Issue link: https://beckershealthcare.uberflip.com/i/1465061
40 POPULATION HEALTH 40 CEO / STRATEGY 17 'overpaid' healthcare CEOs By Ayla Ellison D espite many CEOs cutting their base salaries last year due to the pandemic, those moves had little effect on over- all CEO pay, according to an annual report from the nonprofit shareholder advocacy group As You Sow. For its report, As You Sow evaluated CEO pay at S&P 500 companies. e nonprofit used data to compute what CEO pay would be assuming such pay is related to cumula- tive shareholder return. In its methodology, a ranking of companies by excess CEO pay and by shareholder votes on CEO pay are each weighted at 40 percent. e final ranking based on CEO-to-worker pay ratio is weight- ed at 20 percent. As You Sow notes some CEOs may no longer hold the positions listed below, as the rank- ings were calculated using data made avail- able before June 30, 2021. Here are the 17 healthcare CEOs who made As You Sow's list: Leonard Schleifer, MD, PhD (Regeneron Pharmaceuticals) Pay: $135.35 million CEO-to-worker pay ratio: 933:1 Excess pay: $121.68 million Javier Rodriguez (DaVita) Pay: $73.43 million CEO-to-worker pay ratio: 1,137:1 Excess pay: $59.8 million Alex Gorsky (Johnson & Johnson) Pay: $29.58 million CEO-to-worker pay ratio: 365:1 Excess pay: $15.95 million Michael Neidorff (Centene) Pay: $24.96 million CEO-to-worker pay ratio: 362:1 Excess pay: $10.94 million Ari Bousbib (IQVIA Holdings) Pay: $25.58 million CEO-to-worker pay ratio: 266:1 Excess pay: $10.64 million Stefano Pessina (Walgreens Boots Alliance) Pay: $17.48 million CEO-to-worker pay ratio: 524:1 Excess pay: $4.82 million Marc Casper (ermo Fisher Scientific) Pay: $26.39 million CEO-to-worker pay ratio: 367:1 Excess pay: $11.57 million David Wichmann (UnitedHealth Group) Pay: $17.87 million CEO-to-worker pay ratio: 321:1 Excess pay: $3.25 million Larry Merlo (CVS Health) Pay: $23.04 million CEO-to-worker pay ratio: 414:1 Excess pay: $9.99 million Alan Miller (Universal Health Services) Pay: $13.25 million CEO-to-worker pay ratio: 305:1 Excess pay: $65,412 Samuel Hazen (HCA Healthcare) Pay: $30.4 million CEO-to-worker pay ratio: 556:1 Excess pay: $15.93 million Steven Collis (AmerisourceBergen) Pay: $14.3 million CEO-to-worker pay ratio: 241:1 Excess pay: $649,253 Michael Kaufmann (Cardinal Health) Pay: $14.22 million CEO-to-worker pay ratio: 261:1 Excess pay: $1.35 million Michel Vounatsos (Biogen) Pay: $18.66 million CEO-to-worker pay ratio: 120:1 Excess pay: $5.03 million Robert Ford (Abbott Laboratories) Pay: $20.45 million CEO-to-worker pay ratio: 266:1 Excess pay: $5.74 million David Cordani (Cigna) Pay: $19.93 million CEO-to-worker pay ratio: 304:1 Excess pay: $6.04 million Brian Tyler (McKesson) Pay: $14.84 million CEO-to-worker pay ratio: 334:1 Excess pay: $1.7 million n Want to cut back but not ready to retire? Semi-retirement plans may be the answer By Georgina Gonzalez A fter the pandemic's push toward flexible work and employee well-being, more organizations are embracing phased retirement plans for workers nearing the end of their careers, The Wall Street Journal reported March 15. A survey of 1,736 human resources executives worldwide showed that while previously 17 percent of them offered semi-retirement plans, now 38 percent do. In the U.S., about 23 percent of employers offered these programs in 2021, up from 16 percent in 2016. Phased retirement plans can be beneficial to both employees and employers. One factor driving the "Great Resignation" was the increase in older employ- ees retiring, and by offering semi-retirement programs, organizations can ease the brain drain and talent shortages. The programs also give companies time to recruit and train replacements, often with the help of the retiree. These phased retirements also have psychological benefits for the retiree by preventing the sudden shock of stopping work, and the potential for feelings of boredom and purposelessness that can come with traditional retirement. While these programs present some bureaucratic challenges, like when to tap into Social Security or a 401(k) account, their increase in popularity suggests these hurdles are not too much to handle. n