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.

中文翻译：

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美国对抗疗法医学院的就业福利：国家规范以及与机构财富的关系

本研究总结了美国 155 所对抗疗法医学院的就业福利，根据机构特征调查了就业福利的差异，并探讨了就业福利与机构财富之间可能的联系。就业福利数据是从机构网站上提取的，分为四个类别：休假、休假、退休金和员工援助计划 (EAP)/家庭福利。该数据集与来自美国医学院协会 (AAMC)、美国教育委员会 (ACE) 和美国大学教授协会 (AAUP) 的其他公开数据集混合，以进行其他分析。在全国范围内，医学院平均提供 31 个假期/病假和 12 个带薪假期。学校通常提供八分之四的休假福利。雇主的退休金缴款范围为3.0%至15.5%，平均缴款率为8.5%。共有 43.2%（155 所医学院中的 67 所）提供养老金。总的来说，与公立学校相比，私立医学院提供的休假福利较少，而 EAP/家庭福利较多。每位学生捐赠金额较大的大学与 EAP/家庭福利提供数量较多相关（r  = 0.543，p  < 0.001）。机构财富不影响其他福利提供。对抗疗法医学院提供的大多数就业福利的数量/质量范围广泛，往往不会因地区或学校控制而变化，也不是机构财富的函数。