Author Archives: Edmund B. Ura

About Edmund B. Ura

Edmund B. Ura, MAIR, JD, works with governing boards, executives and human resources staff to develop methodologies for ensuring fair and equitable compensation programs that support achievement of organizations' missions. Contact Ed at ebura@mercesconsulting.com.

Health Care Industry Annual Turnover Rate About 32%

Posted on May 7, 2019 by Edmund B. Ura

The health care industry is experiencing roughly 32% turnover annually, of which about two-thirds represent “voluntary separations.”  Health centers realize turnover is a significant problem, and a difficult one to tackle.  While everyone wants to reduce turnover, many organizations don’t … Continue reading →

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Oregon Pay Equity Law – Many of The Old Exemptions are Gone!

Posted on January 17, 2019 by Edmund B. Ura

Some have observed that the Oregon Pay Equity Law goes farther than Federal and other state regulations, and they are correct. This is no more clearly seen than in the elimination of some of the old exemptions that make many … Continue reading →

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Oregon Pay Equity Law: Comply With Job Evaluation

Posted on January 17, 2019 by Edmund B. Ura

Compliance with the Oregon Pay Equity Law can be simple and straightforward (albeit a good bit of work) by following traditional “best practice” job evaluation principles that have been used for decades nationwide, and in a number of FQHCs.  There … Continue reading →

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Beware the PayScale Marketing Trap

Posted on April 18, 2017 by Edmund B. Ura

The current PayScale “Develop a Market-Based Pay Structure” marketing publication is deceptive, inaccurate, and, given the apparent quality of their data, could set you up for a non-competitive and divisive pay program that increases turnover and employee dissatisfaction. PayScale is … Continue reading →

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Provider Compensation 101 – Maybe Extra Pay Isn’t Worth the Extra Work

Posted on April 12, 2017 by Edmund B. Ura

[This is part of a new series on specific issues related to provider compensation, designed to be “short and sweet” and prompt thinking before doing.] When improving productivity will take time away from your providers’ personal lives, expect push-back.  When … Continue reading →

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