Compensation Philosophy
We believe that employees are our most important strategic resource and recognize that each employee must be valued as an individual and treated fairly and equitably.
Our Compensation Plan is designed to reward employees competitively and to link compensation to market pay, based on job skills and requirements. We periodically review salaries through formal and informal market surveys to insure competitiveness within the employment marketplace.
Further, we seek to identify and reward exceptional individual performance that is exemplary of our mission, vision and values. Along with our benefits and career opportunities, our Compensation Plan is designed to attract the broad range of employees we need to grow our business.
Benefits
At Palladian Health, we strive to be an employer of choice, providing competitive benefits such as:
- Corporate Holidays
- Paid time off (PTO) Plan
- Health & Dental Insurance
- Section 125 & 132 Flexible Benefits Plan
- Disability and Life Insurance
- Employee Assistance Program
- 401 (k) Retirement Plans
We acknowledge valued behaviors, innovations and achievements contributing to the Company’s overall success through our Employee Recognition Program which includes monetary and non-monetary individual recognition and rewards, as well as team and corporate celebrations.
Incentive Plan
Palladian Health has adopted a Performance Incentive Program, designed to reward individual and organizational performance achievements. The points below summarize the Program guidelines:
Intent -To provide economic incentive to achieve company-wide goals.
Living the Values - Goals are aligned with the annual corporate strategic goals and therefore, require the collaboration of multiple individuals and departments to be achieved. It is expected that each employee will support their coworkers in an effort to reach organization-wide goals.
Monitoring Progress - Management and employees are encouraged to discuss progress made against incentive plan goals on a quarterly basis. A semi-annual evaluation has been implemented to assist in monitoring this program.
Goal Revisions - Goals are established based upon the annual corporate strategic goals and are expected to be relevant throughout the entire year. In the event that a significant change in business strategy were to occur, Executive Management will review the goals with the individuals affected to determine if revisions are necessary. Any changes to the Incentive Plan require the approval of Executive Management/Board of Managers.
New Hires - At each year end, Executive Management will determine the availability for benefits eligible staff hired during the course of the year to participate in the Incentive Plan.
Goal Payout - Target bonus is based upon established percentage of individual salary. Payout is 0% -100% of target
Payout Approval - Executive Management and the Board of Managers render approvals for incentive plan payouts based on reasonable company financial performance.
