Our compensation philosophy is directly linked to our mission because each team member is vital to supporting and providing excellent and safe patient care. Our goal is to retain and attract talented employees by our work environment, career growth opportunities and market competitive compensation and benefits.
Sentara's compensation philosophy includes each member of the team.
Healthcare positions are created based on essential functions of the position as defined in the work description.
Salary increase budgets are based on external market surveys and Sentara's financial resources.
Market is defined for each position based on factors such as where employees are recruited from (local, regional or national market), industry, size and complexity.
Positions are matched to the market at least once each year using more than 80 salary surveys, special salary surveys, and information from recruiters, managers and employees.
Competitive Market Pricing
This process ensures we maintain competitive market pricing for all healthcare positions.
In addition to looking at base pay, we review other types of pay, such as shift differentials, call pay, charge pay, etc. When significant variances exist between our pay and the market, the need for adjustment is assessed to maintain market competitiveness.
In addition to market-driven compensation changes, we recognize individual contributions through the pay for performance program (PMP) and Performance Plus. We continue to review programs like Performance Plus to reward employees for the success of Sentara Healthcare.
We believe our market-competitive compensation philosophy supports our mission to best meet employee, patient and community needs.