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.

Stop Asking Candidates About Current/Past Pay

Posted on April 12, 2017 by Edmund B. Ura

Last week, New York City barred employers from asking potential employees about their current or previous salary.   This action is yet another in the long list of things that end up getting regulated because organizations just can’t get rid … Continue reading →

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FQHCs, International Women’s Day, and Gender Pay Equity

Posted on March 8, 2017 by Edmund B. Ura

The consulting firm Accenture yesterday released a report called Getting to Equal 2017, outlining its thoughts concerning how the gender pay gap could close in developed markets by the year 2044, 36 years earlier than previously estimated.  It sets forth … Continue reading →

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New Compensation Metrics – A 2017 Resolution

Posted on January 4, 2017 by Edmund B. Ura

Originally posted on The Compensation Times:
The compensation profession suffers from a severe lack of effective metrics.  To be frank, the typical measures used in describing compensation program success really have nothing to do with success.  This year, try something…

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Your Compensation Program is Your Best Chance to get Better

Posted on May 11, 2016 by Edmund B. Ura

There is nothing your health center can do right now that is more important to achieving your mission than taking a hard look at your employee compensation program.  Given that there is not a single thing your health center can … Continue reading →

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Your Front-Line Staff Have Pay Pressures — Understand Them

Posted on April 11, 2016 by Edmund B. Ura

Pay isn’t always the answer to every problem, but understanding the pay pressures on the most vulnerable of our employees is essential for every health center.  Front-line employees in the FQHC environment, whether in the the “front office” or “back … Continue reading →

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