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As with any new program, the Department Chairs, Vice Deans and I will continuously seek feedback for improvement. The college’s Financial Oversight Committee and the Executive Management Committee of the practice plan will be the reviewing bodies for policy issues related to AIMS and will make recommendations, as needed. Sincerely,

Stephen K. Klasko Senior Vice President, USF Health Dean, College of Medicine

• Reward performance that contributes to attainment of strategic goals

Why pay for performance? • Establishes objective criteria for measuring & rewarding performance • Addresses issues of personal bias and discrimination • Creates more transparency in pay procedures

What happens when metrics are met?

$

$

• Meet College-wide performance criteria for Instruction, Research, Service and Clinical Care • Meet Department/Division performance criteria, if applicable • Website: health.usf.edu/medicine/aims

Reward

Fair

Reward Progressive Quality Empower Education • Research • Health Care Proud Excellence Reward Recognize Quality Encourage Transparency Fair Progressive

Quality

Quality Encourage Proud Reward Excellence FairExcellence Proud

Empower

Excellence

Empower

Fair

Empower

Fair

Emp owe r

Re

Reco gnize Qu ality

Trans pare ncy

Quality

empower

Reward

Proud

Proud Excellence

Fair

Transparency

Empower Proud Excellence Reward Recognize Quality Encourage Transparency Fair Progressive

Reward How do I know if I’m meeting the metrics? Proud Encourage Recognize Proud Empower

Reward

Empower

Fair

Empower

Excellence ProgressiveThe HART data warehouse system collects & provides Faireasy access to

Excellence

Quality Reward Empower

Reward

performance data. It collects financial, human & space data from 13

Empower

Transparency

separate systems - allowing you, the end user, access to various data

COM Minimum % of Effort

sources in a ‘one stop shop’ format. In addition, reports are provided

5%

Instruction

by the Practice Plan and Dean’s Office.

5%

Research/Scholarship

3%

Service/Governance

0%

Administration

*

Clinical Care

2%

Professional Development

• Eligible for University merit Increases • Eligible for bonuses • Eligible for increases in Academic Support Fund (ASF) pay

Quality Excellence

Fair Empower AIMS rd

$

• Meet College-wide minimum requirement for percent of effort in primary missions of Instruction, Research & Service

Encourage Proud

Encourage Recognize Empower Excellence Progressive Recognize Reward

• Align efforts of clinicians & basic scientists with USF Health’s strategic goals

Recognize Recognize Enco urag Rew e a

• To focus budgets and compensation around the college’s missions of education, research & clinical care

What must I do to be recognized and rewarded?

Fair

Excellence

Our goal is to create an objective, datadriven and transparent mechanism to encourage and reward performance, to align all of our efforts with USF Health’s strategic goals, and to reward performance that contributes to the attainment of those goals.

Why AIMS?

Fair

Fair

During the last two years, I’ve had the opportunity to visit with faculty across the USF College of Medicine to talk about the AIMS Pay for Performance project. Your input in those meetings, your feedback and concerns are much appreciated and laid the groundwork for the AIMS plan that we are implementing on July 1, 2008.

Progressive

Excellence

Transparency

Dear Faculty,

Encourage

Proud Reward Encourage

Proud Excellence Reward Recognize Quality Encourage Transparency Fair Progressive

What happens when metrics are not met? The goal of AIMS is to be motivational & rewarding of excellence, not punitive. If you are not meeting metrics, your Chair/Division Chief will work with you to develop a plan for meeting the metrics. If metrics are not met: • You will not be eligilble for college bonus. • ASF pay may be reduced for clinicians dependent upon department/ division ASF policy

Empower

Fair

HART provides you with two important methods to track your performance. • For Clinician & Basic Science Faculty, your ‘dashboard’ report summarizes how your time is divided among missions & identifies the funding sources of your salary • For Clinician Faculty, you will receive monthly reports reflecting financial & clinical metrics

ASSET INVESTMENT

MANAGEMENT SYSTEM • For Basic Science Faculty, you

will receive a bi-annual report, the “Financial & Academic Statement” - mailed to department chairs for distribution

health.usf.edu/is/hart


How do I access my data?

AIMS cycle for Clinician Ranked Faculty

AIMS cycle for Basic Science Faculty

• Faculty will have access to ‘dashboards’ in July, October, and January during meetings with department chairs or division chiefs. In addition, the dashboards are available to you anytime, upon request, through your Chair or Department Administrator. Those individuals are licensed by the software company to access reports.

Prior to July 1

Prior to July 1

• Meet with Chair/Division Chief to review:

• Meet with Chair to review:

• College bonuses are recommended to the Dean by the FOC and EMC based on previous fiscal year’s performance in Instruction, Research/Scholarship and Service

• College bonuses are recommended to the Dean by the FOC and EMC based on previous fiscal year’s performance in Instruction, Research/Scholarship and Service

January

• Departmental bonuses are recommended to the Dean by Department Chairs for clinician faculty whose clinical care performance has been exceptional during the previous year

• Meet with Chair to review:

• Meet with Chair/Division Chief to review:

• Basic Science Faculty will have online access to R2VU ( Relative Research Value Units). For details, contact USF Health Office of Research at: (813) 974-XXXX

| First quarter Revenue and Expense Analysis | Progress in meeting AIMS performance expectations | Develop action steps to meet performance expectations

• Performance Based Research Bonuses

• Meet with Chair/Division Chief to review:

For detailed information on AIMS: health.usf.edu/medicine/aims

Education • Research • Health Care

AIMS

| Second quarter Revenue and Expense Analysis | Progress in meeting AIMS performance expectations | Determination of ASF Pay adjustment if applicable

February

Also, for questions contact: Paula Knaus | pknaus@health.usf.edu or (813) 974-9097 2005

| Six month Financial and Academic Statement | Progress in meeting AIMS performance expectations | Develop action steps to meet performance expectations

June & December

January

ge

October/November

October/November

• Each month, Clinical Faculty automatically receive data on monthly & year-to-date clinical metrics such as wRVUs, billings & collections, etc.

|Annual Financial and Academic Statement |Progress in meeting AIMS performance expectations |Annual Salary for upcoming fiscal year

Enco urag Quae En lity cou ra

| Annual Revenue and Expense Analysis | Progress in meeting AIMS performance expectations | ASF Pay and Budgeted Total Salary for upcoming fiscal year

Asset Investment

Management System

• Implementation of ASF Pay Adjustments

2006

2007

2008

2009

Phase I April, 2005 – June, 2006

Phase II July, 2006 – June, 2008

Phase III July, 2008

Design & Development

Pilot & Refinement

• AIMS Council

• Pilot Program in six Clinical Departments, School of Basic Biomedicial Sciences and School of Physical Therapy & Rehabilitation Sciences

Implementation & Continuous Enhancement

• Vice Deans of Primary Missions

• AIMS Executive Committee • Vice Deans of Primary Missions

A I M S

D e v e l opment

&

I mp l ementation

T ime l ine

AIMS  

Brochure design to establishes objective criteria for measuring & rewarding performance within the company

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