Salary Data Research Articles

Keeping up with the Joneses: Faculty salary comparison groups for AACSB-accredited schools

Business schools frequently utilize AACSB’s Salary Survey (Staff Compensation and Demographic Survey, or the SCDS Report) to benchmark salaries being offered by other schools. While providing averages based on a national sample, the SCDS Report obscures differences that might exist in salary averages between masters-granting and doctoral-granting business schools. In this paper, we demonstrate how these differences inflate salary averages for masters-granting schools and present a step-by-step methodology that all participating AACSB-accredited schools that provide survey data can deploy to get salary data that are more peer-appropriate and reflective of market expectations.

From Debt to Dollars: Assessing a General Surgeon's Career Value

IntroductionSurgical residents make decisions that may have a dramatic impact on career earnings based off conceptions regarding future income potential. This study examines the effect of debt burden, repayment plan, and practice setting on a general surgeon's career value. MethodsDebt levels, repayment plans, and practice setting were considered to model a surgeon's career value using net present value (NPV) across 35 scenarios. The NPV was calculated using salary, education debt, yearly spending, and a discount rate of 5%. Salary data were obtained from the Medical Group Management Association, student debt information from the Association of American Medical Colleges, and tax and household spending data from U.S. government records. Assumptions included no gaps in training, no prior debt, single-person household, and career duration of 35 y. ResultsA general surgeon's salary adequately repays debt burdens from $100,000-$300,000 over 10-25 y, regardless of repayment plan or practice setting. Practice setting decreased career value for academic surgeons when debt burden and repayment plan were held constant: the NPV for an academic surgeon was $382,000 compared to $500,000 for a nonacademic surgeon with the same debt and repayment plan. Debt burden repaid through unsubsidized and income-based repayment plans reduced NPV for all surgeons, while subsidized plans increased NPV. The projected NPV for all scenarios ranged $2.35M-$2.87 M. ConclusionsThough the modeled scenarios do not account for prior debt burden, major expenditures, or increases in yearly household spending beyond national averages, surgery residents should be aware that general surgery remains a financially feasible career.

Local Versus General Anesthesia in Pediatric Otoplasty: A Cost and Efficiency Analysis.

Quantify the cost benefits of otoplasty under local as opposed to general anaesthesia. A cost analysis of all components of otoplasty surgery under local anaesthesia (LA) in a minor operating room (OR) and general anaesthesia in a main OR was performed. Our institution, compared to provincial/federal data, with costs converted into 2022 Canadian dollars. Patients undergoing otoplasty under LA in the last year. An efficiency analysis was performed by means of an opportunity cost, and the cost of failure was added to the overall LA costs. Expenses for infrastructure, surgical and anaesthetic material, salaries, and personnel costs were derived from the literature, our hospital OR catalog and federal/provincial salary data, respectively. The cost of failure to tolerate local anaesthesia for such cases was also tabulated. The true cost of LA otoplasty was computed as the absolute cost ($611.73) added to the cost of failure ($10.80), resulting in a total of $622.53/procedure. The true cost of GA otoplasty was calculated as the absolute cost ($2033.05) added to the opportunity cost ($1108.94), representing 3141.99$/procedure. The total savings when performing LA otoplasty to GA otoplasty are thus 2519.44$/case, with 1 GA otoplasty costing 5.05 LA otoplasties. Otoplasty under local anaesthesia offers significant cost savings when compared with the same procedure under general anaesthesia. Economic considerations must be given particular attention given the elective nature of this procedure, which is often publicly funded.

Gender-Based Salary Differentials Among Administrators in Arizona Community Colleges

Objective: This research study examined gender wage equality among administrators across Arizona’s ten community college districts comprising 19 colleges. Method: Both descriptive and inferential statistics were used to analyze salary data. Results: All 19 college campuses evidenced differences in median income between 12-month, full-time women and men. However, when disaggregated by job category, median income of women and men was equal in a number of job categories in several institutions, illustrating the complexity of measuring gender wage equality using descriptive statistics. A multiple regression analysis revealed that only three of the 19 community colleges had gender-based salary differentials. Thus, gender wage equality prevails in most Arizona community colleges despite inconsistent salary schedules among the college districts and no state-level oversight. Contributions: Community colleges provide learning opportunities to a heterogeneous population of 5.4 million students annually. Understanding gender-based salary differentials among community college administrators can provide insights into diversity, equity, inclusion, and social justice in higher education.

Furthering innovation management via mutual amplification of vertical and horizontal fit: analysis of a case study

PurposeDoes the simultaneous vertical and horizontal alignment of HR systems positively impact innovation? The authors use the “innovation value chain” model to explore the interplay between the central strategic human resource management concepts of vertical and horizontal fit of HR systems and their role in positively impacting product innovation management.Design/methodology/approachThe authors use the findings from a case study of a large multinational organization in the high-tech sector for the present study. In the first phase, the authors analyse responses to 20 qualitative interviews with senior business and HR executives at the organization using the grounded theory approach. In the second phase, the authors analysed six years of performance ratings and salary data for 4,500–5,500 employees.FindingsPhase 1 of the study established the importance of innovation management as a strategic priority and the role of vertical and horizontal fit of HR systems and practices in positively impacting innovation management. Phase 2 reinforced the findings from Phase 1 by demonstrating the vertical and horizontal fit of the performance and compensation management processes towards furthering innovation management. Our study findings suggest that both forms of fit boost innovation management and interact to reinforce each other mutually, magnifying their respective positive effects towards improving innovation management.Originality/valueWhile past studies have generally focused on the isolated role of either the HR system or that of a bundle of HR practices on innovation, the present study empirically demonstrates the simultaneous role of vertical and horizontal fit of HR systems and practices in furthering innovation management. The authors use interviews with senior executives and objective performance and salary data to provide the first experimental evidence of the mechanism of the interplay between the two forms of fit.

2022—A Challenging Year in Local TV News

An overview of the 2023 RTDNA/Newhouse School at Syracuse University Survey shows that 2022 was a year of mixed results in local TV news. This summary report includes information about local television newsroom staff size, matters of employee retention, use of MMJs, and both hiring and salary data.

Factors Influencing Compensation of Early Career Neonatologists.

Workforce characteristics and compensation specific to early career neonatologists remain poorly defined. Lack of transparency surrounding compensation limits benchmarking for neonatologists entering the workforce and may negatively influence individual lifetime earnings. Our objective was to provide granular data for this unique subpopulation by defining employment characteristics and factors influential to compensation of early career neonatologists. An anonymous 59-question cross-sectional electronic survey was distributed to eligible members of American Academy of Pediatrics Trainees and Early Career Neonatologists. A focused analysis was conducted on salary and bonus compensation data collected from the survey instrument. Respondents were classified based on primary site of employment: nonuniversity located (e.g., private practice, hospital employed, government/military, and hybrid employment groups) versus university located practice settings (e.g., work is primarily conducted in a neonatal intensive care unit (NICU) setting located within a university organization). Median quantile regression was used to conduct univariate and multivariate analyses using SAS Software version 9.4. We received 348 responses (26.7% response rate). Median salary was $220,000 (interquartile range: $200,000-250,000). Factors associated with salary include academic rank (instructor: $196,000; assistant professor: $220,000 [12% increase; p < 0.001]; associate professor: $260,000 [18% increase]; p = 0.027) and years of experience (p = 0.017), after adjusting for relevant factors. Employment location, practice type, group size, clinical schedule, location of medical school training, and gender identity did not significantly influence salary in multivariate quantile regression. Median annual bonus was $7,000 higher for nonuniversity located positions ($20,000 vs. 13,000; p = 0.021), with assumption of additional administrative roles and practice group seniority as most commonly cited bonus criteria (p = 0.002 and <0.001, respectively). Academic rank and years of experience may influence salary. Bonus earnings are higher for nonuniversity located positions. Employment models are evolving to incorporate academic teaching appointments while practicing in nonuniversity located NICUs. This is the first detailed compensation analysis of early career neonatologists. · Transparent compensation data specific to early career neonatologists is lacking.. · Associated factors influential to compensation of early career neonatologists remain unclear.. · This study identifies years of experience and academic rank as possible factors influencing salary earnings of early career neonatologists.. · Practicing in nonuniversity located positions was associated with greater bonus earning potential..

FEMALE SUPERINTENDENTS AND NEGOTIATIONS: A PHENOMENOLOGICAL STUDY OF THE INFLUENCE OF GENDER IN THE MIDWEST

In this qualitative study, the researcher examined 11 female superintendents’ experiences of negotiations. Six themes emerged from the semi-structured interviews: I am a Woman in a Man’s World (Still), Negotiating for Myself is Uncomfortable, The School Board Holds the Cards, Experience and Salary Data are Key, Fairness is Important, and Female Leaders Need Support. Recommendations are provided to bolster support and preparation for women’s participation in negotiation. Recommendations are also provided for future research to continue the exploration of female superintendents’ experiences of negotiations.

A Comparative Study of Immediate Annuities and Ordinary Annuities in establishing the Phantom of Zero Liability Under the Trusteeship Pension Valuation Structure

Background: The liabilities of a pension scheme define the financial value to be paid at a definite period in the future. The underlying goal of pension plans is to provide retirees with sufficient stream of income to enable them to live a decent financially independent life post-employment period. The regulatory framework for occupational pension schemes necessitates the services of trustees as administrators who assume legal administrative responsibilities on the scheme and saddled to oversee actuarial valuations of the scheme's liabilities at definite points in time. Objectives: The objective of this paper is (i) to empirically examine the drivers of pension liability and how they are evaluated by the trustee’s model. (ii) Specifically, the study intends to use input parameters of the trustee model to establish the conditions for which the value of liability is zero under trusteeship annuity factor. Methods: This study applies trustees’ valuation model, the present values together with infinitesimal calculus. Salary data as well as demographic data were obtained from an agricultural production services company located in Jos-South, Nigeria. Results: Computational evidence from our results proves that the total service liability under the conditions of the current model is vanishingly zero. However, when the annuity factor is replaced by life table annuity, the service liability does not vanish. Conclusion: The total service liability obtained as zero therefore initiates inquiry as to whether this current valuation framework causes potential uncertainties for the pension trustees who are responsibly saddled with both administration and core decision-making responsibilities of the system.

Sistem Informasi Akuntansi Penggajian Dalam Perspektif Ekonomi Islam pada Dinas Perindustrian dan Perdagangan Kabupaten Langkat

The payroll accounting information system is a function, record document, which is used for the benefit of cost of products and the provision of information to monitor labor costs. The purpose of this research is to find out the accounting information system that has been implemented by the Department of Trade and Industry of Langkat the accounting information system that has been implemented by the agency is in accordance with an Islamic economic perspective. The analytical tool used in this study was a flowchart through drawing procedures. The data collection method used interviews and documentation. The data analysis technique used was descriptive qualitative analysis technique, which is an analytical method by first conducting interviews and then collecting data. , classifying and interpreting data so as to provide a clear, directed and comprehensive picture of the problem under study. The results of the study indicate that the application of the payroll accounting information system for the Department of Trade and Industry of Langkat Regency is still not effective. This is indicated by the absence of segregation of duties between those who input salary data and those who process salary data. &#x0D; Keywords: Payroll Accounting Information System, Islamic economics, Flowchart.

Federal government wage indexes

For nearly 50 years, the Employment Cost Index (ECI) has been providing the public with estimates of the change in employer labor costs. We explore the practicality of constructing federal wage indexes, in the spirit of the ECI, using Office of Personnel Management (OPM) salary data. To accomplish this task, we aggregate OPM records into occupation and industry groups. Although these salary data have a crosswalk for mapping OPM occupation codes into the Standard Occupational Classification system, no corresponding crosswalk exists for industries. A key hurdle, therefore, involves creating a crosswalk that assigns industry codes to OPM establishments. We create this crosswalk by developing an algorithm that uses Quarterly Census of Employment and Wages data and machine-learning tools to match agencies with a unique industry. With this agency-North American Industry Classification System crosswalk, we calculate annual Laspeyres, Paasche, and Fisher wage indexes for several aggregations. The resulting wage inflation rates are plausible and do not deviate substantially from the corresponding private industry and state and local wage inflation rates.

Analisis Sistem Pengendalian Internal Gaji dan Upah Pada Pengadilan Tata Usaha Negara Palembang

Abstract : The Palembang State Administrative Court (PTUN) is one of the mainstays of regulatory conditions in Indonesia in its ability to complement the power of law, especially to decide issues that occur in state organizations and organizations or government businesses within the scope of South Sumatra, the Bangka Belitung Islands Region. The Palembang State Administrative Count in managing data is quite good but the way when it is going to follow transactions into an application, especially regarding the management of employee salary and wage data still looks quite complicated and difficult to operate except by the person who holds the application system. Therefore the author makes an application that is easier to operate, so that it can help when inputting salary transactions. This study uses the waterfall method and the modeling language UML (unified Modeling Language), xampp, PHP Rad classic and database.

ANALISIS PERENCANAAN PAJAK UNTUK PPh PASAL 21

This study aims to determine how the impact of the application of the Gross Method, Net Method, and Gross Up Method on the calculation of Income Tax Article 21 and which methods can be used as an alternative to tax efficiency. The research method used is comparative descriptive with quantitative measurements with primary data collection techniques, namely in the form of subject data from illustrations and documentary data in the form of a list of employee salaries in 202X from PT.X. The results showed that by using the Gross Method on the application of salary data in202X resulted in reduced employee income. The calculation using the Net Method resulted in the company's net profit increasing due to positive fiscal correction. Meanwhile, by using the Gross Up Method, the company provides tax allowances inthe same amount as the Income Tax Article 21 owed, in addition to the application of the Gross Up Method, the salary costs increase along with the decrease in the company's net income which will automatically reduce the burden of corporate income tax. From the results of these studies, it can be concluded that tax planning for PPh Article 21 with the Gross Up Method will provide benefits not only for the company but also for employees

What is the Value of Radiology Input During a Multidisciplinary Orthopaedic Oncology Conference?

Multidisciplinary orthopaedic oncology conferences are important in developing the treatment plan for patients with suspected orthopaedic bone and soft tissue tumors, involving physicians from several services. Past studies have shown the clinical value of these conferences; however, the impact of radiology input on the management plan and time cost for radiology to staff these conferences has not been fully studied. (1) Does radiology input at multidisciplinary conference help guide clinical management and improve clinician confidence? (2) What is the time cost of radiology input for a multidisciplinary conference? This prospective study was conducted from October 2020 to March 2022 at a tertiary academic center with a sarcoma center. A single data questionnaire for each patient was sent to one of three treating orthopaedic oncologists with 41, 19, and 5 years of experience after radiology discussion at a weekly multidisciplinary conference. A data questionnaire was completed by the treating orthopaedic oncologist for 48% (322 of 672) of patients, which refers to the proportion of those three oncologists' patients for which survey data were captured. A musculoskeletal radiology fellow and musculoskeletal fellowship-trained radiology attending physician provided radiology input at each multidisciplinary conference. The clinical plan (leave alone, follow-up imaging, follow-up clinically, recommend different imaging test, core needle biopsy, surgical excision or biopsy or fixation, or other) and change in clinical confidence before and after radiology input were documented. A second weekly data questionnaire was sent to the radiology fellow to estimate the time cost of radiology input for the multidisciplinary conference. In 29% (93 of 322) of patients, there was a change in the clinical plan after radiology input. Biopsy was canceled in 30% (24 of 80) of patients for whom biopsy was initially planned, and surgical excision was canceled in 24% (17 of 72) of patients in whom surgical excision was initially planned. In 21% (68 of 322) of patients, there were unreported imaging findings that affected clinical management; 13% (43 of 322) of patients had a missed finding, and 8% (25 of 322) of patients had imaging findings that were interpreted incorrectly. For confidence in the final treatment plan, 78% (251 of 322) of patients had an increase in clinical confidence by their treating orthopaedic oncologist after the multidisciplinary conference. Radiology fellows and attendings spent a mean of 4.2 and 1.5 hours, respectively, reviewing and presenting at a multidisciplinary conference each week. The annual combined prorated time cost for the radiology attending and fellow was estimated at USD 24,310 based on national median salary data for attendings and internal salary data for fellows. In a study taken at one tertiary-care oncology program, input from radiology attendings and fellows in the setting of a multidisciplinary conference helped to guide the final treatment plan, reduce procedures, and improve clinician confidence in the final treatment plan, at an annual time cost of USD 24,310. Multidisciplinary orthopaedic oncology conferences can lead to changes in management plans, and the time cost to the radiologists should be budgeted for by the radiology department or parent institution.

Geographic Trends in General Surgery Resident Compensation Across the United States

To examine the effect of cost of living on general surgery resident salaries and identify factors associated with greater incomes and availability of housing stipends. Retrospective cross-sectional analysis of Fellowship and Residency Electronic Interactive Database (FREIDA), institutional websites, and Doximity. Program characteristics were compared through Kruskal-Wallis tests, ANOVA, and χ2 tests. Multivariable linear mixed modeling and multivariable logistic regression were utilized to determine factors associated with higher salary and availability of housing stipend, respectively. Three-hundred fifty-one general surgery residency programs in the United States. Three-hundred-seven general surgery residency programs with available salary data for the 2022 to 2023 academic year. The average postgraduate year 1 resident annual salary was $59,906.00 (standard deviation [SD] ± $5051.97). After adjustment for the cost of living, the average annual income surplus was $22,428.42 (SD ± $4848.64). Cost of living and resident remuneration varied substantially across regions (p < 0.001). Annual income surplus was the highest for programs in the Northeast when compared to other regions (p < 0.001). Resident annual income increased by $510 (95% confidence interval [CI] $430-$590) for each $1000 increase in the cost of living and $150 (95% CI $80-$210) for each 10-rank increase in Doximity general surgery program reputation ranking. An increased cost of living was associated with a higher likelihood of housing stipend availability (odds ratio 1.17, 95% CI 1.07-1.28). General surgery residents are inadequately compensated for the cost of living, indicating the potential for increased compensation to alleviate economic strain of surgical trainees. As financial stress can have implications for mental and physical well-being, further discussion of current resident salaries and benefits is warranted.

Web-Based Employee Payroll Information System at Bank Perkreditan Rakyat Ingertad Bangun Utama Ltd

This research is motivated by salaries that have not been maximized at the company Bank Perkreditan Rakyat Ingertad Bangun Utama Ltd because it still keeps documents in hard file form. With this web-based employee payroll information system, it is easier for admins to access salary data by accessing the web. The tool used to describe the system model is an Entity Relationship Diagram (ERD). To implement this payroll information system, supporting components are needed in order to work properly. These components use Laravel programming framework and store database in MySQL and use Talwind CSS design to make design easier. The results of research and applications can overcome the problems that exist in companies that do not yet have a payroll application and can be used to process salaries in the company.

한국프로농구리그 선수들의 경기 공헌도와 보수와의 관계성 분석

In order to investigate the relationship between player contributions and salaries, this study aims to explore and estimate the correlation between the player’s performance and salary based on the individual in-game data. To accomplish the purpose of the study, salary data of the teams in the 2020 and 2021 Korean Basketball League seasons and individual box score data of 540 games were converted and utilized to fit the nature of the study. As for the analysis, R program 4.1.2 was used for the correlation analysis.BR The findings of the study are as follows. As for the relationship between scoring-related performance variables and salaries, point per game was shown to be most influential. As for the relationship between non scoring-related performance variables and salaries, minutes played per game was shown to be most influential. As for the relationship between scoring efficiency statistics and salaries, USG%(percentage of attempting field-goals depending on the ball possession while a player is in the game) was shown to have the highest correlation with salaries. However, it was revealed that player grade/efficiency indices are not correlated to salaries.BR As for determining the salary level of players, high field-goal percentages from field-goal attempts and minutes played depending on the frequency of entering games were shown to be the biggest factors that determine the salary level of players.

Web-Based Employee Payment Information System (Case Study at KH.A. Wahab Hasbullah University)

The application of information technology makes it easier for agencies to carry out data processing activities, including processing employee salary data. The results of observations made at the University of KH. A. Wahab Hasbullah pointed out that employee salary processing is still done manually. Therefore, it is necessary to develop a web-based payroll information system to make it easier for financial admins while preventing data loss. The research was carried out from April to August 2022 using the Waterfall method at KH. A. Wahab Hasbullah University, Jombang. The test results show that the developed employee payroll information system works according to its function and makes it easier for financial admins to make payroll reports.

RANCANG BANGUN SISTEM PENGGAJIAN DENGAN METODE WATERFALL PADA PT.LANGGENG ENGINEERING TEKNIK INDONESIA

The payroll system is a continuous process related to employee management. Processing employee data apart from calculating the amount of salary to be received and employee income tax, the payroll system is also used to allocate labor costs to products. Payroll data management requires an information system that can manage payroll data accurately and on time. PT Langgeng Engineering Teknik Indonesia is a company engaged in general trading, supplying industrial goods, infrastructure, fabrication, mechanics, electrical and maintenance services and pinting really needs a computerized payroll system by managing employee attendance data and working hours. The payroll system using the Waterfall method makes it easier for companies to manage employee salary data so that they can obtain precise and accurate salary calculations

Position Premium in Major League Soccer

Abstract: This research estimates the effect of specific player position on salary in Major League Soccer. We expand a mincer-style wage equation with indicators for precise roles as defined by the Football Manager™ simulation. Our salary data covers 1,174 salaries for the 2019 and 2020 seasons. We match this to 17 positions and consider generalist and specialist functions in wage determination. Estimating ordinary least squares and quantile regressions, we find that defensive salary penalties are incurred only by specific peripheral defensive and wing back positions. Premia exist for versatile, attacking midfield players. We show that multi-positional players—those that play in multiple positional zones—earn a premium. The findings bring nuance to any specialist-generalist debate as versatile defensive players incur a penalty whereas versatile attacking midfield players earn a premium. Practically, the results speak to player unions, intermediaries advising players on their developmental needs, and franchises who must optimize salary budgets.