Ohiohealth
Ohiohealth Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Ohiohealth and has not been reviewed or approved by Ohiohealth.
How are the compensation & benefits at Ohiohealth?
Strengths in time off breadth, retirement support, and role‑specific incentives are accompanied by challenges around pay growth, benefit affordability, and the practical flexibility of PTO. Together, these dynamics suggest a solid total‑rewards package buoyed by benefits and select incentives, while base pay progression and certain cost structures temper the overall experience.
Key Insight for Candidates
Defining tradeoff: OhioHealth leans on rich, systemwide benefits—especially a two-part retirement (modest match plus an employer-funded annual contribution), strong tuition aid, and structured PTO—to offset only-average base pay and slow raises. Great if you value total rewards and stability; weaker for cash-first candidates.Evidence in Action
- Two-Part Retirement Funding — Annual Retirement Contribution (ARC) of 2%–5% based on age+service plus a $0.50-per-$1 match up to 2% (3% after 20 years) with three-year vesting. This two-part design rewards tenure and steadily grows employees’ retirement security beyond base pay.
- Direct-Pay Tuition Assistance — Tuition Assistance up to $5,250/year for full-time ($3,000 part-time) with direct-pay to partner schools and student-loan guidance via Fiducius and PSLF support. Upfront funding and counseling lower financial barriers to upskilling, enabling career mobility and stronger total compensation over time.
Positive Themes About Ohiohealth
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Leave & Time Off Breadth: Time Away Pay begins around 20 days per year and can grow substantially, alongside six paid holidays. Paid parental leave provides three weeks of 100% paid bonding for all parents plus an additional 6–8 weeks of paid recovery for birth mothers.
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Retirement Support: The plan combines a 403(b)/401(k) match with an additional employer Annual Retirement Contribution that increases with age and service. Employer funds generally vest after three years, supporting longer‑term accumulation for those who stay.
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Strong & Reliable Incentives: Incentive elements such as annual bonuses in some jobs and periodic market adjustments in certain departments add to total compensation for eligible roles. Stability in clinical and support areas is sometimes paired with unit‑specific bonuses.
Considerations About Ohiohealth
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Stagnant Pay & Limited Progression: Base pay increases are often described as minimal, with larger pay growth more commonly achieved by changing employers or roles. Compensation is frequently characterized as only “okay,” and pay is perceived to lag market rates in certain departments.
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High Benefits Costs: Health coverage is portrayed as average to pricey, with tiered networks raising costs when preferred providers are outside favored systems. HSA matching is modest and overall plan value can depend heavily on provider network alignment.
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Limited Leave & Time Off: Only six paid holidays and a 360‑hour cap on the Time Away Pay bank constrain overall time‑off flexibility. In some areas, PTO is experienced as limited relative to workload and staffing realities.
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