WP 111 - Health workforce remuneration: Comparing wage levels, ranking and dispersion of 16 occupational groups in 20 countries using survey data

This article focuses on remuneration in the Human Resources for Health (HRH), comparing wage levels, ranking and dispersion of 16 HRH occupations in 20 countries (Argentina, Belarus, Belgium, Brazil, Chile, Colombia, Czech Republic, Finland, Germany, India, Mexico, Netherlands, Poland, Russian Federation, South-Africa, Spain, Sweden, Ukraine, United Kingdom, United States). Research questions asked are to what extent are the wage rankings, wage dispersion, and standardized wage levels are similar between the 16 occupational groups in the HRH workforce across countries. The pooled data from the continuous, worldwide, multilingual WageIndicator web-survey between 2008 and 2011Q1 have been analysed (N= 38,799). Hourly wages expressed in standardized USD, all controlled for PPP and then indexed to 2011 levels. The findings show that the Medical Doctors have overall the highest median wages and they have so in 11 of 20 countries, while the Personal Care Workers have overall lowest wages and they have so in 9 of 20 countries. Health Care Managers lower earnings than Medical Doctors, but in 5 of 20 countries they have higher earnings (BLR, CZE, POL, RUS, UKR). The wage levels of Nursing & Midwifery Professionals vary largely across countries. The correlation of the overall ranking to the national ranking is more than .7 in 7 of 20 countries. The wage dispersion is defined as the ratio of the highest to the lowest median earnings in an occupation in a country. It is highest in Brazil (7.0), and lowest in Sweden, Germany, Poland, and Argentina. When comparing wage levels in occupations across countries, the largest wage differences for the Medical Doctors: the Ukraine doctor earns 19 times less compared to the US doctor. A correlation between country-level earnings and wage differentials across countries reveals that the higher the median wages in an occupation, the higher the wage difference across countries (r=.9). In conclusion, this article breaks new ground by investigating for the first time the wage levels, ranking and dispersion of occupational groups in the HRH workforce across countries. Findings illustrate that the assumption of similarity in cross-country wage ranking, wage dispersion, and purchasing power adjusted wage levels does not hold. These findings help to explain the complexity of migratory paths seen.

Earnings Expectations and Higher Education Enrolment Decisions in Hungary

This paper is based on a survey carried out among Hungarian secondary school students to examine (i) what students know about wages and relative wages when they are in their senior year of secondary school and are about to make decisions on their further studies (ii) how they form expectations regarding their future earnings and employment probabilities at different levels of schooling and (iii) whether their expectations of the labour market outcome of higher education have an impact on the probability of applying for higher educational studies. The results show that students on the average, have quite an accurate knowledge of current wages by educational levels and occupations. Their expected earnings are higher than their estimations of current earnings and their labour market return expectations have an impact on the probability of applying for further studies.

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Job Security in the Field of Health Information

The industry of Health Information Management (HIM) has remained a hidden career field for several years, affording employment for a plethora of non-traditional job opportunities. Established in 1928, the American Health Information Management Association (AHIMA) has brought some awareness to the field, and over the years has become more aggressive in popularize the field of health information management (AHIMA Workforce, 2005). Over the past eighty-five years the field of HIM has progressed tremendously, branching out into different sectors such as compliance, information technology and insurance; establishing more jobs under the field’s umbrella. Health information management has gained much of its notoriety due to the Health Information Technology for Economics and Clinical Health (HITECH) Act, which has contributed to the abundant growth in the job market, retaining present jobs and supplying new positions. After personally having to make a career change and choosing the field of HIM, what better way to support an accusation then to conduct a non-experimental qualitative research study to prove longevity and job security in the HIM market. Reassuring HIM professionals and prospects that there is more job stability in this field amongst any other

Answering the Calls of "What's Next" and "Library Workers Cannot Live by Love Alone" through Certification and Salary Research

Members and staff of the American Library Association (ALA) worked diligently over more than a decade to develop a certification program for public library managers. Spurred by a long-standing trend in many other terminal-degree professions that have post-degree, voluntary certifications, the Certified Public Library Administrator Program was born. Legal authority recommended the establishment of a service organization, a 501(c)(6) to manage the program, which has become one of several programs that will be offered to library employees under the imprimatur of ALA. After the American Library Association???Allied Professional Association (ALA-APA) was instituted, advocacy for salary improvement initiatives was appended to the mission. One means of salary advocacy was to improve available data by expanding the scope and usefulness of the ALA Survey of Librarian Salaries, which resulted in the ALA-APA Salary Survey: Non-MLS???Public and Academic, conducted in 2006 and 2007 to collect salary data from more than sixty positions in the field that do not require a master's degree in Library Science. The experience of establishing two certification programs, the Certified Public Library Administrator Program (CPLA??) and the Library Support Staff Certification Program, has been a study in creating new national models of professional development. This article will also discuss the insights that have emerged from fulfilling elements of ALA strategic plans concerning the needs of support staff through certification and the salary survey.published or submitted for publicatio

Library Trends 42 (2) 1993: Education for Library and Information Management Careers in Corporate Environments

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Investing in People

Foundations have long created programs to provide grants to individuals—most often in the form of fellowships, scholarships, and prizes. Several of these programs have become so prominent that they are now institutions in and of themselves. Consider just a few examples: the Pulitzer Prize, Fulbright Program, and MacArthur "genius" awards. Governments, as well as foundations large and small, fund individual support programs.The Robert Wood Johnson Foundation has generously allowed the authors of this report to examine its portfolio of individual support programs to explore what the authors believe are some of the strategic fundamentals underlying this type of programming that could be applied to future individual support grantmaking. The purpose of this study is to inform those interested in individual support programs about not only some of the strategy considerations underlying this type of grantmaking but what these programs can be expected to achieve—and under what circumstances.