Faculty Compensation Plan
Established December 23, 1996
Revised March 31, 2001
The Department of Anesthesiology’s faculty compensation plan will comply with the overall policy established by the College of Medicine’s Faculty Compensation Plan. The Department will utilize a combination of goal oriented and subjective evaluation. Core salary ranges are set by the College of Medicine Faculty Compensation Plan by rank and specialty. Salary increases and decreases are limited to 10% of total compensation unless there is special justification approved by the Dean. As stated in the College of Medicine Compensation Plan, faculty may appeal compensation decisions through established university procedures (Rule 6C1-7.041 Florida Administrative Code).
Salary changes will be dependent upon attainment of individual faculty and departmental goals, and the availability of funds after the Department has met its obligations as outlined in the College’s strategic operating policies. Should funds not be sufficient to cover all of the salary adjustments called for by the compensation plan, adjustments will be made proportionate to the funds available.
Adjustments in each faculty member’s annual total compensation will be based upon and weighted on that individual’s percent effort assigned to teaching, research, clinical service, and administration. Criteria used to evaluate performance in each of these four areas of effort are detailed in the attached Appendix 1.
At the end of each academic year, every faculty member should forego an evaluation/goal-setting process that has the following characteristics:
- Performance related to each specific goal will be discussed. Criteria for assessing performance are detailed in Appendix 1.
- The effect of the evaluation on the compensation should be discussed.
- In cases of dispute regarding performance evaluation or effect on compensation, the final decision will rest with the Chairman of the Department of Anesthesiology. An advisory committee to the Chairman be formed by the Chairman to assist him in difficult evaluations or proposed compensation decisions.
Faculty will have an opportunity to discuss how the plan is working and the possible changes that may be needed at least once a year.
This compensation plan has been in effect since January 1, 1997.
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Appendix 1
Evaluation of Faculty in the Department of Anesthesiology
Revised March 31, 2001
- Because clinical care activity generates the majority of income that
supports all other Department activities, clinical care activity must be
emphasized and weighted heavily in the evaluation of faculty in the
Department of Anesthesiology. Specific performance criteria in the area of
clinical care will be the faculty member’s clinical assignment and call
assignment.
Clinical Care:
- Clinical assignment
- Call Assignment
- Performance criteria for teaching, research, and administration will
depend on assigned effort in each area. Performance criteria used for
evaluation will include those published by the College of Medicine.
Clinical faculty members with a 20% academic (teaching, research,
administration) assignment will be expected to balance:
Research
- Publish one manuscript in a peer-reviewed anesthesiology journal or equivalent.
Teaching
- Provide a proportionate number of Department morning lectures.
- Participate in a proportionate number of other educational activities in the Department.
- Tenured faculty will demonstrate evidence of providing career development and mentoring activities to junior faculty.
Administration
- Fulfill a specific and defined administrative function within the Department
Leadership (may apply to Research, Teaching or Administration)
- Participate in a state or national society, e.g., as a committee member or officer, and show evidence of using that position to assist others in the Department to achieve their academic goals.
- Each faculty member and the Chair will jointly develop a written
statement of performance goals on an annual basis in the areas of clinical
care, teaching, research, and administrative service.
- Annually, the Chair will formally rate the faculty performance as
"exceeding," "meeting," or "not meeting" the
set performance goals in the clinical care, teaching, research, and
administrative areas, and an overall rating.
- Based on the annual evaluation of performance, the Chair will adjust the
salary of each faculty member. Funds available to the Department of
Anesthesiology for salary adjustments will be used as follows:
- 50% will be used to make appropriate advancement of salary based on rank and years of service and cost of living adjustments for those faculty members "meeting" or "exceeding" their performance goals.
- 50% will be used to make additional salary adjustments for those faculty members "exceeding" their performance goals.
- No or downward salary adjustments will be made for those faculty members "not meeting" their performance goals.
- The amount of salary adjustment for an individual faculty member will be
based on
- Annual evaluation of performance
- Academic rank
- Current salary, with a target of the 50% percentile AAMC mean salary for faculty members who consistently "meet" their performance goals.
- Annual review and refinement of this process is necessary. A department
steering committee should be established to develop and refine the
incentive plan.
- As stated in the College of Medicine Compensation Plan, faculty may
appeal compensation decisions of the Chair through established procedures
(Rule 6C1-7.042 Florida Administrative Code).
- The Chair will ultimately be held responsible for the evaluation of his faculty. While an internal compensation committee is an acceptable mechanism for advising the Chair on changes in compensation, the Chair must approve all final changes in salary.
