A Structured Compensation Plan Results in Equitable Physician Compensation: A Single-Center Analysis
A Structured Compensation Plan Results in Equitable Physician Compensation: A Single-Center Analysis
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DOI：
10.1016/j.mayocp.2019.09.022
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发表时间：
2020-01-01
影响因子：
8.9
通讯作者：
Farrugia, Gianrico
中科院分区：
文献类型：
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作者：
Hayes, Sharonne N.;Noseworthy, John H.;Farrugia, Gianrico
目的：评估大型学术医疗中心按性别或种族/民族对医生薪酬预测的依从性和个人或系统偏差，该中心采用仅工资的结构化薪酬模型，包括国家基准和明确的标准化薪酬步骤和增量。参与者和方法：截至2017年1月，在明尼苏达州、亚利桑那州和佛罗里达州的梅奥诊所医疗实践中担任临床职务的所有长期工作医师。收集和分析每位医生的薪酬、人口统计、专业、全职同等地位、专业基准薪酬、领导角色和其他可能影响计划内薪酬的因素。对于每个人，薪酬的自然对数被用来确定基于结构化薪酬计划的预测薪酬和95% CI，与他们的实际工资进行比较。结果：在2845名医生中（女性861人，非白人722人），96%的医生（n= 2730）确认了薪酬平等。在工资高于预期的80名医生（2.8%）和低于预期的35名医生（1.2%）中，没有性别或种族/民族的相互作用。男性（31.4%，1984年为623人）比女性（15.9%，861人中有137人）担任或曾担任过可补偿的领导职务。在薪酬最高的专业中，男性（34.7%，1984年为688人）比女性（20.5%，861人中有177人）多。结论：一个结构化的薪酬模型成功地应用于多站点大型学术医疗系统的所有医生，实现了薪酬公平。然而，只有当妇女在薪酬最高的专业和领导职位上实现平等时，才能充分实现全面的性别薪酬平等。(C) 2019梅奥医学教育与研究基金会
Objective: To assess adherence to and individual or systematic deviations from predicted physician compensation by gender or race/ethnicity at a large academic medical center that uses a salary-only structured compensation model incorporating national benchmarks and clear standardized pay steps and increments.Participants and Methods: All permanent staff physicians employed at Mayo Clinic medical practices in Minnesota, Arizona, and Florida who served in clinical roles as of January 2017. Each physician's pay, demographics, specialty, full-time equivalent status, benchmark pay for the specialty, leadership role(s), and other factors that may influence compensation within the plan were collected and analyzed. For each individual, the natural log of pay was used to determine predicted pay and 95% CI based on the structured compensation plan, compared with their actual salary.Results: Among 2845 physicians (861 women, 722 nonwhites), pay equity was affirmed in 96% (n= 2730). Of the 80 physicians (2.8%) with higher and 35 (1.2%) with lower than predicted pay, there was no interaction with gender or race/ethnicity. More men (31.4%; 623 of 1984) than women (15.9%; 137 of 861) held or had held a compensable leadership position. More men (34.7%; 688 of 1984) than women (20.5%; 177 of 861) were represented in the most highly compensated specialties.Conclusion: A structured compensation model was successfully applied to all physicians at a multisite large academic medical system and resulted in pay equity. However, achieving overall gender pay equality will only be fully realized when women achieve parity in the ranks of the most highly compensated specialties and in leadership roles. (C) 2019 Mayo Foundation for Medical Education and Research