Society of University OtolaryngologistsNovember 14, 2015

Compensation: The UCSF PerspectiveAndrew H. Murr, MD

Professor and Chairman

Roger Boles, MD Endowed Chair in Otolaryngology Education

Department of Otolaryngology-

Head and Neck Surgery

University of California, San Francisco

Principles of a Successful Compensation Plan

• Transparent

• Easily understood

• Support the mission

• Compliant

• Fair

• Incentivize effort

UCSF

• X = Linked to State of California Salary Scale

• Y = Negotiated component: AAMC Link

• Z = Bonus• Stipends

– Program Director– Chief of Hospital

UCSF: Other Components

• Academic Account• Outside Income

Provision (40K)• Vacation Provision• Benefits

– Healthcare: Med, Dental, Vision

– Legal– Retirement

• 403B

• 457B

– Pension

• Recruitment Tools– Faculty Recruitment

Allowence (FRAP)– Supplemental Housing

Loan Program (SHLP)

UCSF: Funds Flow (July, 2014)

• Tier 1– wRVU

• 50th percentile MGBS Academic

• Tier 2– Margin sharing incentive among the department, Dean’s office, Health

System when there is a margin earned above the annual combined budget for the Health System

• Tier 3– Incentive plan based on Health System Goals

• Tier 4– Staffing payment reserved for MD staffing for safety or regulatory reasons

Z

• 25%-50% of Departmental Profit – After all operating expenses paid– After 10% departmental tax

• 30% of Z Pool: Team Bonus

• 70% of Z Pool: wRVU productivity based on 6000 RVU threshold– RVU performance is pro-rated

UCSF Philosophy

• Front Load as much compensation as can be reasonably afforded to stabilize family budget

• Incentivize Clinical Productivity in a significant way (Z Bonus Pool 20% of compensation)

• Drive Collegiality and Cooperation• Protect physicians doing non-clinical or other

work– Pro-rate clinical time

• Neutralize payer mix

OHNS Faculty and Residents

Thank you!