Editor’s Note: This publication originally appeared on ECG Management’s website.
For business planning and regulatory compliance, many healthcare organizations compare a physician’s total paid compensation to national and regional benchmarks to determine what percentile they are paying a particular provider. How should recruitment incentives be included with other cash compensation when making benchmark comparisons?
The three most common approaches are:
- Include the sum of all recruitment incentives in total paid compensation.
- Include a portion of the recruitment incentives—spreading the incentives out by the number of years associated with a clawback or repayment obligation.
- Exclude normal retention incentives from total paid compensation when making a comparison to benchmarks of total cash compensation.
The third approach is most consistent with how compensation benchmarks are typically collected and reported; it is also the one that is best suited to support successful physician recruitment strategies. Click here to continue>>
News from our Partner
