Sharing successes, challenges and daily happenings in the Department of Medicine
It is with great satisfaction and immense gratitude that I take this opportunity to summarize my first year in the Department of Medicine at Johns Hopkins University. This was a year of many events both good and arresting. It did not fail to disappoint in providing exciting opportunities, unexpected challenges and many twists and turns.(...)
Thank you for everyone who attended one of the open forums last month to discuss our progress toward building a comprehensive departmental compensation model. I continue to appreciate the high level of engagement on this important project. For those faculty who were not able to attend any of the sessions due to scheduling conflicts, a(...)
The next major step in our efforts to develop a comprehensive compensation plan for the department is to convene members of the DOM compensation committee. This committee will be primarily tasked to provide guidance on the steps necessary to operationalize the model over the next year and serve as an advocate for education and adoption(...)
In many ways the Department of Medicine operates like a very large multi-specialty group practice with a wide range of expertise from primary care to high-end procedural specialties. This heterogeneity in our practice contributes to a complex salary structure where variation in clinical salaries are driven by market differences. These differences are why our salary(...)
There is still much to do to build a working model. We will continue to have compensation model discussions and updates at upcoming division director meetings and soon will select a compensation committee that is broadly representative of our department. In addition, the DOM administrative team will have discussions and training with division administrators, financial(...)
A model should be built on principles, but what are these principles? One critical principle is equal work for equal pay. What does equal pay for equal work mean, precisely, and how would this principle be operationalized? Equal pay for equal work means that faculty engaged in the same activities, with the same seniority status(...)
Since last summer, our division directors and division and department administrators have worked to develop, and in some cases update, department-wide principles to guide a quantitative definition of a clinical full-time equivalent/employee (cFTE). A clear cFTE definition for each division and service area is a tool to measure clinical productivity, perform a gap analysis for(...)
This is the second installment in a series of blog posts to begin a conversation about compensation in earnest. I appreciate your engagement in this process. If you haven’t read my introductory post, please take a few minutes and click here. In order to have a successful future compensation model, I believe it’s critical to(...)
In celebration of National Nurses Week, I would like to send a heartfelt thank you to our entire nursing staff. Nurses account for the largest portion of personnel in our department and have an immeasurable impact in each of our tripartite missions. From creating teachable moments for our Medicine trainees, to being compassionate care givers,(...)
I am writing today and every Friday in May to begin a conversation about compensation in earnest. Please be an active participant in this process and take the opportunity to be informed with each post. What are we expecting from compensation? This is a question I have wrestled with since becoming a leader in academic(...)
