Employees earn 2.19 percent PIP payout for FY 2016

In the midst of unprecedented challenges on several fronts, Yale New Haven Hospital employees performed well on the hospital's Performance Incentive Plan (PIP) goals and earned a 2.19 percent payout out of a possible maximum 3 percent of salary during fiscal year 2016, which ended Sept. 30. The PIP award, which is over and above any annual merit increase, rewards employees for contributions toward the realization of hospital goals.

"As we look back on 2016, it is important to acknowledge that it was a very busy year for our hospital," said Richard D'Aquila, president. "We weathered much uncertainty around state reimbursement for services, were re-designated a Magnet institution and met and exceeded other goals in many areas. Our employees are essential partners in our success and the PIP program reinforces our commitment to provide a great place to work, be the employer of choice, and reward employees for their role in our accomplishments."

To be eligible for the PIP award, employees must have worked at least 1,000 hours during the fiscal year 2016 payroll periods – Sept. 20, 2015 - Sept. 17, 2016 – and be active as of Dec. 8, 2016 when PIP is paid.

PIP results were measured in four hospital-wide areas of performance: patient safety and quality, patient experience, employee engagement and financial performance.

Patient safety and quality

Patient safety and quality included three measures. YNHH did not meet goals for avoiding hospital-acquired infections, but exceeded maximum goals for readmissions and reported near-miss events.

Patient experience

The patient experience category measured patients' and families' experiences at YNHH as expressed in Press Ganey surveys and HCAHPS (Hospital Consumer Assessment of Health Providers and Systems) reporting. It included four measures. Inpatient satisfaction and Ambulatory Services met threshold goals for the year. The Emergency Department experiences and HCAHPS quiet at night measure, which indicated how quiet patients perceived the hospital to be during their overnight stay, both exceeded their maximum goals.

Employee engagement

The employee engagement category was based on three measures. Participation in the influenza vaccination program during the 2015-2016 flu season did not meet the threshold goal. Participation in the 2016 Know Your Numbers Plus program exceeded maximum goals and participation in the 2016 Employee Engagement Pulse survey exceeded the target goal.


Financial performance included the sole measure of the hospital's operating margin, which exceeded maximum goals.