A Human Resources department is typically responsible for building a compensation package for each job category.
A Human Resources department is typically responsible for building a compensation package for each job category. These packages are usually standardized, although some adaptations may be possible, depending on the organization, and position type.
Physician recruitment, especially for tough-to-fill specialties, can be a very competitive market. Assume the role of a department administrator for the Otorhinolaryngology (Ear, Nose, and Throat) specialty. You have desperately been seeking to fill a position for an MD in your department, with active recruitment going on for two years. Finally, you’ve found the perfect candidate in Dr. Miller. After eight months of interviewing, meeting with hospital leadership, touring your city, etc. Dr. Miller has agreed to come on board!
The only issue is, Dr. Miller has made a counter-offer on the standard compensation package. Her request is as follows:
Physician salary compensation: No changes
Health insurance benefits: Waive any in-network fees (no out-of-pocket expenses for Dr. Miller or her dependents)
Dental insurance benefits: Employer to pay 90% (instead of 50%) for specialty dental care, for Dr. Miller or her dependents.
401K: No changes
Hospital dining services: Employer to provide $200/month in dining credit for hospital meals.
Technology: Employer to provide $20/month payroll credit for cell phone bill.
Relocation expenses: Employer to reimburse up to $5,000 in relocation expenses.
Discuss how you would go about researching, accepting, and/or negotiating these terms.
What factors should you consider during this analysis?
What departments should you consult for feedback?
Cite any resources/references in APA formatting that were used in the discussion – if applicable.
Answer preview to A Human Resources department is typically responsible for building a compensation package for each job category.
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