A rational and equitable process to financially support faculty teaching efforts
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A Rational and Equitable Process to Financially Support Faculty Teaching Efforts. Pray L, Williams NN, Mullen JL, Drebin JA, Morris JB Jon B. Morris, MD Professor of Surgery and Vice Chair, Education April 20, 2010. Introduction.

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A Rational and Equitable Process to Financially Support Faculty Teaching Efforts

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A rational and equitable process to financially support faculty teaching efforts

A Rational and EquitableProcess to Financially Support Faculty Teaching Efforts

Pray L, Williams NN, Mullen JL, Drebin JA, Morris JB

Jon B. Morris, MDProfessor of Surgery and Vice Chair, EducationApril 20, 2010


Introduction

Introduction

  • Meaningful teaching requires timeand effort which should be financially rewarded.


Penn medicine

PENN Medicine


Penn surgery education

PENN Surgery Education

  • One centralized budget for all training programs managed by the Vice Chair for Education

Jeffrey Drebin

Surgery Chairman

Jon Morris

Vice Chair, Education

Program Director, General Surgery

Lori Pray

Director, Surgery Education Administration

6.5 FTE

Undergraduate Medical Education

GraduateMedical Education

ProfessionalMedical Education


Inter entity transfer iet hospital funds flow

Inter Entity Transfer (IET) - Hospital Funds Flow*

  • Clinical Metrics (82%)

    • New program start-up/new recruit

    • Programmatic support

    • Incentive payment

  • Teaching Metrics (12%)

    • Program Director support

    • Supervision/Faculty teaching

    • Undergraduate Medical Education

  • Research Metrics (6%)

    • Academic development funds

    • Indirect cost sharing

    • Salary coverage incentive payments

* Kennedy, David W. MD; Johnston, Elizabeth MBA; Arnold, Ethan MPH. Aligning Academic and Clinical Missions Through an Integrated Funds-Flow Allocation Process. Academic Medicine, December 2007, Volume 82, Issue 12, Pages 1172-1177


Penn surgery education iet breakdown

PENN Surgery Education IET Breakdown

  • 25% of the Education IET covers resident and operational expenses

    • 6.5 FTE in the Division of Surgery Education

    • All UME, GME and PME activities

  • 75% is distributed back to the Divisions to support base pay for all teaching Faculty members using the Relative Teaching Value Unit (RTVU) methodology


Distribution of the education iet

Distribution of the Education IET

Relative Teaching Value Units (RVUs)

  • Faculty evals of educational recipients

    • Quantitative

  • Evaluation of the Faculty by recipients

    • Quantitative and Qualitative

  • Didactic Sessions

    • Lecture, CME, PBL, Div Conf, SIM

  • Educational Leadership Positions

    • PD, APD, CD, Site Coordinators


Calculation of rtvus

Calculation of RTVUs

  • Evaluation Metrics and Didactic Teaching sessions are calculating by percentile ranking = RTVU score

    • 90th%=5, 80th%=4.5, 70th%=4, 60th%=3.5, 50th%=3, 40th%=2.5, 30th%=2, 20th%=1.5. 10th%=1, 0th%=0

  • Educational Leadership RTVUs as determined by VCE


1 faculty evals of educ recipients

1. Faculty Evals of Educ Recipients

  • # of documented Faculty electronicevals of:

    • Medical students

    • General surgery residents

    • Specialty residents/fellows


2 educ recipient evals of faculty

2. Educ Recipient Evals of Faculty

  • # of documented electronic evals of Faculty from:

    • Medical students

    • General surgery residents

    • Specialty residents/fellows

      Mean Score X # evals = total score


3 didactic simulation sessions

3. Didactic & Simulation Sessions

  • # of documented Faculty teaching sessions:

    • UME lecture/PBL, surgery broadcast, etc.

    • General surgery residents conference

    • CME/PME courses

    • Simulation sessions (3X)

    • Self reported activities with sign-off from the Division Directors

      Based on contact hours


4 educational leadership positions

4. Educational Leadership Positions

  • # of designated positions

    • CME course director (1 RTVU per course)

    • Program Director (5 RTVUs + # trainees)

    • UME/GME site director (5 RTVUs)

    • Med Student course director (15 RTVUs)

    • Advanced Med Student electives site coord (varies based on the # of students)


What s it worth

What’s It Worth ?

1 RTVU = $2300 in fy11 base salary support

  • 90th% in Faculty evals = 5 RTVU = $ 11,500

  • 90th% in Evals of Faculty = 5 RTVU = $11,500

  • 48 or more Faculty didactics = 5 RTVU = $11,500

  • PD Leadership positions - $11,500 to $142,600


Rtvu distribution normalized

RTVU Distribution Normalized


Penn surgery faculty compensation plan

PENN Surgery Faculty Compensation Plan

Base Pay + Incentive

  • Faculty incentive = 20% of pay at risk

  • Metrics = Threshold (0.5), Target (1.0)and High Performance (1.5)

  • Department budgets to 1.2 average payout


Education incentives

Education Incentives

  • Education metric = 5% of total incentive

  • Education metrics are calculated from a blended score of evaluations as teacher from medical students, general surgery residents and fellows.

    • No payout = <5%

    • Threshold = 5 – 9.9%

    • Target = 10 – 69.9%

    • High Performance = 70+%


Challenges

Challenges

  • Base pay vs. incentive

  • Widely divergent salaries and metrics

  • Providing an incentive reward to a core group of educators by redistributing incentives from clinical to education metrics (budget neutral)


Conclusion

Conclusion

  • This process is rational and equitable way to financial support the teaching faculty efforts

    • RTVU metrics support base pay(i.e. good for the Department)

    • Incentive metrics reward faculty directlyfor teaching (i.e. good for the Individual)


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