National Commission on Certification of Physician Assistants (NCCPA)
National Commission on Certification of Physician Assistants (NCCPA) Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about National Commission on Certification of Physician Assistants (NCCPA) and has not been reviewed or approved by National Commission on Certification of Physician Assistants (NCCPA).
How are the compensation & benefits at National Commission on Certification of Physician Assistants (NCCPA)?
Strengths in healthcare coverage, generous time off, and generally competitive salary examples are accompanied by gaps in parental leave, delayed retirement contributions, and some concerns about pay equity. Together, these dynamics suggest an above-average total rewards package whose impact may vary by individual priorities and team context.
Key Insight for Candidates
Defining tradeoff: unusually rich benefits and a 37.5‑hour workweek versus weaker early‑tenure family/retirement support (no clearly stated paid parental leave and a one‑year wait for 401(k) match). This matters if you prioritize immediate parental benefits or early savings; otherwise, day‑to‑day work‑life value is strong.Evidence in Action
- 37.5-Hour Week And PTO — The 37.5-hour workweek, 11 paid holidays, 19 PTO days, and a paid volunteer day set a consistent time-off structure. Employees gain predictable downtime and lighter standard hours, elevating work-life balance and the perceived value of total compensation.
- Employer-Funded Health Accounts — Medical, dental, and vision with 80%+ employer premium coverage plus a PPO with employer-funded HRA or an HDHP with employer HSA contributions define the health plan design. Employees see lower out-of-pocket risk and clearer cost-sharing, raising the real value of rewards beyond base pay.
Positive Themes About National Commission on Certification of Physician Assistants (NCCPA)
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Healthcare Strength: Medical, dental, and vision coverage includes high employer contributions with a choice of PPO with employer-funded HRA or HDHP with employer HSA contributions, plus two EAPs. Income protection is reinforced by 100% employer-paid life insurance and short- and long-term disability.
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Leave & Time Off Breadth: A 37.5-hour workweek, 11 paid holidays, 19 PTO days, and a paid volunteer day expand time away from work. These features provide a lighter standard schedule than many employers.
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Fair & Transparent Compensation: Pay is considered fair with salary snapshots showing competitive bands across roles (e.g., Program Coordinator ~$47K–$64K; Software Engineer II ~$88K–$126K; Managing Director ~$119K–$215K). Examples such as an Administrative Assistant around ~$57K in Johns Creek and a Measurement Scientist at $120K–$145K illustrate market-aligned pay for both support and specialized positions.
Considerations About National Commission on Certification of Physician Assistants (NCCPA)
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Insufficient Parental & Family Support: Dedicated paid parental leave is not listed, with leave described as handled via employer-paid short-term disability instead. This may limit support for growing families.
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Unfair & Opaque Compensation: Reports of “unbalance salaries” raise concerns about equity across roles. Mixed experiences by team and culture issues are described as influencing how pay is perceived.
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Inadequate Retirement Support: Employer 401(k) contributions and matching begin only after one year of service, and exact match and vesting details are not publicly specified. This delay and limited detail reduce immediate retirement value for new hires.
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