I am writing to update you on the progress of our compensation model.  On April 26, our model was presented and approved by the School of Medicine Compensation Committee. This committee was formed in response to the dean’s mandate that all departments implement a compensation model available as a written document by July 1, 2016.(...)

Read More

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(...)

Read More

Those faculty who were nominated but not asked to serve on one of the subcommittees will likely be engaged later in the process to serve as advisors on issues specific to their area of expertise. Extensive buy-in and understanding will be key to successful development and implementation of the DOM comprehensive compensation model. The faculty(...)

Read More

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(...)

Read More

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(...)

Read More

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(...)

Read More

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(...)

Read More

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(...)

Read More

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(...)

Read More