Designing Expertise under Retention Constraints
Abstract
This paper studies the joint design of portable diagnostic expertise and performance pay. A firm designs a worker's expertise, the ability to conduct a statistical experiment, through training. The worker decides whether to leave with her expertise before diagnosing and solving an unknown problem. Expertise improves diagnoses and incentivizes hidden effort. Expertise profiles can vary in productivity while keeping average diagnostic accuracy. We show that the optimal expertise profile admits a Threshold Diagnostic Structure. It preserves exact diagnosis of common types while pooling rarer types with more common ones in nested categories. In response to higher retention pressure, the firm alternates between preserving expertise with a retention premium and coarsening it with a lower bonus, generating a non-monotone bonus response. Productive training persists even under extreme retention pressure with zero average diagnostic accuracy gain. The model helps account for how firms adjust training composition and make non-monotonic adjustments to bonuses.