Comp_Plan_Overview_Confidential_Oct2024_v2.txt

Oct 8, 2024 | Comp plan overview - confidential
Attendees: Araceli Gutierrez Timothy Thomas Derek Gordon Jennifer Geist Coddye Ring-Noonan Melissa Reyes Beth Ann Rosario Kimberly Guerci Audra Williams Tiffany Silton Jessica Thomas


Notes
* There will be dashboards created for visibility.  When are they available?
* Site level goals, not individual goals
* Offers flexibility with margins
* Reachable goals drive individuals


Action items/Takeaways and Questions
* Are these metrics based on  intention or actualization for Tier 1 intention? Actual
* How does this impact live in margins?  What accommodations are being made for live in margins? Working on it
* Can we look at Live in’s separately? Can we carve out live-in volume? Working on it
* How are we considering the nurse's margin’s impact on AEBITA?  Regulated states have lower AEBITA because of the nursing needs. 
* Can we change AEBITA to only be for GM’s and replace AEBITA for the field team members?
* GM’s need support and talking points for their team members? HR is ramping up
* Can we rename AEBITA?  Possibly adjusted site level margin or profitability YES
* Have we considered VA and Care Scout in terms of margin?
* Can we consider site specific goals, especially with sites that have nuanced business (VA, seasonality, partnerships)? Working on it
* Where does the bonus payout hit P&L? Comp, but is accrued so impact is muted
* Plan Alignment: Flat dollar amounts for CSM and CGM’s
* On Call Team members?  Will they stay regional? Suggestion is to keep it as is - Yes for now, potentially layered as a “cross charge” based on billable hours in 2025
* Can we create a scorecard for the teams YES, BEING DONE
* Action Item:  Roll Out Plan
* Action Item:  Dashboard
* Action Item:  Talking Points and training tools
* Plan Alignment:  Start with 5 keys
* Action Item:  Live Comp Samples for training
* How is comp planning going to work? How are the people going to be managed on the comp side?  LOA’s, eligible for bonuses, WORKING WITH HR
* How are we receiving proofs?  What is the deployment plan for proofs? WORKING WITH HR
* Google review numbers at the starting point?
* Can we confirm how the billable hours are calculated? Daily vs Monthly? 31 days vs 30 days for monthly calculations can have an effect on how the increase is calculated.  IT’s MONTHLY, BUT GLIDE PATH IS BEING BUILT DAILY