We wanted to take a moment and let you what the union has been doing concerning the compensation of NJMS clinical faculty. For the past few decades, the UPA faculty practice has determined how NJMS faculty are compensated concerning the clinical revenue portion of their salary. Further, it has funded numerous research and academic programs at NJMS. And while the UPA model is not perfect, it has also ensured that many faculty are competitively compensated relative to their peers. The existing affiliation agreement between UPA and Rutgers secures the status quo through July 1, 2020 in terms of your department’s role in determining how clinical revenues generated by you are distributed. However, the current Union negotiations will determine how you will be paid in the future.
Last December, the AAUP-BHSNJ presented the Rutgers Administration with a Compensation Plan, which will replace the existing UPA department formula process for the distribution of faculty generated clinical revenue. The Union's plan attempts to keep much of the framework the UPA has created intact by guaranteeing revenue to departments and faculty alike in the years subsequent to July 1, 2020. Given that the switch over to RWJBH will likely result in at least a 10-20% drop in overall revenue collected, it is critical that these guarantees are adequate to protect our faculty and prevent them from leaving. Finally, our plan attempts to keep much of the voice and control departments have in running the practice. In particular, it provides a way faculty can have say in any of the future deals that negotiated with RWJBH. While the University has yet to respond to our proposal, we look forward to a good faith negotiation.
You can read the full plan pertaining to NJMS Clinical faculty here