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Employment Benefits across U.S. Allopathic Medical Schools: National Norms and Relationships with Institutional Wealth

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Title: Employment Benefits across U.S. Allopathic Medical Schools: National Norms and Relationships with Institutional Wealth
Language: English
Authors: Brian J. Goldberg, Christopher Ferrigno (ORCID 0000-0001-5173-6753), Sabrina F. Schundler, Eric S. Norrell, Leah Fox, Sabrina Woods, Adam B. Wilson (ORCID 0000-0002-1221-5602)
Source: Anatomical Sciences Education. 2024 17(3):529-538.
Availability: Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us
Peer Reviewed: Y
Page Count: 10
Publication Date: 2024
Document Type: Journal Articles
Reports - Research
Education Level: Higher Education
Postsecondary Education
Descriptors: Fringe Benefits, Medical Schools, Institutional Characteristics, Medical School Faculty, Employees, Retirement, Holidays, Geographic Regions
DOI: 10.1002/ase.2379
ISSN: 1935-9772
1935-9780
Abstract: This study summarizes employment benefits from across 155 U.S. allopathic medical schools, investigates differences in employment benefits according to institutional characteristics, and explores possible connections between employment benefits and institutional wealth. Employment benefits data were extracted from institutions' websites across four categories: time-off, time-away, retirement contributions, and Employee Assistance Programs (EAPs)/family benefits. This dataset was mixed with other publicly available datasets sourced through the Association of American Medical Colleges (AAMC), the American Council on Education (ACE), and the American Association of University Professors (AAUP) to conduct additional analyses. Nationally, medical schools offered an average of 31 vacation/sick days and 12 paid holidays. Schools typically offered 4 out of 8 time-away benefits. Employers' retirement contributions ranged from 3.0% to 15.5%, with a mean contribution of 8.5%. A total of 43.2% (67 of 155) of medical schools offered a pension. Collectively, private medical schools offered fewer time-away benefits and more EAP/family benefits compared to public schools. Universities with larger endowments per student were associated with a higher number of EAP/family benefits offerings (r = 0.543, p < 0.001). Institutional wealth did not influence other benefits offerings. The quantity/quality of most employment benefits offered at allopathic medical schools were wide-ranging, tended not to vary by region or school control, and were not a function of institutional wealth.
Abstractor: As Provided
Entry Date: 2024
Accession Number: EJ1419155
Database: ERIC
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  Value: &lt;anid&gt;AN0176409636;[8z8k]01apr.24;2024Apr05.05:40;v2.2.500&lt;/anid&gt; &lt;title id=&quot;AN0176409636-1&quot;&gt;Employment benefits across U.S. allopathic medical schools: National norms and relationships with institutional wealth&#160;&lt;/title&gt; &lt;p&gt;This study summarizes employment benefits from across 155 U.S. allopathic medical schools, investigates differences in employment benefits according to institutional characteristics, and explores possible connections between employment benefits and institutional wealth. Employment benefits data were extracted from institutions&#39; websites across four categories: time‐off, time‐away, retirement contributions, and Employee Assistance Programs (EAPs)/family benefits. This dataset was mixed with other publicly available datasets sourced through the Association of American Medical Colleges (AAMC), the American Council on Education (ACE), and the American Association of University Professors (AAUP) to conduct additional analyses. Nationally, medical schools offered an average of 31 vacation/sick days and 12 paid holidays. Schools typically offered 4 out of 8 time‐away benefits. Employers&#39; retirement contributions ranged from 3.0% to 15.5%, with a mean contribution of 8.5%. A total of 43.2% (67 of 155) of medical schools offered a pension. Collectively, private medical schools offered fewer time‐away benefits and more EAP/family benefits compared to public schools. Universities with larger endowments per student were associated with a higher number of EAP/family benefits offerings (r = 0.543, p &amp;lt; 0.001). Institutional wealth did not influence other benefits offerings. The quantity/quality of most employment benefits offered at allopathic medical schools were wide‐ranging, tended not to vary by region or school control, and were not a function of institutional wealth.&lt;/p&gt; &lt;p&gt;Keywords: employment benefits; institutional wealth; retirement contributions&lt;/p&gt; &lt;hd id=&quot;AN0176409636-2&quot;&gt;INTRODUCTION&lt;/hd&gt; &lt;p&gt;No centralized or publicly available resource specific to academic medicine currently exists for comparing employment benefits between medical schools. Some institutions rely on aggregated data from human resources consulting firms, like the Mercer Benchmark Database, which derives benchmarks through benefits surveys and reports their proprietary outcomes across numerous industries. Costly fees may deter some institutions from relying on this information to evaluate their position in the market. In addition, significant constraints surrounding user access prevent these proprietary reports from being faculty‐facing and their general lack of transparency draws into question their validity. Without the leverage of national benchmarks, faculty often have no substantive evidence to advocate for improvements and are limited in their ability to hold employers accountable for fair and comparable benefits. To date, no full‐scale analysis of medical schools&#39; employment benefits has been conducted. This study reports aggregated benefits outcomes to minimize information access barriers and to help medical schools and faculty evaluate the competitiveness of their local benefits against national norms.&lt;/p&gt; &lt;p&gt;Access to national norms for employment benefits is important for medical schools and basic science faculty who do not have alternative benefits options through a medical practice group, like some physicians. Benefits are particularly important to anatomy‐focused faculty given their median salaries for assistant, associate, and full professors are lower than the total median salaries of all basic science faculty by US$13,739, US$11,700, and US$52,358, respectively (Association of American Medical Colleges 2022 Faculty Salary Report). Thus, when exploring medical school employment opportunities, it is especially important for anatomy faculty to carefully evaluate the quality of employers&#39; benefits offerings to help offset a generally lower salary. For anatomy department chairpersons, a robust benefits package could be an important tool for faculty recruitment and retention.&lt;/p&gt; &lt;p&gt;The periodic review and evaluation of institutional practices, faculty satisfaction, and the competitiveness of salaries and employee benefits are often commonplace among institutions. In the presence of high faculty attrition, internal reviews may be critical for lessening further faculty losses. While salary is often the most important factor for many employees, the quality of total benefits packages ought not be overlooked. Given the need to make benefits data more accessible at a national level, this study: (&lt;reflink idref=&quot;bib1&quot; id=&quot;ref1&quot;&gt;1&lt;/reflink&gt;) summarizes quantifiable benefits across U.S. allopathic medical schools to establish national norms, (&lt;reflink idref=&quot;bib2&quot; id=&quot;ref2&quot;&gt;2&lt;/reflink&gt;) investigates whether benefits differ according to institutional characteristics, and (&lt;reflink idref=&quot;bib3&quot; id=&quot;ref3&quot;&gt;3&lt;/reflink&gt;) explores the relationship between the quantity/quality of employment benefits and institutional wealth. By placing benchmarking information in the hands of stakeholders (e.g., faculty, human resources representatives, and administrators) this work could better equip prospective medical school faculty to make informed employment decisions, reshape human resources practices, and help to mitigate faculty attrition across U.S. medical schools.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-3&quot;&gt;METHODS&lt;/hd&gt; &lt;p&gt;This study analyzed employment benefits offered by 155 U.S. allopathic medical schools. Data were collected via document analysis through institutional websites and sourced through publicly available databases (Table&#160;1). This work did not undergo ethical review because the use of publicly available school‐level data does not qualify as human subjects research.&lt;/p&gt; &lt;p&gt;1 TABLE List of publicly available data sources used in this study. At the time of analysis, in 2023, the AAMC 2022 datasets were incomplete, warranting the use of complete 2021 datasets.&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Data source&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Data extracted&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Dataset title and link&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;AAMC&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;School region&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Southern Group on Student Affairs (SGSA) member schoolsCentral Group on Student Affairs (CGEA) member schoolsNortheast Group on Student Affairs (NEGSA) member schoolsWestern Group on Student Affairs (WGSA) member schools&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Carnegie&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;School controlSchool classification&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Carnegie Classification of Institutions of Higher Education&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;NACUBO&amp;amp;#8208;TIAA study&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;University endowments&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Table: U.S. and Canadian 2021 NTSE Participating Institutions Listed by Fiscal Year 2021 Endowment Market Value, Change in Market Value from FY20 to FY21, and FY21 Endowment Market Values Per Full&amp;amp;#8208;time Equivalent Student&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;AAUP&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Faculty retirement benefits: Retirement plan contributions 2021&amp;amp;#8208;2022&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Full&amp;amp;#8208;Time Faculty Employment benefits: Retirement | AAUP Data&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;U.S. allopathic medical schools and their affiliated institutions&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Benefits related to time&amp;amp;#8208;off, time&amp;amp;#8208;away, retirement, and Employee Assistance Programs/family benefits&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Individual institutional websites&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;p&gt;1 Abbreviations: AAMC, The Association of American Medical Colleges; AAUP, The American Association of University Professors; Carnegie, The Carnegie Classification of Institutions of Higher Education of the American Council on Education; NACUBO, The National Association of College and University Business Officers; TIAA, The Teacher Insurance and Annuity Association.&lt;/p&gt; &lt;p&gt;In 2022, quantifiable benefits were extracted from employer documents retrieved from institutional websites. The investigated employer benefits apply to basic science faculty and clinical faculty who are fully contracted through the medical school and/or university offering the benefits. Data were not available for employer benefits offered to clinical faculty who are contracted through independent medical groups (i.e., separate corporations that are distinct from the medical school/university). Unlike some studies that have explored differences in employment benefits based on part‐time or full‐time employment, only employment benefits for full‐time faculty were analyzed in the present work.[[&lt;reflink idref=&quot;bib1&quot; id=&quot;ref4&quot;&gt;1&lt;/reflink&gt;]] The dataset included four major categories: (&lt;reflink idref=&quot;bib1&quot; id=&quot;ref5&quot;&gt;1&lt;/reflink&gt;) time‐off, (&lt;reflink idref=&quot;bib2&quot; id=&quot;ref6&quot;&gt;2&lt;/reflink&gt;) time‐away, (&lt;reflink idref=&quot;bib3&quot; id=&quot;ref7&quot;&gt;3&lt;/reflink&gt;) retirement, and (&lt;reflink idref=&quot;bib4&quot; id=&quot;ref8&quot;&gt;4&lt;/reflink&gt;) Employee Assistance Programs (EAPs)/family benefits.&lt;/p&gt; &lt;p&gt;The contents of each category included:&lt;/p&gt; &lt;p&gt;&lt;/p&gt; &lt;ulist&gt; &lt;item&gt; &lt;bold&gt; Time‐off benefits: &lt;/bold&gt; Vacation days, sick days, and paid holidays.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; &lt;bold&gt; Time‐away benefits: &lt;/bold&gt; Sabbaticals, bereavement absence, external consulting/service time, leave of absence (LOA)‐personal, LOA‐adoption, LOA‐temporary disability, marriage days, and &quot;other.&quot;&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; &lt;bold&gt; Retirement benefits: &lt;/bold&gt; Employer&#39;s maximum matched contributions + automatic contributions, probationary periods, vesting periods, and pension offerings.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; Retirement incentives were excluded as they often varied by year.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; An &#39;automatic employer contribution&#39; was defined as the proportional (percentage) amount an employer automatically contributed to an employee&#39;s retirement plan outside of contributions to a matched retirement plan or pension plan.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; Only &lt;emph&gt;primary&lt;/emph&gt; defined contribution plans (e.g., 401(a), 401(k), and 403(b) plans) were investigated. Supplemental and other plans that had no employer contributions (e.g., 457(b)) were excluded.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; Pension plans were inclusive of defined benefit plans (e.g., traditional pension plans), simplified pensions, cash balance plans, and hybrid plans.&lt;/item&gt; &lt;p&gt;&lt;/p&gt; &lt;item&gt; &lt;bold&gt; Employee Assistance Programs and family benefits: &lt;/bold&gt; EAPs and family‐related benefits included onsite childcare facilities, childcare reimbursement, childcare discounts, and adoption assistance programs. Reproductive health benefits for in&#160;vitro fertilization were considered health insurance benefits and, therefore, were excluded from the analysis.&lt;/item&gt; &lt;/ulist&gt; &lt;p&gt;Depending on the nature of the benefit, data were extracted as either numerical values (e.g., time‐off), percentages (e.g., maximum employer retirement contribution), binomial data (e.g., offered vs. not documented), or free‐text (e.g., descriptions of retirement match ratios and parameters). Employee benefits required by U.S. federal law were excluded from this study. The excluded benefits entailed: (&lt;reflink idref=&quot;bib1&quot; id=&quot;ref9&quot;&gt;1&lt;/reflink&gt;) Medicare and Social Security contributions, (&lt;reflink idref=&quot;bib2&quot; id=&quot;ref10&quot;&gt;2&lt;/reflink&gt;) worker&#39;s compensation insurance, (&lt;reflink idref=&quot;bib3&quot; id=&quot;ref11&quot;&gt;3&lt;/reflink&gt;) unemployment insurance, (&lt;reflink idref=&quot;bib4&quot; id=&quot;ref12&quot;&gt;4&lt;/reflink&gt;) health insurance, and (&lt;reflink idref=&quot;bib5&quot; id=&quot;ref13&quot;&gt;5&lt;/reflink&gt;) the Family Medical Leave Act (FMLA). This study was restricted to discretionary and quantifiable benefits offered to full‐time faculty fully employed through allopathic medical schools. Tuition and parental leave benefits will be reported in future studies.&lt;/p&gt; &lt;p&gt;Four reviewers, in teams of two, independently searched publicly available benefits documents on institutional websites and extracted data for each available school. Each data extractor was initially blinded to the other extractor&#39;s findings. An Airtable form (Airtable, San Francisco, CA) was used to extract and organize the data. Data extraction discrepancies were resolved through consensus after a joint re‐review of the available documentation between paired extractors. Comments and free‐text data were compared between investigators, and combined as needed, for later reference. In the case of ambiguous and/or undocumented benefits, human resources representatives were contacted to verify and clarify the accuracy of the extracted benefits information.&lt;/p&gt; &lt;p&gt;Medical schools&#39; regional designations were sourced from the Association of American Medical Colleges (AAMC). The Carnegie Classification of Institutions of Higher Education database by the American Council on Education (ACE) provided each institution&#39;s school control information (i.e., public vs. private) and Carnegie classification. University endowment data were sourced from the 2021 NACUBO‐TIAA Study of Endowments (NACUBO: National Association of College and University Business Officers; TIAA: Teacher Insurance and Annuity Association). Table&#160;1 summarizes the publicly available data sources used in this study.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-4&quot;&gt;Data analysis&lt;/hd&gt; &lt;p&gt;All final datasets were merged, cleaned, and organized within Excel. Statistical procedures were conducted in SPSS statistical software, version 26 (IBM). Aggregated outcomes of the quantifiable benefits are reported as means (&#177;standard deviations), medians, minimums, and maximums. The phrase &lt;emph&gt;quantity/quality of benefits&lt;/emph&gt; is used throughout to denote that, for some benefits (e.g., employer retirement contributions listed as percentages), higher quantities are synonymous with higher quality, and thus better, benefits.&lt;/p&gt; &lt;p&gt;An independent samples &lt;emph&gt;t&lt;/emph&gt;‐test evaluated differences in employers&#39; maximum retirement contributions between schools with and without a pension. One‐way ANOVAs explored statistical differences in benefits outcomes as a function of institutional characteristics. A paired‐samples &lt;emph&gt;t&lt;/emph&gt;‐test compared mean differences in retirement contributions between outcomes derived from this document analysis and the publicly available AAUP dataset. A Spearman&#39;s rank‐order correlation explored whether the size of universities&#39; endowments per capita (i.e., per student) was associated with the quantity of offered benefits.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-5&quot;&gt;RESULTS&lt;/hd&gt; &lt;p&gt;&lt;/p&gt; &lt;hd id=&quot;AN0176409636-6&quot;&gt;Employment benefits: National norms&lt;/hd&gt; &lt;p&gt;Nationally, faculty&#39;s time‐off benefits for vacation/sick days and paid holidays averaged 31 and 12 days, respectively (Table&#160;2). Schools typically offered 4 of the 8 time‐away benefits investigated (Table&#160;2). Employers&#39; maximum retirement contributions, by combining matched and automatic contributions, averaged 8.5% (&#177;2.6%) and ranged from a minimum of 3.0% to a maximum of 15.5% (Table&#160;2). A total of 67 schools (43.2%) offered a pension, while no pension could be identified for 88 schools (56.8%). An independent samples &lt;emph&gt;t&lt;/emph&gt;‐test detected no statistically significant difference (&lt;emph&gt;p&lt;/emph&gt; = 0.510) in employers&#39; maximum retirement contributions between schools offering a pension (&lt;emph&gt;n&lt;/emph&gt; = 63, mean contribution = 8.36%) and schools where a documented pension could not be identified (&lt;emph&gt;n&lt;/emph&gt; = 73; mean contribution = 8.65%). Fifty percent (40 of 79) of medical schools had no &lt;emph&gt;time in service&lt;/emph&gt; requirement before matching employees&#39; retirement contributions or before an employee was fully vested in the employer&#39;s contribution (48.3%, 58 of 120; Table&#160;2). Schools typically had an EAP with a variety of offerings and at least one family‐related benefit (Table&#160;2).&lt;/p&gt; &lt;p&gt;2 TABLE National outcomes of quantifiable faculty employment benefits.&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot; /&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;National average (&amp;amp;#177;SD)&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;National median&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;National minimum&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;National maximum&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;&amp;lt;italic&amp;gt;N&amp;lt;/italic&amp;gt; (%) of 155 schools&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;off&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Vacation + Sick Days&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;31.4&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;11.0&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;32&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;6&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;68&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;116&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn2&quot; /&amp;gt; (74.8%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Paid Holidays&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.6&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.3&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.5&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;7&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;18&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn3&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;136 (87.7%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;away&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered out of 8 investigated benefits&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.5&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.4&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;6&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;141 (91.0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N offering sabbaticals, specifically&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;109 (70.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Retirement&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;All Included Schools&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn4&quot; /&amp;gt;: Employer&#39;s maximum matched contribution + automatic contribution&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.5% &amp;amp;#177;&amp;amp;#8201;2.6%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.0%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.0%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;15.5%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;136 (87.7%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Select Schools&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn5&quot; /&amp;gt;: Employer&#39;s maximum matched contribution + automatic contribution&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;9.3% &amp;amp;#177;&amp;amp;#8201;3.5%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;9.5%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4.3%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;15.5%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;16 (10.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Eligibility period: Months of service until employer matches contributions&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;79 (51.0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;40 of 79 (50.6%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;amp;#60;1&amp;amp;#8201;year&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8 of 79 (10.1%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;amp;#8201;year&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;22 of 79 (27.8%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;9 of 79 (11.4%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Vesting period: Years of service until fully vested in employers&#39; contributions&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;120 (77.4%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;58 of 120 (48.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;amp;#8201;year&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;22 of 120 (18.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;6 of 120 (5.0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;23 of 120 (19.2%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 of 120 (0.8%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;5&amp;amp;#8201;years&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;10 of 120 (8.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Pension offered&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;67 (43.2%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Employee Assistance Program (EAP) and Family Benefits&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered out of 5 investigated benefits&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.2&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;5&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;144 (92.9%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;ulist&gt; &lt;item&gt;2 a Five outliers with ≥90 combined vacation and sick days (often rollover days) were excluded from all analyses.&lt;/item&gt; &lt;item&gt;3 b Some schools count intercession breaks as paid holidays.&lt;/item&gt; &lt;item&gt;4 c Includes two schools with voluntary defined contribution plans that have a percentage employer match.&lt;/item&gt; &lt;item&gt;5 d Medical schools located in the 7 states (AK, CO, LA, ME, MA, NV, and OH) that do not contribute to U.S. Social Security.&lt;/item&gt; &lt;/ulist&gt; &lt;p&gt;Table&#160;3 reports the prevalence of each retirement plan type. Public medical schools tended to offer either agency‐administered defined contribution plans (37.8%; 37 of 98) or 403(b) plans (25.5%; 25 of 98). Sixty‐five percent (65.3%; 64 of 98) of public schools offered traditional pensions. Many private not‐for‐profit schools also offered 403(b) plans (52.7%; 29 of 55), yet rarely offered pension plans (3.6%; 2 of 55).&lt;/p&gt; &lt;p&gt;3 TABLE Retirement plans: Prevalence and definitions.&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot; /&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;&amp;lt;italic&amp;gt;N&amp;lt;/italic&amp;gt; of schools offering plan&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;% of 155 schools&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Private for&amp;amp;#8208;profit &amp;lt;italic&amp;gt;n&amp;lt;/italic&amp;gt; (% of 2)&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Private not&amp;amp;#8208;for&amp;amp;#8208;profit &amp;lt;italic&amp;gt;n&amp;lt;/italic&amp;gt; (% of 55)&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Public &amp;lt;italic&amp;gt;n&amp;lt;/italic&amp;gt; (% of 98)&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Defined contribution plans&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;401(a)&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn6&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;12&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;7.7%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3 (5.5%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;9 (9.2%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;401(k)&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn7&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;12&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;7.7%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4 (7.2%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8 (8.2%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;403(b)&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn8&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;55&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;35.5%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (50.0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;29 (52.7%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;25 (25.5%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;401(a)/403(b) Combined&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn9&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.6%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (1.0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Undefined&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn10&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;23&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;14.8%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;10 (18.2%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;13 (13.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Agency administered plans&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn11&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;37&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;23.9%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;37 (37.8%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Total&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;130&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;83.9%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (50.0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;47 (85.5%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;93 (94.9%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Defined benefit pension plans&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Traditional pension&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn12&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;65&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;41.9%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (1.8%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;64 (65.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Simplified employee pension&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn13&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.6%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (1.0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Cash balance plan&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn14&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.6%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1 (1.8%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Total&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;67&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;43.2%&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0 (0%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2 (3.6%)&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;65 (66.3%)&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;ulist&gt; &lt;item&gt;6 a A retirement plan established and maintained for federal, state, political subdivision, or agency employees, allowing for employee and employer contribution to individual accounts.[&lt;reflink idref=&quot;bib3&quot; id=&quot;ref14&quot;&gt;3&lt;/reflink&gt;]&lt;/item&gt; &lt;item&gt;7 b A retirement plan that is a feature of a qualified profit‐sharing plan that allows employee and employer contributions to individual accounts.[&lt;reflink idref=&quot;bib4&quot; id=&quot;ref15&quot;&gt;4&lt;/reflink&gt;]&lt;/item&gt; &lt;item&gt;8 c A retirement plan offered by public schools and certain 501(c)(&lt;reflink idref=&quot;bib3&quot; id=&quot;ref16&quot;&gt;3&lt;/reflink&gt;) tax‐exempt organizations that allows employee and employer contributions to individual accounts.[&lt;reflink idref=&quot;bib5&quot; id=&quot;ref17&quot;&gt;5&lt;/reflink&gt;]&lt;/item&gt; &lt;item&gt;9 d Plan contains both 401(a) and 403(b) accounts.&lt;/item&gt; &lt;item&gt;10 e Defined contribution plans that were not identified or specified to one of the above categories.&lt;/item&gt; &lt;item&gt;11 f Defined contribution plans that are available through a government‐associated retirement agency that were not specified to one of the above categories.&lt;/item&gt; &lt;item&gt;12 g Defined benefit plan that provides a fixed, pre‐established benefit for employees at retirement.[&lt;reflink idref=&quot;bib6&quot; id=&quot;ref18&quot;&gt;6&lt;/reflink&gt;]&lt;/item&gt; &lt;item&gt;13 h Plan allows for fluctuating employee contributions.[&lt;reflink idref=&quot;bib7&quot; id=&quot;ref19&quot;&gt;7&lt;/reflink&gt;]&lt;/item&gt; &lt;item&gt;14 i A defined benefit plan that defines the promised benefit in terms of a stated account balance.[&lt;reflink idref=&quot;bib8&quot; id=&quot;ref20&quot;&gt;8&lt;/reflink&gt;]&lt;/item&gt; &lt;/ulist&gt; &lt;hd id=&quot;AN0176409636-7&quot;&gt;Benefits analyzed by institutional characteristics&lt;/hd&gt; &lt;p&gt;The quantity/quality of benefits occasionally differed according to schools&#39; characteristics (i.e., region, school control, or Carnegie classification). When statistically significant regional differences were detected, the Southern region typically had the lowest values (Table&#160;4). On average, private not‐for‐profit medical schools offered fewer time‐away benefits and more EAP/family benefits than public universities (Table&#160;4). R1‐Doctoral universities consistently offered the most time‐away and EAP/family benefits (Table&#160;4).&lt;/p&gt; &lt;p&gt;4 TABLE Comparison of benefits by institutional characteristics.&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot; /&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Mean&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;standard deviation; &amp;lt;italic&amp;gt;n&amp;lt;/italic&amp;gt; of schools&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;School region&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Central&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Northeast&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Southern&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Western&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;&amp;lt;italic&amp;gt;p&amp;lt;/italic&amp;gt;&amp;amp;#8208;value&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;off&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Vacation + Sick Days&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;37.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;12.8; 29&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;28.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;10.8; 27&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;28.7&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;9.2; 41&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;31.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;8.1; 19&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.001&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Paid Holidays&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.2; 34&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;12.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.8; 33&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.5&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.1; 48&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.2; 21&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.368&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;away&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 8 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.7&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2; 34&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.4&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.4; 36&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.1&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.4; 50&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4.1&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.3; 21&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.048&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Retirement&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;All Included Schools: Employer&#39;s maximum matched contribution + automatic contribution&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.6%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.1%; 33&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.6%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.5%; 38&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;7.8%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.4%; 45&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;9.7%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;3.3%; 20&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.055&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Employee Assistance Program (EAP) and Family Benefits&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 5 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.2&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;0.8&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.4&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.0&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.001&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;p&gt;&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;School control&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Private for&amp;amp;#8208;profit&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Private not&amp;amp;#8208;for&amp;amp;#8208;profit&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Public&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot; /&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;&amp;lt;italic&amp;gt;p&amp;lt;/italic&amp;gt;&amp;amp;#8208;value&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;off&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Vacation + Sick Days&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;29.9&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;12.9; 31&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;31.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;10.4; 84&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.419&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Paid Holidays&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.2&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.8; 42&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.7&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.1; 93&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.287&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;away&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 8 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.6; 50&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2; 90&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;amp;#60;0.001&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Retirement&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;All Included Schools: Employer&#39;s maximum matched contribution + automatic contribution&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.1%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.7%; 45&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.7%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.5%; 91&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.228&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Employee Assistance Program (EAP) and Family Benefits&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 5 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.6&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2; 49&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.1&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.0; 95&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot; /&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.010&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;p&gt;&lt;/p&gt; &lt;p&gt; &lt;ephtml&gt; &amp;lt;table&amp;gt;&amp;lt;thead valign=&quot;bottom&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Carnegie classification&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Doctoral/Professional&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;R1&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;R2&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;Special focus&amp;lt;/th&amp;gt;&amp;lt;th align=&quot;left&quot;&amp;gt;&amp;lt;italic&amp;gt;p&amp;lt;/italic&amp;gt;&amp;amp;#8208;value&amp;lt;/th&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/thead&amp;gt;&amp;lt;tbody valign=&quot;top&quot;&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;off&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Vacation + Sick Days&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;31.6&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;10.4; 62&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;34.4&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;12.8; 22&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;28.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;10.5; 30&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.112&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Paid Holidays&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;11.7&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.3; 75&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;10.9&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.2; 28&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;12.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.5; 31&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.157&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Time&amp;amp;#8208;away&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 8 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;4.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.3; 79&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;3.0&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.2; 28&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.3; 32&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;amp;#60;0.001&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Retirement&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;All Included Schools: Employer&#39;s maximum matched contribution + automatic contribution&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.9%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.4%; 78&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;8.0%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.8%; 25&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;7.8%&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;2.9%; 32&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;0.060&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;Employee Assistance Program (EAP) and Family Benefits&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;tr&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;N of benefits offered of 5 investigated&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn16&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;2.7&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.0; 80&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1.8&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;0.8; 29&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;1.6&amp;amp;#8201;&amp;amp;#177;&amp;amp;#8201;1.0; 34&amp;lt;/td&amp;gt;&amp;lt;td align=&quot;left&quot;&amp;gt;&amp;amp;#60;0.001&amp;lt;xref ref-type=&quot;fn&quot; rid=&quot;tfn17&quot; /&amp;gt;&amp;lt;/td&amp;gt;&amp;lt;/tr&amp;gt;&amp;lt;/tbody&amp;gt;&amp;lt;/table&amp;gt; &lt;/ephtml&gt; &lt;/p&gt; &lt;ulist&gt; &lt;item&gt;15 &lt;emph&gt;Note&lt;/emph&gt;: R1 = Doctoral universities with very high research activity; R2 = Doctoral universities with high research activity; Doctoral/Professional universities = Doctoral universities not classified as R1, R2, or special focus; Special focus universities = Institutions with a high concentration of degrees in a single field or set of related fields. Refer to the American Council on Education to learn more about each category.&lt;/item&gt; &lt;item&gt;16 a Not reported for having &amp;lt;3 schools with available data.&lt;/item&gt; &lt;item&gt;17 * Significant at &lt;emph&gt;α&lt;/emph&gt; = 0.05.&lt;/item&gt; &lt;/ulist&gt; &lt;hd id=&quot;AN0176409636-8&quot;&gt;Comparison between two different retirement datasets&lt;/hd&gt; &lt;p&gt;Upon comparing two separate retirement contribution datasets across 103 paired institutions (i.e., data from this study was paired with the AAUP&#39;s publicly available database), the AAUP&#39;s mean employer retirement contribution (10.8% &#177; 4.5%) was significantly higher (&lt;emph&gt;p&lt;/emph&gt; &amp;lt; 0.001) than the mean reported for allopathic medical schools (8.7% &#177; 2.5%), across the same 103 institutions. Subanalysis revealed no difference (&lt;emph&gt;p&lt;/emph&gt; = 0.839) in retirement contributions when comparing the 31 private schools between the two datasets (mean&lt;subs&gt;study&lt;/subs&gt; = 8.8% vs. mean&lt;subs&gt;AAUP&lt;/subs&gt; = 8.7%). Conversely, for the 72 public universities, AAUP&#39;s dataset returned significantly higher (&lt;emph&gt;p&lt;/emph&gt; &amp;lt; 0.001) retirement contributions (mean&lt;subs&gt;AAUP&lt;/subs&gt; = 11.8%) compared to the present study (mean&lt;subs&gt;study&lt;/subs&gt; = 8.7%). This suggests that faculty at allopathic medical schools affiliated with public institutions may receive substantially different retirement benefits than non‐medical school university faculty.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-9&quot;&gt;Association between institutional wealth and employer benefits&lt;/hd&gt; &lt;p&gt;Institutions&#39; endowments per capita (i.e., per student) ranged from US$4,620 to US$3,528,474 per student and averaged US$263,379 (&#177; US$516,968) per student. Mean endowments per capita at private institutions (US$562,426; &lt;emph&gt;n&lt;/emph&gt; = 39) were significantly higher (&lt;emph&gt;p&lt;/emph&gt; &amp;lt; 0.001) than public (US$84,748; &lt;emph&gt;n&lt;/emph&gt; = 64) institutions. The size of institutions&#39; fiscal year 2021 endowments per capita was not associated with the number of time‐off benefits, time‐away offerings, or retirement contributions (&lt;emph&gt;p&lt;/emph&gt; ≥ 0.456; &lt;emph&gt;r&lt;/emph&gt; ≤ &#177; 0.077). Universities with larger endowments per capita were only associated with a higher number of EAP/family benefits offerings (&lt;emph&gt;r&lt;/emph&gt; = 0.552, &lt;emph&gt;p&lt;/emph&gt; &amp;lt; 0.001).&lt;/p&gt; &lt;hd id=&quot;AN0176409636-10&quot;&gt;DISCUSSION&lt;/hd&gt; &lt;p&gt;This study sought to establish national benchmarks for specific quantifiable employment benefits and explored differences in benefits by region, school control, and Carnegie classification. Potential links between the quantity of benefits and institutional wealth were also investigated. These outcomes may be practically useful for helping institutions to better gauge the breadth and general quantity/quality of their benefits offerings relative to other similar institutions.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-11&quot;&gt;Comparing prior benefits studies to the present study&#39;s outcomes&lt;/hd&gt; &lt;p&gt;Per the present study, the average annual employer contribution to a faculty&#39;s retirement plan was 8.5%. This outcome aligns with a 2004 survey‐based study of academic radiologists that reported an average annual employer contribution of 8.24% (US$16,470/US$200,000).[&lt;reflink idref=&quot;bib9&quot; id=&quot;ref21&quot;&gt;9&lt;/reflink&gt;] This same study of academic radiologists also reported a maximum employer retirement contribution of 14.2% (US$28,400/US$200,000), only modestly lower than our identified maximum of 15.5%; likely explained by 20 years&#39; worth of inflation.[&lt;reflink idref=&quot;bib9&quot; id=&quot;ref22&quot;&gt;9&lt;/reflink&gt;] Brown et&#160;al. also identified the same ranges for academic retirement plan eligibility periods (0–2 years) and vesting periods (0–5 years) as we identified.[&lt;reflink idref=&quot;bib9&quot; id=&quot;ref23&quot;&gt;9&lt;/reflink&gt;]&lt;/p&gt; &lt;p&gt;A report released by the financial services corporation Fidelity Investments found that average employer contributions reached a record high of 4.8% of employees&#39; earnings in the first quarter of 2023.[&lt;reflink idref=&quot;bib10&quot; id=&quot;ref24&quot;&gt;10&lt;/reflink&gt;] Per the Fidelity Investments report, 85.3% of employers make contributions to their employees&#39; defined contribution plans. This proportion is comparable to the current study whereby 87.7% (136 of 155) of allopathic medical schools had clearly documented employer contributions. It should be noted that retirement information was not publicly retrievable for 12.3% (19 of 155) of schools in the present study.&lt;/p&gt; &lt;p&gt;Per a 2021 survey‐based study on sabbatical policies in U.S. medical schools, according to associate deans, 65.3% (32 of 49) of responding schools reported offering sabbaticals. Our findings indicated that a slightly higher proportion of allopathic medical schools (70.3%; 109 of 155) have documented sabbatical offerings (Table&#160;2). The 2021 survey also noted that only 17% of respondents reported that their respective medical schools encouraged faculty to take sabbaticals.[&lt;reflink idref=&quot;bib11&quot; id=&quot;ref25&quot;&gt;11&lt;/reflink&gt;] This lack of encouragement, combined with the high variability of sabbatical offerings, may explain the discrepancy between the number of schools that offer sabbaticals and the number of faculty who reported knowing about sabbatical offerings. For additional information on sabbaticals in U.S. medical schools beyond the scope of the present study (e.g., eligibility, financial support), see Robiner et&#160;al&#39;s. work.[&lt;reflink idref=&quot;bib11&quot; id=&quot;ref26&quot;&gt;11&lt;/reflink&gt;]&lt;/p&gt; &lt;hd id=&quot;AN0176409636-12&quot;&gt;Retirement benefits at public institutions may differ between medical school and non‐medical...&lt;/hd&gt; &lt;p&gt;In the most recent 2020–2021 Economic Status of the Profession Report, the AAUP published data from 850 institutions on full‐time faculty retirement benefits (i.e., institution, state, and local government contributions to retirement plans), by affiliation (e.g., public versus private) and AAUP category (e.g., Doctoral, Masters, etc.).[&lt;reflink idref=&quot;bib12&quot; id=&quot;ref27&quot;&gt;12&lt;/reflink&gt;] Per the outcomes of the present study, no difference (&lt;emph&gt;p&lt;/emph&gt; = 0.839) was detected for mean retirement contributions between private medical schools (i.e., the present study&#39;s dataset) and their affiliated institutions (i.e., the AAUP dataset). Conversely, for public institutions, the AAUP&#39;s mean retirement contributions (11.8%) were significantly higher (&lt;emph&gt;p&lt;/emph&gt; &amp;lt; 0.001) than those identified in the current study (8.7%). Collectively, these findings suggest that public institutions, which are typically larger than private institutions, may be more likely to institute different retirement benefits for medical school faculty compared to non‐medical school faculty, yet additional work is needed to better understand why these differences occur.&lt;/p&gt; &lt;p&gt;We postulate that differences in salaries between medical school and non‐medical school faculty may partly explain the differences in retirement contributions by employers. For example, per the AAUP 2020–21 Economic Status of the Profession Report, the average annual dollar amount contributed by doctoral institutions for retirement per individual was US$13,297.[&lt;reflink idref=&quot;bib12&quot; id=&quot;ref28&quot;&gt;12&lt;/reflink&gt;] IPEDS (Integrated Postsecondary Education Data System) faculty salary data, published through the AAUP, reported a mean faculty salary, across all ranks, of US$118,697 for R1‐Doctoral universities. By comparison, faculty salaries in allopathic medical schools vary widely by discipline and specialty. According to the FY22 AAMC Faculty Salary Report, the mean faculty salary across basic sciences, by combining assistant, associate, and full‐professor ranks, was US$198,222 (median = US$177,859), and for clinical faculty, specifically, was US$358,844 (median = US$312,508). Based on these salary averages, and assuming an 8.5% employer retirement contribution (i.e., the national average, per this study), allopathic medical schools&#39; average annual retirement contributions are estimated to be US$16,849 and US$30,502 for individual basic science and clinical faculty, respectively.&lt;/p&gt; &lt;p&gt;Despite the lower employer retirement contribution for public allopathic medical schools (at 8.7% compared to 11.8% reported by AAUP), the average annual dollar contribution for medical school faculty (e.g., US$16,849 for basic scientists) is still higher (by US$3,552 annually) than the AAUP reported average (US$13,297) for non‐medical faculty at R1‐Doctoral universities. Hence, lowering retirement contribution percentages for medical school faculty may be a financial strategy used by employers to create greater retirement equity between medical school and non‐medical school faculty.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-13&quot;&gt;Limitations&lt;/hd&gt; &lt;p&gt;This study was constrained by the limitations common to document analyses including: (i) an inability to locate documents due to firewall protections, (ii) high variability in the organization of institutions&#39; websites, (iii) inconsistencies in terminology usage between institutions, and (iv) discerning the currency, appropriateness, and accuracy of the available data. The outcomes of this study may have been different had we been able to include data from the missing schools (i.e., 12.3% of schools; 19 of 155; Table&#160;2). In addition, this study did not collect benefits data for hybrid/dual clinical faculty who hold medical school appointments and work for independent medical practice groups. Anecdotally, medical school employment models are highly variable whereby some clinical faculty may receive their salaries and benefits from multiple employers. Hence, the outcomes of this work are specific only to full‐time faculty contracted solely with medical schools. Initially, this study intended to evaluate both allopathic and osteopathic medical schools. However, upon pilot testing, an equivalent benefits analysis of the 43 osteopathic medical schools was deemed unfeasible given the limited number of publicly available benefits documents.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-14&quot;&gt;FUTURE DIRECTIONS&lt;/hd&gt; &lt;p&gt;&lt;/p&gt; &lt;hd id=&quot;AN0176409636-15&quot;&gt;Might the quality of employer benefits be linked to faculty departures?&lt;/hd&gt; &lt;p&gt;Historically, medical schools have long studied and ruminated on the impacts of faculty attrition,[[&lt;reflink idref=&quot;bib13&quot; id=&quot;ref29&quot;&gt;13&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib15&quot; id=&quot;ref30&quot;&gt;15&lt;/reflink&gt;]] which is predicted to worsen as a function of the growing physician shortage and a multitude of other factors, such as increased physician burnout.[[&lt;reflink idref=&quot;bib16&quot; id=&quot;ref31&quot;&gt;16&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib18&quot; id=&quot;ref32&quot;&gt;18&lt;/reflink&gt;]] During the &quot;Great Resignation&quot; in 2021, many medical school faculty, along with the 4.5 million Americans who left their jobs,[&lt;reflink idref=&quot;bib19&quot; id=&quot;ref33&quot;&gt;19&lt;/reflink&gt;] introspectively reconsidered their current circumstances and priorities. Some individuals sought greater job satisfaction and/or higher wages while others desired more flexible remote work options; a direct byproduct of the COVID‐19 pandemic.[&lt;reflink idref=&quot;bib20&quot; id=&quot;ref34&quot;&gt;20&lt;/reflink&gt;] This time of high faculty turnover and loss to other industries demonstrated how faculty attrition can place undue strain on medical schools&#39; clinical, educational, and research missions.&lt;/p&gt; &lt;p&gt;Faculty departure decisions are commonly influenced by relationship dynamics, job satisfaction, career advancement opportunities, salary contentment, personal and intrinsic factors, and medical school environments.[[&lt;reflink idref=&quot;bib16&quot; id=&quot;ref35&quot;&gt;16&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib21&quot; id=&quot;ref36&quot;&gt;21&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib23&quot; id=&quot;ref37&quot;&gt;23&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib25&quot; id=&quot;ref38&quot;&gt;25&lt;/reflink&gt;]] Departmental and institutional leaders&#39; inabilities to foster a positive and productive work environment, inclusiveness, respect, and open communication are often top‐cited reasons for faculty attrition.[&lt;reflink idref=&quot;bib16&quot; id=&quot;ref39&quot;&gt;16&lt;/reflink&gt;] Many of these same factors have also been cited by the Pew Research Center for explaining the unprecedented churn in the 2021 U.S. labor market.[&lt;reflink idref=&quot;bib26&quot; id=&quot;ref40&quot;&gt;26&lt;/reflink&gt;]&lt;/p&gt; &lt;p&gt;Faculty attrition is often countered through competitive salary offerings and faculty development programs.[[&lt;reflink idref=&quot;bib27&quot; id=&quot;ref41&quot;&gt;27&lt;/reflink&gt;], [&lt;reflink idref=&quot;bib29&quot; id=&quot;ref42&quot;&gt;29&lt;/reflink&gt;]] By investing in faculty directly, academic institutions prevent local workforce shortages and side‐step the direct and hidden costs of time‐intensive faculty recruitment efforts. Outcomes related to the recent surge in American job resignations also suggest that the impetus for leaving a position may be explained by factors such as job perks and work flexibility.[&lt;reflink idref=&quot;bib30&quot; id=&quot;ref43&quot;&gt;30&lt;/reflink&gt;] Considering recent systemic losses of employment benefits, it is pertinent to question how the quality of benefits might also explain faculty departure decisions. According to a 2020–2021 report by the American Association of University Professors (AAUP), more than a quarter (27.7%) of U.S. institutions of higher learning either reduced or eliminated employment benefits in response to the COVID‐19 pandemic.[&lt;reflink idref=&quot;bib12&quot; id=&quot;ref44&quot;&gt;12&lt;/reflink&gt;] The cascading effects of these decisions on faculty attrition are unknown.&lt;/p&gt; &lt;p&gt;While an argument for exploring the links between faculty departures and the quantity/quality of employment benefits is reasonably justified, the ability to investigate such connections within medical school contexts is complicated. Currently, nationally available datasets are not refined enough to distinguish between clinical faculty who receive medical schools&#39; benefits packages and those who elect separate benefits packages offered by medical practice groups. The subtle nuances of medical school faculty appointment practices, and the sources of employer benefits for clinical faculty (i.e., medical schools versus medical practice groups), represent significant confounding variables that must be overcome to accurately appreciate the possible links between the quality of medical schools&#39; benefits and faculty attrition.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-16&quot;&gt;A call for an annually maintained national dataset of medical school employment benefits&lt;/hd&gt; &lt;p&gt;Annually, the Association of American Medical Colleges (AAMC) collects a wealth of information on faculty satisfaction, compensation, and other school‐level data across U.S. allopathic medical schools for benchmarking purposes. The AAMC does not, however, collect information relative to medical schools&#39; discretionary benefits. In service to medical schools, the AAMC is best situated to collect, analyze, and report on discretionary benefits to help track temporal trends and to better inform academic medical centers and faculty of typical norms. Disseminating benefits benchmarks through an AAMC‐led initiative is likely to carry more weight and have a greater impact on shepherding benefits improvements than this study is capable of in isolation. The dearth of studies on medical schools&#39; employment benefits presents an opportunity for more consistent and centralized data collection and reporting. Furthermore, the field would benefit from exploring the linkages between the AAMC&#39;s proprietary faculty satisfaction data and the documented quantity/quality of benefits offerings.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-17&quot;&gt;Additional research opportunities&lt;/hd&gt; &lt;p&gt;Future investigations are also needed to better understand whether the benefits afforded to medical school faculty truly differ from those afforded to non‐medical school faculty at both private and public institutions. In part, this information will help to inform medical school stakeholders whether the publicly available AAUP dataset could be used as a secondary benchmarking tool. Subsequent studies, using data collected from the present document analysis, will provide information on tuition benefits for employees, spouses/civil union partners, and dependents, as well as parental leave benefits across U.S. allopathic medical schools. While the present study did not explore the details of reproductive health benefits (e.g., financial support for in&#160;vitro fertilization) or adoption benefits policies, such investigations may further benefit the academic medicine community.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-18&quot;&gt;CONCLUSIONS&lt;/hd&gt; &lt;p&gt;This study established benefits benchmarks for allopathic medical schools. In summary, time‐off benefits averaged 31 vacation/sick days and 12 paid holidays. Employers&#39; maximum retirement contributions averaged 8.5%. The quantity/quality of benefits occasionally differed by region, school control, and/or Carnegie classification. Institutional wealth was not associated with the number of time‐off benefits, time‐away offerings, or retirement contributions. Universities with larger endowments per capita were associated with a higher number of EAP/family benefits offerings. We hope these national benchmarks will benefit multiple stakeholders (e.g., faculty, human resource representatives, and medical school leaders) and help to inform future employment benefits practices across medical schools and academic medical centers.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-19&quot;&gt;ACKNOWLEDGMENTS&lt;/hd&gt; &lt;p&gt;We are grateful to the human resource representatives who verified and clarified our benefits queries.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-20&quot;&gt;FUNDING INFORMATION&lt;/hd&gt; &lt;p&gt;None.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-21&quot;&gt;CONFLICT OF INTEREST STATEMENT&lt;/hd&gt; &lt;p&gt;None.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-22&quot;&gt;ETHICAL APPROVAL&lt;/hd&gt; &lt;p&gt;This study analyzed publicly available documents.&lt;/p&gt; &lt;hd id=&quot;AN0176409636-23&quot;&gt;PRESENTATIONS&lt;/hd&gt; &lt;p&gt;None.&lt;/p&gt; &lt;ref id=&quot;AN0176409636-24&quot;&gt; &lt;title&gt; REFERENCES &lt;/title&gt; &lt;blist&gt; &lt;bibl id=&quot;bib1&quot; idref=&quot;ref1&quot; type=&quot;bt&quot;&gt;1&lt;/bibl&gt; &lt;bibtext&gt; Welch JL, Wiehe SE, Palmer‐Smith V, Dankoski ME. 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Acad Med. 2012 ; 87 (8): 1046 – 1051.&lt;/bibtext&gt; &lt;/blist&gt; &lt;blist&gt; &lt;bibtext&gt; Ries A, Wingard D, Morgan C, Farrell E, Letter S, Reznik V. Retention of junior faculty in academic medicine at the University of California, San Diego. Acad Med. 2009 ; 84 (1): 37 – 41.&lt;/bibtext&gt; &lt;/blist&gt; &lt;blist&gt; &lt;bibtext&gt; Daley S, Wingard DL, Reznik V. Improving the retention of underrepresented minority faculty in academic medicine. J Natl Med Assoc. 2006 ; 98 (9): 1435 – 1440.&lt;/bibtext&gt; &lt;/blist&gt; &lt;blist&gt; &lt;bibtext&gt; Matulevicius SA, Kho KA, Reisch J, Yin H. Academic medicine faculty perceptions of work‐life balance before and since the COVID‐19 pandemic. JAMA Netw Open. 2021 ; 4 (6): e2113539.&lt;/bibtext&gt; &lt;/blist&gt; &lt;/ref&gt; &lt;aug&gt; &lt;p&gt;By Brian J. Goldberg; Christopher Ferrigno; Sabrina F. Schundler; Eric S. Norrell; Leah Fox; Sabrina Woods and Adam B. Wilson&lt;/p&gt; &lt;p&gt;Reported by Author; Author; Author; Author; Author; Author; Author&lt;/p&gt; &lt;p&gt;&lt;/p&gt; &lt;p&gt;Brian J. Goldberg, B.S., is a third‐year medical student at Rush Medical College. He was a paramedic in New York City prior to attending medical school. He enjoys teaching first aid and CPR classes in the community. His research interests include prehospital care and medical education.&lt;/p&gt; &lt;p&gt;Christopher Ferrigno, Ph.D., is an associate professor in the Department of Anatomy and Cell Biology at Rush University, Chicago, IL, USA. He is the Director of the Rush University Human Anatomy Laboratory and has experience teaching the anatomical sciences to medical and health professions students. His education‐focused research interests include the integration of engaging activities and art into anatomy education.&lt;/p&gt; &lt;p&gt;Sabrina F. Schundler, B.S., is a third‐year medical student at Rush Medical College. Prior to medical school, she assisted in teaching undergraduate anatomy and physiology. She currently serves on the Student Curriculum Advisory Committee, a student‐run group that advocates for the well‐being and academic success of all students. Her research interests include medical education and sports medicine.&lt;/p&gt; &lt;p&gt;Eric S. Norrell, B.S., is a third‐year medical student at Rush Medical College. Prior to medical school, he worked in the field of occupational and environmental medicine supporting nationwide medical surveillance programs. His research interests include medical education and infectious disease.&lt;/p&gt; &lt;p&gt;Leah Fox is an undergraduate neuroscience student at Drake University, Des Moines, IA. She has interest in pursuing a career in the health professions.&lt;/p&gt; &lt;p&gt;Sabrina Woods, B.S., is a doctoral candidate at the Indiana University School of Medicine within the Department of Anatomy, Cell Biology &amp;amp; Physiology. As an associate instructor, she currently teaches anatomy to graduate students and first‐year medical students. Her research interests include the bioethics of using archival human skeletal remains in medical education.&lt;/p&gt; &lt;p&gt;Adam B. Wilson, Ph.D., is an associate professor in the Department of Anatomy and Cell Biology at Rush University, Chicago, IL. He is the Director of Anatomy Education and Discipline Director for medical gross anatomy. His research focuses on meta‐analytic reviews and topics in educational measurement and evaluation. Dr. Wilson is an Associate Editor for Anatomical Sciences Education.&lt;/p&gt; &lt;/aug&gt; &lt;nolink nlid=&quot;nl1&quot; bibid=&quot;bib10&quot; firstref=&quot;ref24&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl2&quot; bibid=&quot;bib11&quot; firstref=&quot;ref25&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl3&quot; bibid=&quot;bib12&quot; firstref=&quot;ref27&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl4&quot; bibid=&quot;bib13&quot; firstref=&quot;ref29&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl5&quot; bibid=&quot;bib15&quot; firstref=&quot;ref30&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl6&quot; bibid=&quot;bib16&quot; firstref=&quot;ref31&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl7&quot; bibid=&quot;bib18&quot; firstref=&quot;ref32&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl8&quot; bibid=&quot;bib19&quot; firstref=&quot;ref33&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl9&quot; bibid=&quot;bib20&quot; firstref=&quot;ref34&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl10&quot; bibid=&quot;bib21&quot; firstref=&quot;ref36&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl11&quot; bibid=&quot;bib23&quot; firstref=&quot;ref37&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl12&quot; bibid=&quot;bib25&quot; firstref=&quot;ref38&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl13&quot; bibid=&quot;bib26&quot; firstref=&quot;ref40&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl14&quot; bibid=&quot;bib27&quot; firstref=&quot;ref41&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl15&quot; bibid=&quot;bib29&quot; firstref=&quot;ref42&quot;&gt;&lt;/nolink&gt; &lt;nolink nlid=&quot;nl16&quot; bibid=&quot;bib30&quot; firstref=&quot;ref43&quot;&gt;&lt;/nolink&gt;
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  Data: Employment Benefits across U.S. Allopathic Medical Schools: National Norms and Relationships with Institutional Wealth
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  Group: Lang
  Data: English
– Name: Author
  Label: Authors
  Group: Au
  Data: &lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Brian+J%2E+Goldberg%22&quot;&gt;Brian J. Goldberg&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Christopher+Ferrigno%22&quot;&gt;Christopher Ferrigno&lt;/searchLink&gt; (ORCID &lt;externalLink term=&quot;https://orcid.org/0000-0001-5173-6753&quot;&gt;0000-0001-5173-6753&lt;/externalLink&gt;)&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Sabrina+F%2E+Schundler%22&quot;&gt;Sabrina F. Schundler&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Eric+S%2E+Norrell%22&quot;&gt;Eric S. Norrell&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Leah+Fox%22&quot;&gt;Leah Fox&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Sabrina+Woods%22&quot;&gt;Sabrina Woods&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;AR&quot; term=&quot;%22Adam+B%2E+Wilson%22&quot;&gt;Adam B. Wilson&lt;/searchLink&gt; (ORCID &lt;externalLink term=&quot;https://orcid.org/0000-0002-1221-5602&quot;&gt;0000-0002-1221-5602&lt;/externalLink&gt;)
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  Data: &lt;searchLink fieldCode=&quot;SO&quot; term=&quot;%22Anatomical+Sciences+Education%22&quot;&gt;&lt;i&gt;Anatomical Sciences Education&lt;/i&gt;&lt;/searchLink&gt;. 2024 17(3):529-538.
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  Data: Wiley. Available from: John Wiley &amp; Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us
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  Data: Y
– Name: Pages
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  Data: 10
– Name: DatePubCY
  Label: Publication Date
  Group: Date
  Data: 2024
– Name: TypeDocument
  Label: Document Type
  Group: TypDoc
  Data: Journal Articles&lt;br /&gt;Reports - Research
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  Data: &lt;searchLink fieldCode=&quot;EL&quot; term=&quot;%22Higher+Education%22&quot;&gt;Higher Education&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;EL&quot; term=&quot;%22Postsecondary+Education%22&quot;&gt;Postsecondary Education&lt;/searchLink&gt;
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  Data: &lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Fringe+Benefits%22&quot;&gt;Fringe Benefits&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Medical+Schools%22&quot;&gt;Medical Schools&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Institutional+Characteristics%22&quot;&gt;Institutional Characteristics&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Medical+School+Faculty%22&quot;&gt;Medical School Faculty&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Employees%22&quot;&gt;Employees&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Retirement%22&quot;&gt;Retirement&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Holidays%22&quot;&gt;Holidays&lt;/searchLink&gt;&lt;br /&gt;&lt;searchLink fieldCode=&quot;DE&quot; term=&quot;%22Geographic+Regions%22&quot;&gt;Geographic Regions&lt;/searchLink&gt;
– Name: DOI
  Label: DOI
  Group: ID
  Data: 10.1002/ase.2379
– Name: ISSN
  Label: ISSN
  Group: ISSN
  Data: 1935-9772&lt;br /&gt;1935-9780
– Name: Abstract
  Label: Abstract
  Group: Ab
  Data: This study summarizes employment benefits from across 155 U.S. allopathic medical schools, investigates differences in employment benefits according to institutional characteristics, and explores possible connections between employment benefits and institutional wealth. Employment benefits data were extracted from institutions&#39; websites across four categories: time-off, time-away, retirement contributions, and Employee Assistance Programs (EAPs)/family benefits. This dataset was mixed with other publicly available datasets sourced through the Association of American Medical Colleges (AAMC), the American Council on Education (ACE), and the American Association of University Professors (AAUP) to conduct additional analyses. Nationally, medical schools offered an average of 31 vacation/sick days and 12 paid holidays. Schools typically offered 4 out of 8 time-away benefits. Employers&#39; retirement contributions ranged from 3.0% to 15.5%, with a mean contribution of 8.5%. A total of 43.2% (67 of 155) of medical schools offered a pension. Collectively, private medical schools offered fewer time-away benefits and more EAP/family benefits compared to public schools. Universities with larger endowments per student were associated with a higher number of EAP/family benefits offerings (r = 0.543, p &lt; 0.001). Institutional wealth did not influence other benefits offerings. The quantity/quality of most employment benefits offered at allopathic medical schools were wide-ranging, tended not to vary by region or school control, and were not a function of institutional wealth.
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  Data: As Provided
– Name: DateEntry
  Label: Entry Date
  Group: Date
  Data: 2024
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  Label: Accession Number
  Group: ID
  Data: EJ1419155
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        Value: 10.1002/ase.2379
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      – Text: English
    PhysicalDescription:
      Pagination:
        PageCount: 10
        StartPage: 529
    Subjects:
      – SubjectFull: Fringe Benefits
        Type: general
      – SubjectFull: Medical Schools
        Type: general
      – SubjectFull: Institutional Characteristics
        Type: general
      – SubjectFull: Medical School Faculty
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      – SubjectFull: Employees
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      – SubjectFull: Retirement
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      – SubjectFull: Holidays
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      – SubjectFull: Geographic Regions
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      – TitleFull: Employment Benefits across U.S. Allopathic Medical Schools: National Norms and Relationships with Institutional Wealth
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