School of Medicine Established in 1930, Duke University School of Medicine is the youngest of the nation's top medical schools. Ranked sixth among medical schools in the nation, the School takes pride in being an inclusive community of outstanding learners, investigators, clinicians, and staff where interdisciplinary collaboration is embraced and great ideas accelerate translation of fundamental scientific discoveries to improve human health locally and around the globe. Composed of more than 2,500 faculty physicians and researchers, more than 1,300 students, and more than 6,000 staff, the Duke University School of Medicine along with the Duke University School of Nursing, Duke University Health System and the Private Diagnostic Clinic (PDC) comprise Duke Health. a world-class academic medical center. The Health System encompasses Duke University Hospital, Duke Regional Hospital, Duke Raleigh Hospital, Duke Primary Care, Duke Home and Hospice, Duke Health and Wellness, and multiple affiliations.The School of Medicine (SOM) Associate Dean/Duke University Health System (DUHS) Director for Clinical Faculty Compensation (AD/DUHS Dir CFC) is a senior member of the leadership teams for the SOM Dean’s Office and for the Duke Health Integrated Practice (DHIP), focusing on the advancement of clinical faculty market compensation and effort documentation/sourcing, leave administration, as well as input into the format of clinical faculty offer letters and other formal faculty compensation communication.
The AD/DUHS Dir CFC role has a number of important operational responsibilities which include leadership of:
- Under the direction of the DHIP Compensation Committee, compensation administration for DHIP-employed faculty and other non-APP providers which includes compensation plan implementation, adherence, and processes
- Participate in the development and modification of compensation plans in each department and DHIP, providing input to departments and SOM/DHIP leadership
- Ensure adherence to individual compensation plans in transactions and processes, providing feedback to departments, SOM/DHIP leadership, and DHIP Compensation Committee when issues arise and/or modifications may be recommended
- Further develop and implement compensation plan processes in collaboration with departments and with leadership from SOM/DHIP, University, and DUHS; provide routine monitoring and oversight, including audit, of those processes
- Working with the DHIP Compensation Committee, lead a periodic survey, using a compensation consulting firm as appropriate, to inform leadership of market competitiveness of compensation packages provided by Duke Health for DHIP-employed faculty and other non-APP providers; make recommendations as needed
- Further develop and implement compensation plan processes in collaboration with departments and with leadership from SOM/DHIP, University, and DUHS; provide routine monitoring and oversight, including audit, of those processes and management of internal pay equity.
- On an ongoing basis, receive DHIP-employed faculty and non-APP compensation salary change requests, evaluate them, and provide final decisions on requests through coordination with SOM and DHIP leadership. Coordinate with SOM, DHIP, and department administration in the appropriate capture of this information and necessary documentation/communication to affected individuals
- Create and maintain a process to codify effort expectations of the chair/chief for new faculty in offer letters, and manage changes to that effort recommended by the chair’s office with approval thresholds by DHIP (clinical effort changes) and SOM (academic effort changes).
- Serve as the administrator for DHIP-employed faculty and other non-APP provider leave administration, complying with Faculty Handbook and DHIP policies. Collaborate with SOM (including Vice Dean for Faculty), DHIP, and department leadership in the implementation of necessary documentation, reporting, and communication to affected individuals as well as making recommendations for supporting administrative process and policy updates
- Coordinate communication of compensation and effort management decisions by Compensation Oversight Group to the chairs and CAOs.
- Develop contacts at other leading academic health systems to understand best practices and innovations in process and IT related to faculty compensation and recruitment.
Reporting relationships:
The AD/DUHS Dir CFC will report to the SOM Vice Dean for Administration, Clinical Department Support and Vice President & Chief Operating Officer of DHIP. The position will be a Duke University (SOM) staff position, with joint funding from DHIP and the SOM.
The AD/DUHS Dir CFC will be a key member of the SOM Dean’s Office and DHIP leadership teams, working closely with vice deans, finance and Human Resource leaders, clinical department chairs and chief administrative officers, DHIP senior vice presidents and DUHS operational leadership.
Staffing:
The new office will access administrative and analytics support in a shared model with DHIP Finance, using contacts in DUHS Performance Services and SOM Finance and Faculty Affairs.
Minimum qualifications: the successful candidate will have a bachelor’s degree in a quantitative field (ex. Business or Accounting), and at least 10 years of analytic experience in clinician compensation, practice management, or academic medical center audit or financial management. The successful AD/DUHS Dir CFC must be data-driven and an effective and skilled communicator in a faculty-driven environment, recognizing the needs of many constituent groups in many different types of operating cultures across the University. CPA is preferred. The ability to communicate confidently and effectively with senior Duke Health leaders is essential. The position requires an innovative leader to establish processes and data sources with attention to detail and the ability to work constructively across multiple organizational lines.
The successful candidate will be a proponent of gender and race diversity in the research workforce, and embrace the advantages of a diverse workforce as an advocate in department and center research communities.
Minimum Qualifications
Education
Bachelor degree in a quantitative field required (ex. Business or Accounting)
Experience
At least 10 years of analytic experience in clinician compensation, practice management, or academic medical center audit or financial management.
Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.