Lawrence Associates’ 2020 COVID-19 Survey Findings

by Lindalee A. Lawrence

We want to thank all the AHHRA of GNY, Nassau-Suffolk and New Jersey Hospital Association members for responding to our surveys during this difficult time.  Lawrence Associates, has conducted a survey of 152 market and 106 executive and middle management positions, annually since 1999, on behalf of AHHRA of Greater New York and Nassau-Suffolk Hospital Council.  Since 1994, Lawrence Associates has conducted all of the New Jersey Hospital Association surveys.  For 2020, all surveys included sections on COVID for acute, long-term care, assisted living and home health facilities.  Our findings follow:

What Was Needed?

Additional shifts, more coverage, contract employees/ agency staff, per diems, benefits supporting essential staff

Collective bargaining considerations

What Tools Were Used?

Incentive pay focus, timing and amount: weekly/one-time payments (amounts quite variable), double time, surge pay, redeployment pay, additional rate, and additional shift rate eligibility

Free meals (on site & take home)

Housing (agency workers, quarantine staff, etc.)

Additional accrued PTO

Employee Assistance Programs, mental health care/counseling

COVID testing covered (frequency, coverage, availability)

Childcare

Who Was Eligible?

Hospital-wide vs. specific positions

Full time vs. others

Cost Saving Measures (low volume services)

Incentives delayed, deferred, eliminated

Salary, hiring freezes, reduced hours, rates, and furloughs

Executive pay cuts

Where are We Now?

Considerations for Emergency Response Planning (ERP)

Consider multiple catastrophic events:  Pandemic, Hurricane, Terrorism

Align ERP with compensation practices

Respond quickly and strategically

Consider frequency, magnitude, duration of ERP protocols and compensation practices for activated staff

Minimize burnout: compensating for the cost of crisis response

Recognize/reward individual/team contributions: extraordinary service recognition, protecting employee well-being

What Worked Best?

Examine incentive frequency, form and amount: identify efficient/effective combinations

Tailor approaches to desired outcome/motivation

Consider follow-up questions and/or case analysis across organizations

What is a return to “normal”?