A community of 30,000 US Transcriptionist serving Medical Transcription Industry

Incentive Program - curiousmt

Posted: Apr 30, 2012

Can someone tell me the specifics of the incentive plan? I can't get a reply from my supervisor and I have no emails explaining the program to me. I am wondering how you qualify, how often is it given out, etc. Can the plan be found anywhere online? Thank you for your help!

I second that question - anon

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I have been there for 9 months or so and still have no clue how the incentive program works. Other than the constant fear of losing it for 3 months for one bad QA score.

Same here... - curiousmt

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I've been with Nuance for over a year and I have never been told about it. Any information on this would be greatly appreciated! :)

Incentive - NTS MT

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As far as I can tell, you first jump through hoop #1, then a QC or lead decides she does not like that hoop so they give you another one. As soon as you hurdle that, your lead tells you that you should have only hurdled one of them, shame on you! You lose out, but kudos for trying so hard and coming so close! Maybe next time. Seriously, there is really nothing in writing anywhere that I can find. I asked for a chart or document to go by so I could figure it out on my own and my lead sent me a calendar. :)

Even listened to the monthly meeting - anon

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Many people asked the incentive question and it sounded like the person leading the meeting didn't have a clue. Something about your QA score being the main way for quarterly and then something about your QC score coming into play on a bi-weekly basis????

Then some smart person asked if there was a guide or graph or something/anything that could be sent to the MTs outlining it. I believe she said they couldn't make one for some sort of confidentiality reason???????

I've heard that too... - curiousmt

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When I asked, I got that calendar that was pretty much written in another language...I couldn't make heads or tails of it. At one time, I thought you had to have 99% accuracy and less than 15% of your reports sent to QCs for review. It is so hard for me to stay under 15%. It seems like I have to pend so many reports because of some missing information or something that was the speaker's fault. But I keep reading on the forums about all of these MTs getting the incentive, so I was hoping to find out about it because I would love to get it, too! :)

QC score - anon

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If you pend a job to the client for missing info or some other issue that has nothing to do with your work, that does not count towards your percentage to QC. It is only what you send to NTS. However, if a report has to go to NTS for REVIEW automatically, does that count on QC score?

My problem is I have no clue what counts towards QC percentage. If I have to pend for review based on account specifics that should not count in my percentage. Same if I have to send to the client for missing data.

I really hate having to pend automatically, I always get audited on those and inevitably get hammered on them, which is nuts becuase I will listen to stuff I send to NTS a couple of times, as I know they are going to score me for sure on those.

I would love it if anyone has an answer to this.

FYI...ANY report you do can be audited by QA not just what you send to QC. - nm

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Once again, many "problems" just go away if ignored. - Do not go away. Most companies

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use that as a standard initial maneuver. Just try filing a personal injury claim against Walmart, for instance; I used to work in liability insurance, and claimants often spent weeks without ever finding out where to submit one, months before they got an answer once they did. But Walmart knows many don't have the resources to last that long, or are easily discouraged. By then MANY've had their ankle pinned at a charity hospital, their telephone disconnected for lack of payment, lost their job and moved back to Kansas, etc., etc. Stonewalling has a high success rate.

Another standard company dodge, by the way, is to insist that what's in the past is past, but that's just another "ignore and it'll go away" move. More stonewalling. Anything can be undone or done by a clerk given the instruction to do so. You know, just another a paper in the to-do stack.

If you were, in fact, wrongly underpaid, then you EARNED income you were wrongfully denied. Push back and insist on both being paid and reinstated in the eligibility category. Again, don't just go away. Refuse to be a weenie. You are entitled to demand your money, as well as to the money itself. Make a formal request for review and reimbursement and follow it up until it is acted on. Copy the head of personnel. Be scrupulously courteous and professional. Make sure your memos are completely error-free before sending; you occupy the high ground and they're in the wrong. Keep it that way. :)

As for the consequences of standing up for yourself, they include QA and supervisors coming to regard you as a poor victim and being more careful not to abuse you in future. You will also move up in their estimation. I know. I've been there before (regarding a lost check for jury pay they "couldn't" reissue to long after the fact--after failing to act on my requests sooner, of course), although not with this company.

. - .

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Yeah? Here's a "May1" personal protest for everyone: - Insist on review of items you question. You know,

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be the change you want to see. Stop being a victim by refusing to be a victim. Only this one's not just all summer long. Permanently: I do not participate in my own victimization.

Incentive Progream - anon

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You can go to the February Roundtable dicussion and go to the Incentive Pay Program details. That should have what you want/need.

Incentive Program - anon

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oops - sorry about the typo

Thanks, but I'm already out the money and no pay for roundtable - or whatever it is.Too much stress for all this

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:(

Not sure what you mean here - anon

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You just go into the saved meeting and go to the subject - takes about 2 minutes. If you truly want an answer, there it is. Not much stress involved.

sorry, too much stress with this whole incentive QA deal and having - to recheck fiesa all the time,done with it

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:(

Thanks for the good info, Anon. I suspect this particular person does not have a - genuine claim. Others do, tho. NM

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If it's your money, insist on it being paid.

. - .

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Good luck at your new company then. You might want to do - there what was too much bother here, tho. Bye. NM

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(You know, as in...try. Even a little bit will benefit. An extra $5 a week is $20+ a month after all.)

edit - nm

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nm

That sounds like a bad idea - anon

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Incentive for high production that is not related to QA????

Wow, that is just asking for really lousy work and unhappy customers.

QA and incentive SHOULD be tied together. The problem is Nuances QA policies. We are paid to be VR trainers, not skilled MTs who have the ability to use judgement honed through years of experience.

extra $5 a week? Good God. That's not enough for me to even log on for....you must be pretty - me

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nm

That was a way of saying I suspect that person is - not working very hard to begin with or

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earning very much. Just setting the improvement goal low enough to achieve, tho without much hope it'll keep the fanny in the chair another 10 minutes.

Fact is, I'm really tired of that group of shiftless shirkers who do not know what it is to work hard and well, who represent themselves here as the typical MTs they so emphatically are NOT. That type was here right from the beginning, when wages were much higher, complaining then about not making enough, being let go unfairly, unreasonable QA and supervisors picking on them, refusing to learn new keystrokes as a waste of time, and on and on and on. This mess is their life and never seems to change.

Ahhh - anon

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Nice to finally see what that "6 tier" bonus plan means. I can't imagine anyone who is able to type 25K lines a pay period to get tier 6.

Thanks for the info.

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Agree, Nuance QA is the worst I have ever endured. nm - Anon

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nm

10,000 people dont tell the same lie - Especially when

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most have never met each other.

There are more people having trouble getting this incentive than not.

There is like 1 or 2 people who consistently post and stick up for it and say they get it.

The rest seem to have issues with it in some form or fashion.

I'm with the majority here, the incentive program is flawed and it sucks.

I don't disagree - anon

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I actualy do get the incentive, but I stress over it every single time.

I think QA is the problem. The incentive is set up like most other companies, so I don't think it's the incentive that is the problem.

The QA process is the problem. It is inconsistent and frankly, unfair. I have worked in QA and we were always told that if it doesn't change the meaning it is fine, particularly when you are talking about words like a, an, the, is, in, etc.

The reason they do this is becuase we are training the VR to take over our jobs completely some day and we have to train the stupid machine to pick up these tiny missed words. Problem is, VR has bigger problems and we should not be penailzed when it does not change the report or impact patient care in any way, shape or form. Rant over.

. - .

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Machines cannot replace a human brain. - Not enough training in the

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world will perfect speech recognition. It would be far too risky to release those documents without them first being checked by a human being.

Speech recognition was not what they thought it would be, so to compensate for their loss they cut our wages in half.

The reality is, most of these reports can be typed in the same amount of time it takes to edit it. ASR works well with some and requires fewer corrections, but not for all.

If they want to replace MTs, they're gonna have to come up with something better than speech recognition.

Yes, but they haven't given up yet - anon

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I completely agree. VR will never, ever be able to replace a human completely. Unfortunately, they have not given up on the idea yet and we are paying the price.

The reason QA is so HARSH at Nuance is because they are dead set on us "teaching" it to pick up every tiny thing. Thus, we must make sure all of the little and once upon a time unimportant words get placed into the report.

Regardless of whether it CAN be done, we are paying a price right now for them believing it will be done someday.

Well they can dream on...cuz I dont see it - happening, no matter

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what type of technology they come up with.

Clinics can get by with using the point and click systems, but most acute care clinical documentation requires a narrative, which cannot be replaced with templates.

Its the need for a narrative report that keeps us with jobs and they *THOUGHT* speech recognition could capture that narrative and eliminate the need for an MT, so far thats been failure.

ASR can only learn so much. How long have - we been making the

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same corrections over and over again only to still see them keep coming back?

I have done reports for the same doctor and the first one will be fairly decent with only minimal corrections; and then that same doctor comes up with the same work-type dictating in the same tone, and I will make twice as many corrections as I did the first time.

Not to mention that medical terminology, medications and procedures are ever changing. Speech recognition will always requiring editing, no matter what. There is just no getting around it.

I work in QA now and we ARE told the same thing, so CHALLENGE it! - nm

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That is because those getting it are actually WORKING ... - sm

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I work in QA and there are a lot more getting it than you think...Check what you are doing wrong and FIX IT vs complaining. Only YOU can change it. I am so tired of hearing that it is QA fault, they are picking on me, they are subjective....la la la. We all work with the SAME guidelines which are constantly changing to work for YOU...the MT. So do YOUR part. THAT is how you get the incentive. There are THOUSANDS of NTS MTs at this point and a lot of them ARE good MTs. It is only a SMALL percentage who cannot and do not achieve this. Those who do work HARD at it and take the time to challenge when they do not think it is wrong, which BTW you SHOULD do, as we are NOT perfect and do not pretend to be as some if you think we do. I keep saying it, only those willing to change and work hard will survive in this field in this day and age. The rest really do need to move on!

I mean when they DO think it is wrong - nm

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Kind of harsh - anon

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I have gotten the bonus every time, however, QA IS inconsistent. You may be doing it perfectly and by the guidelines, but trust me all of your cohorts are not.

You are not all scoring the same way and there are 2 QA people in particular that are HARSH, way more harsh and picky then necessary. It's like they are on a mission to prove just how much smarter they are than every one else.

We should be trusted to use our judgement when an ESL doc is using lousy grammar and we have to "fix" it but I am now terrified to "fix" anything. Obviously correcting grammar can get subjective and I have been marked off for things that DO NOT change meaning but the QA person just had a preference to do it another way.

Nuance QA is the worst I have ever had to deal with and I have worked at a fair number of other companies (and no that doesn't make me a bad MT, I get the incentive and I send less than 3% of my reports to QA).

Then CHALLENGE it! We DO get the feedback and if we are wrong we HAVE to change it! - nm

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Ahhh - anon - anon

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I don't do achieve tier 6 because I only work about 30 hours a week, but I do get some incentive pay every paycheck. It can easily be done.

I get it also - anon

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I just didn't understand the whole tier thing. I didn't realize it was based on how many lines you typed. Nor did I fully understand QA versus QC. I actually think 15% to QC is very generous.

I don't think I could maintain my 99% AND get 25K lines. Maybe that is why so many don't achieve it? They are pushing lines over quality?

However, I do believe QA is insanely picky and harsh regarding words like a, an and the.

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It is a tiered system. Lower tiers are, in fact, easy to - achieve. Each tier pays more. I also

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have been getting incentive pay, but lower-tier. I'm trying to struggle back toward the higher tiers I once earned before loss of my primary account and before the merger, hoping (!) to eventually reach the level I once did routinely--an extra 1.75 cents per line. I'm worried, tho, that the intention might be to stack the deck against anyone but a handful of stars reaching it. I'm good but no star. Hard work plus that incentive coming in month after month, year after year, was once the reason I slept well and was even able to plan a trip to China when others were worrying how to pay their gas bill. I made my own raise once, and I want that power back.

For those who are newer and are still struggling toward it, incentive pay is VERY nice and very worth the struggle. We still enjoy the little vacation home it helped purchase.

Transcend MTs are in for big bad wakeup on this one - anon

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I worked for Transcend once upon a time and my experience there was that the way Transcend did QA and audits is so completely different from Nuance it isn't even funny. I remember we were told to pick LONG reports to try to ensure MTs had a better shot at passing. In fact, we were not allowed to audit reports under a certain number of lines.

At Nuance I had a 10 line report audited. I had 1 mistake and ended up with a 75% on my QA score. Think about what that does to odds for incentive.

These MT's won't know what hit em. I expect there to be many angry folks who flee quite quickly from the Nuance ship.

well since some mgmt is moving to Nuance - I think it will be okay. nm

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Re: Well since some mgmt is moving to Nuance -- I think it will be okay - mtgal1963

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Don't hold your breath on that. They might take care of the managers but the MTs are all in pretty much the same boat. I don't even work under any of the managers that I once had. They are still part of Nuance after the merger but everyone has been shifted all over the place. They will tell you and promise you anything to calm the waters. They don't want everyone jumping ship before the merger gets completed. They need the work typed/edited.

Nuance plan - What I have in writing. sm

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Incentive Compensation Plan

We offer incentives that are paid on a bi-weekly basis. This plan focuses on meeting QA and QC requirements but also rewards for production using a tiered achievement approach. There are six levels of incentive that can add anywhere from $.0025 up to $.02 cents more per line based on your productivity. Once you achieve a certain tier of production, the incentive applies toall lines produced back to line one. Production total lines will be based on the total of edited and typed lines â�� withno weighting (all lines are equal when it comes to production incentive.

These incentives are designed to reward full-time or part-time MTs with greater hours, however they are available to everyone achieving the incentive levels. To participate in the plan, you must be employed with the company 90 days and meet the minimum QC% and QA% requirements which are:

A QC score of 15% or lower for the incentive pay perio The QC% is determined by how many reports out of total reports submitted you submit to the QC pool, requiring an additional level of rework from another resource.

A QA score of 99% or higher.

The QA% is the post-auditing quality score and is your average score over the previous quarter as assessed by our Auditing department. The quarterly QA% score will be used for all incentive pay periods until your next quarterly audit.

Good info. - anon

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Thanks for posting that.

However, I think the real concern for most people has to do with meeting that 99%. It is not easy when the deck is stacked against you. A small line count report missing a couple of a's, an's or the's can cause a failing score (things that didn't used to even count in an audit if they did not alter meaning of report).

you are so misinformed....if you are getting docked for that you need to FIGHT IT - sm

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As we (I work in QA) are NOT supposed to mark off for those! If you don't fight it you are doing yourself a disservice. Unless this is just an attempt to scare employees, which I am starting to think is exactly what this is. If it does not change the meaning it is not marked off, which most of those little words do not change the meaning of a report.

I beg to differ - anon

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It is marked off. I failed an audit based strictly on subjective use of the word, a, an, and the. Things that DID not affect or change the meaning at all.

We get marked off for it EVERY single time and it is bull.

Again, unless you CHALLENGE it, it will stay that way! - nm

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How do you chalenge when you TL ignores all e-mail???? nm - anon

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nm

Go above her head! Email the QA managers and HER boss! - sm

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You ALWAYS have that option to go above her/his head and do not let anyone tell you different!

Nuance Incentive Plan - me

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Thank you for this information. I was just going to ask here for clarification. I worked for one of the MTSOs that was bought out and we were told that the scores would be good for 3 months, but not how often these audits are done. Being new to FIESA, I see they have audited me the last couple of weeks, always 99% plus. My question is whether they audit you every single week for 3 months and average those out or ???? I cannot get any email answers to my questions about anything these days it seems. Thanks for any clarification.

p.s. Since I am now making minimum wage, I live in terror of leaving a word out and falling below 99%. My husband just said I would be better off with an office cleaning job. He may be correct. So devasting after making a decent wage until being bought out, as most of you understand. Plus, work seems to be disappearing.

ME, we all need to start by being honest with ourselves. - If you are still learning this work, you

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have lots of room to improve and I am very hopeful for you and your future earnings. If you have, say, 3 years in the type of work you're doing (mostly lacute care editing?) and are making minimum wage, you need to think hard about whether your talents fit this work or perhaps your discipline is up to doing piece work at home. There would be a big problem at your end in that case.

Whatever you do, do not be mislead by those who say they're making minimum wage. With all the rate drops, harsh as they are, a competent MT/ME makes significantly more. This field drew a bunch of people who can't or won't make the grade--the numbers of those purportedly hanging on working for minimum wage being a strong indicator of this. Hopefully for you you're not one of them.

Regardless of the answer, you need to fix this problem of low earnings as soon as possible. If you're still a comparative newbie, all the successful people were in your shoes once. If you're a transcriber who resists learning to edit fast, get over it and get as good as you once were--quickly. Good luck.

Nuance plan - Me

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Actually, I have 3 decades of acute care experience and was making a decent wage until bought out by Nuance and more wage cuts, averaging 175-200 LPH, sometimes 300 LPH editing. Suddenly, on same accounts, my LPH is plummeting. Very strange. If I was not so close to retirment, I would be looking for a new line of work.

p.s. I have to wondering if I am stressing too much over the incentive, which I have been able to achieve so far.

I have been doing acute care in a hospital over - 10yrs and when I got shoved

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into working for a company at 4 cpl I was barely seeing $9 dollars an hour.

I understand the point that you are trying to make, but I dont care how fast, good, and experienced you are, 4cpl IS NOT ACCEPTABLE pay.

I am not a newbie, and I would not and did not settle for that, which is why I can never work for Nuance.

Nuance plan - anon

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Thanks for posting this.

Re: Nuance Plan - mtgal1963

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The incentive plan has changed a bit in the 1-1/2 year since Nuance took over our company. I qualified quite easily each time. It used to be paid out quarterly. They went to this new incentive and raised the bar a little. Since going to Escription and a new account, I am finding it hard to meet the minimum line requirements as a part timer. I always meet or exceed the QA score and the QC percentage but it is difficult to get above the minimum line requirement, as it is set for a full time rate.

Also, they figure the QC% based on number of lines AND number of reports .... not just number of reports sent to QA. They have some mathematical equation (I have yet to get confirmation from anyone on it) that they use to calculate number of lines transcribed versus number of reports/lines sent to QA to figure your QC percentage.

For those of you on Escription -- it has a sound buffer feature (control +S to turn it off and on). I ALWAYS turn this off. It will cause you to not even hear little words like a, at, the, an, on .... be very careful with that feature. It can kill you!

I second that...never leave the buffer on - anon

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I don't understand why it is even there. It cuts off words all the time but does not cut off long periods of silence, which is supposedly what it is for. It is worthless and is likely a huge cause of low QA scores. I leave mine off and have not failed a QA audit as of yet (knocking on wood here).

Wow, you guys. Really? I had no idea, and my account has - bad sound problems. Thanks very much. NM

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x

Re: Nuance plan - What I have in writing. - mtgal1963

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I agree with all this, as I also work at Nuance. The only area that I have been told differently on is the QC percentage is not based on "number of reports" but, rather, "number of lines submitted to QA versus number of lines transcribed." My QC% jumped higher than it had ever been, but still below the 15%. I questioned why the jump and that is how it was explained to me. It used to be based on number of reports but now is based on number of lines. Honestly, the right hand doesn't know what the left hand is doing half the time over at Nuance. I get a different answer depending on whom I speak to and the QA people are NOT consistent. Some are totally and absolutely brutal and mark off for everything even if it does not change the meaning medically and others are very lenient. The supervisors rarely go to bat for the MT.... side with QA. So unless the QA challenge is a blatant error on QA's part, they never get reversed. Most QA changes are in that "gray" area and the MT is outnumbered.

Re: Incentive scale - mtgal1963

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You will find nothing on-line for their incentive or pay scale info. NOTHING. They will not even provide this info in writing to their current MTs. I have asked for it. They said it is propietary information and will not be distributed. If you want any info you have to schedule a call or meeting of some sort with HR and they will answer your questions but will NOT provide anything in writing to you.

Seems shady

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Below under the incentive topic it was mentioned that the incentive will not be paid until Jan 10th... but on the email at the very end it states "The incentive payout for this program will be paid no later than January 10, 2010." So does that mean that it very well could be on the Christmas paycheck and they just don't no yet? Thanks! ...

Mar 11, 2010

I work in-house doing radiology transcription, mostly VR. The pay is hourly and there is no overtime on our job but there is also no incentive. I'm trying to cut my expenses to have extra money but its tough. I would like to work an extra few hours to save for vacation/a better running car/other purchases. Is there something wrong when a company does not offer incentive for MTs or should I be "just thankful for having a job when so many people are out of work in ...

Apr 30, 2010

With the weekend incentive, is OT automatically approved? Can't get a response from CCM. ...

Sep 28, 2010

Our company has decided to quit paying incentive for work over our standard. They say all the other companies and hospitals are stopping this. Has anyone else lost their incentive pay? ...

Oct 14, 2010

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Oct 15, 2010

Same old yada, yada, yada. It seems like they set my minimum at too many lines for me to ever achieve it so I don't even try. BUT did you read the towards the bottom of the email where it says that the payout is Nov 25 EXCEPT for former spheris employees who will get their incentive $$ ON OR BEFORE NOV 5!!??? This is not fair. But then, when is this company ever fair. ...

Oct 17, 2010

I'm unsure if my math is correct, but this is what I got. I average about 300 lines an hour for my 8-hour shift. In order to reach the cap over the 4 days, I would need to type 16,666 lines above my normal line count. That would be 4167 lines extra a day. In my case, at 300 lph, that would be almost 14 more hours I would have to work daily on top of my normal 8. I suppose 1 hour to sleep and 1 hour for eating and potty breaks a day is all I need, right?& ...

Dec 17, 2010

no msg ...

Mar 17, 2011

The usual unreachable goal they give me for these incentives is 8882 lines over a 4-day weekend, and now they want 16,499 lines before they will pay me 5 cents a line above and beyond? I hope that is a typo, or someone is truly insane. Of course, I never go for the incentives anyway since they are always out of reach, but I do take advantage of the ability to work some overtime. I wonder when they will realize that uping the line rate is not going to work to get more work done ...

Apr 19, 2011

Does anyone know when we are getting our incentive from Nuance? ...

Sep 19, 2011

I am wanting to submit a proposal to my company owner about implementing an incentive-based pay scale to help with some issues we are having with people not working consistently and to reward those who are putting in overtime, etc. I am having a hard time finding any information on this as far as like a sample scale. As far as I understand it you make your base pay say for example 7 cpl for the first x lines, then for the next y lines you make an additional 0.025 cpl and so on up the line... If ...

Oct 22, 2011

I started a new job at the beginning of September, but I don't think I'll be there much longer mainly due (1) lack of work on my account lately, and (2) it turns out I really don't like having to punch in and out and stick to a schedule. But another thing, which doesn't factor (as much) into my desire to leave this company, is their so-called incentive plan. Check this out and tell me if this would really spur you on to type extra lines: First 2000 lines above minimum 12,0 ...