Base Salary Research Articles

A framework for medical physics compensation in an academic department

AbstractCompensation is a key component of career satisfaction and professional growth. A new compensation model was developed to provide a framework for career growth and a compensation ladder for medical physicists with clinical responsibilities in an academic radiation oncology department. The goals for the new model were: (1) create a market competitive plan to support recruitment and retention of top physics talent, (2) incentivize clinical effort, innovation, citizenship/professional service, and academic achievement, (3) provide compensation growth opportunities separate from medical school promotions, and (4) create consistent, transparent, and fair metrics applicable to all clinical physicists in the department. The model includes a base salary, and credits for board certification, clinical tier, leadership, and academic level. Further, metrics were developed to inform the clinical tier. Years of experience is not explicitly included in the model. The model was successfully implemented for clinical physicists in a relatively large academic radiation oncology department.

State Civil Apparatus Welfare of Public Elementary School Teachers in Bandar Lampung City

Teacher welfare is an important aspect that affects the standard, quality of life, and work of teachers. The components of welfare for the Indonesian State Civil Servant (ASN) are basic salary, allowances, work environment, security aspects in granting civil servant (PNS) status, awards, work-life balance between working hours and workload, and the development of certified teacher professionalism. The study population was ASN SDN teachers totaling 1466 people. Sampling using purposional sampling random method based on the lottery obtained a sample size of 155 people. The research objective was to determine the effect of consumption expenditure, education level, training, work experience, and teacher certification on the welfare of ASN SDN teachers in Bandar Lampung City. The estimation method used Ordinary Least Square (OLS). The findings are that the level of education, training, work experience, and teacher certification have a positive and significant effect on the welfare of ASN primary school teachers in Bandar Lampung City, while consumption expenditure has a negative and significant effect on the welfare of ASN primary school teachers in Bandar Lampung City. In the future, it is necessary to improve education, training, and experience, as well as teacher certification to improve welfare. In addition, it is necessary to maintain the purchasing power of teachers' income so that it is not eroded by inflation which reduces purchasing power.

The Mechanism for Calculating the Nishab of Zakat for Civil Servants’ Income According to MUI Fatwa No 3 Year 2023

Civil servants are one of the subjects of zakat, which is called income zakat, and each zakat is issued if it has reached the nishab. The Indonesian Ulema Council regulates zakat in the MUI Fatwa Number 3 of 2003 concerning Zakat Income. The UPZ of the Regional Office of the Ministry of Religion of Bengkulu Province takes zakat on income every month from all groups of civil servants, even though some of the income of certain groups of civil servants has not reached the nishab. Determining the income nishab value is based on the Decree of the Chairman of BAZNAS No. 14 of 2021 concerning the income and services zakat nishab in 2021. The income nishab value is 85 grams of gold multiplied by IDR. 938,099,- amounting to Rp. 79,738,415,-. The research method used is descriptive analytical method with a qualitative approach. The results of this research show that: 1) the calculation of the zakat nishab on civil servant income applied by UPZ at the Regional Office of the Ministry of Religion of Bengkulu Province is taken from the basic salary of civil servants which is then paid out at 2.5% every month. 2) The calculation of the zakat nishab on civil servants' income by UPZ at the Regional Office of the Ministry of Religion of Bengkulu Province is not in accordance with MUI Fatwa Number 3 of 2003 because zakat is imposed on all groups of civil servants, zakat is taken from all gross income, and zakat is issued even though it has not yet reached the haul time.

Association Between Gender and Salary Among Pediatric Hospital Medicine Physicians.

Gender-based disparities in salary exist in multiple fields of medicine. However, there is limited data examining gender inequities in salary in pediatric hospital medicine (PHM). Our primary objective was to assess whether gender-based salary differences exist in PHM. The secondary objective was to assess if, among women, the differences in salary varied on the basis of leadership positions or self-identified race and ethnicity. We conducted a survey-based, cross-sectional study of pediatric hospitalists in December 2021. Our primary outcomes were base and total salary, adjusted for the reported number of average weekly work hours. We performed subanalyses by presence of a leadership position, as well as race. We used a weighted t test using inverse probability weighting to compare the outcomes between genders. A total of 559 eligible people responded to our survey (51.0%). After propensity score weighting, women's mean base salary was 87.7% of men's base (95% confidence interval [CI] 79.8%-96.4%, P < .01), and women's total salary was 85.6% of men's total (95% CI 73.2%-100.0%, P = .05) salary. On subgroup analysis of respondents with a leadership position, women's total salary was 80.6% of men's total salary (95% CI 68.7%-94.4%, P < .01). Although women who identified as white had base salaries that were 86.6% of white men's base salary (95% CI 78.5%-95.5%, P < .01), there was no gender-based difference noted between respondents that identified as nonwhite (88.4% [69.9%-111.7%] for base salary, 80.3% [57.2% to 112.7%]). Gender-based discrepancies in salary exists in PHM, which were increased among those with leadership roles. Continued work and advocacy are required to achieve salary equity within PHM.

Aplikasi penggajian guru dan karyawan Madrasah Tsanawiyah Nurul Khoiroh berbasis web

Payroll can be defined as a form of service system used to make salary payments every month. With a payroll system, the process from start to finish when salaries are paid can run according to what each employee expects. At MTS Nurul Khoiroh, the current payroll system has several obstacles, where the teacher payroll process is still done manually. Payroll data is still calculated and recorded using the Microsoft Excel program and is not in the form of a database, so it is susceptible to loss and errors in data recapitulation at the end of the month. Based on these problems, an application will be created to handle the processing of salary calculation data which is the right of teachers and employees, starting from the process of calculating the basic salary to calculating allowances. The application was built using the waterfall method and with the PHP programming language. With this system, it is hoped that it will make it easier for school treasurers to manage data while also helping to increase the efficiency of the payroll process so that it becomes faster and more accurate.

Examining the Impact of Compensation and Competency on Elementary School Teacher Performance

Teacher competence in schools is still not optimal because the average teacher competence is below 50%, especially in pedagogical, personal, and social competence. The compensation given to teachers who teach is still not optimal; the average amount offered does not meet the principles of justice. The average basic salary is 42.4%, and allowances are 57.6%, which consists of primary, functional, teaching, and transport allowances. This research analyzes the relationship between competence, compensation, and teacher performance in elementary schools. The research method uses a quantitative approach with a non-experimental correlational design. There were 40 respondents (non-permanent teachers) in the research using a non-probability sampling method. The data collection technique uses a survey method with closed questionnaire tools. Data analysis was carried out using validity tests, reliability tests, descriptive analysis, and multiple linear regression analysis. The research results show that the regression coefficient analysis of the competency variable (0.018) and compensation variable (0.025) significantly affects performance. Research results: The better the teacher's competence, the more the teacher's performance will increase. The implication is that the competency of elementary school teachers needs to continue to be improved in various ways, one of which is through continuous teacher professional development programs, both independently and with managerial encouragement from school principals.

Factors underlying the high occupational risk of healthcare personnel for COVID-19 infection.

To verify the rate of COVID-19 infection among healthcare personnel at high and low risk of COVID-19 infection and identify the underlying risk factors. This cross-sectional study was conducted between December 1, 2020 and February 28, 2021. Associations were verified between the levels of risk (high or low) of occupational COVID-19 infection and participant characteristics using the World Health Organization risk assessment questionnaire and adjusted using logistic regression models in single and multiple approaches. Of the 486 participants, 57.4% were classified as having a high occupational risk for SARS-CoV-2 infection, with a diagnosis rate of 12.1%. The factors identified in the multivariate analysis for high occupational risk were age up to 29 years (odds ratio [OR] = 2.7, 95% confidence interval [95%CI] = 1.63-4.47), monthly family income greater than eight times the basic salary (OR= 1.8, 95%CI= 1.07-3.16), and healthcare personnel who did not participate in initial training to work in the area of patients with COVID-19 infection (OR= 2.39, 95%CI= 1.53-3.75). Encouraging training for occupational infection prevention is very important to reduce the impact of infectious diseases on healthcare personnel, especially young health professionals. COVID-19 infection among healthcare personnel has impacted the workforce in hospitals. Knowledge of the risk factors for COVID-19 infection is important for disease prevention measures. Failure to train healthcare personnel is an important risk factor for acquiring COVID-19.

ФОРМЫ ОПЛАТЫ ТРУДА В ИТ КОМПАНИЯХ

Various payment methods in information technology companies (IT) are considered. The basic salary, bonuses, promotions or options, flexible payment system and additional benefits are described. The advantages of each of these methods and their importance for attracting and retaining highly quali-fied specialists in IT companies are analyzed

325 The Economic Impact of Pediatric and Adolescent Gunshot Wound Mortality

INTRODUCTION: Gunshot wounds (GSW) are the leading cause of pediatric/adolescent mortality in the United States. The total economic impact of lost productivity has not been previously quantified. METHODS: The CDC WONDER database was utilized to document GSW fatalities of individuals 19 years and younger between 2001-2021. The weighted net present value (NPV) of potential future lost income for each child was calculated based on the Social Security Administration’s estimated NPV of lifetime earnings at age 20, using a 4% discount rate, and factoring in updated US census data on education status, graduation rates, and wage-gaps. Each year’s total lost income was adjusted to 2022 USD using the CPI-W. Sensitivity analysis tested the robustness of our model parameters’ variability on our model results. RESULTS: 64,503 total pediatric/adolescent GSW mortalities have occurred since 2001. Total estimated NPV income loss in 2022 USD is $58.78 Billion. This correlates with an estimated loss to Social Security of $7.29 Billion. Sensitivity analyses found that changes in salary had the highest potential impact on the final outcomes. Overall, the worst-case income scenario (-20% change in base salary) showed an estimated $47 Billion economic loss in 2022 USD. A similar analysis for total pediatric mortality due to neurological disease showed an economic loss of $18.86 Billion. CONCLUSIONS: The economic impact of income lost due to pediatric GSW fatalities between 2001-2021 is estimated to be $58.78 billion, with minimum value of $47 billion after sensitivity analysis. This estimate likely undervalues the total economic impact of pediatric gun violence since it is based on median salaries and excludes medical treatment, long-term disability/morbidity, multiplier effects, or future offspring productivity. The total cost to society of pediatric GSW mortality significantly exceeds all neurologic-related mortality and is too high for physicians and policymakers to ignore.

Characteristics of salary determination in the higher education system

This paper explores the essential aspects and characteristics of the compensation system within higher education institutions. It identifies how employees in these institutions are categorized, how different funding sources are utilized for wage payments, and outlines the composition of primary and additional salaries. The study also highlights challenges encountered in managing the accounting processes for calculating and disbursing base salaries, bonuses, and incentives funded through various sources. Following the investigation, the author offers insights and recommendations for enhancing the wage calculation process in the higher education sector.

Clinical duties and compensation for U.S. emergency medicine fellows at academic centers: A descriptive, cross-sectional survey.

Fellowship training is increasingly popular among residency graduates and critical to the advancement of academic emergency medicine (EM). Little is known about the clinical hours worked and financial compensation received by fellows during training. We sought to describe the clinical duties and financial compensation of EM fellows at U.S. academic centers. This cross-sectional study surveyed U.S. academic EM department administrators who were members of the Society for Academic Emergency Medicine's Academy of Administrators in Academic Emergency Medicine (AAAEM) regarding their fellowship programs and fellows. We electronically distributed the validated survey instrument to 73 member sites between October 2022 and January 2023. Survey domains included fellow and fellowship demographics, base and total annual clinical hours, and base and total annual compensation. We calculated descriptive statistics and compared fellows by accreditation (Accreditation Council for Graduate Medical Education [ACGME] or non-ACGME) using chi-square and Wilcoxon rank-sum testing. We conducted a secondary analysis of base and total salary by gender and accreditation using Wilcoxon rank-sum testing. We received 38 institutional responses (response rate 52%), which represented 217 individual fellows. Nearly three-fourths (n = 158, 72.8%) of fellows enrolled in non-ACGME fellowships, worked 33% more base hours annually than ACGME fellows (median 571 h vs. 768 h, p < 0.001), and received base compensation 20% higher than ACGME fellows ($88,540 vs. $70,777, p < 0.001). Accounting for additional compensation, the median total annual compensation for non-ACGME fellows remained 11% higher than ACGME fellows ($105,000 vs. $93,853, p = 0.004). We observed no significant differences salary when stratified by gender. Most EM fellows at U.S. academic institutions enrolled in non-ACGME fellowships with significantly higher base hours and financial compensation than ACGME fellowships. These results represent the first description of the clinical hours and financial compensation of academic EM fellows and should be considered in ongoing benchmarking efforts by AAAEM.

Analisis Sitem Informasi Akuntansi Penggajian dan Pengupahan Dalam Meningkatkan Pengendalian Intern Pada PT. POS Indonesia (Persero) Kantor Cabang Binjai 20700

This research aims to analyze the payroll and wage accounting information system that has been implemented by PT. Pos Indonesia (Persero) Binjai Branch and analyzing the payroll accounting information system to improve internal control. This type of research is qualitative research, which uses a qualitative descriptive analysis approach, data collection techniques using interview method analysis, which focuses on the Payroll accounting information system and Internal Control System at PT. Pos Indonesia (Persero) Binjai Branch. Data analysis in research begins by analyzing related functions, supporting documents, accounting records used, procedural networks and the effectiveness of internal control. The research results found evidence that the payroll system at PT. Pos Indonesia (Persero) Binjai Branch has been running quite effectively but there are still several shortcomings, where every time there is a change in salary and wages there is no provision from the management for changes in salary and wages, that is without showing a decision letter for changes to employee salaries and wages so that fraud can occur, Fair practices applied to support internal control are by transferring employees' basic salaries to each employee's account by the director and making duplicate salary slips, and employee negligence in absent fingerprints or barcodes, as well as having duplicate duties in the payroll accounting information system and Remuneration.

Emergency physician personnel crisis: a survey on attitudes of new generations in Slovenia

BackgroundEmergency departments globally are overburdened, and emergency medicine residency is losing popularity among students and physicians. This raises concerns about the collapse of a life-saving system. Our goal was to identify the key workforce reasoning and question medical staff employment behavior.MethodsThis was a prospective cross-sectional study. In December 2022, medical students and pre-residency doctors in Slovenia were invited to complete a web-based questionnaire. The data were analyzed using T-test, chi-square test, Mann‒Whitney-Wilcoxon tests, and principal component analysis. Open-ended questions were hand-categorized.ResultsThere were 686 participatns who clicked on the first page and 436 of those finished the survey. 4% of participants gave a clear positive response, while 11% responded positively regarding their decision to pursue emergency medicine residency. The popularity of emergency medicine decreases significantly among recent medical school graduates upon their initial employment. People who choose emergency medicine are less concerned about its complexity and pressure compared to others. Most respondents preferred 12-hour shift lengths. The preferred base salary range for residents was I$ 3623–4529, and for specialists, it was I$ 5435–6341. The sample’s primary personal priorities are achieving a satisfactory work-life balance, earning respect from colleagues, and engaging in academic activities. Factors that attract individuals to choose emergency medicine include high hourly wages, establishment of standards and norms, and reduced working hours.ConclusionsOur findings indicate that enhancing compensation, establishing achievable standards and norms, facilitating a beneficial work-life equilibrium, providing assistance with initial property acquisition, stimulating participation in deficit residency programs, fostering collegiality among peers, restricting the duration of shifts, and enabling pension accrual may be imperative in attracting more individuals to pursue emergency medicine residency.

A simulation model to analyze the behavior of a faculty retirement plan: a case study in Mexico

AbstractThe main goal in this study was to determine confidence intervals for average age, average seniority, and average money-savings, for faculty members in a university retirement system using a simulation model. The simulation—built-in Arena—considers age, seniority, and the probability of continuing in the institution as the main input random variables in the model. An annual interest rate of 7% and an average annual salary increase of 3% were considered. The scenario simulated consisted of the teacher and the university making contributions, the faculty 5% of his salary, and the university 5% of the teacher’s salary. Since the base salaries with which teachers join to university are variable, we considered a monthly salary of MXN 23 181.2, corresponding to full-time teachers with middle salaries. The results obtained by a simulation of 30 replicates showed that the confidence intervals for the average age at retirement were (55.0, 55.2) years, for the average seniority (22.1, 22.3) years, and for the average savings amount (329 795.2, 341 287.0) MXN. Moreover, the risk that a retiree of 62 years of age and more of 25 years of work, is alive after his savings runs out is approximately 98% and this happens at 64 years of age.

Dietary Patterns and Factors Associated with Food Affinity in Pregnant Women from Quito, Ecuador.

Nutrition during pregnancy influences perinatal outcomes and predispositions to chronic diseases. A prospective cohort study was carried out with the objectives of describing the dietary patterns in the pregnant population in the city of Quito, Ecuador and analysing the sociodemographic and lifestyle factors that influence the adherence to each dietary pattern. The body mass index was calculated for each patient, and the patients were classified according to the Atalah criteria. The Global Physical Activity Questionnaire was also applied. The dietary patterns were assessed using a dietary survey with a 24 h recall on two occasions. A total of 535 pregnant women were included. A positive association was found between the pattern "dairy, salads and sweet snacks/dressings" and foreign nationality (β = 0.82 (0.43;1.21)). The "refined carbohydrates" pattern was negatively associated with education equal to or less than 7 years and an income of up to one basic salary (β = -0.59 (-1.05; -0.14)). The "traditional Ecuadorian" pattern showed a positive association with being born in the coastal region of Ecuador (β = 0.62 (0.22; 1.01)). This study identified three dietary patterns in pregnant women and their possible associations with certain sociodemographic factors. More studies are needed to better understand these patterns as well as to analyse their nutritional and caloric properties.

Determinants of Operations Management Faculty Salary: Is Publishing in “A” Journals the “Bottom Line”?

This study investigates the determinants of salary for operations management scholars. Is it as some opine that the only thing that matters is the publication count in “A” journals? How do the full range of activities: research, teaching, service, and administration, affect salary? The present research seeks to shed light on these questions and is predicated on a data set that consists of the research, teaching, and service outcomes, along with salary, for a full census of operations management faculty at 22 public universities (227 faculty) for base, 9-month salary and a subset of 15 universities (150 faculty) for total annual compensation. The results demonstrate partial support for the hypotheses that only “A” publications are financially rewarded, with publications in Production and Operations Management having the highest correlation with salary. The salary reward for publishing in “A” journals is unaffected by number of coauthors. Publications in other academic journals, top-tier practitioner journals, and top journals in sister-fields, and measures of impact, such as citations, H-index, and research awards provide no additional explanatory value of salary. Likewise, service and teaching awards do not add explanatory value. Female Full Professors are paid roughly $23,000 less in base salary than their male counterparts. Non-publishing factors that significantly contribute to salary include changing university affiliations (only for Associate and Full Professors), taking on administrative duties, as well as certain qualitative measures such as achieving Fellow status at the Production and Operations Management Society.

Comparative Analysis of Business Strategy and Compensation System in the U.S. Retail Industry

With the development of today's world, all kinds of different life products and daily appliances are integrated into people's lives, and the recent boom in the retail industry is noticeable. With the development of the retail industry, this study would like to explore whether management compensation in the retail industry is reasonable. the paper selects three representative companies from countless retail companies to analyze whether their compensation standards are reasonable based on their performance in the industry and how their board compensation has changed over the past five years. The research chooses three representative companies, Costco, Target, and Walmart, listed the performance of their basic salary system in the past five years, and made a simple speculation based on the current situation of the retail industry. The research finds that the three enterprises have made corresponding salary system standards according to their different positions in the industry and, combined with their future development, make more reasonable salary standards.

The Analysis of the Effect of Compensation Strategy on Corporate Performance: An Example from Walmart

Using Walmart as a case study, this paper examines the relationship between compensation policies and company performance. Specifically, the paper focuses on how various compensation strategies, ranging from base salary to comprehensive benefits and incentives, affect Walmart's key performance indicators. The study delves into the issue of employee motivation and evaluates various important factors of Walmart's compensation program. The analysis focuses on the impact of various compensation strategies (including wages, benefits, and rewards) on Walmart's performance metrics. By using a variety of methods and combining them with data analysis, the study reveals the deeper role that Walmart's compensation policies have played in making it one of the world's leading retail companies. In addition, the study mentions the correlation between employee satisfaction and long-term business results. The results of the study provide valuable insights for business leaders and policy makers, emphasizing the need to balance employee needs with corporate goals. The results of the study underscore the importance of well-designed compensation policies as a key tool for achieving organizational brilliance and maintaining a competitive advantage.

Decentering Whiteness in Teacher Education Preparation Programs at Christian Universities

The teacher workforce in the United States is predominantly White, while the student population in public schools is increasingly diverse. This research paper delves into the crucial topic of decentering Whiteness in teacher education preparation programs (TPPs) at Christian universities. By exploring the implications of a predominantly White teaching force and of disparities in student achievement, this study emphasizes the need for greater diversity and inclusivity in teacher education. Drawing from a comprehensive literature review, this paper examines the historical context of the teacher workforce and the impact of desegregation on teacher representation. Furthermore, it explores how biases, prejudices, and privileges inherent in White-centered curricula and pedagogical approaches hinder the effective preparation of teachers to serve diverse student populations. The research highlights the importance of increasing diversity among teaching staff and teacher education candidates, as studies have shown that students benefit significantly from having teachers who share their racial and cultural backgrounds. To address these challenges, the paper explores several potential solutions, such as “grow your own” programs, which invest in and support non-licensed staff from diverse backgrounds, as well as mentorship initiatives and community outreach to foster connections with aspiring teachers of color. Additionally, the paper emphasizes the need to examine licensure standards and standardized testing as potential barriers for students of color entering the teaching profession. Advocating for higher base salaries for teachers, particularly in urban areas, is suggested to attract more diverse individuals to the teaching profession. The role of administration in the recruitment and retention of teachers of color is also emphasized, with a call to create positive and supportive school cultures that value the contributions of all teachers. Christian universities are urged to prioritize social justice issues, cultural diversity, and the amplification of culturally relevant pedagogy to create inclusive and welcoming environments for students of color. This study proposes that Christian universities must engage in critical self-reflection and dismantle White-centered structures and policies within their teacher education programs. By prioritizing diversity, cultural responsiveness, and equity, these institutions can better serve their diverse student populations and equip future educators to thrive in the diverse classrooms of the United States. The paper underscores the importance of these efforts to ensure that the teaching profession reflects the principles of equity and inclusivity that align with the teachings of the Christian faith and prepare educators to be transformative agents of change in the lives of their students.

Effects of the basic social salary on the probability of obtaining a job in Asturias

This research is mainly aimed at analysing the impact of benefiting from a minimum income scheme, the Basic Social Salary, a regional program that guarantees a permanent minimum income in Asturias, on the likelihood of getting a job. The data provided by the Public Employment Service of the Principality of Asturias in relation to job seekers and contracts between October 2021 and October 2022, has allowed as to state that the two variables that have a more negative and stable impact on the likelihood of getting a job are the fact of benefiting from such minimum income scheme and the time the person has been registered as unemployed at the Public Employment Service.