Summary Notes (PDF) - AAMC
Summary Notes (PDF) - AAMC
Summary Notes (PDF) - AAMC
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11% of budget supported by the state<br />
Always recruiting – sometimes find leaders localyl ( don’t forget to look in your own backyard)<br />
Removing chairs is tough – biggest mistake is waiting to long – we can’t save them so don’t drag it out<br />
What are you looking for?<br />
Must have behavior that allows communication (major point), sense of humor and ability to connect.<br />
Looking for character, integrity, listening, flexible, can they change….?<br />
Looking for different skill set run through chairs business skills<br />
All three missions equal but clinical makes money – all boats rise together<br />
Asking chair to come from academic world to run a 30M business – they don’t have those skills<br />
Mississippi still traditional center with departments<br />
Always thinking about diversity – Miss 30% African American – no AA chairs<br />
Many chairs have an emotional attachment to chair role<br />
Three years ago tried to create an individual committee to recruit each chair – failed almost everytime<br />
New model:<br />
Have permanent search committee –includes SOM, hosp, nursing part of the process…14 members – they are trained in interview skills, use psychological<br />
testing, use behavioral tools, use search firm<br />
Conduct SWOT of department. Info given to committee, search firm and interviewee<br />
Candidate and bring spouse on first visit to see if they like it<br />
Only see team on first visit –(candidates) liked the process and that Miss was trying to see if they fit with organization<br />
Second visit with departmental leadership – this is when they articulate resource needs<br />
Letter of intent – salary done in 15 min – chairs 75 percentile<br />
Everyone on 1 year contract with state<br />
All chairs do clinical work (avg 18% of their time)<br />
Regular meetings with leadership starts weekly then monthly<br />
Moving towards full consolidation – merging 17 physician groups and brining dental and NP, PT will be in one model<br />
Fair market salary – use RVU<br />
Merged model …. hospital will contribute “tax” ( like a JOA) – $ come to chancellor – one pot of money – will give chairs state money, clinical earned funds, -<br />
allow chairs to divide money as they see fit…accountability and responsibility.<br />
Mission driving program development – improve health of Mississippi<br />
Chairs report to VC – practice plan reports to Hospital<br />
Discussion:<br />
How to get “my money” to be “our money”<br />
Reducing reporting the VC and developing small team to manage missions is key. Also important for succession<br />
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