Project Examples

Executive Compensation

• Compliance Audits:  Intermediate Sanctions Certification 53, 301 and 602, Excise Taxes on Excess Benefit Transactions: Final Rule and Proposed Rule  As described under the Intermediate Sanctions Rules, Lawrence Associates offers audits and certifies that we meet the requirements 26 CFR, Section 53.4958-1T, paragraphs (d)(4)(iii)(C)(1) through (3).  Lawrence Associates holds itself out to the public as compensation consultants.  The Firm performs the relevant valuations on a regular basis, and is qualified to make valuations of the type of property or services involved.  This certification is supported by the professional profiles of Lawrence Associates’ consultants, by marketing materials and the web site by our client base and projects.  Contact us for an audit.

• Assisting a large Massachusetts foundation and several foundations nationally with reviews of reasonableness of compensation
• Assisting a major university with executive compensation review and comparison to cross-industries.
• Assisting clients in responding to public disclosure of executive compensation and reasonableness concerns.
• Developing and leading custom executive compensation salary surveys to satisfy Intermediate Sanctions requirements.
• Assisting with resolution of complex executive compensation decisions related to executives in transition.
• Assisting a major academic center with executive compensation review and comparison to cross-industries.
• Responding to media inquiries on behalf of Associations and clients. Assisting the Connecticut Hospital Association in preparing a response to media attention. Assisting board members in responding to public disclosure of executive compensation and reasonableness concerns.
• Conducting a national review of large healthcare system executive titling practices. Advising management and board members of leading colleges, universities and healthcare organizations on organization design, productivity, incentive programs linking pay to performance, downsizing and communications.
• Developing a leadership position and consulting assistance for employers examining cross-industry executive compensation, and the unique impact of cost-of-living and economic indicators on compensation.
• Assisting Trustees and CEOs with resolution of complex executive compensation decisions related to transitioning executives.
•  Conducting an annual custom survey covering Northeast, multi-facility institutions. Conducting the New Jersey Hospital Association CEO Compensation Survey for four years. Conducting a variety of national, regional and local surveys.
• Providing educational seminars for chief executive officers and trustees for the Healthcare Association of New York State, the New Jersey Hospital and the Massachusetts Hospital Association.
• Providing educational seminars for CEOs and trustees in affiliation with the Healthcare Trustee Institute.

Competitive Analysis and Surveys

• Conducting the Spring and Fall Wage and Salary Surveys for the New Jersey Hospital Association covering  jobs in Acute, Rehabilitation and LTAC; Assisted Living Facilities; Home Health Care; and Long-term Care.
• Conducting the annual AHHRA of Greater New York Executive and Management Compensation Survey and Market Jobs survey including New York, Long Island, Northern Metropolitan and surrounding regions and including large, multi-institutional systems.
• Conducting the annual executive compensation survey for Southern New England CUPA-HR.
• Conducting the annual CEO Compensation Survey for the hospital associations.
• Conducting surveys of physician compensation practices including salary, other compensation, stipends, consulting, working hours, on-call practices and the like.
• Conducting custom surveys covering compensation, perquisites, executive titling, shift differentials, employment practices and the like.
• Conducting quick turnaround Hot Jobs surveys.
• Conducting an annual Massachusetts Executive Compensation Survey.
• Conducting online surveys, paper and electronic salary surveys of salary and incentives, perquisites, executive titling, shift differentials, employment practices and the like.

Wage and Salary Administration, Variable Pay, Incentive Pay, Recognition and Reward Strategies

• Assisting nationally-recognized healthcare systems, law firms, nursing homes and foundations with restructuring compensation programs, linking the programs to lateral career growth and skill attainment, including revision of job evaluation approaches to encompass competency-based pay, incentive pay design and performance management.
• Developing a well-received incentive program that provides substantial monetary rewards to both employees and the hospital. David Kirshner, former Winchester Hospital CFO, says, "This program has exceeded our expectations. During periods of net revenue compression, this is a tool that organizations should use." See January 1998 article in Healthcare Financial Management.
• Implementing executive and middle management incentives designed to achieve strategic planning objectives on an annual and longer-term basis.
• Conducting physician compensation surveys and trend analysis for major medical groups and universities.
• Restructuring compensation for merging and consolidating organizations. Implementing broader bands of pay with concomitant management training.
• Assisting large and small employers in developing competencies for clerical, direct service and other positions.