Salary Information Research Articles

Factors and Labor Cost Savings Associated with Successful Pediatric Imaging without Anesthesia: a Single-Institution Study

In pediatric imaging, sedation is often necessary to obtain diagnostic quality imaging. We aim to quantify patient and imaging-specific factors associated with successful pediatric scans without anesthesia and to evaluate labor cost savings associated with our institutional Scan Without Anesthesia Program (SWAP). Patients who participated in SWAP between 2019-2022 were identified. Chart review was conducted to obtain sociodemographic and clinical information. Radiology database was used to obtain scan duration, modality/body part of examination, and administration of contrast. Mann-Whitney U and Chi-Square tests were used for univariate analysis of factors associated with success. Multivariate logistic regression was used to evaluate independent contributions to success. Associated hospital labor cost savings were estimated using salary information obtained through publicly available resources. Of 731 patients, 698 had successful and 33 had unsuccessful scans (95% success rate). In univariate analysis, older age, female sex, absence of developmental delay, and administration of contrast were significantly associated with successful scans. Multivariate analyses revealed that older age, female sex, and absence of developmental delay were significant independent factors lending toward success. Imaging-related factors were not associated with outcome in multivariate analysis. Estimated labor cost savings were $139,367.80 per year for the medical center. SWAP had an overall success rate of 95%. Older age, absence of developmental delay, and female sex were independently significantly associated with successful outcome. Cost analysis reveals substantial labor cost savings to the institution compared with imaging under anesthesia.

Equilibrium Effects of Pay Transparency

The discourse around pay transparency has focused on partial equilibrium effects: how workers rectify pay inequities through informed renegotiation. We investigate how employers respond in equilibrium. We study a model of bargaining under two‐sided incomplete information. Our model predicts that transparency reduces the individual bargaining power of workers, leading to lower average wages. A key insight is that employers credibly refuse to pay high wages to any one worker to avoid costly renegotiations with others. When workers have low individual bargaining power, pay transparency has a muted effect. We test our model with an event‐study analysis of U.S. state‐level laws protecting the right of private sector workers to communicate salary information with their coworkers. Consistent with our theoretical predictions, transparency laws empirically lead wages to decline by approximately 2%, and wage declines are smallest in magnitude when workers have low individual bargaining power.

Results of the 2021 EMWA salary and compensation survey

In 2021, EMWA members were asked to participate in a survey about their current salary and compensation. The survey included questions on some of the factors that typically influence earnings, such as education, geographic location, level of experience, and type of employer. Four hundred EMWA members responded. The aim of this article is to provide salary and compensation information for company employees and freelancers who are medical writers and communicators based on the responses of the EMWA members who completed the survey.

NAATP releases salary survey

The 2022 salary survey of members of the National Association of Addiction Treatment Providers (NAATP) is available for purchase. Salary information is only available for sale. “Between 2020 and 2022 we saw near universal increases in median salary, with the largest increases being in medical roles, such as Chief Medical Officer (18%), and Medical Director (32%),” Peter Thomas NAATP membership director, told ADAW last week. Below are the benefits, by percentage and job type, of treatment center employees.

The Role of Online Reviews and Salary on Hospitality Students’ Perceptions and Intentions

ABSTRACT This research utilizes signaling theory to shed light on the influence employee-generated reviews and job advertisements have on hospitality students’ perceptions and decisions. Specifically, the research examined the influence of salary information in job advertisements and review valence in employee-generated reviews on job pursuit intention (JPI) and person-organization (PO) fit. A vignette-based experiment was conducted in which potential applicants read job advertisements containing salary information and employee-generated reviews. Results show that organizations can overcome negative online employee reviews as long as the salary is adequate.

What Prospective Applicants Look for on Otolaryngology Residency Websites.

To determine what prospective residency applicants look for on otolaryngology residency program websites. Survey. The survey was distributed in a virtual format through Google Forms. A link to the survey was given at the University at Buffalo Otolaryngology Chautauqua, sent to Otolaryngology program directors with requests to forward to PGY1 residents and Otolaryngology interest groups, sent to medical school Otolaryngology interest group leaders, posted on Twitter through several accounts, and on otomatch.com. A 45 item survey was given to fourth year medical students applying to otolaryngology, re-applicants applying to otolaryngology, and first year otolaryngology residents who had recently matched. Data collected included participant's age, sex, race and ethnicity, current status in school/residency program, and their type of medical degree (MD or DO). Participants were then asked to mark the components listed that they wished to see. Components were separated into 5 categories: Application/Selection Criteria, Employment Aspects, Program Features, Social/Community, and Faculty/Contact Information. Data was analyzed using Mann-Whitney and Kruskal Wallis tests when appropriate. P value <.05 was considered statistically significant. One hundred one surveys were collected. Sixty-four (63.4%) participants were fourth-year medical students, 32 (31.7%) were first-year residents, and 5 (5.0%) were re-applicants. Thirteen of the items on the survey were sought by 80% or more of respondents. Ninety-nine (98.0%) of the participants wanted to see a current resident list with photos and 97 (96.0%) wanted to see the intern year schedule online. Eighty-five percent agreed that salary and benefits information would be valuable on residency websites. Women expressed significantly more interest in salary (P = .034), benefits (P = .026), and parking information (P = .048). Our study provides insight on key items to include on residency program websites. Websites that contain information that applicants want to use can be helpful for application decisions in the future.

Economic opportunities for Mexican women from low socioeconomic status: results from a technical and life skills training program

This study presents the outcomes of a technical and life-skills training program in Mexico aimed to help women from low socioeconomic status (SES) find formal employment in sales, retail, and/ or customer service. To determine the extent to which the program reached its target population and its impacts, researchers analyzed a national database of over sixty-eight thousand Mexican beneficiaries from 2016 to 2020 and conducted telephone surveys with a representative sample of women beneficiaries in Veracruz. Results from the national-level analysis of 5,326 women participants identified as low SES indicate that 23 % found better economic and educational opportunities. The state-level analysis of 94 low SES women in Veracruz was higher, with 40 % reporting to have found better opportunities; of those who reported salary information, roughly half improved their income. Lessons learned are discussed regarding reaching target populations and the potential of job training programs in developing countries.

Benchmark Library Metrics and Trends

Per the vendor, Benchmark: Library Metrics and Trends “provides libraries with data visualizations that facilitate comparisons with customized peer groups, Carnegie classes, and nationwide data.” Navigating this database can be somewhat difficult, as it has no starting point that will be obvious to the user. It takes some time to click on the various tabs and determine what functionality is available and how to use it. Therefore, a new user might benefit from instruction in the use of this database from either the vendor or someone else familiar with it. Despite these complexities, this resource offers its users a broad and varied range of data on the institutions covered therein. This includes total expenditures, circulation, information services, FTE staff, collections institutional repositories, Interlibrary Loan, group presentations, hours opens per week, weeks effected by COVID 19, student enrollment, gate-count, and materials and operations expenditures. The last of these includes total salary expenditures for all FTE librarians and other paid staff, as well as student assistants, but doesn't include salary information for specific positions.There are two levels of access to this database, the first of which is free! It allows academic libraries to view and complete open ACRL surveys and see their responses to previous surveys, among other things. The second level of access is via subscription. It gives libraries access to all of the free features, plus a custom report builder, interactive data dashboards, and the means to generate custom peer groups. The cost of the subscription portion of this database depends on whether the library subscribing is an academic or company/corporate one, and/or is part of a consortia. There are also discounts available for ACRL members and libraries that have participated in the database's 2020 survey. Consequently, the subscription price can range from an annual cost of $3,000 (for consortia) to $428 (for academic libraries taking advantage of all available discounts). Overall, most libraries will find this pricing quite reasonable. However, it's advisable that potential subscribers contact the vendor for a price quote specific to their institution. The licensing agreement for this database isn't particularly long and is in many ways average in its composition, so it presents little reason for concern.

Radical Welcome in the Archives: What Does It Really Mean to Say “You're Welcome Here”?

Radical Welcome in the Archives: What Does It Really Mean to Say “You're Welcome Here”?

Gender pay gap closes after salary information goes public

Gender pay gap closes after salary information goes public

48. Local Implementation of an Antibiotic Stewardship Intervention for Asymptomatic Bacteriuria Through Centralized Facilitation Required Minimal Costs and Effort

Abstract Background The cost of an antibiotic stewardship intervention is an important yet often neglected factor in antibiotic stewardship research. We studied the costs associated with successful implementation of the “Kicking CAUTI” intervention to decrease treatment of asymptomatic bacteriuria (ASB). Methods A central coordinating site facilitated roll-out of an audit and feedback intervention to decrease unnecessary urine cultures and antibiotic treatment in patients with ASB in four Veterans Affairs medical centers. Each site had a physician site champion, a part-time research coordinator, and 1-2 additional participants (often pharmacists). Participants kept weekly time-logs to collect the minutes associated with intervention tasks, and percent full-time effort (FTE) and costs were computed. For weeks with missing logs the average minutes for each activity associated with each type of professional was imputed. Salary information was obtained from the Bureau of Labor Statistics and Association of American Medical Colleges. Results Research coordinator time comprised of majority of the personnel time, followed by the physician site champions (Figure 1). Each intervention site required about 10% FTE/year of a research coordinator, and 3.5% FTE/year and 3.8% FTE/year of a physician and pharmacist respectively. The coordinating site required 37% FTE/year of a research coordinator, and 9% FTE of a physician to spearhead the intervention. Research coordinators predominantly spent their time on chart-reviews and project coordination. Physician champions predominantly spent their time on delivering audit and feedback and project coordination. The intervention cost USD 22,299/year per site on average, and USD 45,359/year for the coordinating site. Conclusion The Kicking CAUTI intervention was successful at reducing urine cultures and associated antibiotic use, with minimal time from the local team members. The research coordinators’ time was primarily spent on collection of research data, which will not be necessary outside of a research project. Our model of centralized facilitation makes economic sense for widespread scale-up and dissemination of antibiotic stewardship interventions in integrated healthcare systems. Disclosures Barbara Trautner, MD, PhD, Genentech (Consultant, Scientific Research Study Investigator)

The wisdom of crowds and transfer market values

Crowd-sourcing of information has become popular in the years since James Surowiecki published The Wisdom of Crowds: why the many are smarter than the few and how collective wisdom shapes business, economies, societies, and nations. In sports, crowd-sourced estimates of players’ values and abilities are common, particularly in football where salary information is generally unavailable. The analysis here first considers the characteristics of a good crowd-sourced value then turns to an empirical analysis which applies those characteristics and their implications to assess the quality of the commonly used crowd-sourced values from Transfermarkt. Our empirical results show systematic influences from some obvious factors indicating that the crowd-sourced transfer fees are biased as predictors of the true market determined fees. The findings are useful because they address the question of whether these values can reasonably be used as proxies for unknown salary in academic research. Additionally, because Transfermarkt values are often used in negotiations between clubs and players, it is useful to both parties to know the accuracy and the bias of the crowd-sourced values.

Developing Evidence-based Population Health Informatics curriculum: Integrating competency based model and job analysis.

With the rapid pace of technological advancements, public health professions require a core set of informatics skills. The objective of the study is to integrate informatics competencies and job analysis to guide development of an evidence-based curriculum framework and apply it towards creation of a population health informatics program. We conducted content analysis of the Population Health Informatics related job postings in the state of New York between June and July 2019 using the Indeed job board. The search terms included "health informatics" and "population health informatics." The initial search yielded 496 job postings. After removal of duplicates, inactive postings and that did not include details of the positions' responsibilities resulted in 306 jobs. Information recorded from the publicly available job postings included job categories, type of hiring organization, educational degree preferred and required, work experience preferred and required, salary information, job type, job location, associated knowledge, skills and expertise and software skills. Most common job title was that of an analyst (21%, n=65) while more than one-third of the hiring organizations were health systems (35%, n=106). 95% (n=291) of the jobs were fulltime and nearly half of these jobs were in New York City (47%, n=143). Data/statistical analysis (68%, n=207), working in multidisciplinary teams (35%, n=108), and biomedical/clinical experience (30%, n=93) were the common skills needed. Structured query language (SQL), Python, and R language were common programming language skills. A broad framework of integrating informatics competencies, combined with analysis of the skills the jobs needed, and knowledge acquisition based on global health informatics projects guided the development of an online population health informatics curriculum in a rapidly changing technological environment.

Human and social capital accumulation within research infrastructures: The case of CERN

AbstractThe contribution to human and social capital accumulation is one of the most important socio‐economic benefits of public investment in Research Infrastructures. Sure enough, these large scientific enterprises are exceptional incubators of human and social capital, especially for early‐career researchers who have the opportunity to gain new skills and expand their network of contacts in highly prestigious and challenging workplaces. This paper explores the contribution of spending a period of study and/or work at the Large Hadron Collider of CERN to the expected future lifelong salary of early‐career researchers. Previous studies are here extended by using three sources of data: primary data collected through a survey to CERN Alumni, a survey to team leaders who supervised early‐career researchers at CERN, and secondary data salary information. Findings show that an experience‐based learning process at CERN is instrumental in developing skills that are needed by the economy and reveal an expected salary premium between 5% and 11%. Such human capital effect seems more important than a pure networking and reputational effect.

Resistant Transparency and Nonprofit Labor: Challenging Precarity in the Art + Museum Wage Transparency Campaign

Drawing upon contemporary academic debates about nonprofit worker precarity combined with needed theoretical re-orientations toward transparency, this paper explicates the situated communication practices and politics of resistant transparency. Resistant transparency describes communication aimed at revealing and publicizing previously obscured or hidden wage data and employment conditions to challenge powerful actors. Resistant transparency involves dynamic shifts in control over information, modes of in/visibility, and surveillance of powerful actors. We develop the case of Art + Museum Transparency, a collective of arts and museum workers employing Google spreadsheets and Twitter to publicize salary information and challenge norms of self-sacrifice and unpaid labor. Moving beyond an understanding of transparency as an institutional demand, our analysis develops how technical affordances shaped the collective’s efforts. We argue that transparency functions as a resistant communicative practice with potential for increasing worker voice and furthering the goals of collective resistance to precarious work across sites of employment.

A content and quality evaluation of ACGME-accredited reproductive endocrinology and infertility fellowship program webpages.

PurposeTo analyze the content of websites of ACGME-accredited REI fellowship programs in the USA and to determine whether there are differences in content across geographic regions.MethodsAll ACGME-accredited REI fellowship websites active as of September 2020 were evaluated and reviewed using 20 criteria in the following nine domains: program overview, contact information, application information, curriculum, current fellows, research, alumni, faculty, and fellowship benefits. Website content was compared across geographic regions (Northeast, Midwest, South, and West) of the USA. Analyses were completed using chi-squared univariate tests with p < 0.05 considered statistically significant.ResultsOut of the 49 accredited REI fellowship programs, 45 (92%) had a dedicated website. The most commonly available information included a program description (88%), clinical sites (84%), and application requirements (78%). Programs less commonly shared information regarding research requirements and didactics (65% for each). Current fellows were featured in 55% of websites with their pictures displayed in 41% and ongoing research in 20%. Salary and alumni information were included in only 14% and 12% of sites, respectively. When comparing content by geographic region, programs in the South had less information regarding application requirements (p < 0.001), interview dates (p = 0.03), and clinical sites (p = 0.04) compared to all other regions.ConclusionsREI fellowship websites have significant variability in content available to applicants, and many are lacking information about core fellowship requirements. An informative and well-constructed website has the potential to improve perception of a graduate program.

The Wisdom of Crowds and Transfer Market Values

Crowd-sourcing of information has become popular in the years since James Surowiecki published The Wisdom of Crowds: why the many are smarter than the few and how collective wisdom shapes business, economies, societies, and nations. In sports, crowd-sourced estimates of players’ values and abilities are common, particularly in football where salary information is generally unavailable. The analysis here first considers the characteristics of a good crowd-sourced value then turns to an empirical analysis which applies those characteristics and their implications to assess the quality of the commonly used crowd-sourced values from Transfermarkt. Our empirical results show systematic influences from some obvious factors indicating that the crowd-sourced transfer fees are biased as predictors of the true market determined fees. The findings are useful because they address the question of whether these values can reasonably be used as proxies for unknown salary in academic research. Additionally, because Transfermarkt values are often used in negotiations between clubs and players, it is useful to both parties to know the accuracy and the bias of the crowd-sourced values.

Banning Noncompete Agreements to Create Competitive Job Markets

Competitive job markets are critical to the success of the national economy, spurring innovation while boosting wages and labor equality. The moment is ripe for the new administration to foster competitive job markets by banning noncompete agreements (noncompetes). New empirical evidence shows that noncompetes have harmful effects on job mobility, wages, competition, entrepreneurship, and equality. Yet noncompetes are widely included in employment contracts. And inconsistent state rules on noncompetes (and their enforcement) have led to employee confusion and disputes among state courts. A tough, consistent federal strategy to eliminate noncompetes is needed. Several recent federal and state initiatives addressing noncompetes have created momentum that the new administration can build on to rapidly address this issue. The Biden-Harris administration should (1) adopt a federal ban on noncompetes, (2) actively educate the public about their labor-mobility rights (and actively support those rights), and (3) take proactive steps to ensure compliance with labor-mobility policy. Specific steps the new administration could consider include: Barring noncompete agreements through legislation or executive order. If barring all noncompetes is not yet feasible, a federal ban on noncompetes imposed on low-wage and unskilled workers would be a good first step. Issuing executive orders that (i) restrict or eliminate government contracting with companies that use noncompetes; and (ii) require employers in states that restrict noncompetes not to sign noncompetes with employees in those states, and/or to give prominent notice of the unenforceability of noncompetes in those states. Requiring employment contracts to include a notice about employees’ right to leave their employer. Banning secrecy imposed by employers regarding salary information. Requiring the Department of Labor, Federal Trade Commission, and Department of Justice Antitrust Division to collaborate to actively enforce laws and policies governing noncompetes nationwide.

Research on the university intelligent learning analysis system based on AI

The integration of Artificial Intelligence technology and school education had become a future trend, and became an important driving force for the development of education. With the advent of the era of big data, although the relationship between students’ learning status data was closer to nonlinear relationship, combined with the application analysis of artificial intelligence technology, it could be found that students’ living habits were closely related to their academic performance. In this paper, through the investigation and analysis of the living habits and learning conditions of more than 2000 students in the past 10 grades in Information College of Institute of Disaster Prevention, we used the hierarchical clustering algorithm to classify the nearly 180000 records collected, and used the big data visualization technology of Echarts + iView + GIS and the JavaScript development method to dynamically display the students’ life track and learning information based on the map, then apply Three Dimensional ArcGIS for JS API technology showed the network infrastructure of the campus. Finally, a training model was established based on the historical learning achievements, life trajectory, graduates’ salary, school infrastructure and other information combined with the artificial intelligence Back Propagation neural network algorithm. Through the analysis of the training resulted, it was found that the students’ academic performance was related to the reasonable laboratory study time, dormitory stay time, physical exercise time and social entertainment time. Finally, the system could intelligently predict students’ academic performance and give reasonable suggestions according to the established prediction model. The realization of this project could provide technical support for university educators.

On Aggregating Salaries of Occupations From Job Post and Review Data

The popularity of job websites has significantly changed the way people learn about different occupations. Among the insights offered by these websites are the statistics of occupation salaries which are useful information for job seekers, career coaches, graduating students, and labor related government agencies. Such statistics include the distribution of job salaries of each occupation, such as average or quantiles. However, significant variability in salary (and review salary) can be found among jobs of the same occupation as we gather job post and review data from job websites. Such variability shows the existence of biases, including salary competitiveness in job posts and salary inflation in job reviews. Based on the observation, we aim at developing an approach to derive occupation salary for a job market, named unbiased salary, by aggregating offer salaries from job posts and review salaries from review data and at the same time removing their biases. To achieve this goal, we proposed COC-model to learn unbiased salaries of occupations, competitiveness of companies and inflation of companies efficiently. COC here is an abbreviation of &#x201C;Company, Occupation, Company&#x201D;, which represents two different connections between companies and occupations from job posting site and job review site. COC-model represents the dependency of salary information between companies and occupations in job post data and job review data. It begins with defining three latent variables, say competitiveness, inflation, and unbiased salary, based on their dependencies. Instead of computing these variables iteratively, we formulate the interaction among these three latent variables into a matrix form so that these values could be then efficiently learned in a unified way by a series of matrix operations. Extensive experiments are conducted, including empirical studies about competitiveness and inflation of companies using real dataset and performance testing by synthetic dataset. The experimental results show that COC-model can not only derive unbiased salaries effectively but also help us to understand latent biases in job post and job review data.