Total RewardsPutting it all together at Mayo Clinic

© 2008 MCS14293rev0609

TeamworkOur founders believed that the combined wisdom of one’s peers is greater than any individual. This belief is exhibited every day in our culture of teamwork. Through mutual respect, we foster an environment that encourages collaboration and exchange of ideas and experiences for the benefit of our patients.

Professional DressDr. William Mayo defined standards of conduct for the staff that are still maintained today. The wearing of business attire is recognized by our patients as a unique dress code that projects an aura of expertise and respect for the patient.

Modern Facilities and Equipment Dr. Henry Plummer, the architect of many early Mayo innovations, thought of buildings as tools to help physicians provide efficient patient care. Mayo Clinic’s modern buildings are designed to provide a friendly and warm environment in which to continue Dr. Plummer’s concepts. They are built with the intention of advancing the integrated model of medicine to the next level of excellence. This approach carries over into the clinical and office tools provided to Clinic staff. Every attempt is made to provide cutting-edge technology, allowing the focus to remain on the patient.

Health PlansMayo Clinic offers a selection of exceptional health plans to both Full Time (.75-1.0 FTE) and Part Time (.5-.74 FTE) employees at affordable premiums (see chart below). Additionally, the plans are designed so that you get the best benefit when you receive care from the world-renowned professionals at Mayo Clinic facilities. The chart below, while not comprehensive in nature, will give you a glimpse at the most commonly used services in the plans and how they are covered.

Financial/RetirementMayo Clinic is proud to sponsor the Mayo Pension Plan, which can provide a retirement benefit after as little as three (3) years of service. This plan is completely employer funded. Mayo also offers participation in a 401(k)/403(b) plan to encourage individual savings for retirement. For day-to-day financial needs, consider the Mayo Employees Federal Credit Union. MEFCU offers a comprehensive set of financial tools to meet the needs of Mayo employees and their families.

Income Protection All benefit-eligible employees of Mayo Clinic are automatically covered under the employer-paid Short Term Disability program that can pay benefits after missing 40 hours of work. Mayo also provides a basic life insurance benefit up to three times your annual salary payable to your beneficiary upon your death. At your expense, you can supplement this coverage with additional voluntary life insurance up to a combined total of five times your annual salary.

ATMOSPHERE

The Mayo Clinic Culture

BENEFITS The Benefits of Working at Mayo Clinic

No one is big enough to be indepenent of others.

Dr. William W. Mayo

2009 Premiums*(Per Month)

*PT employees may also be eligible for benefits at a higher premium.

Co-paymentPrimary Care

SpecialistUrgent Care

Emergency RoomHospitalization

Deductible (single/family)

Mayo Universal

Employee onlyEmployee + Child(ren)Employee + SpouseEmployee + Family

$0$25$35$4510%$0

$70$134$148$226

Mayo Choice

Employee onlyEmployee + Child(ren)Employee + SpouseEmployee + Family

$0$25$35$45

20% after deductible$250/500

$28$53$59$90

Mayo Horizon

Employee onlyEmployee + Child(ren)Employee + SpouseEmployee + Family

10% after deductible10% after deductible10% after deductible10% after deductible10% after deductible

$1250/2500/3400

$11$21$23$35

Time OffBenefit-eligible employees earn Paid Time Off (PTO) for each hour worked up to 80 hours in a pay period. PTO accruals vary based on the number of hours worked and years of service but the typical Mayo employee earns between seven and 10 hours of PTO in each two-week pay cycle. Once earned, the time can be used for vacation, sick or holidays and a portion of unused time is eligible to be cashed out each year.

Work/Life Balance ProgramsMayo offers a long list of programs to help employees, including adoption reimbursement, child care referrals and benefits, an Employee Assistance Program, fitness center subsidies, elder care referrals and many others.

PhilosophyMayo Clinic’s Salary Administration System is designed around the following principles. It is:

• Externally Competitive – above average pay levels are set for market comparable jobs.

• Internally Fair – pay is based on the job and equivalent experience, without consideration for an individual’s gender, age, race, religion or national origin.

• Responsible – it considers the organization’s financial abilities.

We strive to hire and retain talented teams of individuals collectively driven to meet the needs of our patients, with each employee committed to the progress of every other team member.

Total CompensationOur total compensation program is market competitive and is comprised of the following components:

• Direct Compensation – base pay and any additional compensation (on-call, shift differential, overtime, etc.).

• Indirect Compensation – health and welfare benefits, pension, flexible spending accounts, adoption assistance, sick child care, etc.

• Work Experience – includes recognition, development opportunities, work/life balance, cultural issues and environmental factors.

Tangible total compensation at Mayo is approximately 61% direct compensation and 39% indirect compensation.

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The rewardsof working forMayo Clinic

go far beyond your paycheck.

DEVELOPMENT Professional Development

Mayo is committed to furthering development through our three-shield focus with clinical practice, education and research, and we look forward to having you grow with us. Building your skills will strengthen your capabilities while contributing to providing excellent quality care and service to our patients. In addition, ongoing development supports Mayo’s mission of providing the best care to every patient every day. We invite you to partner with your manager to identify ways to continually grow and develop.

To aid employees in their career development, we offer a generous professional development assistance program. Highlights of the program are as follows:

• Employees with a full-time equivalent (FTE) greater than or equal to .5 (40-80 hours per pay period) are eligible after one year of service.

• Graduate-level courses meeting guidelines can be reimbursed up to $3,500 per calendar year.

• Undergraduate-level courses meeting guidelines can be reimbursed up to $2,500 per calendar year.

• Within guidelines, Certifications can be reimbursed up to $300 per calendar year.

COMPENSATION Salary Program Highlights

COMPENSATION

Market Analysis/PricingIn order to remain competitive, we conduct a comprehensive analysis of employment markets on an annual basis. Hundreds of salary surveys are reviewed and the practices of both health care and non-health care organizations are studied. Local, regional or national salary information is analyzed based on the level of the job. Positions that are common among organizations are referred to as “benchmark” jobs. Market data is readily available for benchmark jobs. Positions that are unique to Mayo are referred to as “slotted” jobs as market data is not generally available. These jobs are compared to benchmark jobs (knowledge, skills, abilities, requirements and accountabilities) and “slotted” to (or above/below) benchmark jobs based on this analysis.

Mayo Clinic sets pay scales at the 60th percentile for most positions. This is above average in the market.

Often, jobs in high demand have a shortage of qualified candidates in the market. Mayo may choose to accelerate pay for these jobs with pricing up to the 75th percentile.

Additionally, Mayo Clinic's pay structure is reviewed annually and may move if market conditions warrant.

Internal FairnessIn addition to ensuring that jobs are competitive externally, staff members in Human Resources analyze employees’ salaries at various checkpoints to ensure that salaries are fair internally in relation to each other. These checkpoints occur at job offer, transfer or promotion. The analysis entails evaluating work experience in relationship to the current job at Mayo. The experience is weighted according to relevancy, with more weight given to recent experience. Employees are assigned an “experience equivalent” rating and then compared to other employees.

Salary IncreasesThere are primarily two types of salary increases at Mayo:

1. General Increase

2. Market Increase

The general increase is awarded to all eligible employees and is considered annually. Market increases are awarded to employees in select jobs based on market conditions. Market increases are also considered annually as updated salary market data becomes available.

Mayo Clinic does not award pay increases based on individual performance. A high level of performance from all employees is expected and salaries are set accordingly. Typically, those meeting expectations will progress in their salary range while those not meeting expectations will not receive an increase. This practice supports our culture of teamwork with the focus on team versus individual contributions.

Salary CommitteeThe Salary Committee at Mayo Clinic is comprised of senior administrative leaders who provide strategic direction for and equitable administration of the allied health salary program.

Mayo’s Pay Range

LOWEST HIGHEST

Other’s Pay Range

50

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60

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© 2008 MCS14293rev0609