AGENDA. This meeting has been properly noticed and posted in the following locations:

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1 AGENDA University Medical Center of Southern Nevada UMC GOVERNING BOARD HUMAN RESOURCES AND EXECUTIVE COMPENSATION COMMITTEE December 3, :00 p.m. 800 Hope Place, Las Vegas, Nevada Trauma Building, ProVidence Suite 5 th Floor Notice is hereby given that a meeting of the UMC Governing Board Human Resources and Executive Compensation Committee has been called and will be held on the time and location listed above to consider the following: This meeting has been properly noticed and posted in the following locations: University Medical Center CC Government Center Third Street Building Regional Justice Center 1800 W. Charleston Blvd. 500 S. Grand Central Pkwy. 309 S. Third St. 200 Lewis Ave., 1 st Flr. Las Vegas, NV Las Vegas, NV Las Vegas, NV Las Vegas, NV (Principal Office) City of Las Vegas City of Henderson 400 Stewart Ave. 240 Water St. Las Vegas, NV Henderson, NV The main agenda is available on University Medical Center of Southern Nevada s website For copies of agenda items and supporting back-up materials, please contact Terra Lovelin, Board Secretary, at (702) The Human Resources and Executive Compensation Committee may combine two or more agenda items for consideration. Items on the agenda may be taken out of order. The Human Resources and Executive Compensation Committee may remove an item from the agenda or delay discussion relating to an item at any time. Consent Agenda - All matters in this sub-category are considered by the Human Resources and Executive Compensation Committee to be routine and may be acted upon in one motion. Most agenda items are phrased for a positive action. However, the Committee may take other actions such as hold, table, amend, etc. Consent Agenda items are routine and can be taken in one motion unless a Committee member requests that an item be taken separately. For all items left on the Consent Agenda, the action taken will be staff's recommendation as indicated on the item. Items taken separately from the Consent Agenda by Committee members at the meeting will be heard in order. SECTION 1. OPENING CEREMONIES 1. Public Comment CALL TO ORDER PUBLIC COMMENT. This is a period devoted to comments by the general public about items on this agenda. If you wish to speak to the Committee about items within its jurisdiction but not appearing on this agenda, you must wait until the Comments by the General Public period listed at the end of this agenda. Comments will be limited to three minutes. Please step up to the speaker's podium, clearly state your name and address and please spell your last name for the record. If any member of the Committee wishes to extend the length of a presentation, this will be done by the Chair, or the Committee by majority vote. 1 Page 2 of 9

2 2. Approval of minutes of the regular meeting of the UMC Governing Board Human Resources and Executive Compensation meeting on September 24, (For possible action) 3. Approval of Agenda (For possible action) SECTION 2. BUSINESS ITEMS 4. Discuss and provide a final set of objectives as it relates to the Human Resources and Executive Compensation Committee for recommendation to the full Governing Board for approval for Fiscal Year 2019; and direct staff accordingly. (For possible action) 5. Discuss and provide a final matrix of CEO Objectives for Fiscal Year 2019 for recommendation to the Governing Board for approval; and direct staff accordingly. (For possible action) 6. Hear a report on suggestions and feedback from the employee survey; and direct staff accordingly. (For possible action) 7. Identify emerging issues to be addressed by staff or by the Human Resources and Executive Compensation Committee at future meetings; and direct staff accordingly. (For possible action) COMMENTS BY THE GENERAL PUBLIC A period devoted to comments by the general public about matters relevant to the Committee s jurisdiction will be held. No action may be taken on a matter not listed on the posted agenda. Comments will be limited to three minutes. Please step up to the speaker s podium, clearly state your name and address and please spell your last name for the record. All comments by speakers should be relevant to the Committee s action and jurisdiction. UMC ADMINISTRATION KEEPS THE OFFICIAL RECORD OF ALL PROCEEDINGS OF UMC GOVERNING BOARD HUMAN RESOURCES AND EXECUTIVE COMPENSATION COMMITTEE. IN ORDER TO MAINTAIN A COMPLETE AND ACCURATE RECORD OF ALL PROCEEDINGS, ANY PHOTOGRAPH, MAP, CHART, OR ANY OTHER DOCUMENT USED IN ANY PRESENTATION TO THE BOARD SHOULD BE SUBMITTED TO UMC ADMINISTRATION. IF MATERIALS ARE TO BE DISTRIBUTED TO THE COMMITTEE, PLEASE PROVIDE SUFFICIENT COPIES FOR DISTRIBUTION TO UMC ADMINISTRATION. THE COMMITTEE MEETING ROOM IS ACCESSIBLE TO INDIVIDUALS WITH DISABILITIES. WITH TWENTY-FOUR (24) HOUR ADVANCE REQUEST, A SIGN LANGUAGE INTERPRETER MAY BE MADE AVAILABLE (PHONE: ). 2 Page 3 of 9

3 University Medical Center of Southern Nevada Governing Board Human Resources and Executive Compensation Committee September 24, 2018 UMC ProVidence Suite Trauma Building, 5 th Floor 800 Hope Place Las Vegas, Clark County, Nevada Monday, September 24, :00 p.m. CALL TO ORDER The University Medical Center Governing Board Human Resources and Executive Compensation Committee met at the time and location listed above. The meeting was called to order at the hour of 2:00 p.m. by Chair Jeff Ellis and the following members were present, which constituted a quorum of the members thereof: Committee Members: Present: Jeff Ellis, Chair Laura Lopez Renee Franklin via phone Barbara Fraser Ex-officio Absent: Others Present: Mason VanHouweling, Chief Executive Officer James Conway, Assistant General Counsel Kurt Houser, Chief Human Resources Officer Terra Lovelin, Board Secretary SECTION 1. OPENING CEREMONIES ITEM NO. 1 PUBLIC COMMENT Chair Ellis asked if there were any persons present in the audience wishing to be heard on any item on this agenda. None present. ITEM NO. 2 Approval of minutes of the regular meeting of the UMC Governing Board Human Resources and Executive Compensation meeting on July 16, (For possible action) Page 4 of 9

4 UMC Governing Board Human Resources and Executive Compensation Committee SEPTEMBER 19, 2017 Page 2 of 5 FINAL ACTION: A motion was made by Member Lopez-Hobbs that the minutes be approved as recommended. Motion carried by unanimous vote. ITEM NO. 4 Approval of Agenda (For possible action) FINAL ACTION: A motion was made by Member Lopez-Hobbs that the agenda be approved as amended. Motion carried by unanimous vote. SECTION 2. BUSINESS ITEMS ITEM NO. 5 Review CEO performance accomplishments for FY 2018 based on the performance objectives established by the Governing Board. (For possible action) DOCUMENTS SUBMITTED: - CEO Presentation on FY18 Goals DISCUSSION: Mr. VanHouweling provided a summary of the following goals and objectives set by the HR Committee. 1. Conduct a baseline employee engagement survey and develop action plans related to employee feedback that improves results relating to UMC s mission and vision. Mr. VanHouweling stated than an employee survey was conducted in May 2018 and there was a 30 percent completion rate. The results are in and have been discussed by the HR staff and Chiefs. The results of the survey will be announced at the next CEO Town hall. Some of the feedback listed was improving communication, manager and supervisor professionalism and employee recognition. Employee feedback is welcomed and placed in the employee newsletter, The Pulse, so employees know their voices are being heard. Staff is doing their best to meet these requests and suggestions. The objective was achieved. 2. Ensure 2018 performance objectives are cascaded to all leadership levels in the organization for measureable performance assessment. All M Plan employees have goals aligned to their evaluations and staff is in the process of looking at merits for those individuals. Additional education is also being conducted. There has been a slight issue with getting non-management employees aligned to a common review date, because of the Union contract. Page 5 of 9

5 UMC Governing Board Human Resources and Executive Compensation Committee SEPTEMBER 19, 2017 Page 3 of 5 This objective was achieved. 3. Implement an employee performance evaluation system, aligned to fiscal year, for review by Sept Staff is in the process of doing all the staff evaluations and conducting merit increases based on their performance. This was discussed in number two as well. This objective was achieved. 4. Establish a succession development process that incorporates business needs, leadership competencies and individual development plans. Goal was to post at least 33 percent of upward positions as Internal Only based on participation in the Employee Development Program. Member Franklin and Member Lopez-Hobbs commented that succession development is an ongoing process and would like to see it develop more. She would also like to see an evaluation of performance potential to identify who are the leaders in the organization. Chair Ellis stated that he is comfortable giving 20 percent out of the 20 percent that comes from the HR portion of the goals, so 100 percent of the FY2018 goals stated. Member Lopez-Hobbs and Member Franklin agreed. Mr. VanHouweling reiterated how important ICARE is and stated that if we get that right, the rest will fall in line. People and the culture are the most important and UMC has come a long way in pride and ownership from just a few years ago. Barbara Fraser commented that if the clinicians feel that you support them and care about them, you will get good outcomes. Chair Ellis commented that he is a bit worried whether or not UMC is effectively doing the ICARE training and that perhaps the program is evolving so fast that the program is not moving the needle. Member Lopez-Hobbs agreed with Chair Ellis and stated that she does not see the needle moving enough. She believes there is a disconnect between the program they are giving and what the employees are hearing. FINAL ACTION TAKEN: A motion was made by Chair Ellis to recommend that Mr. VanHouweling be awarded 20 percent of the 20 percent for a total of 100 percent, which comes from the Human Resources committee. Motion carried by unanimous vote. Page 6 of 9

6 UMC Governing Board Human Resources and Executive Compensation Committee SEPTEMBER 19, 2017 Page 4 of 5 ITEM NO. 5 Review the feedback received from Governing Board subcommittees regarding the CEO performance accomplishments based on the performance objectives established by the Governing Board and recommend a bonus percentage to the Governing Board for approval. (For possible action) DOCUMENTS SUBMITTED: - None submitted DISCUSSION: The following are the percentages each committee agreed on. A&F 18/30 CQPS 25/20 HR 20/20 Strategy 17/20 Collectively 80 percent was met out of 100 percent for the FY2018 CEO Goals and Objectives. Chair Ellis then recommended a 9 percent merit increase and Members Lopez- Hobbs and Member Franklin agreed. Member Lopez-Hobbs would like the record to reflect that Mr. VanHouweling achievements have been admirable. FINAL ACTION TAKEN: A motion was made by Member Lopez-Hobbs to recommend to the Governing Board that Mr. VanHouweling met 80 percent of the goals for FY2018 and that Mr. VanHouweling be awarded a 9% merit increase. Motion carried by unanimous vote. ITEM NO. 5 Discuss and provide a final set of objectives as it relates to the Human Resources and Executive Compensation Committee for recommendation to the full Governing Board for approval for Fiscal Year (For possible action) DOCUMENTS SUBMITTED: - None submitted DISCUSSION: It was suggested that this item be held over until the November 4 meeting. FINAL ACTION: Place on the November 4, 2018 HR agenda. ITEM NO. 7 Identify emerging issues to be addressed by staff or by the Human Resources and Executive Compensation Committee at future meetings; and direct staff accordingly. (For possible action) Page 7 of 9

7 UMC Governing Board Human Resources and Executive Compensation Committee SEPTEMBER 19, 2017 Page 5 of 5 HR Staff will draft a list of CEO goals and objectives for FY2019 and provide them to the committee for review. Chair Ellis suggested adding to the list: -How UMC will drive the culture with ICARE -Succession planning Member Franklin suggested bringing up compensation in a future discussion. COMMENTS BY THE GENERAL PUBLIC: At this time, Chair Ellis asked if there were any persons present in the audience wishing to be heard on any items not listed on the posted agenda. There being no further business to come before the Committee at this time, at the hour of 3:14 p.m. Chairman Ellis adjourned the meeting. Approved: Minutes Prepared by: Terra Lovelin Page 8 of 9

8 Fiscal 2019 UMC CEO Performance Objectives Finance / Operations Goal Met Meet or exceed fiscal year budgeted income from operations. Demonstrate evidence of an efficient and effective finance and accounting organization through the implementation of Kaufman Hall, including quarterly dashboards, resulting in monthly net revenue details and measuring service line profitability. Improve our group GPO contract compliance through HPG, equal to or greater than 2% over our FY18 average. Increase SWB ratio trends in relationship to case mix index and patient volumes. Section Total Clinical Quality Goal Met Improve (or sustain improvement) publically reported quality measures to meet / exceed State and National averages. These measures to include: Sepsis Core Measure bundle, VTE prevention, Early elective deliveries, Outpatient Endoscopy measures, patient influenza immunization. Improve (or sustain improvement) on publically reported Patient Safety Indicators to meet / exceed State and National averages. Indicators include PSI-90. Improvement or Maintenance of publically reported hospital acquired infections below the National SIR of 1.0. Measures include CLABI, CAUTI, MRSA and C-Diff. Attain employee influenza vaccination rate at or above 90%. Achieve compliance with CMS requirements for electronic Clinical Quality Measures. (ecqm) Implement strategies to improve overall Quality Process Improvement. Section Total Human Resources Goal Met Improve employee progression and organizational succession by developing and implementing an employee development plan and an organizational succession plan. Continue positive organizational alignment with performance management concepts that align to CEO and organizationally established metrics. Continue to promote the culture of caring and excellence, enhancing UMCs values. Implement a human capital strategy, through active management of organizational positions and benchmarking similar facilities, that facilitates increased efficiency, increasing quality and safety measures, and maximizing service line development. As an initial measure, improve SWB to net revenue ratio by 2% points from YTD FY19 figure of 61%. Section Total Strategic Planning Committee Goal Met Develop a 10-year Strategic Plan for UMC addressing short and long terms goals in identified service lines (Cardiology, Orthopedics, General Surgery, Pediatrics, Oncology and Ambulatory) including but not limited to addressing strategic priorities, resources required (personnel and capital) and operational and financial metrics and projections. Position UMC as a strategic and active leader in the development of the Las Vegas Medical District. Execute a Master Affiliation Agreement with the UNLV School of Medicine by June 30, Develop joint branding between UMC and UNLV School of Medicine and a plan to promote the partnership to the community. Section Total Objective Total Page 9 of 9