB per APD for proposal 1 is .5% below budget, equating to $3 million, while for proposal 2, it is 1% below budget, corresponding to a $5.8 million impact."

"The committee unanimously agreed with the 95% award. The total amount allotted to Strategy is 25%."

"approve and recommend to the Human Resources & Executive Compensation Committee 95% of the 30% organizational goal allotment/achievement"

"Staff recommends that all of the goals were met and this would award 100%."

"$125K PERS purchase"

"management receives annual incentive bonuses but does not get COLA increases."

"Approve the Sixth Amendment to the CEO’s Employment Agreement; and make a recommendation for approval by the UMC Governing Board"

"extending the term of the agreement and bonus pay out for one additional year, through December 2029"

"Mr. Marinello added that the increase in salaries is due to physician contracted labor. The team commented on restructuring plans which include a hiring freeze, staff reductions, shifting of resources… Chief approval is required to fill vacancies."

"Approve the recommended merit salary adjustment and incentive bonus for Fiscal Year 2024"

"The Committee reviewed and discussed the merit increase. The percentage maximum for the merit increase is at 10%."

"For FY 2023, eligible employees will receive a 3% increase and one-time retention bonus of $1000.00."

"A motion was made by Member Franklin to award 95% of the FY24 Strategic Planning Organizational Goals and to recommend approval to the Human Resources and Executive Compensation Committee."

"The Committee agreed unanimously to award 25% of the 30% maximum achievement for goals met."

"The committee members agree that the team is worthy of 100% of the goal award."

"Compensation studies for the CEO compensation plan."

"The current salary for the UMC CEO is approximately $200K below the 25th percentile."

"Approve the recommended CEO merit salary adjustment and incentive bonus for Fiscal Year 2023"

"A motion was made by Member Mackay to award 100% of the FY23 Strategic Planning Organizational Goals and to recommend approval to the Human Resources and Executive Compensation Committee."

"The Committee agreed to an overall achievement of 25.9%."

"ICARE certificates, ICARE Cash, thank you cards and Unit of the Week appreciation."

"Approve the M-Plan revisions as recommended by the Human Resources and Executive Compensation Committee"

"Approve the recommendation of the Human Resources and Executive Compensation Committee’s review of CEO FY2022 Performance Objectives, and approve the recommended merit salary adjustment and incentive bonus for Fiscal Year 2022"

"because of his leadership in the community and statewide"

"award 75% for the Strategic Planning Committee 2022 CEO Performance Objectives"

"Actual SWB per Adjusted Patient Day is less than $2,267 or Actual SWB as a percentage of net patient revenue is less than 63.23%. Y 12.50% 12.50%"

"amendment to UMC’s CEO contract to coincide with the recommended M-Plan revisions"

"the Committee requested to also look at the C-Suite Market adjustment data."

"UMC in the newspaper regarding instituting mandatory overtime."

"it was apparent that the crisis incentive pay option was no longer being valued as a short-term way of recognizing those going above and beyond, but rather as an expectation of entitlement. … I am open to re-considering executing the mandatory extra shift plan, but that is predicated on the actions of UMC nurses moving forward."

"Changes also gives the CEO flexibility to award bonus at a higher percentage."

"MPLAN employees are not eligible for COLA"

"In evaluating the CEO performance, 95% of the CEO's objectives were met."

"Approve the amended Productivity wRVU Physician and Non-Physician Provider Compensation and Benefits Plan"

"right-sized the workforce to 26 FTEs, through attrition and VSP"

"coding staff 47 → 26 FTEs"

"Quarterly recognition certificates will be provided to the highest scoring practitioners in ambulatory care and in inpatient nursing units."

"Participates are given a $5 gift card for completing the survey"

"The Committee agrees to an overall 95% achievement award."

"award 25% out of a total 30% for the Clinical Quality and Professional Affairs Committee 2021 CEO Performance Objectives"

"recommend approval of the same percentage increases in the salary range for non-bargaining unit employees, excluding management plan employees, physicians, physician assistants, nurse practitioners, and those employees covered by a separate collective bargaining agreement"

"In FY2021, the parties agreed to no COLA for the bargaining unit members."

"Kauffman Hall is the daily productivity performance tool that the entire organization uses to calculate necessary employee volume/ratio per patient per department."

"The goal is to increase participation to a 50% response rate and to establish the mission to become a premier learning focused environment. Leadership should facilitate time for staff to take the survey and encourage employees to provide open feedback."

"the Voluntary Separation Program (VSP) is a key driver. She added that open positions have not been automatically replaced."

"Approve the Third Amendment to the Chief Executive Officer’s Employment Agreement"

"Approve the recommendation of the Human Resources and Executive Compensation Committee’s review of CEO performance and recommended merit salary adjustment and incentive bonus for Fiscal Year 2020."

"the June FY 20 year to date total income from operations showed a loss of $52.3 million. … Chair Ellis rounded the total bonus level to an even 95%."

"Salaries are below budget and below prior year. This can be attributed to VSP offered to employees."

"it was agreed that the committee will award 100% for performance goal."

"recommend to the Governing Board that Mr. VanHouweling met 95% percent of the goals for FY2020 and be awarded a 10% merit increase."

"Approve the FY21 CEO Performance Goals and associated percentages and recommend to the Governing Board for approval."

"Implement the employee engagement survey with a >50% participation rate. Evaluate survey data to identify action items."

"a $500 gift card… and a parking space"

"CEO Performance Goals of the Strategic Planning Committee be approved and forwarded to the HR Committee as recommended."

"Improve overall financial stability by reduction of SWB by 10% of the budgeted amount"

"Discuss and finalize CEO annual FY21 incentive compensation performance standards"

"Goal No. 2: Actual SWB per Adjusted Patient Day is less than or equal to $2,449 or Actual SWB as a percentage of net operating revenue is less than 66.17%."

"the plan is to replace physicians with nurse practitioners and change the skill mix to include LPNs, improve efficiencies and restructure data processes."

"The Quality Committee agreed to awarding 29.8% for the CEO Performance Goal."

"Chair Hagerty stated that the performance against the goals would be 40% and with the addition of the COVID response the percentage would be doubled to 80%. He would recommend to the HR Committee an accrual of the 80%."

"Ms. Wakem updated the Committee on workforce reductions and the Voluntary Separation Program that was offered to employees."

"UMC’s Foundation provided a $500 gift card for our employee of the year, Eve Olivero, who also received a parking space for the year."

"Receive an update regarding FY20 CEO Performance Goals related to the Audit and Finance Committee; and direct staff accordingly."

"we still have a COLA opener for fiscal year 2019"

"UMC’s Foundation provided a $500 gift card for our employee of the year, Eve Olivero, who also received a parking space for the year."

"Mr. VanHouweling suggested that perhaps we could compare ourselves against other academic health centers in the nation."