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MEDICAL SCHOOL |
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QUESTION |
Dept. of Anesthesiology |
Dept. of Neurology |
Dept. of Biomedical Engineering |
Dept. of Medicine |
Dept. of Psychiatry |
Dept. Orthopaedic Surgery |
Dept. of Radiology |
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1. Does your department use an elected, peer evaluation group to conduct faculty merit evaluations? |
No |
No - The department uses a financial management process in which productivity is evaluated in a uniform manner across the dept. the chair in consultation with the faculty member and in context of overall depart. Finances recommend to the Dean the compensation for each faculty member. Merit evaluation is part of the peer review for promotion and tenure. |
NO RESPONSE |
No - We have peer review for promotion and tenure considerations, for academic career development plans, for various mechanisms of reward for education, research and clinical excellence,. However, the determination of compensation is via an annual financial management process in which productivity is evaluated in a uniform manner across the department and the division director and chair in consultation with the faculty member and in context of overall departmental finances recommend to the dean compensation level for each faculty member. Remember that only 6% of our total budget and less than 10% of faculty compensation comes from state funds in the Department of Medicine, therefore annual University-based processes for merit raises are irrelevant in regards to the total annual compensation of our faculty. |
NO RESPONSE |
Yes |
No - Clinical faculty receive no merit review. The salary plan was developed to meet market pressures. The faculty voted to approve the plan. Ph.D. faculty are evaluated by their faculty supervisor. |
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2. Does the department chair/head participate in the deliberations of the elected, peer evaluation group during faculty merit evaluations? |
NA |
Yes |
Yes - See above |
Yes |
No - no elected, peer evaluation group in Radiology. |
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3. Does the department chair/head collate scores from the elected, peer evaluation group during the faculty merit evaluations? |
NA |
See above |
See above |
One on one meeting to discuss with our elected peer group (2 senior faculty) |
No - Faculty supervisors recommend increases. These are reviewed by the department head. |
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4. Does the department chair/head render an evaluation during the faculty merit evaluations? |
Yes - Chair's/Head's score to that of the faculty peer review committee - 100% |
See above |
Yes - Chair's/Head's score to that of the faculty peer review committee. |
Yes - Chair's/Head's score to that of the faculty peer review committee. One third weight (total of three faculty involved) |
No - |
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5. Does the department have a formal compensation/merit evaluation policy? |
No |
Yes |
Yes |
Yes |
No - no merit policy for clinical faculty. |
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6. Does your department annually vote on the process(es) and criteria for faculty merit evaluations? |
No |
Yes - The faculty vote on the compensation plan used each year. |
No - We currently have 98 faculty in the Department of Medicine. Two leadership groups, the executive advisory committee consisting of division directors and vice chairs - 13 faculty, and the Clinical Service Unit Board of Governors - consisting of ten faculty elected at large by the department faculty plus myself and the Vice Chair of Clinical Affairs, review, advise and approve the compensation plan each year. |
Voted on peer evaluation group not the standards - a topic for year 2001 |
Yes |
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7. Who makes the final decision on the actual amount of merit pay awarded in faculty merit evaluations? |
Chair/Head |
Chair/Head |
Chair/Head |
The three individuals described above - one of whom is chair |
Other - For Ph.D.s the faculty supervisor and/or department head. |
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8. Does the available pool (not the source) of dollars available for annual faculty merit distribution vary depending on how a faculty member's appointment is funded? |
No |
Yes - Faculty in the development phase of their careers usually the first two years have funding supported by the Medical School through a redistribution of clinical earnings of the group. |
Yes - Faculty in development phase of their careers - usually first three years - have guaranteed compensation and are funded from development dollars - MMF or department or Medical School - others depend solely on the revenue they generate from grants, clinical, activity, educational efforts, etc. and pooled resources in divisions and the department such as ICR return |
No |
Yes - If a grant cannot support an increase for a researcher and there are no other available non-sponsored funds available, that faculty faculty member may not receive an increase. This is very rare. |
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9. Are the faculty aware of the available pool of money to be allocated to merit salary increases in this department? [e.g. dollars as a % of current pay, gross dollars, etc.] |
No |
Yes |
Yes - All finances are completely disclosed to the faculty at a department, division and individual level. This is an open book approach with only individual comp levels keep confidential to the degree possible. |
No - that the peer group will meet with chair to decide on merit raise. |
Yes |
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10. Does the presence of a research grant containing salary dollars influence what might be available for awarding to individual faculty at annual merit distribution deliberations? [e.g. 3% average increase suggested by central administration, but grant contains 2% or 4% increase on that portion of the involved individual's salary] |
No |
Yes - Part of total salary based on NIH cap. |
Yes - Part of the total revenue base up to NIH cap. |
No |
Yes - Most of our Ph.D. faculty rely on grant funding for their salaries. Because of limited department funs they may not be able to receive funding from other sources. |
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11. Does the presence of a practice plan influence what might be available for awarding to individual faculty at annual merit distribution deliberations? [e.g., is the % of an individual's appointment that is assigned to clinical practice/service treated similarly to what has been suggested by central administration (3%) or are practice dollars awarded strictly on the basis of income generation? |
No |
Yes - The Dept. of Dermatology uses the same productivity methodology for compensation as does the Depart. Of Medicine and Neurology - 120 faculty. |
Yes - See above, if interested I would be happy to present our rather extensive financial management and compensation models to a working group as it cannot be gleaned from an email. |
No |
No - NA |
No |
NA |
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12. Do monies generated from clinical practice endeavors go into the academic department and potentially into a merit pool involving those faculty not engaged in clinical practice? |
No |
Yes - Used mostly to support administrative needs as it is the only general unrestricted funds available to the Department. |
Yes - More for support of administrative needs that salary |
No |
No - Practice funds go into University base salaries for clinical faculty. Other Ph.D. faculty are funded on O&M, ICR, foundation or research funds. |
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13. Do the faculty in the department get a report on how available merit pool dollars were distributed (obviously not specifically to whom, but in the anonymous sense "how many faculty got what % raise)? |
Yes |
Yes |
Yes |
No - told what the average is. |
No |
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14. Is the goal to award an "average" of the annually specified percent (as determined by Central Administration) to an individual's total faculty salary? |
No |
No |
No - Merit based compensation and productivity and increases are variable but based on equally applied policies. |
Yes |
Yes |
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15. Do you have any "incentive pay" or annual productivity bonuses that are awarded to faculty? |
No |
Yes - Based on individual changes to productivity during the year and the overall performance of the department. |
Yes - Research incentive based on >60% effort funded and direct costs >100K education incentive based on excellence and effort, clinical based on excellence and effort. |
Yes- Bonuses are based on clinical activity with a 10% component on academic productivity. |
Yes - Bonuses could be paid to clinical faculty. The awards are distributed equally if funds are available. |
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16. Are you aware of the Faculty Compensation Policy and what it says about how annual merit evaluations and salary determinations are to be conducted? |
Yes |
Yes |
Yes |
Yes |
Yes - |
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17. Do you as department chair/head meet with your faculty individually to explicitly discuss their merit evaluation and to agree upon mutual expectations for the following academic year? |
Yes |
Yes |
No - Division Heads do |
System just being developed for communicating the results. Plan on meeting individually. |
Yes - Supervisors would meet with their faculty on the merit increases. The chair would meet with the supervisors. |
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No (c) All merit increases are awarded based on percent of effort toward academic pursuits and based on an attempt to make academic salaries more equitable. |
Yes (a) Based on remunerated effort in research, teaching, clinical activity, administration and other. |
Yes - (a) See above and based on revenue generated (b) compare to AAMC level for rank and do adjust for increase in rank but not for subsequent annual changes. |
No |
No - (c) Supervisors determine merit by progress in the year, available funding, promotions, equity. |
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19. Are merit $ awarded on a % of salary base, a raw dollar basis (e.g., dollars from the available pool regardless of annual salary), some combination of % and raw $, or some other method? |
Raw & % |
Other - Combination |
Combination |
% of salary |
% of |
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20. When and how do you communicate the faculty member's annual salary incremental increase (or lack thereof) to individual faculty in your department? |
By letter as soon as increases are approved. |
Once a year during the annual fiscal budget planning process. |
See above - at least two meetings with Division Director |
By letter after the completed review (plan which has not yet been implemented) |
By letter |
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21. When did the merit salary increases for your tenured and tenure-track faculty become effective in your department this year? (e.g., when did your faculty see the difference in their gross pay?) Specify the month and year the raises for 99-00 became effective. |
When the University processed the recommendations from the Department Head. |
Effective 7/1/99 - received in September 99 paycheck. |
9/99 |
July 99 |
6/22/99 - became effective; in paychecks 12/99 (he actually typed 12/00 but I or at least hope that was a typo) |
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22. Are there any problems with the Faculty Compensation Policy that you feel should be addressed by the Senate Committee on Faculty Affairs and/or the Faculty Senate? |
No |
In the Neurology department there are individuals who are grossly underproductive. The tenure required base salary support for those individuals bleeds our resources and we have no recourse for dealing with them in a timely manner. |
Yes, more state support for education and research efforts by Medical School Faculty as per the rest of the University |
No |
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