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Compensation

Compensation. Dr. Andrea Gavin E. Stuart Arnett. Structure for Physician/APC Compensation. Compensation Committee of Advocate Aurora Board Provides high level oversight and has ultimate authority for all system compensation programs

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Compensation

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  1. Compensation Dr. Andrea Gavin E. Stuart Arnett

  2. Structure for Physician/APC Compensation Compensation Committee of Advocate Aurora Board • Provides high level oversight and has ultimate authority for all system compensation programs • Approves new physician relationships if at or above 90th percentile of total cash compensation not supported by productivity • Reviews annually status of highly compensated physicians

  3. Structure for Physician Compensation Aurora Physician Compensation Committee (APCC) • Comprised of internal leadership (excludes practicing physicians) • Approves all physician compensation plans and non-production comp • Responsible for APC productivity comp and selective stipends • Approves individual compensation requests beyond established guidelines AHCMG Guideline Committee • Purpose is to improve and streamline APCC process • Develop consistent and equitable guidelines on key compensation issues

  4. Structure for Physician Compensation Aurora Health Care Medical Group Board • Appoints members of AHCMG Compensation Committee • Reviews/endorses AHCMG Compensation Committee recommendations Aurora Health Care Medical Group Compensation Committee • Serves as advisory committee to the APCC and reports to AHCMG Board • Weighs in on plan design updates • Provides input on key policy issues • Helps socialize compensation across medical group

  5. Compensation PhilosophyKey Attributes • Based on system mission • Adhere to all laws and regulations • Transparent and simple to understand • Equitable within and across specialties • Reward greater productivity or work effort • Attractive for recruitment and retention

  6. Process overview – AHC evolution of physician compensation planning 2014 2015 2016 2017 2018 • Implementation of annual market competitiveness study (annual market review) • Elimination of Low Pay Plan • Formation of the AHC Medical Group Compensation Committee • Annual market review (fourth year) • CMS weight update process • Implementation of three tier production based formula • Longitudinal planning – assure full plan equity (2021) • Annual market review (second year) • Market changes focused on tier one conversion factors • Implementation of modifier 51 adjustments • Aurora Physician Compensation Collaborative was completed • Compensation model restated for production based specialties to remove retroactive production • Inclusion of quality and service goals • Annual market review (third year) • Implementation of three tier production based formula • Consideration of ICP (performance compensation)

  7. Compensation PhilosophySetting Physician Rates • Comp rates targeted at 105% of market median rates by specialty • Basis of comp can be wRVUs, salary, per shift, or per hour • National survey values from AMGA, MGMA, and Sullivan Cotter • Source of wRVU values in 2019 is CMS 2018 – updated annually • Market competitiveness review completed annually

  8. Compensation PhilosophyAPCs • Shared responsibility of APCC and Human Resources • Receive salary or hourly compensation • Based on ranges maintained by Human Resources • Eligible for Quality Incentive • APCs with distinct patient panel eligible for Productivity Incentive • Governed by APCC through AHCMG Compensation Committee

  9. Questions?

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