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Similar Publications
The Evolution of Earned, Transparent, and Quantifiable Faculty Salary Compensation: The Johns Hopkins Pathology Experience.
Acad Pathol
June 2018
Department of Pathology, Johns Hopkins University School of Medicine, Baltimore, MD, USA.
Article Synopsis
- Faculty members prioritize fair and transparent salary policies, expecting compensation to be competitive with the market and aimed at attracting and retaining talent.
- The salary structure in the pathology department consists of three components: base salary based on rank and years, additional compensation for defined roles, and a performance-based bonus (part C) that incentivizes contributions to the department’s goals.
- Recent changes to part C have transitioned to a more objective evaluation system focused on research productivity, educational excellence, and clinical improvements, allowing faculty to better understand and track their compensation outcomes.
The Research RVU (rRVU): In Search of a Methodology to Incentivize and Compensate Clinicians for Participation in Clinical Research Activities.
Acad Med
January 2016
Medical director, Erlanger Institute for Clinical Research, Erlanger Baroness Medical Center, Erlanger Health System, University of Tennessee College of Medicine, and professor of emergency medicine, University of Tennessee College of Medicine, Chattanooga, Tennessee;
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