Supplemental Digital Content 1: Demographics of data collection
Institution Division/
Department Full- time Faculty (FTE)
Productivity model
APP Cost Percent Salary at risk
Cash Business Location
1 Division 21 $/wRVU
based on hospital in- health network
Enterprise- paid
25% - paid at year end based on good standing criteria
Separate model:
partial pass through (50% paid to faculty)
Western
2 Division 6 $35/wRVU Shared cost:
Department and
enterprise
Did not disclose;
current model de- incentivizes teaching and research
Imputed wRVU assigned
Western
3 Department 9 $60/wRVU Ambulatory:
Department Paid
None Pass Through Western
4 Division 17 No $wRVU
data; base salary model on total wRVU
No data 20%: 10%
paid out at 6 months and 10% at year- end if benchmark target RVU met
Imputed wRVU assigned
Western
5 Division 9 No $/wRVU
data; model based on AAMC median salary
No data 20% at risk;
bonus available if above target RVU and citizenship target
Enterprise and Division
Western
6 Division 5 (0 at the time of survey)
No $/wRVU data; Lack of funds flow led to entire faculty attrition;
wRVU model
No data No salary at risk;
productivity bonus paid out at 50% to faculty, 50%
to
department
No cash business at University
Western
7 Division 20 $47/wRVU Shared
Cost:
Enterprise and Division
84%
productivity;
wRVU goal 60%
benchmark:
Bonus paid out at 90%
Separate bucket–
faculty receive 50%
profee collected;
little cash activity
Midwest
8 Division 7 wRVU
model
Enterprise and Division
Bonus 90%
faculty share, 10%
department share
Little Activity Midwest
9 Division 7 wRVU
model
Division paid
70% to faculty, 30%
to dept bucket
Cash comes to division through an Aesthetic center
Midwest
10 Department 26 wRVU
model;
Target 60%
of
benchmark variable based on cFTE
Department paid
Base Salary plus 15%
Data unknown Midwest
11 Division 5 Each
division with own comp plan;
P&L model;
70% of profit to faculty, 30%
Division funded
Base salary with
supplemental comp to yield total
negotiated salary
Treated like Profit/Loss
Eastern
to
Department
12 Division 15 $50/ wRVU Inpatient:
Shared cost department and
enterprise Ambulatory:
Department paid
85% over the benchmark productivity bonus paid quarterly
Cash carved out (charges/250=faculty payout)
Cash pricing can be tailored by faculty
Eastern
13 Division 16 wRVU
model:
$/wRVU weighted across specialties
Paid by department
Faculty paid guaranteed base salary;
eligible for incentives once 90% of benchmark target reached
Imputed wRVU assigned
Western
