ASSET INVESTMENT
MANAGEMENT SYSTEM
The AIMS Council Status Report
Budget and Goals Retreat
Co Chairs:
Bruce Lindsey
Charles Paidas
Joann Strobbe
“Cosa Nostra”
The AIMS Council Status Report
Budget and Goals Retreat
Co Chairs:
Bruce Lindsey
Charles Paidas
Joann Strobbe
AIMS: Objectives
To support University of South Florida’s College
of Medicine Mission, Goals, and Strategic Plan
by:
1) Aligning resources with missions:
The All Source Funding Model
2) Implementing a salary program that links
assignment and performance to pay
Kickoff = March 9, 2005
The AIMS Council
Co-Chairs
Bruce Lindsey
Basic Sciences
Chuck Paidas
Clinical Sciences
Joann Strobbe
Finance & Administrative
Members
Michael Barber, Molecular Medicine
Robert Belsole, Surgery
Eric Bennett, Molecular Pharmacology & Physiology
H. James Brownlee, Family Medicine
Karen Burdash, Clinical Finance
Duane Eichler, Molecular Medicine
Peter Fabri, Surgery
Frank Fernandez, Psychiatry
Harvey Greenberg, Internal Medicine
Joseph Jackson, USFPG
Jim McKenzie, USF Health IT
Vicky Mastorides, Dean’s Office
Jean Nixon, Business Office
Robert Nelson, Pediatrics
John Curran, Dean’s Office
William Quillen, Physical Therapy
Abdul Rao, Research
Paul Wallach, OCME
Lynn Wecker, Research
Paul Knaus, Dean’s Office
The AIMS Deliverables: Chapter 1
COM Basic Science and Clinically
Ranked Faculty
• All Source Funding Model
• Performance Requirements
• The Data warehouse/dashboard
• Annual Assignment Form
• Evaluation
• Faculty Guidebook*
*leadership institute
The AIMS Future Deliverables:
Chapter 2
Evaluation of
• Chairs
• Staff
• Administration
The AIMS Priority:
“…Leave the gun. Take the cannoli…”
It is a PILOT Initiative.
…Let’s get it started.
The AIMS Process
Literature Review of All Source Model
– 1/3 of the faculty would have realized additional
compensation from the model
– 1/3 would have realized no impact
– 1/3 would have seen a reduction in their
compensation for FY05-06.
– 79% of the faculty would have been within a 20%
variance of their actual Compensation
• The remaining 21% would have been evenly split
between those realizing a positive impact greater than
20% and those realizing a negative impact greater then
20%
(Drexel, Kansas, Iowa, Georgetown)
AIMS: FAQ’s from Faculty
• Should state resources support the three
missions?
• How does a college or university support
quality and new educational models,
such as small group learning and
computer based instruction?
• How does the college support instruction
of residents and fellows?
AIMS: FAQ’s from Faculty
• Everyone can be treated fairly but no
one can be treated the same!
• If people are happy then leave them
alone.
• Academic medicine means something,
what exactly does it mean?
AIMS: FAQ’s clinical issues
• Must understand sources of money.
Hard money = State, TGH, Moffitt,
Fed and State Contracts
Soft Money = patient revenue
• In order to increase revenue we must
either:
increase the contracts or decrease the
expenses associated with soft money
AIMS Salary Subcommitee:
The realistic solution
• EXPENSES
for all departments:
range = 50 – 67%
Dean’s Tax
7%
Corporation 17.5%
Department
10-14%
Division
~ 30%
AIMS Salary Plan Implementation Timeline
Basic Science Ranked Faculty
Attachment C
Dept
Dept
Input
Input
F ebr u a r y 15, 2006
Depa r t m en t s
su bm it pr oposed
m odifica t ion s t o
college-wide
per for m a n ce
r equ ir em en t s
AIMS
Approves
Apr il 15
AIMS Cou n cil
r eviews a n d
a ppr oves for 06/07
a ssign m en t s
Dept
Assignment
J u n e 15
Assign m en t s for a ll
r a n k ed fa cu lt y m u st
in clu de: Collegewide m in im u m
per cen t a ges of effor t
a n d college-wide
per for m a n ce
r equ ir em en t s for
ba se, in cen t ive a n d
bon u s pa y
Implement
J u ly 1, 2006
Im plem en t a t ion
of AIMS P a y for
P er for m a n ce
Sa la r y P la n
Dea n will fu n d in cen t ive a n d bon u s pools for 2006/2007 fisca l ye a r . (a m ou n t t o
be det er m in ed)
AIMS Salary Plan Implementation Timeline
Clinician Ranked Faculty
Attachment C
Dept
Defines
AIMS
Approves
February 15, 2006
Dept
Assignment
April 15
Departments submit
proposed performance
requirements to AIMS
Council
Dept
Pilot
June 15
Assess
Adjust
June 15
Assignments for
all ranked faculty must include:
College-wide minimum
percentages of effort and
Departmental performance
requirements for base, incentive
and bonus pay
AIMS Council reviews
and approves for 06/07
assignments
&
July 1
Fully
Implement
July 1, 2007
Revise
Department criteria
as appropriate
Pilot of departmental
performance
requirements and
impact on pay
Departments fully implementing the AIMS Salary Plan as of July 1, 2006 will be rewarded with a
$500 Dean’s Bonus per faculty member.
(11/29/05)
Full Implementation
of AIMS Pay for
Performance Salary
Plan
All Source Funding Model
Finance Subcommittee
USF College of Medicine
Proposed Resource allocated by Mission
Source
Total
Instruction/ House Staff Post Doc
%
State Appropriation
Tuition & Other
30,417,684
Amount
%
Dept. Research
Amount
%
Sponsored Research
Amount
%
Amount
Clinical
%
Public Service/UG
Amount
%
%
Amount
70%
21,292,379
8%
2,433,415
10%
3,041,768
0%
0
0%
0
2%
608,354
10%
3,041,768
4,599,120 100%
4,599,120
0%
0
0%
0
0%
0
0%
0
0%
0
0%
0
0 100%
21,088,936
0%
0
0%
0
0%
0
0%
0
0%
0
0%
0
2%
1,595,281
10%
7,976,403
10%
171,679
10%
171,679
Contracts & Grants
Sponsored)
21,088,936
0%
0
0%
0
0%
Endowed Chairs &
Foundation Gifts
5,829,619
20%
1,165,924
0%
0
80%
4,663,695
0%
0
Practice Plan
79,764,029
5%
3,988,201
8%
6,381,122
10%
7,976,403
0%
0
65% 51,846,619
Other Sources
1,716,791
0%
0
0%
0
40%
686,716
0%
0
40%
Total Revenue /Income:
Amount
Admin.
143,416,179
31,045,624
8,814,537
16,368,583
21,088,936
686,716
52,533,335
2,375,313
11,189,850
College of Medicine Minimum Standards for Percent of
Effort for Ranked Faculty (Revised by Council 3/30/06)
CATEGORY
COLLEGE - WIDE
Instruction
5%
Scholarly Activity
5%
Service/Governance
3%
Clinical Care
Other (Professional Development or
Leave of Absence with Pay)
*
2%
NOTE: The minimum required workweek for 1.00 FTE Faculty is 40 hours; faculty are expected to work the number of hours
necessary to accomplish their assigned responsibilities. The minimum work year is 46 weeks or 1840 hours.
*Not applicable to Basic Science faculty. Clinical Faculty assignment will include patient care with
and without students or house staff and will be benchmarked.
The Tipping Point
Rao
Wallach
AIMS
Council
Belsole
College-Wide Basic
Science Ranked Faculty Performance Requirements
WORK CATEGORY (refer to definitions page)
Instruction (5% Minimum Effort)
10. Medical student instruction
12. Housestaff/postdoctoral instruction
13. Graduate/Other Instruction
14. Thesis/Dissertation
15. Other instructional effort
16. Supervision - Student Interns
17. Academic Advising
Research/Scholarly Activity (5% Minimum Effort)
20. Sponsored research
22. Departmental research
Service (3% Minimum Effort)
30. Public service
31. University governance
Administration
40. University/College/Department Administration
Clinical Care (0% Minimum Effort)
Other (2% Minimum Effort)
60B. Leave (category 60A) or Professional development
BASE
INCENTIVE
BONUS
COLEGE-WIDE CLINICIAN RANKED FACULTY PERFORMANCE REQUIREMENTS
ACTIVITY CATEGORY
(refer to definitions page)
BASE
INCENTIVE
BONUS
INSTRUCTION (every ranked faculty must have at least 5% of total effort assigned to instruction activities)
10. Medical student instruction*
12. Housestaff instruction* (Residents) / Postdoc
13. Graduate and Other Instruction
14. Thesis/Dissertation
15. Other instructional effort
16. Supervision - Student Interns
17. Academic Advising
RESEARCH
20. Sponsored research
SCHOLARLY ACTIVITY (every ranked faculty must have at least 5% of total effort assigned to scholarly activities)
22. Scholarly Activity
SERVICE (every ranked faculty must have at least 3% of total effort assigned to service activities)
30. Public service
31. University governance
ADMINISTRATION (0% Minimum Effort)
40. University/College/Department/Program Administration
CLINICAL CARE w/o students/housestaff (0% Minimum Effort)
50. Revenue-generating Clinical Care*
51. Non-revenue Generating Clinical Services*
Other (2% Minimum Effort)
60. Leave of Absence with Pay
61. Professional Development
The dashboard
AIMS: Accomplishments
• Established COM minimum percentages of effort
per assignment category for ranked faculty with
substantial input from Vice Deans
• Identified measurable College performance
requirements for base, incentive, and bonus pay
• Created a plan to develop additional measurable
department-specific performance requirements
for base, incentive and bonus pay
• Developing combined Assignment and Effort
Form
• Data warehouse and Dashboard
AIMS: SWOT Analysis
Strengths: Faculty Council and Chair Buy-In.
Level the playing field. Reward the Knowledge
Worker. Enhance dialogue. APT. LCME
Weaknesses: Talk is cheap. Don’t stop here. Will it
control expenses? Self Reporting. Cross
Subsidization. LCME
Opportunities: “Eat what you kill,” Align Sources
and Uses of Capital. Expense Control. LCME.
Threats: Disintegration of academic spirit. Legal
Woes. Enforce non-Compliance. LCME
Closing Thoughts for Retreat:
•Caution because consultant can do this
•Student and Patient come first
•Always family at the cash register
•Evaluation for the “So What” Critical
Your AIMS Council (Uncle/Aunt?)