Payroll Summary Little Hills Medical Group 708848
Payroll Summarylittle Hills Medical Group Payroll Summarypracticenumbe
Following a detailed review of the payroll data for Little Hills Medical Group, this report synthesizes the payroll summary, including employee details, total payroll, and benefits information. The primary aim is to provide a comprehensive overview of the payroll distribution, employee demographics, and benefit allocations within the organization.
Little Hills Medical Group’s payroll data encompasses a diverse team of healthcare professionals and administrative staff. The organization employs a total of 20 individuals, comprising physicians, physician assistants, and support staff across various specialties, including pediatrics, obstetrics, orthopedics, and internal medicine. The average years of service for these employees range from a few months to over a decade, with an overall commitment to long-term employment evident in several staff members.
Overview of Employee Composition and Tenure
The practice demonstrates a mix of highly experienced physicians, with some practitioners having over 10 years of service, such as Dr. Bernard Dixey and Dr. Wei Li, both with 10 and 16 years respectively. Support staff like Peggy Hothe and Max Daniels show shorter tenures, with 4 and 9 years of service, respectively. The distribution of employees across practice areas suggests a balanced staffing structure with substantial expertise in each specialty, supporting the clinical operations of the group effectively.
Financial Summary of Employee Compensation
The total gross payroll for the organization in the current pay period exceeds $890,000, indicating a well-funded and financially stable practice ready to meet its compensation obligations. Pay ranges from $600 for part-time staff such as Heather Rullet and Connie Lake, to over $4,300 for senior physicians like Dr. John Blane. Bestowing competitive salaries supports staff retention and professional satisfaction.
In terms of payroll taxes, the organization is liable for Social Security and Medicare taxes, which are calculated as a percentage of the gross pay. These taxes are consistent with standard statutory rates, ensuring compliance with federal tax laws.
Breakdown of Employee Benefits and Deductions
Retirement benefits are structured through 401(k) plans, with matching contributions from the organization, which incentivizes long-term savings for employees. The table indicates that contributions range from approximately $23 for part-time employees to $69 for support staff, with total retirement benefits paid out in the period exceeding $3000.
Tax deductions, including FICA taxes, significantly impact take-home pay, especially for higher-paid physicians and support staff. The data reflects appropriate withholding, with total federal taxes withheld aligning with the gross pay and tax rates applicable to each employee's income bracket.
Employee-Specific Payroll Data Analysis
Employees such as Dr. Shari Long and Dr. Burt Shin show high gross pays reflecting their seniority and expertise; Dr. Long earning approximately $78,200 and Dr. Shin earning over $104,000. Conversely, part-time staff like Heather Rullet and Connie Lake earn significantly lower, around $20,000 to $22,950, consistent with their part-time status and shorter tenure.
The organizational payroll structure highlights a scale of compensation aligned with experience, role, and practice area, with physicians earning substantially more than administrative and support personnel. This tiered compensation approach supports motivation, retention, and adequate resource allocation within the clinic.
Implications for Practice Management
Effective payroll management is critical for health care organizations to maintain fiscal health and provider satisfaction. Regularly updating payroll records and ensuring accurate tax and benefit deductions are necessary to comply with legal requirements and promote staff morale. The disclosed payroll data indicates conscientious adherence to these standards.
Additionally, the detailed payroll breakdown facilitates strategic planning for future staffing, budgeting, and benefit offering. Such comprehensive insights are valuable for optimizing workforce efficiency, controlling costs, and enhancing employee engagement.
Conclusion
The Little Hills Medical Group payroll summary provides a meticulous overview of the organization's compensation practices, employee demographics, and benefits structure. It underscores the organization's commitment to equitable pay, compliance with tax regulations, and supporting employee retirement savings. Continuous monitoring and periodic review of payroll data will foster sustainable growth and high-quality patient care delivery within the practice.
References
- Internal Revenue Service. (2023). Employer Tax Guide. IRS Publication 15, (Circular E). https://www.irs.gov/forms-pubs/about-publication-15
- U.S. Department of Labor. (2023). Employee Benefits Security Administration. https://www.dol.gov/agencies/ebsa
- American Medical Association. (2022). Physician Compensation Report. AMA Publications.
- Society for Human Resource Management. (2023). Payroll and Compensation Management. SHRM.
- National Compensation Survey. (2022). U.S. Bureau of Labor Statistics. https://www.bls.gov/ncs/
- Tax Foundation. (2023). Corporate and Individual Tax Rates. https://taxfoundation.org
- American Hospital Association. (2022). Hospital and Healthcare Compensation & Benefits. AHA Reports.
- Healthcare Financial Management Association. (2023). Healthcare Compensation Strategies. HFMA Publications.
- Medscape Physician Compensation Reports. (2023). https://www.medscape.com/physician-compensation
- Health Affairs. (2022). The Economics of Healthcare Workforce. https://www.healthaffairs.org