Career and Life Planning Guidebook for Medical Residents

Recommended Tool Prioritizing Offers This exercise will help evaluate your offers in a side-by-side analysis. http://md.careers/E-24 Recommended Tool Decision-Making Worksheet Make a better-informed career decision by ranking each of your personal values and work priorities, evaluating the probability of each organization being able to fulfill your needs, and deciding which search criteria you are willing to sacrifice. http://md.careers/E-26 R E A D : Scoring Each Job Offer Based On Objectives The goal here is for you to determine a score for the objectives in your FOH. Because the lowest level in the hierarchy is the most specific, this is the level for which we want scores. We can demonstrate scoring with an example. Suppose the objective we are scoring is to maximize salary and John has four job offers at salaries of $100K, $145K, $175K, and $200K. The rules for scoring are: each score is between 0 and 100; the worst actual value is scored at 0; and the best actual value is scored at 100. What we mean by actual value is an actual job offer. In John’s case, he has four salary offers. Thus, for the objective to maximize salary, he would score the $100K job offer at 0. He would score the $200K job offer at 100. The last rule is to use proportional scaling for the values between the worst and best. Thus, John would score the $125K job offer at 25 because (125 – 100)/(200 – 100) = 25% and he would score the $175K job offer at 75 because (175 – 100)/ (200 – 100) = 75%. In thisway, work through the lower objectives, one by one, scoring each objective by assigning 0 to the worst case, 100 to the best case, and proportionally score the in-between cases. The above works great when we have naturally quantitative objectives, such as salary or working hours, but how do we score objectives which are not readily measurable, such as maximizing collegiality? In these situations, we need to construct a scale from 0 to 100 and fully describe what different levels in this scale mean. Typically, we detail what a score of 20, 40, 60, and 80 means leaving 0 and 100 for the worst and best actual cases. In developing this scale be as specific and detailed as possible for each level. Decision Analysis Applied to Job Selection 277 WWW.PHYSICIANCAREERPLANNING.COM