Use ERI’s Assessor Platform for Data-Driven Compensation Management
Health care organizations operate under one of the most complex labor markets in the economy. Strategic decisions backed by reliable market data ensure that compensation remains defensible, competitive, and compliant. ERI has the database to support the complexities that make health care unique from other sectors.
- Market data complexity: Access a robust library of survey data to stay market competitive and compliant with FMV governance requirements.
- Compliance and audit risk: Ensure FMV compliance through audit-ready workflows for all pay decisions through ERI’s Assessors.
- Complex job structures and differentials: Automate the way you track and store high-volume job lists, structures and, employee data.
Health Care Companies managing their HR compensation workflow with ERI
Health Care Focused Solutions
Manage complex premium pay and shift differential structures
Unlike most industries, health care compensation must incorporate premium pay and shift differential structures to staff critical units and remain competitive among high turnover rates and workforce shortages. Leverage ERI’s Shift Work adjustment feature to apply a day, night, or swing differential to positions that typically require shift differentials such as RNs, lab techs, and sterile processing techs. You will be able to compare internal pay practices with ERI’s benchmarked industry-specific survey data to justify premium rates or changes to reduce reliance on external traveler labor.
Build and maintain high-volume job categories
Health care systems often have hundreds of thousands of job titles, many with slight variations as job titles and functions constantly evolve. Utilize ERI’s Internal Job Title builder to develop and maintain high-volume job titles where you will be able to create and adjust job descriptions, roles, and responsibilities for niche and clinical health care roles as they shift. ERI’s AI Job Matching tool also simplifies alignment between internal titles and standardized benchmark roles and descriptions to maintain consistent job catalogs across multiple facilities and departments.
Maintain regulatory compliance
Health care compensation is multilayered and heavily scrutinized. Leverage ERI’s robust database that provides you with the market data you need for Fair Market Value analyses to remain compliant with laws that govern physician compensation such as Stark Law, the Anti-Kickback Statute, and IRS Reasonable Compensation requirements. ERI’s industry specific salary survey also provides you with current compensation data and trends to help determine FMV when negotiating physician contracts that are defensible, competitive, and compliant.
Ensure pay equity
Create centralized, auditable pay grade structures in ERI’s Pay Grade tab in the Compensation Management feature to eliminate inconsistent pay practices across multiple units, hospitals, regions, or service lines. As surging market demand often pushes up starting salaries for MAs, pharmacists, and technicians equal to or above long-tenured staff, utilize ERI’s Compression Check feature to identify areas that require equitable range adjustments.
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Health Care Compensation Management FAQs
Can ERI software account for differences between our urban versus rural hospitals? 
Yes, ERI supports regionalized compensation structures in the Pay Grade feature of Compensation Management, allowing you to account for the cost of labor across metropolitan, suburban, and rural areas. This will allow for location-adjusted pay that is fair and competitive.
Does the software allow for blended or hybrid roles (e.g., RN/clinician educator, MA/scribe)?
Health care has some of the highest rates of hybrid roles due to evolving care delivery. The Hybrid Jobs feature in the Salary Assessor allows you to address those roles that combine responsibilities, skill sets, or functions traditionally performed by two or more separate jobs such.
Can we simulate scenarios?
Yes. Say, you want to bring all RNs up to the 60th percentile. You will be able to modify percentiles in the Pay Grades feature and revert to the default percentiles to simulate possible changes in pay practices.
Does ERI help with annual merit cycle planning?
ERI’s extensive salary survey database includes our Salary Increase Survey, which will provide you with insights into future and past salary increase rates for your area and corresponding national averages. You will be able to see salary increases data that are broken down by level (general employee, professional, and management) and industry, an analysis of three-year trended salary structure movement by occupational group, and a complete Global Salary Increase Projections table. In ERI’s Assessor Platform, data will be reflected and regularly updated through the Planning Date and Annualized Salary Trend features to help you with your current projects.
Can we create tiered pay structures?
Yes. In ERI’s Salary Assessor, the Pay Grade feature in Compensation Management allows you to create and define an unlimited number of pay grade structures for system-wide roles, like RNs and LPNs in your organization. You will be able to add a Pay Period (annual, monthly, semi-monthly, weekly, or hourly), customize your pay grades for a geographic market, and access charts where you will be able to view various pay grades and overlaps in the structure.