Retain with Smart Compensation
In today’s competitive hiring landscape, behavioral health organizations are rethinking compensation to retain staff and reduce turnover. While increasing base salaries may seem like the most obvious solution, it often isn’t enough, and can create unsustainable financial strain.
A more effective strategy considers the full picture: wages, bonuses, benefits, professional development, and support for work-life needs. This holistic approach reflects what workers truly value and what organizations can sustain.
Building a Holistic Compensation Plan
Here are key components to include in your organization’s compensation strategy:
Base Pay
- Conduct regular market reviews to keep wages competitive.
- Adjust pay based on shift type or intensity (e.g., overnight, high-acuity roles).
- Research shows that small increases matter: a $1/hour wage increase led to a 19% drop in turnover (Harvard study).
Performance-Based Incentives
- Use annual evaluations and goal setting to guide bonus structures
- Offer recognition for exceptional contributions to boost engagement and morale
Sign-On and Retention Bonuses
- Attract candidates with one-time sign-on bonuses
- Use retention bonuses to encourage employees to stay through key timeframes
Comprehensive Benefits
- Offer medical, dental, and vision coverage, including mental health support
- Include EAPs, retirement plans, disability insurance, and flexible work options
Spotlight: Sinnissippi Centers
Sinnissippi Centers, Inc. has developed a comprehensive workforce development approach designed to attract, support, and retain behavioral health professionals. Their strategy emphasizes real-world training, structured career growth, financial support, and a strong culture of supervision and mentorship.
Key strategies:
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Robust Internship Training Program & Free Housing — Sinnissippi offers immersive internship experiences supported by free housing to reduce barriers for students and early-career professionals.
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Career Pathways: Intern to Employee — The organization invests in clear transition paths from internship to full-time employment, ensuring strong retention and continuity of care.
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Student Loan Repayment & Forgiveness Options — Sinnissippi supports long-term workforce sustainability through loan repayment programs and guidance on forgiveness pathways.
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Comprehensive Group Supervision — Regular, structured group supervision provides professional growth opportunities, peer learning, and strong clinical support for staff.
Together, these initiatives demonstrate how behavioral health organizations can build flexible, supportive, and mission-driven pipelines to strengthen recruitment and retention in a competitive workforce landscape.
Loan Repayment & Tuition Assistance
Loan forgiveness is especially helpful in recruiting and retaining professionals in underserved areas. Illinois offers multiple programs:
- Community Behavioral Health Care Professional Loan Repayment Program
- Human Services Professional Loan Repayment Program
- School and Municipal Social Work Shortage Loan Repayment Program
- Veterans’ Home Medical Providers’ Loan Repayment Program
- More programs →
Encourage staff to explore federal and state programs like those offered through National Health Service Corps and Illinois Student Assistance Commission.
Housing & Transportation Support
Help employees offset the cost of living or commuting to work:
- Subsidized transit passes or parking
- Housing stipends for hard-to-fill roles or rural placements
- Tax-advantaged commuter benefits
Family-Friendly Benefits
Consider what supports the whole household:
- Dependent care FSAs
- Child care subsidies
- Time off for all types of new parents (birth, adoption, foster)
- Workplace accommodations for caregiving
Technology & Tools
- Offer support for remote work expenses like internet or device maintenance.
- Ensure staff have access to functioning software and reliable tech help.
Professional Development
- Cover the cost of CEUs, certification, or licensure maintenance.
- Provide release time for training or exam prep.
- Celebrate credentialing achievements across the organization.
Non-financial Recognition
Retention isn’t always about money. Small gestures of appreciation like public recognition, staff events, or simple “thank yous” can go a long way toward building morale and loyalty.
Sources
- Impact of U.S. Federal Loan Repayment Programs on the Behavioral Health Workforce: PubMed
- SimiTree: Beyond salary: Compensation strategies
- Indeed: Retention bonuses
- Eleos: Behavioral health employee benefits
- Indeed: Inclusive employee benefits
- Lightning Step: Staff retention strategies
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