Perioperative Bonus Program

Dear Current and Future OSUNO Members –

 OSUNO / ONA is happy to announce that after months of advocating we have reached an agreement with OSU on a recruitment and retention program that will apply the Perioperative cost centers covering around 300 nurses.  This spans across UH, Ross and  The James Hospitals. (full details below)

This bonus program will provide up to $10,000 in bonus pay between now and August 2022 for benefitted employees.  The bonus comes in four installments and is prorated for FTE, and is only open to nurses who don’t have a final written warning or a Does Not Achieve on their P3.

This program will also apply to new hires and internal transfers.  A nurse who joins an eligible cost center partway through will be eligible from the time they start.

Recruitment for Periop positions has been a huge challenge, especially in the UH OR.  UH OR nurse have been sounding the alarm for some time about understaffing and OSUNO has been advocating for months for the Medical Center to address the problem.  This program should help in the medium and long term. 

We’re glad to see the Medical Center recognize the challenges faced by UH OR and other nurses as well as the willingness to take an aggressive step to remain competitive in recruitment and retention.  We also want to recognize how sensible it is to include new hires and transfers as well as all of the included cost centers.


We're happy to see that OSU recognized that our nurses are worth the investment.  It's our hope that this program will be successful and something we can replicate in other areas of focus across the medical center.

If you have any questions, please let me know.

In Unity, 


President, OSUNO

Perioperative Services Nursing – University Hospital, James Cancer Hospital, Ross Heart Hospital Retention Bonus Program

 Effective: 1/31/2021 – 7/31/2022


Purpose:  To promote the retention of Nurses at University Hospital, Ross Heart Hospital and James Cancer Hospital for perioperative services.


Eligible Titles:

  • Staff Nurse-A (ONA)
  • Staff Nurse-B (ONA)
  • Staff Nurse-G (ONA)
  • Staff Nurse A-Float (ONA)
  • Staff Nurse B-Float (ONA)
  • Staff Nurse G-Float (ONA)


Eligible Departments:

  • 96715 (James – ASU)
  • 96716 (James – Operating Room)
  • 96719 (James – PACU)
  • 98222 (Ross – Operating Room)
  • 98227 (Ross – OR Prep/Recovery)
  • 99159 (UH – Surgery, Prep, and Recovery)
  • 99191 (UH – Operating Room)
  • 99192 (UH – OR Float Pool)
  • 99195 (UH – Same Day Surgery OR)
  • 99196 (UH – SDS PACU)
  • 99197 (UH – Extended Recovery Unit)
  • 99175 (UH – Pre and Post Anesthesia Care)


  • Individuals must be employed in the eligible title(s) and department(s) listed above as of the effective date of the program, January 31, 2021.
  • Participants must be actively employed in a regular appointment in the eligible title(s) and department(s) listed above for the retention period as well as at the time of payout. IRP are not eligible to participate.
  • Employees must be actively employed for the retention period as noted in the chart below. If the employee leaves or is separated from the business prior to the retention period completion, they will not be eligible for the retention bonus.
  • Employees who are newly hired or transfer into one of the eligible title(s) and department(s) after January 31, 2021 are eligible to participate in the program based on FTE and at the time of the program:
    • An employee hired between January 31, 2021 and June 30, 2021 is eligible to receive the $1,000 payout as long as hired in a regular appointment, pro-rated by FTE.
    • An employee hired after June 30, 2021 will pick up at the time of the next payment in the retention period.
    • Employees must have received at least an Achieves rating on their most recent annual P3 and/or must not be on a Final Written Reprimand of formal corrective action at the time of payout.
      • Example: Nurse received a “does not achieve” on their recent P3 performance review for the performance period July 1, 2019 – June 30, 2020.  This individual will not receive a retention payment in FY21 (July 1, 2020 – June 30, 2021), paid on February 26, 2021. 
      • If performance improves to “achieves,” the employee may be eligible for a retention payment in FY22 (July 1, 2021 – June 30, 2022), paid on August 27, 2021 and February 25, 2022.


Plan Specifics:

  • The Retention Program is effective January 31, 2021 through July 31, 2022.
  • Eligible participants will receive retention bonus payments in the amounts and on the pay dates listed in the chart.
  • Retention bonus payments will be pro-rated based on the participant’s FTE at the time of the payment.
    • Example: FTE = 80%; the payment of $1,000 on February 26, 2021 will be 80% of $1,000 or $800.
  • Management is responsible for submitting a list of eligible employees for the retention payment to the HR Director. The HR Director will submit the list of eligible participants to Compensation for verification based on the dates listed below.
  • Payments made under this plan are not retirement-eligible earnings. No employee retirement contribution will be deducted from these amounts, nor will an employer contribution be made based on these earnings.


Retention Bonus Payment Schedule for Eligible Staff:


Retention Period

Send List to Comp

Date of Payment


1.      January 31, 2021

February 5,2021

February 26, 2021


2.      February 1, 2021 – July 31, 2021

August 6, 2021

August 27, 2021


3.      August 1, 2021 – January 31, 2022

February 4, 2022

February 25, 2022


4.      February 1, 2022 – July 31, 2022

August 5, 2022

August 26, 2022