In our organization we compete for qualified staff on a daily basis as does everyone.  We utilize our state hospital association's annual salary survey to maintain consistency, as do other hospitals, or so they claim.  However, as we interview candidates and verify wages they claim to be being paid or being offered we find inconsistencies with what hospitals are reporting to the salary survey and what they are actually paying.  How do you maintain consistency in applying wages fairly and achieve competetiveness when you feel other hospitals are paying more?  How do you adapt your wage application processes so you are not stuck in an less then competitive situation?  I have suggested taking the figures stated in the wage survey and adding a percentage across the board that we feel represents what others may be paying.  What do you think?  What would you suggest?  Thanks

Barry Goettsch