Salary Increases Research Articles

Recommendation to Solve the Difference in Performance Management Between Civil Servant in Timor-Leste

Timor-Leste, since its independence in 2002, has faced challenges in managing the growing number of civil servants, currently numbering over 13,000. Civil servants are classified under two regimes: General (GCR) and Special (SCR). This classification leads to disparities in salary, benefits, promotions, and performance evaluations, creating dissatisfaction among employees in both regimes. GCR employees enjoy regular salary increases and promotions based on performance, whereas SCR employees, despite earning higher salaries, do not receive the same opportunities for career advancement. This policy paper analyses these differences and recommends abolishing the dual regime structure. It proposes a unified system where salary progression, benefits, and promotions are based on education level, service length, and performance evaluations. Additional allowances should be provided to those working in rural areas to encourage retention and equitable service delivery. Regular external monitoring and audits are essential for effective performance management. Evidence from Indonesia supports these recommendations, showing that additional allowances and strong leadership improve employee performance and discipline.

2024 analysis of compensation, job duties, and benefits among US shelter medicine veterinarians.

To understand the salary, benefits, hours, and job duties of shelter medicine veterinarians. Similar to a 2018 survey, an anonymous survey on compensation and duties of shelter medicine veterinarians was conducted via a commercial platform from January 4 to 31, 2024. The survey was distributed through social media, message boards, and specialty listservs. Participants were categorized into part-time clinical veterinarians, full-time clinical veterinarians, academic faculty, and leadership/consultants. 299 US shelter veterinarians responded: 258 were engaged in clinical work (198 working full time and 60 part time), 18 worked in academia, and 23 held leadership/consulting roles. Full-time clinical veterinarians reported a median salary of $122,500, reflecting a 25% increase since 2018. Part-time clinicians earned $85/h-a 77% increase-while working a median of 24 h/wk. Faculty had a median salary of $130,000, a 20% increase. Those in leadership or consulting roles earned a median of $168,000, a 40% increase. Salaries increased across all categories, with the highest increase for leadership/consulting roles and the lowest for academic positions. Part-time veterinarians saw a large rise in hourly rates, while working fewer hours. Leadership positions yielded the highest incomes, followed by faculty. Clinical salaries were 5% lower than the AVMA-reported 2022 salaries for private practice veterinarians and 7% lower for companion animal veterinarians. Understanding these compensation trends assists shelter veterinarians in making informed career decisions and negotiations. Despite salary increases, shelter veterinarians' earnings remain lower than those in private practice.

Enhancing nurse retention in private hospitals in the new normal: A comprehensive approach for post-pandemic healthcare stability

Nurse shortages are a global issue, with various factors influencing nurses’ decisions to stay or leave their positions. This study explores the specific factors affecting nurse retention in private hospitals during the COVID-19 pandemic and the new normal in Bukidnon, Philippines. The research aimed to identify why nurses chose to work or discontinue working in private hospitals, examine incentives that could improve retention, and propose strategies for hospital administrations. Using thematic analysis, insights from nurses were collected through focus group discussions and analyzed with Colaizzi’s method. Findings showed that nurses chose private hospitals for personal comfort and ease of job opportunities. However, low salaries, burnout, stigma, fear of infecting loved ones, and lack of benefits led many to leave. Strategies for retention included maintaining an ideal nurse-patient ratio, regular evaluations, counseling, professional development, and salary increases. This study emphasizes the need for supportive work environments in private hospitals, highlighting the importance of addressing salary disparities, reducing burnout, and providing comprehensive benefits. In response, the STRIVE (Sustainable Talent Retention and Incentive for Valued Employees) program was developed, offering a holistic approach to enhancing nurse retention through competitive compensation, professional growth, and fostering a positive workplace culture. STRIVE provides solutions tailored to the challenges faced by private hospitals, positioning itself as a vital initiative to improve nurse retention in both the current climate and future healthcare challenges.

Impact of anterior cruciate ligament tears on player efficiency ratings and salary in National Basketball Association over the past 20 years: a retrospective case control study

ABSTRACT Objectives Players in the National Basketball Association (NBA) are at high risk for ACL tears which are detrimental to their career due to the months of rehabilitation. The authors hypothesize that after anterior crucial ligament (ACL) injury, older players will be less likely to return to the NBA, players that do return will have a lower performance efficiency rating (PER), and the decrease in PER will be associated with a lower salary. Methods This case–control study utilized the publicly available database maintained by the NBA, professional basketball players from 2002 to 2022 who suffered an ACL tear were identified. Controls, without ACL tears, were matched by age, BMI, position, race, and average minutes played before the injury date to uninjured controls. Return to NBA, pre-injury and post-return player efficiency ratings (PER), and salary change after injury were analyzed by multivariate analyses. Results A total of 67 players suffered an ACL tear. Fifty-six (83.6%) players returned to the NBA at some point after their injury, while 11 (16.4%) did not. Multivariate logistic regression showed that older age and the presence of multi-ligament injury predicted retiring from the NBA (ß = 1.4 and 10.7). Older age and greater minutes played before surgery to be the only significant predictors of decreased PER after return to the NBA (ß = -0.5 and −0.2). Players with a multiyear contract and with improvements in PER after injury tended to have greater salary increases (ß = 6.5 and 0.7). All p < 0.05. PER in players with ACL tears decreased by about 3 points (13.1 to 9.9) compared to controls without ACL tears (13.2 to 12.9). Conclusion Older age and multiligament injuries are associated with retiring for the NBA; older and increased minutes played are associated with a decreased PER upon return; and, PER decreases are associated with decreased salary. Players with ACL tears, even when case-control matched, showed decreased PER upon return. These results can be attributed to age-related changes in athleticism and health.

PENERAPAN HUKUM KEBIASAAN SEBAGAI DASAR HUKUM PUTUSAN PENGADILAN HUBUNGAN INDUSTRIAL (Studi Putusan: Nomor 233/Pdt.Sus-PHI/2017/PN.Bdg)

&lt;p&gt;&lt;br clear="all" /&gt; &lt;em&gt;The case that the author will discuss in this article is the decision of the Industrial Relations Court at the Bandung District Court which is registered with case number 233/Pdt.Sus-PHI/2017/PN.Bdg. regarding a dispute of interest regarding the 2017 Basic Salary Increase. The interesting thing in this decision is that the Panel of Judges decided by considering customary law as the legal basis in determining the components and amount of the 2017 Basic Salary Increase. This article is important because it discusses legal issues, namely the regulation customary law in resolving industrial relations disputes and the application of Customary Law in the Industrial Relations Court Decision Number 233/Pdt.Sus-PHI/2017/PN.Bdg. The research method used is normative juridical legal research using a statutory approach, and a case approach. Customary law is known in the process of resolving industrial relations disputes with further regulations regarding customs having to refer to the provisions of Article 1339 and Article 1347 of the Civil Code. The Panel of Judges at the Industrial Relations Court at the Bandung District Court has decided the case registered under number 233/Pdt.Sus-PHI/2017/PN.Bdg. based on customs as stipulated in Article 1347 of the Civil Code.&lt;/em&gt;&lt;em&gt;&lt;/em&gt;&lt;/p&gt;

A Meta-Analysis of Salary Benchmarking of Engineers, BIM Modelers, and BIM Managers in the Philippines

This study provides a detailed meta-analysis of salaries for engineers, BIM modelers, and BIM managers in the Philippines, emphasizing how geographical location, experience level, industry sector, qualifications, and market trends influence compensation. The analysis incorporates data from a variety of sources, including academic publications, industry reports, and government statistics, to provide a detailed understanding of salary variations within different professions. Findings show significant salary differences based on their geographical location. Professionals in Metro Manila have considerably larger wages than those in provincial re-gions. Experience level is also important when it comes to salary increas-es which can be observed when professionals advance from entry-level to senior roles. Salary levels are also influenced by the industry, with tech-nology, building, and infrastructure development sectors offering highest compensation. Additional qualifications and certificates enhance salary opportunities, reflecting the value of particular skills and expertise. The purpose of this study is to write a meta-analysis of salary benchmarks for BIM modelers, engineers, and BIM managers in the Philippines emphasiz-ing how factors such as geographical location, experience level, industry sector, qualifications, and market trends influence compensation. The analysis includes seven studies that were published between 2019 and 2024 to capture recent salary patterns in these professions. The study shows the importance of understanding these important variables in de-veloping successful compensation methods, optimizing talent acquisition, and promoting retention in the engineering and construction sectors in the Philippines. The insights provided are expected to allow stakeholders to make informed decisions to build a competitive and thriving workforce in these critical industries.

Gains from Contractualization: Evidence from Labor Regulations on Chinese Workers

Abstract The 2008 Labor Contract Law of China stipulates that all employment relationships must be covered by a written labor contract. This regulation considerably strengthened employment protection for workers. Using a unique longitudinal dataset, the China Labor-force Dynamics Survey (2012, 2014, and 2016 waves), this article estimates the impact of the formal contractualization of labor relations on workers’ labor market outcomes, social insurance participation, and job satisfaction. We find that obtaining a labor contract was strongly associated with an increase in salary, a decrease in working overtime hours, and greater participation in unemployment and pension insurances. In terms of job satisfaction, workers who obtained a labor contract reported being less satisfied with their workplace environment and income than they had anticipated. This is not to suggest that workers are not benefiting from the law. Instead, it suggests that workers had higher expectations from benefits gained through contractualization than what they derived.

The USSR food crisis in XX century: the middle of 1950s - the first half of 1960s

The article is devoted to nutrition of population in the USSR during governing of N. S. Khrushchev in 1955-1964. It is demonstrated that despite continuation by new regime implementation of administrative command strategy of managing national economy, radical changes in principles, tactics and methods of decision-making led to diametrically opposite, negative results in population food supply carried out earlier in the country by the former Stalinist leadership. Numerous complaints of people about inability to feed the family are presented. The low purchasing possibility of population with simultaneous shortage of products in stores has been proved. It is established that food crisis of the middle of 1950s - early 1960s resulted from imbalance between supply and demand in field of food delivery. The government's ill-conceived measures on opening up virgin lands, elimination of machine tractor stations that were basis of agro-industrial complex, contradictory actions limiting plots of land of peasants, passion for planting corn, increase of agricultural and income taxes from villagers, etc. All this caused problems in nutrition of population. The possibility of falsified data in documents prepared for government on food issues, even classified as secret, is claimed, due to lies prevailing in country and conjuncture atmosphere. The negative assessment of Khrushchev's reforms by population, nostalgia for Stalin's times with constant price cuts and salary increases are indicated. The norms of products needed for balanced diet and real situation with annual consumption per capita in the 1960s are calculated. It is emphasized that in the USSR emergence of workers protests occurred due to increase of state food prices and low wages. The culmination of these processes became shooting by troops in Novocherkassk, Rostov Oblast, of peaceful demonstration suppressed by direct order of Head of state in June 1962. The multiple differences, concealed by the authorities, in prices for basic foodstuffs of Soviet citizens and population in capitalist countries, in favor of the latter. The conclusion ids made that utopia and lies, economic voluntarism were cornerstones of paradigm prevailing in the Khrushchev era, that resulted in food crisis and the half-starved existence of majority of inhabitants of the USSR.

A Missed Opportunity? The Transformation of the Teacher Salary System in Kazakhstan Amidst Rising Wages

This article is dedicated to analyzing the effectiveness of the reforms in the teacher salary payment system in Kazakhstan and its impact on the quality of pedagogical activity, as well as the possibility of attracting educators from universities and professionals from other sectors to schools by increasing salaries. The results are based on regional statistical data, reviews of salary dynamics, and interviews with school administrators and teachers. The article includes an analysis of previous studies of salary payment systems in Central Asian countries, characteristics of the current system in Kazakhstan, as well as the experience of transforming the Russian and Estonian teacher salary systems. Kazakhstan, while maintaining centralized control and a "rate" system, has achieved a significant increase in the average salary of school teachers by introducing a qualifications system and a number of allowances for taught subjects and working conditions. Moreover, the increased prestige of the teaching profession, along with the rise in salaries, has facilitated the attraction of young specialists to pedagogical activities and reduced the outflow of qualified teachers from the profession. However, according to surveyed teachers, the reform has not been a significant incentive to improve teaching quality, being perceived only as a new salary increase system. This has led to the fact that, despite the undoubted success of the Government of Kazakhstan in preparing the basis for a favorable long-term perspective for supporting pedagogical workers, the measures taken at this stage lack deep understanding among teachers and do not ensure an improvement in learning outcomes. The article aims to continue the discussion on the effectiveness of the conducted reforms, their impact on the real income increase for teachers, strengthening the status of pedagogical workers, and their motivation for professional growth.

MH workers strike against Kaiser Permanente in Southern California

More than 2,000 unionized mental health workers in Southern California went on strike against Kaiser Permanente last week after the two sides failed to reach a new labor agreement, CNN reported Oct. 21. The National Union of Healthcare Workers (NUHW) — which represents 19,000 health care workers in California and Hawaii, including 4,700 mental health workers — picketed outside Kaiser facilities in Los Angeles, San Diego, Anaheim and Fontana, seeking an increase in salaries, restoration of pensions and increased staffing. When announcing the impending strike earlier this month, the union cited its 10‐week strike in Northern California in 2022, which resulted in higher wages, better working conditions to improve patient care and prevented rapid staff turnover (see “Kaiser agrees to historic settlement to overhaul its BH care system,” MHW, Oct. 25, 2023; https://doi.org/10.1002/mhw.33828). Union members on strike in Southern California have said their demands are in line in with what Kaiser has provided to the majority of its workforce. “Unless we strike, our coworkers are going to keep leaving and our patients are going to keep struggling in an underfunded, understaffed system that doesn't meet their needs,” Josh Garcia, a psychologist for Kaiser in San Diego, said in a press statement from the NUHW. The strike comes as employment in the mental health field — for psychiatrists, psychologists, therapists, counselors, psychiatric aides and social workers — is expected to grow three times faster than the average US job position, according to CNN's analysis of data released in September by the Bureau of Labor Statistics. A survey in 2022 from CNN in partnership with the Kaiser Family Foundation showed that nine out of 10 US adults believe the country has a mental health crisis.

Financial Literacy Practices of Teachers

Embracing sound financial literacy practices can empower teachers to build a financially literate community. In this context, this study aimed to determine the level of teachers’ financial literacy practices. Data for this descriptive study was collected from 56 teachers using a researcher-made instrument that has gone through rigorous tests of validity and reliability. The ensuing analysis showed a low level of financial literacy among teacher-respondents. Additionally, no significant difference was found in the teachers’ financial literacy practices based on age and civil status. In contrast, a significant difference was found in teachers’ financial literacy practices based on groupings by educational attainment and family income. Meanwhile, a significant difference was found when the same data was analyzed based on the length of service and grouping by needs and wants. The findings of this paper call for a salary increase for the teachers, loans on a legal basis, seminars, and training for teachers. Keywords: Financial literacy practices, teachers, Negros Occidental, Philippines

Development of a professional advancement model for perfusionists.

Improvement in professional advancement opportunities may reduce turnover and improve retention for perfusionists. However, the current literature lacks examples of professional advancement models (PAMs) for perfusionists. This review looks at examples from other healthcare fields to provide the rationale and develop a framework for such a model. The review results led to the development of a point-based PAM that included four levels: perfusionist I, II, III, and IV. Each level is associated with its own point requirement, experience level, and salary increase. Points can be acquired through four defined categories. Perfusion programs needing professional advancement can use these results as a foundation for implementing a PAM for perfusionists.

NCAA football coach compensation and non-price competition for football players

ABSTRACT College football coach salaries at big-time programmes have increased substantially in recent years. We investigate non-price competition for incoming athletes as a source of salary increases. The NCAA cartel ensures that athletes receive compensation limited to the cost of attending college, which prevents football programmes from competing for athlete’s services on a price (compensation) basis. Non-price competition frequently emerges under these conditions. We develop evidence that increases in head football coach salaries cause increased football recruiting success using an instrumental variables approach to control for correlation between salaries and unobservable institution-specific factors affecting recruiting success. Results from a sample of 90 FBS schools over the period 2006–2015 support the presence of non-price competition for college football players. Each $1 million increase in head coach salary increases the quality of the incoming class of football recruits by about one standard deviation.

Aligning hard skills demands between Brazilian universities and the labor market: A conceptual model for bridging the gap

Unemployment is a global issue that impacts millions of people. Some studies identify the lack of hard skills as a significant barrier to entering or re-entering the labor market. It can also hinder job retention and limit opportunities for promotions and salary increases. Taking this scenario into consideration, this article proposes a strategy to address unemployment caused by the lack of hard skills, specifically targeting higher education students. This paper proposes a conceptual model designed for future implementation, which integrates university educational programs with the hard skills demanded by job openings in Brazil. To achieve this goal, a systematic literature review was performed, leading to the development and description of the conceptual model. The theoretical findings highlight the originality of this study, with the conceptual model serving as a preliminary step toward better aligning university programs with labor market needs through more targeted planning of higher education offerings.

Sustainability Indicators to MSW Treatment Assessment: The Rio de Janeiro Case Study

The Brazilian Policy foresees the waste management hierarchy, according to which energy reuse from waste is preferred to final disposal. However, less than 0.2% of the country’s waste goes to energy production. This paper proposes sustainability indicators to support the decision to choose the best process to treat municipal solid waste (MSW) through bioenergy generation technologies. Then, we conduct a case study for Rio de Janeiro. Incineration and gasification were not economically feasible—despite TRL 9 and 8. However, the projects presented a null net present value by increasing the gate fee to 94.69 and 255.39 USD/ton of MSW, respectively. The social indicators (job creation, salary increase with the absorption of waste pickers, population served, reduction in MSW sent to landfill) did not indicate the best technology. The results of the environmental indicators for incineration and gasification were, respectively, 0.45 and 0.37 t CO2eq/tMSW for GWP, 1.49 and 1.23 MWh/tMSW for energy intensity, 1.24 and 6.14 m3/tMSW for water intensity, 39.3 and 27.9 m2/tMSW for land use and 0.135 and 0.088 t SO2eq/tMSW for acidification. Gasification presented better results on 60% of the environmental indicators. However, incineration scored better in the important ones, water and energy intensities, in addition to the technical–economic aspect.

Exploring the return-on-investment for scaling screening and psychosocial treatment for women with common perinatal mental health problems in Malawi: Developing a cost-benefit-calculator tool.

This study sought to develop a user-friendly decision-making tool to explore country-specific estimates for costs and economic consequences of different options for scaling screening and psychosocial interventions for women with common perinatal mental health problems in Malawi. We developed a simple simulation model using a structure and parameter estimates that were established iteratively with experts, based on published trials, international databases and resources, statistical data, best practice guidance and intervention manuals. The model projects annual costs and returns to investment from 2022 to 2026. The study perspective is societal, including health expenditure and productivity losses. Outcomes in the form of health-related quality of life are measured in Disability Adjusted Life Years, which were converted into monetary values. Economic consequences include those that occur in the year in which the intervention takes place. Results suggest that the net benefit is relatively small at the beginning but increases over time as learning effects lead to a higher number of women being identified and receiving (cost‑)effective treatment. For a scenario in which screening is first provided by health professionals (such as midwives) and a second screening and the intervention are provided by trained and supervised volunteers to equal proportions in group and individual sessions, as well as in clinic versus community setting, total costs in 2022 amount to US$ 0.66 million and health benefits to US$ 0.36 million. Costs increase to US$ 1.03 million and health benefits to US$ 0.93 million in 2026. Net benefits increase from US$ 35,000 in 2022 to US$ 0.52 million in 2026, and return-on-investment ratios from 1.05 to 1.45. Results from sensitivity analysis suggest that positive net benefit results are highly sensitive to an increase in staff salaries. This study demonstrates the feasibility of developing an economic decision-making tool that can be used by local policy makers and influencers to inform investments in maternal mental health.

RETURNS OF SOCIAL AND PRIVATE INVESTMENT IN VOCATIONAL EDUCATION IN NIGERIA

Globally, the world of work has shifted its focus from just education obtained through theoretical courses to vocational education and training because of the recorded returns in social and private investment. Thus, the sector has been at the heart of recent economic reforms worldwide. However, despite the upsurge in the supply of academic university graduates in Nigeria, employers of labor still face a supply shortage of skilled labor and this has been linked to the theory-oriented curricula of academic universities which do not prepare students for skill-intensive jobs. According to the Nigerian Bureau of Statistics report (2024), statistics the overall unemployment rate in Nigeria for the Q2 of 2023 was 4.2%, while among youth aged 15-24 years, the unemployment rate in Q2 of 2023 was 7.2%, up from 6.9% in Q1 2023. Meanwhile, in urban areas, the unemployment rate reached 5.9% in 2022, compared to 5.4% in Q1 2023. Within vocational training, the economic returns to practical or in-plant training seem to be slightly higher than those in school training. It is clear that tremendous resources, both human and material, are required to redress the situation. As Nigeria is lagging in preparing its workforce for the challenges of the rapidly changing global economy, the government must invest captiously and pay particular attention to vocational and technical education. Also, there is the need to improve the earnings of vocational school graduates through an increase in salary and attractive remuneration which will induce individuals to take vocational education and skills acquisition more seriously. KEYWORDS: Vocational Education, Education, Returns, Social and Private Investment and Nigeria.

Application of Projected Unit Credit Method and Entry Age Normal in Pension Fund Insurance of PT Pos Indonesia, South Aceh Regency

This study aims to analyze the application of the Projected Unit Credit (PUC) Method and the Entry Age Normal (EAN) Method in the context of pension fund insurance. The Projected Unit Credit Method and the Entry Age Normal Method are two actuarial approaches used to calculate liabilities and determine the required contributions in pension plans. The Projected Unit Credit Method calculates based on projected future salaries and benefits accumulated over the employee's working life, while the Entry Age Normal Method distributes the cost of retirement benefits evenly over the employee's working life. Data was collected from various pension plans that use both methods. Analysis was conducted to compare the accuracy of liability estimation, contribution stability, and the impact of each method on pension fund sustainability. The results show that the Projected Unit Credit Method provides a more realistic liability estimate by considering salary increases, while the Entry Age Normal Method offers better contribution stability from year to year. The selection of the appropriate actuarial method is highly dependent on the objectives and specific conditions of the pension program being managed. These findings are expected to help pension fund managers make more informed decisions to ensure the welfare of pension plan participants.

Influence of the Revenues of the Co-Financed Universities of Ecuador on the Expenditure For Salaries of the Academic and Administrative Personnel

Objective: This study investigates the influence of income from co-financed universities on the salary expenses of teaching and administrative staff, aiming to understand how changes in employee salaries impact university revenues. Theoretical Framework: The research is grounded in labor economics and higher education finance theories, providing a robust context for analyzing the financial dynamics within universities. Method: Two econometric models were employed: a multiple linear regression model using ordinary least squares to measure individual effects and a panel data model with random effects to assess grouped effects. Data collection involved analyzing financial records from co-financed universities. Results and Discussion: The results indicate that increased salaries at Universidad Politécnica Salesiana and Universidad Católica Santiago de Guayaquil lead to higher income. A 1% increase in teachers' salaries results in a 0.49% income increase, while a 1% rise in administrative salaries leads to a 0.08% income decrease. These findings highlight significant implications and limitations. Research Implications: The study provides insights for budgeting strategies, salary policies, and financial planning in higher education. It emphasizes the practical and theoretical impacts of salary adjustments on university revenues. Originality/Value: This research contributes to the literature by exploring the novel relationship between employee salary increases and university revenues, offering valuable insights for financial decision-making in higher education institutions.

The determinants of nonprofit hospital CEO compensation.

Hospital CEO salaries have grown quickly over the past two decades. We investigate correlates of rising nonprofit hospital CEO pay between 2012 and 2019 by merging compensation data from Candid's IRS 990 forms with hospital data from the National Academy for State Health Policy Hospital Cost Tool. Almost half of the measured increase in CEO compensation (44.5%) accrued to a "base case" CEO, who was leading a non-teaching hospital system or independent hospital with fewer than 100 beds that earned 0 profits and provided no charity care. Another 28.5% of the measured salary increase resulted from changes in the generosity with which observable metrics were rewarded, particularly the reward for heading a system with 500 or more beds. The remaining 27% resulted mostly from hospital systems or single hospitals that increased their profits or bed size over time. The increase in CEO compensation associated with leading larger healthcare systems and earning greater profits may explain the increase in healthcare system consolidation which has occurred over the last several years.