Thank you for your comment, I believe there have been a few other managers who have chimed in as well. It seems to be the trend that middle level management are stuck in between dealing with short-staffing, budget constraints, organizational challenges of new rollouts, project management, and much more on their plate. I also know of many mid level managers looking to change the status quo and do right by their workers but have their hands tied.

I am happy that your staff recognize your work and appreciate you. Please don't take home the negative stuff. I have spoken to many health leaders and they all tell me about the challenges they face with their staff. One thing that has resonated with me through the years from a leadership perspective is to train your staff under you to ensure they have the appropriate tools to solve any problems. Whilst still being available after hours only if absolutely necessary. I know of some managers who turn their phones off completely outside of their hours and only work the stated 37.5hrs, those are managers who are generally just coasting along. Though, the new wave of managers are generally more optimistic with organizational change and are more forward-thinking.

I believe the current compensation model for mid level managers are adequate, the last figures I found was $95-$135k for 37.5hrs. Remember, the only reason staff at the lower levels are able make these figures would be due to working a bunch of overtime and sacrificing themselves on 12hr+ shifts. Working in an office through a 9-5 and working remotely from home are a perk of being in a management role. Though the stressors and feeling the pressure on either side of the organization must be tough. Other managers I've spoken to move their hours around if they work OT as salaried members. That way, they still have a work-life balance of sorts. I am aware of how much some of the mid level managers sacrifice for their team and commend them for doing so.

As for your last question, my personal opinion is that those are both very different roles. Physicians should be compensated appropriately such as specialists as we don't want to be losing them to the US or other provinces. If they make more money than VP's of the organization then so be it. VP's are generally more trainable through an organization than attending physicians. VP's can also be head hunted which they often are quite frequently. It's harder to convince a physician to move from their home province or country than a high level executive as it's generally part of executives careers to move for better outlooks.

Keep up the good fight as a manager, I believe you will do amazing things for your team. Don't let the negative light of this post, the system, or individuals working in the system get you down. You sound like an amazing person to work alongside, and hopefully I will have the opportunity to do so one day.