Cvs 2016 Bonus

Started by ancienbon
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Old Timer said:
First, up until this year your bonus is based on
  • Scripts VS Budget this is the meat and potatoes. The others are the side dishes
  • MCE
  • MPC for the 1st half of the year and the second 1/2 of the tear
  • CRS
As for your raise. You should have had a sit down with your supervisor and received a compensation sheet.[/QUOTE d

What does it mean scripts vs budget? I understand the more rx's filled the better, but can i print it myself to see where we stand or it it only for managers?
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ChapKid said:
Staff Pharmacist working at a 1500/week store inside Target in CA. I got a 2% raise with a $720 bonus. I have been at this particular store for almost 2 years with this being the first full year as CVS. To anyone else at a similar script volume store, does that sound comparable?
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Yep sounds close to mine. Staff RPh a little under 3 years, I think we fill about 1500, 2% raise, 1150 bonus. I hope you like CVS! I used to be with Rite Aid. I like CVS much more.
 
sitcus said:
Sorry, I don't know what "redlined" is. What does it mean? I though you get a raise based on your performance and stores numbers.
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Redlined is when you reach the top of the hourly wage for your grade in the particular market you are in, any merit increase you would have received is given as a one time lump sum but is not compounded.
 
quickpic007 said:
Unique view point! What were drawback with rite aid?
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At the Rite Aid I was at, the PDM insisted the pharmacist be at the workstation closest to the register to resolve any disputes at the register. It was insane! Ever try to not violate HIPAA with a line of 5 people within earshot? Also trying to focus on verification was difficult. At CVS I am safely buffered. Maybe it was just the district I was in, but it sucked, and it was foolish on the part of the PDM.
 
Chodronfan said:
At the Rite Aid I was at, the PDM insisted the pharmacist be at the workstation closest to the register to resolve any disputes at the register. It was insane! Ever try to not violate HIPAA with a line of 5 people within earshot? Also trying to focus on verification was difficult. At CVS I am safely buffered. Maybe it was just the district I was in, but it sucked, and it was foolish on the part of the PDM.
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Ultra lame!! I was debating moving to Cali to work at rite aid. I hear OT is still rampant at that company at time and a half. Man thats awful though being so close to the register, but many cvs is set up this way now.
 
I don't think I have ever heard anything good about Rite Aid on these forums. It's just that CVS takes the cake for brutality in many people's eyes
 
Old Timer said:
First, up until this year your bonus is based on
  • Scripts VS Budget this is the meat and potatoes. The others are the side dishes
  • MCE
  • MPC for the 1st half of the year and the second 1/2 of the tear
  • CRS
As for your raise. You should have had a sit down with your supervisor and received a compensation sheet.
Click to expand...

I had a sit down with my manager and I haven't heard one bad thing but still haven't recived a raise only a bonus. And my store is really good. Can you tell me what they look at and what take into consideration to get a raise?
 
sitcus said:
I had a sit down with my manager and I haven't heard one bad thing but still haven't recived a raise only a bonus. And my store is really good. Can you tell me what they look at and what take into consideration to get a raise?
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Having a good store will get you a decent raise (1-4%) but the bulk will come from going from Staff to PIC, then store to store if you can fix stores. I got $7/hr raise to go from staff to pic, then $3 raise to go to another store. If you can't jump ship then they look at scripts, are you beating budget? A good way to do this is PCQ calls. Can you get people back on therapy? They also look at customer service and Wecare. How is your MSH? Anything above a 3 is good but they also look at volume. Getting a 3.5 at a 3k/week store is far more impressive than a 4.0 at a 1500/week store.
 
6GodPharm said:
Having a good store will get you a decent raise (1-4%) but the bulk will come from going from Staff to PIC, then store to store if you can fix stores. I got $7/hr raise to go from staff to pic, then $3 raise to go to another store. If you can't jump ship then they look at scripts, are you beating budget? A good way to do this is PCQ calls. Can you get people back on therapy? They also look at customer service and Wecare. How is your MSH? Anything above a 3 is good but they also look at volume. Getting a 3.5 at a 3k/week store is far more impressive than a 4.0 at a 1500/week store.
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Scripts vs budget we had way over the target. Mpc target 79 had 91 and 81. We care target
sitcus said:
I had a sit down with my manager and I haven't heard one bad thing but still haven't recived a raise only a bonus. And my store is really good. Can you tell me what they look at and what take into consideration to get a raise?
Click to expand...
6GodPharm said:
Having a good store will get you a decent raise (1-4%) but the bulk will come from going from Staff to PIC, then store to store if you can fix stores. I got $7/hr raise to go from staff to pic, then $3 raise to go to another store. If you can't jump ship then they look at scripts, are you beating budget? A good way to do this is PCQ calls. Can you get people back on therapy? They also look at customer service and Wecare. How is your MSH? Anything above a 3 is good but they also look at volume. Getting a 3.5 at a 3k/week store is far more impressive than a 4.0 at a 1500/week store.
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Is the evaluation based on the prior calendar year or a year to date basis for example march to march?
 
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