![]() (3) points for books and iPad applications (262, 27.2%), and (4) points for facultyĭevelopment activities (45, 4.7%). Education is subdivided as: (1) points for in-house teaching (310, 32.2% ofĮducation points), (2) points for presentations outside of Johns Hopkins (346, 35.9%), (1204, 28.4%), and (3) points for other authorships including middle authorships (704,ġ6.6%). Publications (2328, 55.0% of research points), (2) points for research grant funding Research is subdivided as: (1) points for first and last author These categories are further subdivided in the pie chart on (blue, 4236 points, 75.3%) with the remainder recognizing educational (963, 17.1%) and About 3 quarters of points were awarded for research activities Productivity, are not recognized with part C points. Note that some activities, including clinical The 4 men are professors with more than 15 years at rank.īonus (part C) analysis by activity. More than +$5000) and 4 men (2 residuals less than −$5000 2 residuals more than Outliers on the left are paid less than predicted. Outliers on the right side of the plot are paid more than predicted Most residual variations in salary are less than What would be predicted by their academic rank and years at rank contribute to area A vertical line is drawn at zero faculty paid exactly The density plot shows the frequency of residual amounts by For each point, the distance betweenĪctual salary and salary predicted by the corresponding linear regression (ie, the For each group, a linear regression shows the relationship between salaryĪnd years at rank. ![]() These are color coded as 3 groups corresponding to academic rank:Īssistant professors (light blue), associate professors (medium blue), and professors Faculty salaries are plotted in dollars on the y-axis versus years at rank on A, Base salaries for MD-trained, clinical faculty are Here, we share our experience with this approach, reviewing part C calculations as made for individual faculty members, providing a global view of the resulting allocations, and considering how the process and outcomes reflect our values.īonus/Supplement/Incentive (BSI) component academic relative value unit (RVU) faculty salary performance-based incentive compensation (PBIC) research RVU (rRVU).īase salary (part A) analysis. Over the last 2 years (2015-2017), we have implemented a more objective formula for quantifying an earned part C, which is primarily designed to recognize scholarship in the form of research productivity, educational excellence, and clinical quality improvement. Faculty could not directly calculate their part C, and distributions data were not widely disclosed. It rewarded performance using a semiquantitative scale, based on subjective evaluations of the department director (chair) in consultation with deputy directors (vice chairs) and division directors. A policy for part C allocations was first codified and approved by department faculty in 1993. Part A is determined by the type of appointment and years at rank part B recognizes defined administrative, educational, or clinical roles and part C is a bonus to reward and incentivize activities that forward the missions of the department and medical school. Faculty salaries are comprised of 3 parts (A + B + C). Ours is a large academic pathology department with 97 tenure-track faculty. Institutions are therefore working to decrease salary disparities that appear arbitrary or reflect long-standing biases and to identify metrics for merit-based remuneration. Academic institutions use compensation to recruit and retain talented faculty as well as to reward accomplishment. Faculty value equitable and transparent policies for determining salaries and expect their compensation to compare favorably to the marketplace.
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