Comparing apples to apples: The relationship between recruitment incentives and standard physician compensation benchmarks

Jason Lee, Geleen Antonio and Nadia Poluhina from the ECG Management Consultant team explain how recruitment incentives can be included with other cash compensation when making benchmark comparisons. 

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 

Copyright © 2024 Becker's Healthcare. All Rights Reserved. Privacy Policy. Cookie Policy. Linking and Reprinting Policy.


Featured Whitepapers

Featured Webinars