Total Rewards

Putting it all together at Mayo Clinic

 No one is big enough
to be indepenent of others. BENEFITS
Dr. William W. Mayo The Benefits of Working
at Mayo Clinic

ATMOSPHERE
The Mayo Clinic Culture
Teamwork
Our 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 Dress
Dr. 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 Plans
Mayo 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/Retirement
Mayo 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.

Mayo Universal Mayo Choice Mayo Horizon

2009 Premiums*
(Per Month) Employee only $70 Employee only $28 Employee only $11
Employee + Child(ren) $134 Employee + Child(ren) $53 Employee + Child(ren) $21
*PT employees may also be eligible Employee + Spouse $148 Employee + Spouse $59 Employee + Spouse $23
for benefits at a higher premium. Employee + Family $226 Employee + Family $90 Employee + Family $35

Co-payment
Primary Care $0 $0 10% after deductible
Specialist $25 $25 10% after deductible
Urgent Care $35 $35 10% after deductible
Emergency Room $45 $45 10% after deductible
Hospitalization 10% 20% after deductible 10% after deductible
Deductible (single/family) $0 $250/500 $1250/2500/3400
Time Off
Benefit-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 Programs
Mayo 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.
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.

COMPENSATION To aid employees in their career development, we

Salary Program Highlights
Philosophy
Mayo 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.
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.

• 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.
The rewards
Total Compensation of working for
Our total compensation program is market competitive
and is comprised of the following components: Mayo Clinic
• Direct Compensation – base pay and any additional go far beyond
compensation (on-call, shift differential, overtime, your paycheck.
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.
continued on last page
 COMPENSATION (continued)
Market Analysis/Pricing
In 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.
� accordingly. Typically, those meeting expectations will
50th percentile
60th percentile
LOWEST
Mayo’s Pay Range
Other’s Pay Range
Internal Fairness
In 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 Increases
There 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
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 Committee
HIGHEST
The 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.
© 2008 MCS14293rev0609