Setting the CEO’s salary is one of the most important duties of a public company’s board. …To justify how much they offer CEOs, board compensation committees typically measure against the pay of CEOs at other companies. But they routinely pick larger companies, often outside their industry, that pay more and aren’t rivals for the same executive talent…. Four separate groups of academic researchers have found what they consider to be evidence of bias in the peer groups that U.S. boards use to set pay….
Source: Physicians Practice, May 2012
Physicians Practice is proud to bring you the results of our latest Staff Salary Survey. The nationwide results are available here and in the May 2012 issue of Physicians Practice. And because salary norms are partly dependent on local costs of living, we’re also happy to present the regional results online, to the extent that our response rates in each region allow us to report credible data.
Our goal is to report all the salary information for which we have enough data to do so credibly. But we will not report salary averages drawn from too few responses, as these can often be misleading. There are several instances where we did not receive enough responses to report on salaries of specific job titles at particular experience levels. For example, in the Northeast, we had too little data on billing managers at any particular experience level, so experience-level averages are withheld. Yet we did have enough responses to report Northeast billing manager salaries generally — that is, at all experience levels — and so we have included that information. Please pay careful attention to experience levels as you examine the charts.
Source: Panel Discussion, Inquiry, Vol. 49 No. 1, Spring 2012
From the abstract:
In summer 2011, Massachusetts Attorney General Martha Coakley publicly challenged the appropriateness of the board compensation practices of the state’s four major nonprofit health plans, and promised to seek legislation that would grant her the authority to approve or deny future board compensation practices of these plans. In response, the board of one of those plans, Blue Cross Blue Shield of Massachusetts, considered seeking a change in its ownership status from a public charity to a member-owned mutual company to avoid such regulatory intervention in the future. It ultimately decided against seeking such a change because of more pressing issues, and it indefinitely suspended board compensation. At about this same time, down the Atlantic Coast, local media were questioning the board compensation practices of the nonprofit Blue Cross Blue Shield of South Carolina.
In fall 2011, the Governance Institute released the results of its most recent compensation survey showing that 15% of the 660 nonprofit hospital and system respondents were compensating some or all of their board members, up from 10% in 2009. Government-sponsored respondents were found to be the most likely to compensate some or all of their board members; nonprofit health system respondents were found to compensate their board chairs more than others (25% at $30,000 to $50,000 and 25% at more than $50,000).
Are there circumstances under which it is appropriate for a nonprofit health care organization to compensate, or to consider compensating, some or all of its board members? Would board members receiving some level of compensation tend to take their board assignments more seriously? If compensation is deemed appropriate for some board members, should all be compensated to at least some degree? Where a board decides that all its members should receive some compensation, should individual board members be permitted to opt out?
These are among the issues explored in the following discussion, another in Inquiry’s ongoing Dialogue series, co-sponsored by the Alliance for Advancing Nonprofit Health Care to provide a variety of voices on important nonprofit health care issues.
For the second year in a row, raises are up and pay cuts are down. But salaries and benefits are nowhere near 2008 levels — and may never be.
In 2009, an estimated six million caregivers in California provided care to a family member or friend with a long-term illness or disability. Of these caregivers, a significant number – 450,000 persons – were paid for the care they provided. Nearly two-thirds of these paid caregivers, or 290,000, aided a family member or friend receiving Medi-Cal (paid Medi-Cal caregivers). Many of these paid Medi-Cal caregivers more than likely worked for California’s In-Home Supportive Services (IHSS) program. Despite being compensated, paid caregivers – and paid Medi-Cal caregivers in particular – fared much worse on a number of economic security indicators.
From the summary:
In 2009 the Center for American Progress released “The New Breadwinners,” a chapter in The Shriver Report: A Woman’s Nation Changes Everything. The report describes how women’s movement out of the home and into the paid labor force has changed everything about how our families live and work today. While our lives have changed as a result of this dramatic transformation, the institutions surrounding us have not necessarily kept up. In “The New Breadwinners,” CAP Senior Economist Heather Boushey illustrated how women have made great strides and are now more likely to be economically responsible for themselves and their families, but there is a still a long way to go.
In this brief we update the numbers from “The New Breadwinners” to reflect the most recent data available based on family income, race, age, and motherhood, and show how the trends identified in the 2009 piece have only grown stronger in the ensuing years.
We find that there are more wives, and women generally, supporting their families economically now than ever before–and there could not be a more important time to ensure that working women receive the pay they deserve. The typical woman only earns an average of 77 cents to the male dollar. It is not difficult to imagine how many more women would be breadwinners–and how much better off our families would be–if the gender wage gap were closed.
Two-paycheck couples, working because they must
By E.J. Dionne Jr., Washington Post, April 18, 2012
Source: AFL-CIO, 2012
The average CEO pay of companies in the S&P 500 Index rose to $12.94 million in 2011. Overall, the average level of CEO pay in the S&P 500 Index increased 13.9 percent in 2011, following a 22.8 percent increase in CEO pay in 2010.
– Trends in CEO Pay
– CEO-to-Worker Pay Gap
– CEO Pay Data Sources
– Corporate Cash Hoarders
– Private Equity Pay
– Mutual Funds & CEO Pay
The College and University Professional Association for Human Resources (CUPA-HR) recently released findings from its 2011-12 Mid-Level Administrative & Professional Salary Survey. The overall median base salary increase for mid-level administrative jobs in colleges and universities in 2011 was 2.0%. In 2010, it was 1.3%. Similar to findings from CUPA-HR’s other salary surveys, the median increase for public institutions was 1.4%, while the median increase for private institutions was 2.2%. This year’s findings reflect the salaries of 193,248 job incumbents in public and private institutions nationwide.
According to the Bureau of Labor Statistics, the annual Consumer Price Index for all urban consumers [CPI-U] in 2011 was 3.2% higher than in 2010. Therefore, the median salary increase of 2.0% was less than inflation for all institutions combined, and also for privates and publics when looked at separately.
Mid-Level Administrative Pay Up 2%
Source: Scott Jaschik, inside Higher Ed, March 26, 2012
When the Equal Pay Act was signed into law by President Kennedy in 1963, women were earning an average of 59 cents on the dollar compared to men. While women hold nearly half of today’s jobs, and their earnings account for a significant portion of the household income that sustains the financial well-being of their families, they are still experiencing a gap in pay compared to men’s wages for similar work. Today, women earn about 80 cents on the dollar compared to men — a gap that results in the loss of about $380,000 over a woman’s career. For African-American women and Latinas, the pay gap is even greater.
Each year, National Equal Pay Day reflects how far into the current year women must work to match what men earned in the previous year. On National Equal Pay Day, we rededicate ourselves to carrying forward the fight for true economic equality for all.
For more on National Equal Pay Day, including tools, resources and recently announced Apps, see below:
Read the Secretary’s statement on National Equal Pay Day
Read the Secretary’s Blog Post
A Guide to Women’s Equal Pay Rights
An Employer’s Guide to Equal Pay
Learn more about the Equal Pay App Challenge winners
Presidential Proclamation on Equal Pay Day
Highlights of Women’s Earnings by Region
Learn more about the Lilly Ledbetter Fair Pay Act, the very first bill President Obama signed into law
Read the White House Equal Pay Task Force Accomplishments Report: Fighting for Fair Pay in the Workplace
– The Simple Truth About the Gender Pay Gap
Source: American Association of University Women (AAUW)
– State-by-state wage gap data
Source: American Association of University Women (AAUW)
From the highlights:
– In 2009, 157.6 million workers had earnings taxable under the Social Security program. About 140.7 million had only wages, 10.0 million had only self-employment income, and 6.9 million had both.
– Social Security taxable earnings totaled $5.268 trillion, which includes earnings up to the taxable maximum of $106,800.
– Social Security taxes totaled about $653 billion.
– In 2009, 161.4 million workers had earnings taxable under the Medicare program. About 143.8 million had only wages, 9.9 million had only self-employment income, and 7.7 million had both.
– Medicare taxable earnings totaled $6.407 trillion.
– Medicare taxes totaled about $186 billion.