Community becoming employer of choice

In the past few months more than 45 traveler nurses have committed long-term to Community, including Diana Rae Encinias (left), Edward "Waki" Faagai (center) and Gerri Fisher.

Community Medical Centers chief executive Tim Joslin set ambitious goals when he joined the Valley’s largest health care network in July 2005 – chief among those was to become the region’s employer of choice.

That goal is becoming a reality with employee retention rates steadily rising, applicants for jobs increasing and record numbers of short-term contract nurses committing full time to Community.

For the past two years, employee turnover rates have been lower than statewide averages for hospital workers and those rates are continuing to decrease. During the first quarter of 2008, turnover was at 2.1% for Community, compared to 2.9% for California hospitals overall, said Ginny Burdick, senior vice president of human resources.

“Community is becoming the place people look for lifelong careers,” Burdick said, pointing out that 10% of the 6,000-person workforce has been with Community 15 or more years. Besides tuition reimbursement and training opportunities on site, Community pioneered the Paradigm Program to fast-track employees into nurses training programs, helped with education costs and provided mentoring along the way. The program, which works closely with local colleges and universities, was recognized as a model statewide to address nursing shortages.

Kelly McNary got help from the Paradigm Program to make a career switch to nursing after 25 years as a construction manager. Community helped her cut down on waiting time to get into a college nursing program, she said. McNary started as a unit clerk at Community Regional Medical Center and has worked her way up to nursing at the hospital’s step-down unit with the goal of going into nursing management.

She said, “I tell people I work for the biggest hospital system in Fresno and there are more chances here for advances than any other hospital in the area.”

Kelly McNary

Julie Adair, head of recruitment for Community, said, “More and more people want to join Community for our career opportunities, great benefits, wellness program and competitive salaries.” Applicants for all community jobs increased 57% in the second quarter of 2008 compared to the same period in 2007.

Unlike many California hospitals that have cut services, closed emergency rooms and tightened their budgets, Community has been able to invest in expansions at all three of its hospitals, hire more employees and increase salaries. Budget improvements have allowed Community this June to make another $4.6 million in market-competitive salary increases for 205 job classifications. This latest investment in employees brings the total to $25.2 million in annual market adjustments implemented since April 2006.

Those investments are on top of the continuing focus to expand health coverage for employees and keep their costs low. Community spends $30 million annually to provide comprehensive and flexible health benefits with dental and vision insurance at costs to employees that are 29% to 38% lower than what the average employee pays nationwide for employer-provided health insurance.

In the past three years Community has added long term care insurance for employees’ extended family members at rates 45% below the individual market. It also has been able increase orthodontia coverage by 33%, reduce co-pays for prescription drugs and provide preventative health screenings with no deductible costs.

Community encourages longevity by contributing 4% to 8% to guaranteed employee pensions, exceeding contributions by most private employers. Fewer and fewer private companies are offering guaranteed pensions, opting instead to provide only 401K plans that can fluctuate and lose value depending on the stock market.

In 2007, Community created a comprehensive employee wellness program, C-Fit Community Wellness Program, to encourage staff in their individual fitness, nutrition and health goals. The program includes generous incentives and rewards for participating in C-Fit exercise, recreation, weight-loss and wellness education programs. Participating employees also have personal wellness counselors to help them reach their fitness and health goals.

Community employees’ suggestions and input have resulted in a number of workplace improvements recently, including a carpooling program to be implemented in September and a concierge errand-running service coming to the downtown hospital in August.

This story was reported by Erin Kennedy. She can be reached ekennedy@communitymedical.org.

Thursday, July 31, 2008