Lots of progress has been made on the compensation model since the series of posts this summer and the most recent post naming the committee members. The steering committee and subcommittees have met to learn more about the mechanics of the model, so they can educate others about how the model will work and gain important feedback. If you have questions or comments, please don’t hesitate to reach out to a committee member to find an answer or voice a concern.
In addition to drafting policies and providing feedback for the model, we have members who at each meeting advocate for various interest groups including, but not limited to, our clinician-educators, physician-scientists and faculty who dedicate their efforts to highly specialized clinical programs. I am heartened by the committee’s level of engagement and feel confident we have assembled a diverse group that represents the faculty’s many varied interests.
Your administrators are also working hard to curate critical data, including RVU targets, salary support and clinical productivity for each DOM faculty member. This tedious process is necessary to accurately and fairly represent each person’s contributions to our missions. We hope to have an initial draft of your individual data available to review in the coming weeks and months.
Finally, I want to reiterate an important theme that drives the model’s development. The compensation model considers effort in each of our missions as well as other less traditional sources of salary support such as philanthropy and licensing activity. The diversity of our faculty is what makes our department great, and so the model seeks to recognize this diversity of activity.
As always, I welcome any comments or questions on this topic.
