CareShare Update: Your Feedback in Action

At Cook Children’s, we regularly seek employee feedback to better understand what’s working well and where we can improve. While not every suggestion results in a change, team member input is an important part of how we evaluate opportunities to strengthen our reward and recognition programs. 

We carefully consider team member input alongside our strategic priorities and operational needs and are pleased to share the following changes to our CareShare program.  

“CareShare continues to be one of the ways we recognize our collective efforts towards fulfilling our promise,” said Merridth Simpson, SVP, Chief Human Resources Officer. “These updates help ensure the program reflects our shared success as an organization.”

What is changing

• CareShare will not be tied to “Likely to Recommend (LTR)” scores. LTR will continue to be our vital measure of patient family trust, but it will be tracked and recognized in other ways.
• Award amounts are increasing by 50% across all tiers, allowing us to better celebrate and recognize our collective success.

What’s staying the same

All other program elements remain unchanged, including:

• Year-end structure: CareShare will continue to serve as a year-end bonus, provided the organization meets its financial objectives.
• The tax gross-up: The organization will continue to provide a tax gross-up so that your take-home award matches the intended tier amount.
• Hours-based calculation: Awards will still be calculated based on the productive hours worked by each employee.
• Core eligibility rules: The baseline criteria for who qualifies remains consistent.

Eligibility Guidelines

Who is eligible:

• All employees in good standing up through manager (excluding physicians).
• Full-time, part-time, pool, and PRN employees working 80+ hours during the plan year.
• Employees in active status at the time of payout (employees on an approved leave of absence remain eligible).

Who is not eligible:

• Temporary employees.
• Employees who receive a Final Written Warning during the plan year.

The New Payout Structure