AADO Panel – The Challenge of Fair Faculty Compensation Plans.

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Presentation transcript:

AADO Panel – The Challenge of Fair Faculty Compensation Plans

Panelists Dr. Carol R. Bradford, University of Michigan Dr. Robert C. Kern, Northwestern University Dr. Andrew H. Murr, UCSF Dr. Randal A. Otto, UT San Antonio Dr. D. Bradley Welling, Harvard University

Introduction Academic medicine is changing and this must be considered in compensating faculty moving forward Faculty should be rewarded for their contributions to the institutional and departmental goals and missions Faculty should be compensated fairly and equitably without bias Plans should be transparent and provide the faculty a clear understanding as to how their salaries are determined and what behaviors will affect their compensation

Introduction Clear metrics should be used for measurement of productivity Academic promotion carries with it financial reward Plans across the SOM should have common threads but have flexibility to reflect differences in work experiences and cultures for a given department Plans must be fiscally responsible

OBJECTIVES OHNS Productivity Database Institutional Compensation Plan Presentations Panel Discussion Questions

AADO Productivity Database

How can this help Capture the data needed to: - Fairly evaluate faculty efforts / productivity -cFTE/rFTE/aFTE/eFTE - Assess impact of extenders / facilities - For departments whose clinical activity is compensated by benchmark $/wRVU - define the benchmark - Effectively negotiate with leadership - Academic - Clinical Affiliates -Public -VA/Federal -State -County -Private

AADO Productivity Database Average clinical time for entire group (n=534) 75.34% Average time spent on administration (n=534) 13.5 % Funded 7.3 % Unfunded Average time allotted for research (N=534) 12.2 % Funded 10.0 % Unfunded Average amount of time allotted for teaching (N=534) 7.5 % Funded 6.6% Unfunded

AADO Productivity Database * NMedianN N FPRS General ,50143 H&N ,11059 Laryngology Otology ,37838 Pediatric Rhinology Sleep Uncategorized 24 All Otolaryngologists

AADO Productivity Database THANK YOU! Baylor Duke Heny Ford Montefiore Thomas Jeffeson Tufts Univ of Arkansas Univ of Chicago Univ of Florida Univ of Kansas Univ of Miami Univ of Michigan Univ of Mississippi Univ of Missouri Univ of Rochester Univ of Texas – San Antonio UTMB Weill Cornell Yale

PANEL QUESTIONS

Panel Question What benchmarks are used for salary targets? eg. AAMC median

Panel Question How does your local market impact salaries? Does your institution have recruitment tools to adjust for market forces?

Panel Question How are each of the missions of clinical care, research, and education recognized and rewarded?

Panel Question How is a clinical FTE defined? How is protected research time funded? - How is the NIH salary cap for research intensive faculty handled? How is teaching rewarded?

Panel Question Are faculty able to calculate and alter, by choice of roles, their annual compensation?

Panel Question How is academic rank equity and gender neutrality ensured?

Panel Question What level of transparency should exist?

Panel Question What is the balance between salary and benefits?

Panel Question How is outside income managed? eg. medicolegal, honoraria, etc. Disclosure required? Departmental or institutional taxation? Able to direct funds to an academic account?

Panel Question Does the department have to be profitable to pay bonuses?

Panel Question How is your compensation planned revised?

Audience Questions

AADO Productivity Database AADOFPSC MGMA private MGMA acad

AADO Productivity Database Clinical (cFTE) -Clinical (cFTE) expectation for academic otolaryngologists -RVU’s/ cFTE by subspecialty -Impact of extenders -Understanding outliers Administration (aFTE) -Funded -Unfunded Research (rFTE) -Funded -Unfunded Education (eFTE) -Funded -Unfunded Department -? Benchmarks of compensation for clinical activity to departments

Institutional Compensation Plans Of Panelists What are your salary components? A,B,C = Base salary, “performance based” salary, “incentive based” salary? What metrics are used?