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because the information recorded over two payrolls exactly corresponds to the monthly reporting period, so there are fewer accruals to calculate Offsetting this advantage is the slight difference between the number of days covered by a semimonthly reporting period and the standard one-week time sheet reporting system For example, a semi-monthly payroll period covers 15 days, whereas the standard seven-day timecards used by employees mean that only 14 days of timecard information is available to include in the payroll The usual result is that employees are paid for two weeks of work in each semi-monthly payroll, except for one payroll every three months, in which a third week is also paid that catches up the timing difference between the timecard system and the payroll system A monthly pay period is the least common, since it is difficult for low-pay workers to wait so long to be paid However, it can be useful in cases where employees are highly compensated and can tolerate the long wait Because there are only 12 payrolls per year, this is highly efficient from the accounting perspective One downside is that any error in a payroll must usually be rectified with a manual payment, since it is so long before the adjustment can be made to the next regular payroll The general provision for payroll periods under state law is that hourly employees be paid no less frequently than biweekly or semi-monthly, while exempt employees can generally be paid once a month Those states having no special provisions at all or generally requiring pay periods of one month or more are Alabama, Colorado, Florida, Idaho, Iowa, Kansas, Minnesota, Montana, Nebraska, North Dakota, Oregon, Pennsylvania, South Carolina, South Dakota, Washington, and Wisconsin These rules vary considerably by state, so it is best to consult with the local state government to be certain of the rules The other pay frequency issue is how long a company can wait after a pay period is completed before it can issue pay to its employees A delay of several days is usually necessary in order to provide sufficient time to compile timecards, verify totals, correct errors, calculate withholdings, and create checks If a company outsources its payroll, there may be additional delays built into the process, due to the payroll input dates mandated by the supplier A typical range of days over which a pay delay occurs is typically three days to a week The duration of this interval is frequently mandated by state law and is summarized in Exhibit 101 The days of delay noted in the preceding table are subject to slight changes under certain situations, so one should check applicable state laws to be certain of their exact provisions Also, any states not shown in the table have no legal provisions for the maximum time period before which payroll payments must be made.

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GROUP 480 Testing Time (minutes) NBME-esl Rsq = 00203 420 NBME-eng Rsq = 00266 360 IMG-esl Rsq = 00275 300 IMG-eng 240 14 0 160 180 200 22 0 240 Rsq = 00350

Type auth PolicyOpsT(subject s, target , PolicyT t) { Action load( ), remove( ), enable( ), disable( );}

Cash payments are still used, though this practice tends to be limited to day laborers who work for short periods It is not a recommended payment approach, since it requires a considerable amount of labor to calculate and distribute cash, and also presents a high risk that the large quantities of cash involved may be stolen In order to make cash payments, follow these steps:

Figure 94 Testing time as a function of test performance, native English speaking status (eng and esl), and location of medical education (NBME US/Canadian, IMG international medical graduate)

Payments to Employees / 173

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This example speci es that subject s is allowed to perform the speci c actions (load, remove, enable, and disable) to the target object of type t The following is a speci c instantiation of this policy type

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pro ciency Lower-pro ciency examinees are more adversely affected than high-pro ciency examinees Note that NBME s pre-CBT eld tests using an adaptive sequential testing model indicated that this difference might not be the case in an adaptive testing context, where more able examinees may be time challenged because of their interaction with more dif cult test material These data have supported analyses that would have been impossible in paper and pencil testing They have resulted in changes in item pacing for the Step 2 examination These timing data provide just one example of new data available from CBT that affect test form construction (to assure equivalency) and test administration standards If this information is judiciously collected, analyzed, and acted upon, a higher-quality, fairer test will result The use of new formats, such as Primum CCS, force important considerations, such as their relationship to overall performance, the evidence that they provide unique information, judgments about how this information should be integrated into the overall test decision, etc Furthermore, newer testing formats all seem to be less time ef cient than MCQs, and careful consideration needs to be given to supplanting time allocated to MCQs in favor of new, more authentic assessment tools The complex scoring approaches described for Primum CCS demand new approaches to test validation All in all, these challenges provide full employment for future generations of measurement specialists At this point in the history of CBT, it would be erroneous to conclude that an operational CBT program can be implemented without a signi cant investment on an ongoing basis in continued research and development

Arizona Massachusetts, Vermont Delaware, Hawaii, New York, Washington Connecticut, Maine, New Hampshire Rhode Island California, Colorado, District of Columbia, Indiana, Louisiana, Mississippi, Montana, New Jersey, New Mexico, Utah Oklahoma Iowa Idaho, Kansas, Michigan, Minnesota, Nevada, Ohio, Pennsylvania, Wyoming Missouri Kentucky Tennessee Wisconsin Illinois (varies by length of pay period)

1 Calculate the amount of gross pay, deductions, and net pay due to each employee This can be calculated manually or through the use of payroll software 2 Write a check to the local bank for the total amount of the payroll that will be paid in cash This check will be converted into cash 3 Determine the exact amount of bills and coins required to pay each employee; the form used in Exhibit 102 can assist in this process To use the form, list the net pay due to each person in the second column, and then work across the form from left to right, listing the number of the largest denominations allowable that

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Payroll Bill and Coin Requirements Form Payroll Period Ended _____ May 15 _____ $10 $5 1 1 1 1 1 1 1 1 1 4 6 3 3 19 1 1 5 1 $1 4 2 4 3 3 1 1 1 1 5 1 3 1 1 $025 $010 1 $005 $001 2 3 2 4 4 2 3 20

In licensing and certifying examination programs for medicine, testing the range of competencies necessary for safe and effective practice is essential However, for four decades tools have not been available that allowed defensible assessment of some of these competencies The emergence of technologybased testing, allowing innovative testing formats such as simulations, has contributed to renewed interest in developing licensing and certifying examination instruments that assess a more complete range of relevant competencies than is now the case What are the competencies needed to practice safely and effectively Figure 95 shows a taxonomy for the competencies of doctors, proposed by

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