Faculty Recruitment and Compensation Packages. Discussion Topics

Transcription

1 Faculty Recruitment and Compensation Packages Your first and final offer Discussion Topics Faculty recruitment package development Compensation package development Expectations and measures for success Faculty rank, expectations and compensation Best and Final offer Retention package development Chiefs recruitment packages Suggestions for success

2 Faculty Recruitment Packages What is your vision for the division? What does your division need to meet your department s mission? How is your division aligned with the mission of the institution? What sources do you have for recruitment? Chief s package, endowments, clinical margins, departmental funds, institutional commitments, state and government sources How do you compete for additional funding? Faculty Recruitment Packages What items should be included in a recruitment package? Base and incentive compensation, benefits package, educational benefits, space (office/lab), core resources, parking, communications allowance, CME allowance, protected time, research program support, administrative support, computers/peripherals, transition assistance. Whatever is included it all needs to be documented in the offer letter.

3 Faculty Compensation Packages What is a competitive compensation offer? Compensation data sources Candidate Current Faculty MGMA/AAMC Tables Compensation types Base compensation Incentive (bonus) compensation Guaranteed additional compensation Forgivable loans Faculty Compensation Packages Compensation types Base compensation Clinician vs. investigator tracks Junior, mid career, and senior recruits Annual increases Increases for promotion Incentive (bonus) compensation Education, research, patient care, citizenship, scholarship XYZ models RVU models

4 Faculty Compensation Packages Compensation types Guaranteed additional compensation Milestone payments tied to time or achievement Designed to keep someone in the program Formal opportunity to review progress/achievement Forgivable loans Legal commitment with set consequences Additional opportunity to define expectations Repayment terms structured for retention purposes Specific tax consequences / benefits charges Expectations/Measures of Success Defined hard measures Investigators: salary coverage, financial ability to operate independently, indirect cost recovery generated, proposals submitted, new awards received, papers published, interdisciplinary synergy created, educational contributions Clinicians: patient satisfaction, wrvus generated, specialized clinical services offered, resource utilization efficiency, papers published, service line synergy created, educational contributions

5 Expectations/Measures of Success Intangible Measures Trainee magnets Agents of/for change Draw for future recruits Leadership skills Fresh/alternative perspective Catalyst for improvement It factor Faculty Rank/Compensation Progression Rank Compensation Potential Clinician Educator Investigator Clinician Division Impact (Expectations) Instructor Assistant Associate Professor Chief Basic institutional directed salary Potential for incentive compensation Limited other financial perks (CME, communications, etc.) Full time clinician Assigned a schedule Creating a clinical focus Creating relationships with referring physicians Enhanced compensation plan Has an established panel Defined incentive compensation Defined educational Potential for additional financial perks responsibilities (fellows) (CME, communications, etc.) Administrative or other collateral duties Provides specialty care Competitive compensation plan Additional financial perks (CME, communications, parking, etc.) Potential long term financial commitments Individualized compensation plan All additional financial perks possible Long term financial commitments Possible access to institutional salary sources Individualized compensation plan Retention compensation packages Access to institutional salary sources Institutional commitment to compensation package Recognized sub specialist Established referral base Clinical service line responsibility Recognized teaching expert Clinical practice director Recognized expert in clinical specialty area Magnet for clinical referrals Clinical institute/center director Specialty society leader Focused on clarifying the questions Working in mentor s space Support from new/young investigator mechanisms Obtains independent funding Receives divisional support to expand research program Develops collaborations with financial implications Starts a trainee program Maintains independent funding Obtains society recognition/status Established trainee history Journal reviewer Study section member Fellowship director Helps junior faculty establish independent funding Recognized for success at NIH Research institute/center director Elected membership in societies Journal/textbook editor Recognized expert in subspecialty clinical area Scientific authority in specific Elected specialty society leader Complete responsibility for domain clinical service lines Negotiates with DOM/SOM for Negotiates with affiliates for space and core resources services and revenue Recruits synergistic investigators Obtains access to resources across DOM/SOM based on division performance Funds a diverse research portfolio Serves as an agent of change Provides a fresh perspective Generates clinical margins May increase research productivity Demonstrates potential for leadership positions Recognition for patient access Independent research program development Contributes to all mission areas Maintains local/regional institutional recognition Mentors junior faculty Clinical and scientific programs of importance for DOM/SOM Serves as a culture steward DOM leadership positions Influence over institution priorities/resources National recognition for division/dom/som Creates/maintains division s national/international identity DOM/SOM leadership positions National/international scientific impact Regional/national clinical referrals Creates a financial margin for division and DOM operations

6 Best and Final Offer Making the offer (the only offer) Clear description of the commitment Well defined understanding of needs Context to support financial considerations Description of support payment time lines Quick closure on acceptance date Willingness to move on Advanced conditioning for next request Retention Package Development Real retention package Early, aggressive proposal based on success No opportunity for the faculty member to look Find resources to support lab/practice Bridge funding package Minimum amount needed to maintain career path Investigate ability to cost share needed support How many A2 proposals outstanding? Salary implications

7 Chiefs Recruitment Package Division s current financial situation Expectations for division contribution to DOM Financial model impacts (F&A, space, taxes) Institutional support (words and dollars) Financial measures of success Opportunity/process for additional support Personal compensation requirements Personal research or clinical program funding Suggestions for Success Work from a position of transparency Generate pro forma estimates for all decisions Develop a thorough understanding of the candidate s current situation Document everything with candidate and DOM Follow up on expectations Don t forget the spouse/partner Be prepared to move on

8 Contact Information Joe Doty Administrator Department of Medicine Feinberg School of Medicine Northwestern University joe