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CalHR represents the Governor as the "employer" in all matters pertaining to California State personnel employer-employee relations. [3] It is responsible for all issues related to salaries and benefits, job classifications, and training. For most employees, these matters are determined through the collective bargaining process.
According to the State of Hospital Medicine Survey by the Medical Group Management Association and the Society of Hospital Medicine, 89.60% of hospitalists specialize in general internal medicine, 5.5% in a pediatrics subspecialty, 3.7% in family practice and 1.2% in internal medicine pediatrics. [8]
As an example (and not including locality adjustments), an employee at GS-12 Step 10 (base salary $98,422) being promoted to a GS-13 position would initially have his/her salary set at GS-13 Step 4 (base salary $99,028, as it is the nearest salary to GS-12 Step 10 but not lower than it), and then have his/her salary adjusted to a higher step ...
This is common if the supervision of trainees is a significant part of the physician's work. Attending physicians have final responsibility, legally and otherwise, for patient care, even when many of the minute-to-minute decisions are being made by house officers (residents) or non-physician health-care providers (i.e. physician assistants and ...
According to a 2011 survey, the average salary for a nocturnist was 2.5% lower than other hospitalists, and the survey results report nocturnists were 27% less productive than other day-time physician roles as measured by work relative value units. [7]
The RBRVS for each CPT code is determined using three separate factors: physician work, practice expense, and malpractice expense. The average relative weights of these are: physician work (52%), practice expense (44%), malpractice expense (4%). [2] A method to determine the physician work value was the primary contribution made by the Hsiao study.
A pay scale (also known as a salary structure) is a system that determines how much an employee is to be paid as a wage or salary, based on one or more factors such as the employee's level, rank or status within the employer's organization, the length of time that the employee has been employed, and the difficulty of the specific work performed.
The board sets and enforces rules for state civil service appointments and exams, and maintains a staff of administrative law judges to resolve various human resources issues, such as whistleblower complaints, disability and medical condition discrimination complaints including reasonable accommodation denials and appeals from unfavorable human resources decisions (e.g. reprimand, salary ...