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Faculty Council Subcommittee on Retention and Recruitment and Compensation and Benefits Report July 24th 2018.

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Presentation on theme: "Faculty Council Subcommittee on Retention and Recruitment and Compensation and Benefits Report July 24th 2018."— Presentation transcript:

1 Faculty Council Subcommittee on Retention and Recruitment and Compensation and Benefits
Report July 24th 2018

2 Marshall University Joan C. Edwards School of Medicine
Subcommittee Members Jim Denvir Charles Meadows Jared Brownfield Deji Olajide Todd Green 11/10/2018 Marshall University Joan C. Edwards School of Medicine

3 Marshall University Joan C. Edwards School of Medicine
Outline of Report Data sources AAMC Standpoint Survey 2017 Internal Survey of Department Chairs Summer 2018 Progress Discussion of future approaches 11/10/2018 Marshall University Joan C. Edwards School of Medicine

4 Marshall University Joan C. Edwards School of Medicine
Standpoint Survey Statements with standard Likert Scale responses Strongly Agree / Very satisfied Agree / Satisfied Neither Agree/Satisfied nor Disagree/Dissatisfied Disagree/Dissatisfied Strongly Disagree / Very dissatisfied Summary statistics combine strongly agree with agree, and combine strongly disagree with disagree Large discrepancies in some questions between responses from clinical faculty and basic science faculty This report will break out basic science response summaries 11/10/2018 Marshall University Joan C. Edwards School of Medicine

5 Standpoint Survey: Comparisons
For comparison, statistics available for entire cohort (33 schools) and four peer medical schools: Florida International University of Louisville University of Missouri-Columbia University of Nevada 11/10/2018 Marshall University Joan C. Edwards School of Medicine

6 Standpoint Survey: Compensation and Benefits
Five satisfaction/dissatisfaction questions: My overall compensation My incentive-based compensation, such as bonuses Health benefits Retirement benefits My overall benefits package Caveat: Many basic science faculty have seen substantial improvements to their compensation package since the survey Those improvements are not represented in these data 11/10/2018 Marshall University Joan C. Edwards School of Medicine

7 Compensation and Benefits: all faculty
Overall compensation Health benefits Overall benefits Incentive Retirement 11/10/2018 Marshall University Joan C. Edwards School of Medicine

8 Compensation and Benefits: Basic Science
Overall compensation Health benefits Overall benefits Incentive Retirement 11/10/2018 Marshall University Joan C. Edwards School of Medicine

9 Compensation and benefits: Standpoint Survey
School-wide, satisfaction is similar to or better than peer and cohort In basic science, satisfaction with all categories except incentive compensation trails peer and cohort by a substantial margin Recent improvements to compensation package for one basic science department will likely have remedied the overall compensation category Still need to ensure we do not end up back where we started in a few years Health benefits are tied in to PEIA, which has been well-documented to have serious problems 11/10/2018 Marshall University Joan C. Edwards School of Medicine

10 Standpoint Survey: Recruitment and Retention
Four questions included in survey My medical school is successful in hiring high quality faculty members My department is successful in hiring high quality faculty members My medical school is successful in retaining high quality faculty members My department is successful in retaining high quality faculty members 11/10/2018 Marshall University Joan C. Edwards School of Medicine

11 Recruitment and Retention: All faculty
Hiring SOM Hiring Dept Retaining SOM Retaining Dept 11/10/2018 Marshall University Joan C. Edwards School of Medicine

12 Recruitment and Retention: Basic Science
Hiring SOM Hiring Dept Retaining SOM Retaining Dept 11/10/2018 Marshall University Joan C. Edwards School of Medicine

13 Recruitment and Retention Standpoint Survey
School-wide, faculty perception of recruitment and retention is comparable to peer schools and entire cohort Among basic science faculty, recruitment and retention within the department is perceived as less successful than in peer schools and than in the entire cohort Recruitment and retention within the entire school is perceived by basic scientists at MU similarly as it is among basic science faculty in peer institutions 11/10/2018 Marshall University Joan C. Edwards School of Medicine

14 Recruitment and Retention: Department Chair Surveys
Six open-ended questions concerning recruitment and retention presented in department chairs’ survey 12 of 16 department chairs completed the survey 10 responded to at least some recruitment and retention questions What are your greatest challenges to recruitment? What are your greatest challenges to retention? Are there any strategies implemented by your department that have improved recruitment? Are there any strategies implemented by your department that have improved retention? What percentage of applicants to whom you make an offer accept it? (Estimate if necessary) What percentage of faculty in your department have left for reasons other than retirement in the last five years? 11/10/2018 Marshall University Joan C. Edwards School of Medicine

15 Challenges to recruitment
Geography/location: 7/10 Department size: 4/10 Competition and/or national shortage of qualified applicants: 2/10 Salary: 1/10 11/10/2018 Marshall University Joan C. Edwards School of Medicine

16 Challenges to retention
Geography/location: 3/9 No issues: 3/9 Departmental size: 2/9 Salary: 2/9 Competition: 1/9 11/10/2018 Marshall University Joan C. Edwards School of Medicine

17 Strategies for recruitment
None/no improvement: 3/9 Improving compensation: 3/9 Yes (no specifics): 2/9 Clinical autonomy: 1/9 Build practice: 1/9 “We have been successful in recruiting quality faculty for many years. Lifestyle balance, teaching opportunities, improved compensation all help.” 1/9 11/10/2018 Marshall University Joan C. Edwards School of Medicine

18 Strategies for retention
None/none successful: 4/9 Yes (no specifics): 2/9 Incentives/compensation: 2/9 Clinical autonomy: 1/9 “We have been successful in recruiting quality faculty for many years. Lifestyle balance, teaching opportunities, improved compensation all help.” 1/9 11/10/2018 Marshall University Joan C. Edwards School of Medicine

19 Percent offers accepted
Note: one chair reported 3%, which seems unlikely. 11/10/2018 Marshall University Joan C. Edwards School of Medicine

20 Percent faculty leaving
11/10/2018 Marshall University Joan C. Edwards School of Medicine

21 Discussion items: compensation and benefits
Basic science faculty salaries had fallen substantially behind competitive levels at the time of the standpoint survey This has now been remedied for BMS Recommend establishing policies that avoid salaries falling behind again BMS currently has a committee working on this High level of dissatisfaction among basic science faculty with health benefits Not sure there is anything we can do directly here, as we are tied in to PEIA 11/10/2018 Marshall University Joan C. Edwards School of Medicine

22 Discussion items: Recruitment and Retention
Majority of chairs responding identified rural location and/or Huntington as an impediment to recruitment May be useful to establish strategies for “selling” the city to interview candidates Could liaise with community groups Chamber of commerce, Create Huntington group, #MyHuntington, HMOA, local festival organizers, etc. Would be useful to track reasons for faculty leaving Conduct formal exit interviews, track data May also be useful to survey current faculty for reasons for staying Faculty perception of retention is perhaps worse than the reality of the number of faculty leaving 11/10/2018 Marshall University Joan C. Edwards School of Medicine

23 Marshall University Joan C. Edwards School of Medicine
Questions/Comments 11/10/2018 Marshall University Joan C. Edwards School of Medicine

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