Salary Equity Review

Promoting Leadership Opportunities for Women at OHSU

• AAEO Salary Review
• OHSUMG Salary Review
• AAMC Faculty Salary Statistics

OHSU Current Salary Equity Review Process

AAEO Salary Review

The Affirmative Action & Equal Opportunity Department (AAEO) in June 2001 took steps to begin OHSU’s annual faculty salary equity review.
The annual OHSU salary of each female and non-Caucasian employee is compared with the average salary for Caucasian males with the same type of degree, rank, and rank date, within the same division/department/executive unit.

1. Where no appropriate comparators existed as described above, suitable comparators are selected in consultation with the responsible administrative officer from each of the units.
2. The salary of any female or non-Caucasian employee that is found to be 20% or more below the average salary of the appropriate comparator is designated as having an apparent salary discrepancy.
3. For each person with an apparent salary discrepancy, the appropriate administrative officer is contacted to either adjust the salary to a non-discrepant level or provide written justification for the apparent discrepancy. For clinicians, this may include discussion of their clinical salary along with the OHSU salary.
4. The justifications are based on objective criteria that are not, in whole or in part, “because of” gender and/or race or color. The justifications are reviewed by AAEO. If, after review and discussion, a proffered justification is not found to be compelling, AAEO discusses the situation with the appropriate executive staff member. A mutually acceptable resolution is reached at the end of the discussion.

In addition, if a person files a discrimination complaint alleging he/she is not being paid equitably due to their gender OHSUMG (Oregon Health & Science University Medical Group) has agreed to allow AAEO to review the clinical or Z-component of the salary.

The Women in Academic Medicine Committee works with Mariann Hyland, J.D., Director of the AAEO department, to help provide an environment free of discrimination. Individuals are encouraged to report their individual concerns to the AAEO even if they are unsure whether or not there is a significant problem to be addressed. An initial meeting with the AAEO does not necessarily constitute initiating a formal complaint. It is the intent of the AAEO department to resolve concerns through an informal process whenever possible. Concerns about discriminatory policies or procedures should be addressed to both the AAEO and the Women in Academic Medicine Committee.

For more information, visit the AAEO website.

OHSUMG Salary Review

In accordance with its bylaws, the OHSUMG Compensation Committee performs an annual review of the salaries of clinical faculty members of OHSUMG. The review includes total salary (OHSUMG and OHSU salaries) and is done by department. The data is presented in an anonymous format, with the individual information blinded before being seen by the Committee. Salaries are reviewed alongside national comparators from the AAMC and MGMA. Low and high outliers are specifically analyzed to determine the reason for the outlying status (i.e. FTE, research funding, special roles, etc). The appropriate department is contacted for further explanation as needed by the Compensation Committee.

AAMC Faculty Salary Statistics

Detailed information regarding salary ranges for clinical and basic science faculty separated by rank and region of the country are available on the OHSU O-zone under Resources for SOM Faculty and Administrators. These are the benchmark comparison figures used by the Dean in discussion with department chairs regarding faculty salaries. For more information, visit http://ozone.ohsu.edu/som/faculty/salaries.shtml (OHSU intranet link, accessible on campus only).