The total compensation package is composed of salary and benefits. The salary component includes a contract increase (a yearly increase at each HO level) and a promotional increase (movement from one HO level to the next HO level). The benefits include the payment to encourage savings ("lump sum payment"), long-term disability insurance, life insurance, dental insurance, business travel accident insurance, professional liability insurance, legal plan, vision plan, and health insurance.


The salary schedule for house officers is based on an incremental increase as the house officer is promoted from year to year. A house officer will receive a promotional increase upon satisfactory completion of an academic training year as determined by the program. If a house officer's training year does not follow the standard academic year, the house officer will receive the contract increase at their current level until they receive their promotional increase upon completion of their academic training year (12 months). The salary schedule for each house officer is depicted in the table below.


Table 1

House Officer Salary Schedule for July 2023 through June 2027
HO LEVEL FY24 7/1/2023 FY25 7/1/2024 FY26 7/1/2025 FY27 7/1/2026
HO I $70,000 $72,275 $74,624 $77,049
HO II $72,800 $75,166 $77,609 $80,131
HO III $75,712 $78,173 $80,713 $83,336
HO IV $78,740 $81,300 $83,942 $86,670
HO V $81,890 $84,552 $87,299 $90,137
HO VI $85,166 $87,934 $90,791 $93,742
HO VII $88,572 $91,451 $94,423 $97,492
HO VIII $92,115 $95,109 $98,200 $101,392
HO IX $95,800 $98,913 $102,128 $105,447


House Officers shall be paid a monthly salary in accordance with the salary schedule and subject to the following requirements and limitations:


Initial assignment of a House Officer to a salary level, as set forth in Table 1 (Paragraph 10), including assignments when a House Officer has changed from one residency program to another, shall be determined by the GME Office. In making this determination, factors considered will include relevant and satisfactory training and experience. Subsequent assignments to a salary level in a given residency/fellowship program shall be to the next higher level and shall be determined by the Program Director, on the basis of satisfactory experience, level of performance, and acceptance of responsibility.


When determining the initial assignment of a House Officer to a salary level where the House Officer has received international training the GME Office will count these years of international post-graduate medical training if they meet the following criteria: 1) they have successfully completed the program (partial credit is not provided); 2) the training can be translated as an equivalent to US GME training (ACGME-I accredited or US accreditation is available through the ACGME/CODA/ABOG); and 3) the US Board accepts the training to apply for US Board certification (a copy of the correspondence with the Board, or copy of the Board specific guidelines, must be provided).


When a current House Officer is changing from one residency program to another, after consultation with the GME Office, the Program Director, or equivalent level of supervision, will discuss the appropriate salary level with the House Officer prior to assignment to a salary level. In order to receive credit for prior GME training, the House Officer must successfully complete an accredited program in its entirety (accreditation must be through the same governing organization as the University program). Partial credit for participation in a program will not be provided and those years will not count toward the assignment of a salary level. However, if the Board of the specialty entering will provide credit for previous training to the new specialty, then the credit may be provided. This assignment will be confirmed in writing.


No later than the end of the second full week of employment, an Employee may request an advance on the salary which will be due for the first full month's employment. In the event of such an advance, the advance will be offset against either that month's salary or the next month's salary. Employees will be provided with information by the Employer regarding this option prior to or during orientation.


In addition to the House Officer salary and payment to encourage savings, an individual House Officer may be granted discretionary supplemental payments, rewards or reimbursement by their department. Such payments may be used as recognition of a House Officer's professional growth and development and/or contribution in supporting the University of Michigan Health System's goals and interests. This may be used for recruitment to faculty positions.



A House Officer who is appointed as a Chief Resident consistent with SPG 201.10 and the Employer's established guidelines, which may be amended by the Employer from time to time, shall receive additional salary during the appointment period. The amount of a Chief Resident stipend shall not be less than $4000 per appointment year during the term of this agreement. In the event that more House Officers are offered and accept Chief Resident appointments in a particular program than the number of Chief Resident stipends allocated to that program pursuant to the Employer's guidelines, the funds available will be evenly divided among all Chief Resident appointees in the program, resulting in each Chief Resident receiving less than the full stipend amount specified in this paragraph; or in the alternative, the program may, at its discretion, provide additional funding through its department short code, so that each Chief Resident receives $4000.



During an Employee's period of employment, they may be funded from a grant from which no income taxes are withheld. In this situation, the Employee may not be able to enroll in, or continue to participate in, some Flex Benefits, which are provided on a pre-tax basis. Without income tax being withheld, there is no basis for providing a pre-tax benefit.


The Employer will communicate the implications of the training grant funding on the Employee's tax liability and benefit eligibility during their initial orientation. Further, all House Officers will receive information regarding this situation annually with their Open Enrollment materials.



For the purposes of this Article, the following are defined as House Officer holidays:

  1. New Year's Day (January 1st)
  2. Memorial Day (Last Monday in May)
  3. Independence Day (July 4th)
  4. Labor Day (First Monday in September)
  5. Thanksgiving Day (Fourth Thursday in November)
  6. Day after Thanksgiving (Fourth Friday in November)
  7. Christmas Eve (December 24th)
  8. Christmas Day (December 25th)
  9. New Year's Eve (December 31st)
  10. House Officer's Birthday


A holiday will commence at 12:00 AM on the calendar date of the holiday and will continue for the twenty-four (24) hour consecutive period until 12:00 AM the day after the holiday.


To the extent practicable, the Employer will try to schedule these days free of responsibilities for House Officers. Each program will continue to maintain and communicate procedures for House Officers to submit requests or preferences for specific dates off, including Holidays. However, Programs retain discretion to determine how many House Officers may be scheduled off work on any single day.


In the event that a House Officer is assigned any responsibilities by their training program (including on-call, inpatient service coverage, clinics, rounding, jeopardy, home call, back-up, etc.) on a House Officer holiday as defined in paragraph 20 and work hours are entered into MedHub, they will receive an additional 1/365th of their annual salary as compensation. The House Officer will receive this compensation regardless of total number of hours worked or location. House Officers are eligible for holiday pay for each House Officer holiday worked throughout the year.


If a House Officer's Birthday falls on another House Officer holiday, it shall be observed on another day mutually agreeable to the House Officer and their Program Director, and that House Officer will be eligible for holiday pay if they have any assigned responsibilities by their training program on that agreed-upon date.


Because other days may be of more significance than the contract defined Holidays, each House Officer shall receive an annual lump sum "Holiday Payment" equivalent to the amount of two (2) paid holidays. The Holiday Payment shall be calculated as 2/365th of the House Officer's current salary. The Holiday Payment shall be paid by regular payroll in the month of January of each year. A House Officer must be employed on the date the Holiday Payment is to be paid in order to be eligible for the Holiday Payment. The Holiday Payment shall be pro-rated based on the House Officer's appointment fraction on the date the payment is made. A House Officer who is on a paid Leave of Absence on the date the payment is made will receive the Holiday Payment. A House Officer who is on and unpaid Leave of Absence on the date the payment is made will receive the Holiday Payment within sixty (60) days of their return to work.


A House Officer will receive Holiday pay no later than the payroll date of the second month following when the House Officer holiday occurred (e.g. December 24th, 25th and 31st would be paid no later than the February payroll). The GME Office will run a MedHub work hour report to identify the House Officers that worked a holiday #1-9 from paragraph 20 and collaborate with Payroll to have the Holiday pay processed. The House Officer will receive 1/365th of their salary at the time of the processing of the Holiday Pay. House Officers are responsible for ensuring work hours are reported within MedHub within the open reporting period.


For birthday holiday pay, the training program must process the Holiday pay through the PAR process. The House Officer must submit a notice of eligibility for holiday pay to their Program Director or designated program official within sixty (60) calendar days of their birthday when they were assigned responsibilities by their training program on their birthday.


For House Officer #1-9 Holiday from paragraph 20 where the House Officer was assigned jeopardy or back-up by the training program and not called-in, the Program Administrator, or their designee, will automatically process the holiday pay through the PAR process. Recording of work hours is not required when assigned as the individual to provide coverage should a colleague be unable to report to work (i.e. jeopardy or back-up). Any question regarding eligibility for holiday pay will be resolved by a House Officer's Program Director.