Society of University Otolaryngologists November 14, 2015 Compensation: The UCSF Perspective Andrew 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 50 th 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!