Salary Data Research Articles

Cost-Effectiveness Analysis of Intracameral Cefuroxime Use for Prophylaxis of Endophthalmitis after Cataract Surgery

To evaluate the cost-effectiveness of intracameral cefuroxime for postoperative endophthalmitis prophylaxis, and to determine the efficacy threshold necessary for alternative antibiotics to attain cost-effective equivalence with intracameral cefuroxime. Cost-effectiveness analysis. We study a hypothetical cohort of 100,000 patients undergoing cataract surgery as a part of the cost analysis. A cost-effectiveness model was constructed to analyze different antibiotic prophylactic regimens for postoperative endophthalmitis with intracameral cefuroxime as our base case. Efficacy was defined as the absolute reduction in rate of infection from background rate of infection, which was sourced from the literature. Antibiotic cost data were derived from the Red Book 2007 edition, and salary data were taken from the United States Bureau of Labor Statistics. Multivariate sensitivity analysis assessed the performance of antibiotic options under different scenarios. Cost per case of endophthalmitis prevented; theoretical maximal cost-effectiveness; efficacy threshold necessary to achieve cost-effective equivalence with intracameral cefuroxime; ratio indicating how many times more effective or less expensive alternative antibiotics would have to be to achieve cost-effective equivalence with intracameral cefuroxime. The cost-effectiveness ratio for intracameral cefuroxime is $1403 per case of postoperative endophthalmitis prevented. By comparison, the least expensive topical fluoroquinolone in our study, ciprofloxacin, would have to be >8 times more effective than intracameral cefuroxime to achieve cost-effective equivalence. The most expensive topical fluoroquinolones studied, gatifloxacin and moxifloxacin, would have to be > or =19 times more effective than intracameral cefuroxime to achieve cost-effective equivalence. A sensitivity analysis reveals that even in the worst case scenario for intracameral cefuroxime efficacy and with a 50% reduction in the cost of 4th-generation fluoroquinolones, gatifloxacin and moxifloxacin would have to be > or =9 times more effective than intracameral cefuroxime to achieve cost-effective equivalence. Administration of intracameral cefuroxime is relatively cost-effective in preventing endophthalmitis after cataract surgery. Owing to their high costs, many commonly used topical antibiotics are not cost-effective compared with intracameral cefuroxime, even under optimistic assumptions about their efficacy.

Minority Status and Managerial Survival in Major League Baseball

The effect of minority status on managerial survival in Major League Baseball is analyzed using survival time analysis and data envelopment analysis. Efficiency scores based on team performance and player salary data from 1985 to 2006 are computed and included as covariates in a survival time analysis. It is shown that when controlling for performance and personal characteristics minorities are on average 9.6% points more likely to return the following season. Additionally, it is shown that winning percentage has no impact on managerial survival when efficiency is controlled for.

State and Local APN Salary Data: The Best Evidence for Negotiations

Compensation commensurate with responsibilities is an element of overall job satisfaction and influences satisfaction with and commitment to work. State and local salary data can be useful when negotiating compensation. This Washington State survey of advanced practice nurses (APNs) found salary differences according to factors such as geographic locations, gender, years of practice, education, and practice setting. Men earned almost $6000 a year more than women, and advanced practice nurses in the hospitalist role earned the highest average salary. Nearly a quarter of APNs were dissatisfied with their salary and 5% were very dissatisfied.

Are public school teacher salaries paid compensating wage differentials for student racial and ethnic characteristics?

The present paper examines the relationship between public school teacher salaries and the racial concentration and segregation of students in the district. A particularly rich set of control variables is included to better measure the effect of racial characteristics. Additional analyses included Metropolitan Statistical Area fixed effects and longitudinal teacher salary data. The results are generally consistent with a positive compensating wage differential for working in districts with a higher percentage of Black and Latino students. The longitudinal results also suggest that more segregated districts may pay lower salaries.

Compensation Analysis: The 2008 ICHRIE Salary Study

In this article, salary data are reported from the survey of hospitality educator compensation sponsored by International CHRIE. About 60% of the 757 individual member constituency participated in the online survey for this second bi-annual tracking of educator salaries. In addition to the analyses for U.S. based hospitality and tourism programs, this second itineration includes both 2-year and 4-year institutions in the U.S. and international programs. Data are presented by faculty rank, gender and type of institution, among other variables.

Wage dispersion and team performance: evidence from the small size professional baseball league in Taiwan

By using professional baseball teams in Taiwan as an example, these articles address the issue of how wage disparities affect organizational performance. Salary and performance data on 364 players on seven teams for the years 1990 through 2000 in Taiwan are collected and both fixed and random effect models together with an index to measure the intra- and inter-salary dispersion are used to investigate the effects of player's wage dispersion on the team's winning percentage, i.e. the team performance. Our empirical results show that teams with less total salary expenditures or greater wage disparity reduce the team's winning percentage and thus hinder the organizational performance.

AACP Pharmacy Education Assessment Services: Outcomes, Assessment, Accountability

The Chronicle of Higher Education recently described a battle raging in higher education.1 The players are the Department of Education, accreditors, including specialty and regional bodies, and us – the US higher education establishment. The battleground is a fairly simple but incredibly important question: Who has the upper hand in establishing the outcome measures that demonstrate our education programs and processes accomplish what we say they do? How can those measures be adequately assessed for the accountability that is increasingly being called for by the government and society in general? The American Association of Colleges of Pharmacy (AACP), along with each school and college of pharmacy, embraces the accountability movement within higher education. Students, employers, and patients demand that pharmacists entering the profession demonstrate the requisite skills, knowledge, and aptitude necessary to ensure both safe and effective use of medications. Similarly, schools and colleges are challenged to demonstrate the outcomes of their programs. Such programmatic assessment includes definition of desired outcomes and the development of metrics and assessment processes for each of our missions: teaching, scholarship (including original research), patient care, and public service. The maturing of programmatic assessment which builds upon ongoing individual student assessment offers an opportunity for pharmacy education. This opportunity is embraced by AACP. AACP is taking bold action to help you meet this challenge. AACP's Pharmacy Education Assessment Services Program (PEAS), is under construction! The vision is the creation of an umbrella of diverse services and tools that will be integral to our programmatic assessment programs. AACP leadership, with insight of the Institutional Research and Assessment Committee, developed the vision for PEAS. This vision is now being translated into a number of new initiatives. It is also integrating current AACP services and tools. This melding of old, revised, and new tools will result in a comprehensive menu-driven support of schools' and colleges' assessment programs. A good example of tool development is the 4 new surveys, currently being subjected to psychometric analysis, to collect information from students, alumni, faculty, and preceptors. One area in critical need of tool development is experiential education. Our preceptors, serving an average of 2.5 schools/colleges, are asking for standardized evaluation tools to help them consistently evaluate our students. Likewise, as already exemplified by the work of the Academic Practice Partnership Initiative and the CRYSTAL APPLE Awards program, schools can use nationally developed tools to train and evaluate their preceptors. The PEAS vision also includes a process whereby AACP will peer review assessment tools developed by AACP members and public/private partners. Such tools will likely include student and faculty portfolio systems, peer teaching evaluations tools, and tools for curricular mapping and mapping of curricular competencies to outcomes. Central to PEAS will be an online desktop Self-Study Management System. This system will enable faculty and administrators to collect and analyze the longitudinal data needed to meet the annual reporting requirements of the Accreditation Council of Pharmacy Education (ACPE), as well as complete the more comprehensive self-study process. Clearly, the “bolus” approach to self-study and accreditation accountability occurring every 6 years is past. The vision is for the full complement of AACP institutional research data, including the financial and faculty salary data, to be managed each year through PEAS. Likewise, the ACPE-mandated surveys of faculty, alumni, preceptors, and graduating students will be accessed and traced through PEAS. An important component of this new commitment to assessment is the further maturation of a learning community where those with responsibility for building and leading the academy's assessment efforts can share experiences, tools, and strategies integral to the review and continuous improvement of our programs. Blogs, podcasts, webinars, live programming, institutes, seminars, and consultants will convene in cyberspace and in person to advance our programs. Such advances are best developed through AACP achieving efficiency in manpower and technology costs. Even more importantly, through AACP we can harness the collective experience of our schools and colleges to identify those best practices and metrics which provide evidence of quality pharmaceutical education. Assessment. outcomes: 2 words that strike at the heart of every faculty member and administrative leader's responsibility. We seek your input, guidance, and feedback as PEAS evolves.

Cost of Radiotherapy Versus NSAID Administration for Prevention of Heterotopic Ossification After Total Hip Arthroplasty

Heterotopic ossification (HO), or abnormal bone formation, is a common sequela of total hip arthroplasty. This abnormal bone can impair joint function and must be surgically removed to restore mobility. HO can be prevented by postoperative nonsteroidal anti-inflammatory drug (NSAID) use or radiotherapy (RT). NSAIDs are associated with multiple toxicities, including gastrointestinal bleeding. Although RT has been shown to be more efficacious than NSAIDs at preventing HO, its cost-effectiveness has been questioned. We performed an analysis of the cost of postoperative RT to the hip compared with NSAID administration, taking into account the costs of surgery for HO formation, treatment-induced morbidity, and productivity loss from missed work. The costs of RT, surgical revision, and treatment of gastrointestinal bleeding were estimated using the 2007 Medicare Fee Schedule and inpatient diagnosis-related group codes. The cost of lost wages was estimated using the 2006 median salary data from the U.S. Census Bureau. The cost of administering RT was estimated at $899 vs. $20 for NSAID use. After accounting for the additional costs associated with revision total hip arthroplasty and gastrointestinal bleeding, the corresponding estimated costs were $1,208 vs. $930. If the costs associated with treatment failure and treatment-induced morbidity are considered, the cost of NSAIDs approaches that of RT. Other NSAID morbidities and quality-of-life differences that are difficult to quantify add to the cost of NSAIDs. These considerations have led us to recommend RT as the preferred modality for use in prophylaxis against HO after total hip arthroplasty, even when the cost is considered.

Faculty Salaries in the US: The 2006 Survey of Hospitality and Tourism Educators

A survey of hospitality and tourism management educators conducted in 2006 by the professional organization of hospitality and tourism educators (CHRIE) yielded salary data for colleges and universities located in the United States. Results illustrate salary differences by geographic location, by type of school (two-year, four-year and graduate degree granting institutions), and by faculty rank (lecturers, assistant professors, associate professors and full professors).

Cost-effectiveness of Radiation vs. NSAID Administration for Prevention of Heterotopic Ossification After Total Hip Arthroplasty

Purpose/Objective(s): Heterotopic ossification (HO), or abnomal bone formation, is a common sequela of total hip arthroplasty (THA). Often, this abnormal bone can impair joint function. Once formed, abnormal bone must be surgically removed to restore mobility. HO can be prevented by postoperative NSAID use or radiation to the periarticular tissues. NSAIDs are associated with multiple toxicities including gastritis, bleeding events and renal impairment. Although radiation has been shown to be more efficacious than NSAID administration in randomized trials and a meta-analysis, its cost-effectiveness has been questioned. Materials/Methods: We performed an analysis of the cost-effectiveness of single fraction post-operative radiation therapy to the hip as compared to NSAID administration, taking into account the added costs of surgery for failure of HO prophylaxis, treatment induced morbidity, and productivity loss from missed work. We used the preferred societal perspective. The direct medical costs of radiation, surgical revision for recurrent HO, and treatment of NSAID toxicity were estimated using the 2007 Medicare Fee Schedule and pricer software for 2007 Medicare inpatient DRG codes. The frequencies of these toxicities were taken from published randomized trials and the package insert for indomethacin. The indirect costs of lost wages were estimated using 2005 median salary data from the U.S. Census Bureau. Results: Conclusions: If one considers only the direct medical costs of treatment, then radiation appears to be much more expensive than NSAID administration for prevention of HO ($899 vs. $34). However, if one considers the additional costs associated with treatment failure and treatment induced morbidity, these costs converge ($1,207 vs. $991). This analysis is limited in that it did not attempt to assign a monetary value to the impairment in quality of life associated with symptomatic HO recurrence and the risk of death associated with GI hemorrhage (estimated at 5-10% of all patients admitted with NSAID induced GI bleeding). These considerations lead the authors to recommend radiation as the preferred modality for use in prophylaxis against HO after THA, even when cost-effectiveness is taken into consideration.

Work Incentives and Salary Distributions in Major League Baseball

Baseball fans complain about the extraordinary sums of money team owners spend to sign free agents. The size of these superstar contracts may not only anger veterans on the team, but adversely affect overall team performance (Wiseman, F., & Chatterjee, S. (2003). Team Payroll and Team Performance in Major League Baseball: 1985–2002. Economics Bulletin, 1(2), 1–10). This note reexamines the relationship between payroll and performance in Major League Baseball (MLB) from 2001 to 2005. Specifically, is there still empirical support for the Wiseman and Chatterjee claim that the more equally this payroll is distributed among team members, the better the on-field performance of the team. To determine whether or not the structure of compensation has any effect on performance, Gini coefficients were calculated for all 30 teams in MLB from 2001 to 2005. Player salary data are from http://rodneyfort.com/PHSportsEcon/Common/ OtherData/MLBPayroll/MLBPayrolls.html. The larger a team’s Gini coefficient, the more unequal is the salary distribution. A Gini coefficient of 1 would represent complete inequality (one player earns all of the team’s payroll) and a Gini coefficient of 0 would represent complete equality of the salary distribution. For each of the five years, the team’s win percentage was first regressed on the team’s Gini ratio. The regression results for 2005 were as follows (t-values in parentheses):

Firm‐specific human capital and compensation organizational tenure profiles: An archival analysis of salary data for it

AbstractWe examine determinants of IT compensation using archival salary data from 2,251 IT professionals in Singapore. Consistent with human capital theory, we find that professionals in IT jobs requiring more firm‐specific human capital are paid more than those in jobs requiring less firm‐specific human capital. Moreover, compensation increases with organizational tenure at an increasing rate for professionals in higher firm‐specific human capital IT jobs, but at a decreasing rate for those in lower firm‐specific human capital IT jobs. Our results reveal firm‐specific human capital as a primary determinant of compensation and a moderator of IT compensation‐organizational tenure profiles. © 2007 Wiley Periodicals, Inc.

Salary Compression: A Time-Series Ratio Analysis of ARL Position Classifications

Although salary compression has previously been identified in such professional schools as engineering, business, and computer science, there is now evidence of salary compression among Association of Research Libraries members. Using salary data from the ARL Annual Salary Survey, this study analyzes average annual salaries from 1994–1995 through 2004–2005. It compares changes in salary ratios between entry-, mid-, and senior-level librarians for evidence of salary compression during this 10-year period for 16 of the 20 formally defined ARL position classifications. Evidence is found for salary compression among the position classifications, but, with certain exceptions, the phenomenon of compression has become less severe among ARL librarians over the 10 years surveyed.

The Society for Academic Emergency Medicine's 2004–2005 Emergency Medicine Faculty Salary and Benefit Survey

To report on the sixth survey of the Society for Academic Emergency Medicine (SAEM) of emergency medicine faculty salaries, benefits, work hours, and department demographics for all programs accredited by the Residency Review Committee for Emergency Medicine (RRC-EM). Data represent compensation paid for the 2004-2005 academic year. Responses were collected by SAEM, and blinded program and individual faculty data were entered into a customized version of a relational database program with a built-in statistical package. Salary data were sorted by criteria such as program region, faculty title, American Board of Emergency Medicine certification, academic rank, years since completing residency, program size, and whether data were reported to the American Association of Medical Colleges (AAMC). Demographic data were analyzed with regard to numerous criteria including department staffing levels, emergency department (ED) volumes, ED length of stay, department income sources, salary incentive components, research funding, and specific type and value of fringe benefits offered. Data were compared with previous SAEM studies. Sixty-one of 132 (46%) accredited programs responded, yielding data on 1,213 full-time faculty from all four AAMC regions. Mean salaries were reported as follows: all faculty, 189,848 dollars; first-year faculty, 153,855 dollars; programs reporting data to AAMC, 183,605 dollars; programs not reporting data to AAMC, 204,383 dollars; core faculty, 197,259 dollars; and noncore faculty, 164,215 dollars. Mean salaries as reported by AAMC region were as follows: Northeast, 192,864 dollars; South, 182,768 dollars; Midwest, 192,224 dollars; and West, 195,732 dollars. Full-time emergency medicine residency program faculty are reported to be working an average of 1,032 total clinical hours per year. Workweeks average 22 clinical hours per week and 22 nonclinical hours per week, with 5.1 weeks of time off per year. Reported salaries for full-time emergency medicine residency faculty continue to rise overall but fell for the first time in one region (the Midwest). Academic rank continues to correlate directly with salary. Fellowship training continues to show a negative correlation with salary. Significant regional differences in salaries have been present in all six SAEM surveys.

Enslaved Africans’ Rivalry with White Overseers in Plantation Culture

Conventional wisdom about the Old South excludes slaves from the ranks of plantation overseers. However, a preference for restrictive types of evidence and a race-sensitive system for assigning titles in plantation culture raise questions about the accuracy of conventional wisdom. Reexamining conventional scholarship and supplementing it with slave narratives and legal resources suggest that slaves served as overseers more frequently and more competently than previously reported. First, an analysis of both Black and White narratives across the Old South reveals many instances where slaves performed the duties of overseers without carrying that title. Second, drawing on a comparison with the rivalry between Black and White urban workers, an analysis of salary data for White overseers suggests that their competition for work with slaves contributed to other factors that depressed their value to planters.

Achieving Diversity in Academic Internal Medicine: Recommendations for Leaders

Achieving Diversity in Academic Internal Medicine: Recommendations for Leaders

Research Fellowships: Rewards Can Be Substantial

Back to table of contents Previous article Next article Residents' ForumFull AccessResearch Fellowships: Rewards Can Be SubstantialJoshua Roffman, M.D.Joshua RoffmanSearch for more papers by this author, M.D.Published Online:2 Dec 2005https://doi.org/10.1176/pn.40.23.0015It is an extraordinary time to complete psychiatry training. Research touching every facet of psychiatry promises to revolutionize the delivery of psychiatric care, quite likely within the span of our careers. Research fellowship training gives young psychiatrists a rich opportunity to craft the future of our practice.Entering a psychiatry research fellowship can be a daunting transition. Careful planning and good mentorship can, however, help create a supportive and productive training environment for research fellows.Grantsmanship is an essential skill for academic psychiatrists, and fellowship training often provides the first practical experience in this area. In fact, some programs require research fellows to secure their own funding for at least part of their salary and research support.Many research fellows look to the National Institutes of Health (NIH) and to private philanthropic organizations for grant support. Junior investigator awards from APA (information is available at<www.psych.org/edu/res_fellows/res_training/awards.cfm>), National Alliance for Research on Schizophrenia and Depression (<www.narsad.org/research>), and Stanley Foundation (<www.stanleyresearch.org/programs>) provide generous support for research fellows.There are several NIH programs designed for postdoctoral fellows (<http://grants1.nih.gov/grants/funding/funding_program.htm>), most notably the Ruth L. Kirchstein National Research Service Award. NIH Institutional Research Training Grants (T32 awards) provide support to medical schools, which use this funding to provide salaries for junior investigators. The NIH Loan Repayment Program (<www.lrp.nih.gov>) can substantially ease the financial burden of young clinical researchers, providing up to $35,000 of debt relief per year for up to four years.The ultimate goal of many postdoctoral research fellows is to obtain an NIH career-development award, known as a K award. These provide up to five years of salary and research support, as well as funding to develop specialized training (e.g., course work and conference travel). Widely considered the gold standard for developing scientific independence, a K award requires both academic promise and strong preliminary data. However, evidence of good mentorship and institutional support are also essential for successful K award applications.Mentors serve critical roles in teaching, advising, and fostering independence. Obtaining mentorship on four overlapping levels provides an ideal milieu for academic development.The “uber” mentor. This is typically a senior member of your department who has overseen the advancement of many junior investigators. He or she can help brainstorm around inter- and intra-department collaborations and can help you think about your career in broad strokes. These individuals also can play important roles in allocation of departmental resources, so it is important for them to be familiar with your work. You may not meet regularly with these extraordinarily busy people, so when you do, maximize your time by coming well prepared.The senior mentor. A senior mentor is usually the head of a large lab group or the director of a clinical research program. He or she is often the last author on your grant applications and publications until you achieve independence. Many senior mentors have large federal grants and preexisting data sets that can support new fellows who need to generate salary and pilot data. You should meet with your senior mentor regularly to plan projects and review your progress.The junior mentor. As an early fellow, you interact with your junior mentor on a daily basis. He or she is typically several years ahead of you and is well on the way to independence (e.g., late in a K award). Your junior mentor can be invaluable in helping navigate through logistical and technical aspects of your work, strategizing about funding, familiarizing you with relevant literature and key support personnel, and refining grant applications and manuscripts.The off-site mentor. It is often useful to gain the perspective of a researcher who works in a related area, but not within your group (or even your department). As an objective source of information, an off-site mentor can help you think creatively about your career development.Even after the long medical training process, research fellowships entail lower relative salary and delayed professional gratification. Further, as federal funding continues to tighten, research fellows are competing for a shrinking pool of resources. However, for those who are motivated and patient, the rewards can be substantial and well worth the effort. Thoughtful attention to mentorship, funding, and career planning will help ensure success in these challenging but exciting times for young clinician-scientists in psychiatry.▪Joshua Roffman, M.D., is a postdoctoral fellow in the Psychiatric Neuroscience Research Program at Massachusetts General Hospital and is supported by the APIRE/Lilly Psychiatric Research Fellowship. ISSUES NewArchived

Commentary: A Look at Ourselves in the Mirror

As a pediatric psychologist with some administrative duties, I keep a file of publications about salaries and work expectations of psychologists. Although these reports have more information than just salary data, more often than not I use them to assist with salary and contract benchmarks for my department. Opipari-Arrigan, Stark, and Drotar’s (2005) article adds much to those existing surveys of psychologists in general, because it provides specific information about salaries and work performance of pediatric psychologists. However, the value of this article goes well beyond the salary data presented in Tables 2, 3, 4, 5, and 6. This article echoes the recurrent themes that have defined our field since its inception and that will shape the future of pediatric psychology. It is important for pediatric psychology to take periodic snapshots of these themes, both to provide benchmarks and to develop initiatives to meet future goals. Many key areas are covered by Opipari-Arrigan et al. (2005), but five stand out as recurrent themes for the field of pediatric psychology.

Extending Worldwide Clinical Pharmacology Education Through a Pricing Approach

Financial instruments, such as professional membership fees, are part of the science and technology policy toolkit for creating an environment conducive to developing an international health knowledge network. To minimize a hurdle to global knowledge exchange in clinical pharmacology, the American College of Clinical Pharmacology reevaluated fees for its international members. Secondary market research was conducted on salary data available from US-based multinational firms. Salary comparisons for the same position based in the United States and in a developing economy were used to generate an index ratio. Applying this ratio, a tiered-membership fee structure was constructed for the approximately 120 countries where gross national income meets the World Bank classification of "developing economy." The index ratio serves as a paradigm for structuring fees across a variety of programs. With the implementation of an adjusted dues structure, information and networks of colleagues are now more accessible to clinical pharmacologists in developing economies.

Are Professors' Salaries too High?

Using the model by Vaihekoski (2005), this paper investigates whether professors are over- or underpaid. Empirical analysis is performed using tenured Finnish professors' salary data against the salary and unemployment data for comparable peer employee groups. The results suggest among other things that professors' salaries should vary according to their peer groups' salary. Professors in most of the analyzed disciplines have too low salary, although an example of the opposite was found. Finally, the model suggests that the professors should be compensated with a higher salary on average if their salary is changed to the performance-based compensation system as in Finland from the beginning of 2006.