Mount Sinai - Faculty

Compensation Guidelines

Basic Science Compensation Plan

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Ground Rules

All compensation arrangements are at the discretion of the Chair, subject to institutional policy.
Annual faculty reviews will assess performance, confirm adherence to 35/65 distribution guidelines, and implement adjustments to any or all salary components as necessary.
During start-up period, faculty may be exempt from the 35/65 distribution guidelines, with Dean's approval. Start-up periods should not exceed three years without Dean's approval. Additional funding that may be needed for faculty salary support after end of start-up period should be derived from start-up package.
Individual faculty compensation agreements that pre-date implementation of the compensation plan will be considered in developing the individual's compensation under the new policy.
An implementation schedule and financial model for each department must be filed in the Dean's office by January 1, 2004.

Compensation Plan
	Base Salary	Enhanced Productivity Component	Bonus
Definition	A standard range set among all Basic Science Departments	Temporary add-on to base salary Requires written agreement signed by both Chair and faculty acknowledging that the enhancement is of limited duration	Lump-sum payment to recognize teaching excellence, high extramural salary recovery for non-PI, major administrative role
Duration	One year, reviewed annually	One to three years, renewable	One-time; possibility of renewal
Range	Must fall within MSSM base salary ranges for rank Blended AAMC benchmark for NE recommended for setting base	Target: up to 20% of base salary Base salary + EPC cannot exceed MSSM maximum for rank without prior approval of Dean Research: Time/effort charged on each grant cannot exceed what is stated on project	Target: bonus ordinarily will not exceed 10% of base salary. Bonuses above $25,000 will require review and approval by Board of Trustees
Sources of Support	Must meet institutional guidelines for distribution, currently "35/65" 35% institutional sources -- for faculty contribution to departmental and institutional activities, e.g. teaching, committee work, as reflected in CARTS budget 65% extramural sources	Research: Extramural funds OR a combination "R" dollars plus extramural funds Institutional support for combined base salary plus EPC should not exceed 35%. Administrative Add-On: Should be directly linked to administrative duty	Extramural funds CARTS money and other institutional funds, as available NOTE: Bonuses derived partially from federal sources must be paid proportionately to salary source distribution.
Criteria	Must be a faculty member on academic track in good standing. Precise salary -- within range for rank and considering AAMC benchmarks -- will be influenced by individual experience, expertise and role(s).	Research: Publications: extraordinary success in high impact journals National/international renown: invited meetings/reviews; study section participation; review committee assignments Extramural funding: among top 25% of MSSM basic science department investigators Administrative Add-On: For faculty with significant, defined, on-going administrative role, Chair may include a specific amount within base salary that will be removed if administrative role ends.	Teaching excellence as reflected in external measures, e.g., award Unusually high extramural support, e.g. over 80% salary recovery from grants on which individual is not PI Major administrative role

Base Salary Adjustments
	Salary Bridge Funding	Base Salary Reduction
Definition	Limited period of base salary stability for eligible faculty who experience funding loss that prevents attainment of 35/65 distribution	Downward adjustment of base salary due to declining productivity
Eligibility	Faculty who have been on Academic Track and who have met the guidelines for academic faculty salary distribution for at least five years (excluding start-up period under most circumstances)	Faculty who are ineligible for grace period will be subject to salary reductions upon loss of sufficient funding to cover the required 65%. Faculty who are eligible for salary bridge funding period will be subject to base salary reduction when the bridge period expires.
Duration	Minimum salary bridge funding period — six months Maximum salary bridge funding period — two years Prior written approval by Dean necessary for longer salary bridge funding period	Timing of base salary adjustments is dependent on level of extramural support (see below). If additional extramural funding is obtained and is sufficient to raise support to next level, Chair may consider a base salary increase.
Level of Adjustment	During the salary bridge funding period, base salary will be maintained at the level in effect at the time of funding loss Faculty must maintain maximum possible extramural support during salary bridge funding period Faculty will not be eligible to receive enhanced salary or bonus during the salary bridge funding period.	Level I: If extramural support at end of salary bridge funding period is between 50 % and 64% of current base salary, base salary will be reduced to 75% of current base salary Level II: If extramural support at end of salary bridge funding period is 50% or below current base salary, base salary will be reduced to 50% in first year, minimum for rank in subsequent year(s). Base salary can never fall below MSSM minimum for rank.