2016 SCAROP Financial Survey SCAROP Financial Survey · Financial Survey Published with 2015 & 2016...

2016SCAROPFinancial Survey Published with 2015 & 2016 Information

PUBLISHED WITH 2015 AND 2016 INFORMATION

2016SCAROPFinancial Survey

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THE SOCIETY OF CHAIRS OF ACADEMIC RADIATION ONCOLOGY PROGRAMS (SCAROP)

AND THE AMERICAN SOCIETY FOR RADIATION ONCOLOGY (ASTRO)

T A R G E T I N G C A N C E R C A R E

PREVIEW


Copyright © 2017 by the American Society for Radiation Oncology All rights reserved. No part of this publication covered by the copyright here on may be reproduced or copied in any form or by any means — graphic, electronic, or mechanical, including photocopying, taping, or information storage and retrieval systems — without written permission of the publishers.

Project Manager and Statistician:Tim SandersData AnalystAmerica Society for Radiation Oncology251 18th Street South8th FloorArlington, VA 22202


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2016 Society of Chairs of Academic Radiation Oncology Programs Leadership Committee

PRESIDENTStephen M. Hahn, MD, FASTROProfessor and ChairDepartment of Radiation Oncology MD Anderson Cancer CenterHouston, TX

VICE PRESIDENTCharles R. Thomas, Jr., MDProfessor and ChairDepartment of Radiation Oncology Oregon Health & Science UniversityPortland, OR

SECRETARY & TREASURERBenjamin Movsas, MDProfessor and ChairDepartment of Radiation OncologyHenry Ford Health SystemDetroit, MI

IMMEDIATE PAST PRESIDENTSilvia Chiara Formenti, MDProfessor and ChairDepartment of Radiation Oncology Weill Cornell Medical CollegeNew York, NY

Special thanks to Michael Steinberg, MD, FASTRO and Shalom Kalnicki, MD for their review and contributions to the final report. Special thanks are also extended to practice administrators Gary Marsh and Joy Godby at MD Anderson Cancer Center and Chet Szerlag, MBA, FACHE, CMPE at Weill Cornell Medicine for their review and contributions to the survey questionnaire.

AT-LARGE MEMBERFei-Fei Liu, MDChief, Princess Margaret Cancer Centre Radiation Medicine Program Professor and Chair, Department of Radiation Oncology University of TorontoSenior Scientist, Ontario Cancer InstituteDr. Mariano Elia Chair in Head & Neck OncologyToronto, Canada

AT-LARGE MEMBERJames A. Bonner, MD, FASTROProfessor and ChairDepartment of Radiation OncologyThe University of Alabama at Birmingham Birmingham, AL

AT-LARGE MEMBERShalom Kalnicki, MDProfessor and ChairDepartment of Radiation OncologyMontefiore Albert Einstein College of MedicineBronx, NY

PROJECT MANAGERTim SandersData AnalystASTROArlington, VA


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PurposeThe Society of Chairs of Academic Radiation Oncology Programs (SCAROP) and the American Society for Radiation Oncology (ASTRO) have conducted this survey. The 2016 SCAROP Financial Survey is a member census and primarily represents radiation oncology departments of United States medical schools. This report presents significant indicators valued by leaders of academic radiation oncology clinical services in maintaining a viable operation.

This information allows users to evaluate and compare faculty and non-faculty compensation and bonuses, along with department funding resources.

The success of this survey report is due to the tremendous effort of many individuals who contributed information.

DescriptionThis report addresses three primary department components—benchmarks for department administration, faculty and administration personnel compensation and funding resources.

The profile of faculty and administration job titles is displayed by faculty/administration title, years of experience in academic rank, years in the

department, gender, ethnicity, formal education level, site, rank, tenure track and board certification.

Compensation tables were formatted to display 25th, 50th (median) and 75th percentiles for five or more responses.

Anti-Trust Compliance & ConfidentialityThis survey was conducted according to the anti-trust guidance issued by the Federal Trade Commission in October, 2016. Specifically, the results of the survey were released no earlier than 90 days after data collection.

Only summary statistics were reported and only when there was sufficient responses to be statistically appropriate and to protect the anonymity of those submitting data. For all compensation information, a minimum of five individuals were required to report results to prevent competitors from linking particular data to an individual source. The survey information has been compiled solely to assist in informing report users of key benchmarks.

The data contained in the report, may not be used to limit competition, restrain trade, or reduce or stabilize salary or benefit levels. Such improper use is prohibited by federal antitrust laws.

Forward2016 is the first year that ASTRO has administered this survey directly. In this transition, we have largely repeated the questionnaire and analysis from previous surveys. We have included some new analyses and look forward to working with the SCAROP community to further refine this survey report so that it is of highest value to the field.

INTRODUCTION


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Survey MethodologyOn January 17, 2017 notifications were distributed via email to all SCAROP members listed on the member roster. For any emails that were undeliverable, follow up was conducted to ensure that the current department chair received a copy of the email message and questionnaire.

Ninety-one members, representing their respective radiation oncology facilities, received a copy of the questionnaire.

Electronic reminders and telephone- communications were periodically communicated to all members. The original deadline was March 3, however on March 2, a final reminder was sent to those who had started the survey but had not completed it. The final response was received on March 10.

The 63.7 percent response rate represents the 58 constituent departments that completed, or partially completed, and returned questionnaires. Represented by this information are 1,652 physicians, physicists, scientists and administrators in faculty and non-faculty positions.

Data were examined and evaluated for outlying and missing values from both logical and statistical perspectives. Contacts were initiated to respondents who submitted values that were determined unusual or missing.

Limitations of the DataThe reader of this report should be aware of the limitations of the survey results. The survey is a census, not a randomized sample. The survey respondents may not be representative of all radiation oncology departments, as participation is voluntary.

Any comparisons of individual compensation information to the values reported in the tables should be made with the awareness that a number of factors influence compensation. Some examples of these are ability to pay, supply/demand situation in the labor market, location, institution size and compensation method. A compensation philosophy that works well for one organization may not replicate success in another.

Efforts have been made in editing the data to ensure a consistent, representative report.

How to Use this ReportThis survey is a view of participating organizations’ pay policies at a specific point in time that shows the diversity and complexity of radiation oncology departments. It does not yield a single “correct” range of pay for a specific job.

Missing DataNot all participants answered every question. Tables in this report include only those who answered the pertinent questions; zeros and missing values are not included in the compensation tables. Tables show where zeros remained as a legitimate value.


TABLES OF CONTENTS

Summary of Responses......................................................................................1Survey Responses Number of Respondents...................................................................................................................................................2 Number of Faculty by Job Title.......................................................................................................................................2

Regional Analysis Regional Breakdown..........................................................................................................................................................3 Number of Respondents by Region..............................................................................................................................4 Survey Respondents by Region......................................................................................................................................4

Program Size Size Stratification.................................................................................................................................................................6 Size Breakdown of Responding Organizations..........................................................................................................6 Size Breakdown of Responding Organizations (Total Faculty Members)..........................................................6

Other New Addition for 2016 New Additions: Ownership of the Practice..................................................................................................................7 New Additions: Department Definition of a Full-time Clinical Physician.........................................................7 New Additions: Percentage of Board-certified Physicians.....................................................................................7 New Additions: Percentage of Board-certified Medical Physicists.....................................................................7

Trended Physician Compensation Median Compensation Values by Faculty/Administration Title for 2016, 2014 & 2013, 2011 and 2009 Compared...........................................................................................................................................................8

Physician Faculty................................................................................................9 Physician Compensation Physician Department Chair Compensation............................................................................................................10 Physician Division/Section Chief Compensation.....................................................................................................11 Physician Residency Program Director Compensation.........................................................................................12 Physician Professor Compensation..............................................................................................................................13 Physician Associate Professor Compensation..........................................................................................................14 Physician Assistant Professor Compensation...........................................................................................................15 Physician Instructor Compensation.............................................................................................................................16 Scatter Plot for Physicians: Length of Time in Department by Total Compensation..................................17


Physician Salary Equity Issues Physician Salary Equity Issues........................................................................................................................................18 Total Compensation for Women...................................................................................................................................18 Gender Pay Gap Variability by Occupation...............................................................................................................18 Total Compensation for Underrepresented Minorities.........................................................................................19 Physician Race and Compensation..............................................................................................................................19 Number of Current Residents by Race and Ethnicity Compared with Number of Physician Faculty....19

Physician Work Mean Percentage of Effort for Physicians by Job Title..........................................................................................20 Faculty Expected to Achieve a Work RVU Benchmark..........................................................................................21 Benchmark Sources Currently Used by Departments (Multiple Selections)..................................................21 Benchmark Determination Used by the Department...........................................................................................21 Incentive Compensation Paid Based on Work RVUs............................................................................................21 Physician Work RVUs Productivity...............................................................................................................................22 Physician Work RVUs by Job Title.................................................................................................................................22 Physician Work RVUs by Total Compensation: Physician Department Chair.................................................23 Physician Work RVUs by Total Compensation: Physician Division/Section Chief.........................................23 Physician Work RVUs by Total Compensation: Physician Residency Program Director.............................24 Physician Work RVUs by Total Compensation: Physician Faculty......................................................................24 Admitting Privileges........................................................................................................................................................25 Admitting Privileges Among Physician Faculty Members..................................................................................25 Admitting Privileges Among Physician Faculty Members by Job Title...........................................................25

Recruitment of Physicians Directly Out of Training Department Hired Individual Physicians Directly Out of Training During the 12-Month Reporting Period ..........................................................................................................................................26 Months Needed to Recruit and Sign a Physician Hire Directly Out of Training...........................................26 Months Needed to Credential a Physician Hire Directly Out of Training........................................................26 Funding Sources for New Physician Hires (Multiple Selections)........................................................................26

New Physician Hires Directly Out of Training Clinical Physicians vs. Physician Scientists................................................................................................................27 Cash Compensation Paid to Successfully Hire an Individual Clinical Physician Directly Out of Training...................................................................................................................................................................27 Cash Compensation Paid to Successfully Hire an Individual Physician Scientist Directly Out of Training...................................................................................................................................................................27


New Clinical Physicians Clinical Physicians: Department Provided Additional Compensation for Signing Bonuses, Relocation Expenses or Compensation in lieu of Pension Contribution........................................................28 Clinical Physicians: Eligibility for a Productivity Bonus.........................................................................................28 Clinical Physicians: One-time Additional Compensation Paid to Successfully Hire....................................28 Clinical Physicians: Average Annual Fringe Benefit Expense as a Percentage of Cash Compensation.........................................................................................................................................................28

New Physician Scientists Physician Scientists: Department Provided Additional Compensation for Signing Bonuses, Relocation Expenses or Compensation in lieu of Pension Contribution........................................................29 Physician Scientists: Eligibility for a Productivity Bonus.......................................................................................29 Physician Scientists: One-time Additional Compensation Paid to Successfully Hire.................................29 Physician Scientists: Average Annual Fringe Benefit Expense as a Percentage of Cash Compensation.........................................................................................................................................................29

Physician Scientist Effort Breakdown of Time Among Physician Scientists...................................................................................................30

Residency Program Demographics Number of Residents that Were Enrolled in Training Program for the Period Reported..........................31 Average Number of Residents per Department by Department Size............................................................31 Residents by Gender........................................................................................................................................................31

Residency Program Direction Residency Program Director Has Designated, Protected Time to Direct the Program.............................32 Actual Time Spent Directing the Residency Program (Average Weekly Hours)..........................................32 Percentage of Time/Effort of Designated, Protected Time Allocated for Program Direction.................32 Department Received External Funding to Support the Residency Program Director............................33 Annual Funding from External Sources for Residency Program Director Salary Support.......................33 External Department Funding Sources that Supported the Residency Program Director......................33

Medical Physicists............................................................................................34Medical Physicist Compensation Physics Division/Section Chief Compensation........................................................................................................35 Physics Faculty Compensation.....................................................................................................................................36 Non-faculty Physicist Compensation..........................................................................................................................37 Percentage of Medical Physicist Salary Paid by the Hospital..............................................................................38 Hospital Paid for Medical Physics Travel and Development...............................................................................38 Dollars Allocated per Medical Physicist for Travel and Development Annually..........................................38


Medical Physicist Work Mean Percentage of Effort for Physicists by Job Title...........................................................................................39 Department Measures Medical Physicists’ Productivity.......................................................................................39

Recruitment of Medical Physicists Directly Out of Training Department Hired Individual Medical Physicist Directly Out of Training During the 12-Month Reporting Period...............................................................................................................................................................40 Funding Sources for New Medical Physicist Hires (Multiple Selections).........................................................40

New Medical Physicists Hires Directly Out of Training Medical Physicists: Cash Compensation Paid to Successfully Hire...................................................................40 Medical Physicists: Department Provided Additional Compensation to Successfully Hire Signing Bonuses, Relocation Expenses or Compensation in lieu of Pension Contribution......................................41 Medical Physicists: Eligibility for a Productivity Bonus..........................................................................................41 Medical Physicists: One-time Additional Compensation Paid to Successfully Hire....................................41 Medical Physicists: Average Annual Fringe Benefit Expense as a Percentage of Cash Compensation.........................................................................................................................................................41

Basic Science....................................................................................................42Basic Scientist Compensation Basic Science Division/Section Chief Compensation............................................................................................43 Basic Science Faculty Compensation.........................................................................................................................44

Basic Scientist Work Mean Percentage of Effort for Basic Science by Job Title....................................................................................45

Basic Science Program Department Has a Basic Science Program................................................................................................................46 Department Recruited a Basic Science Program Faculty Member in the 12-Month Reporting Period...............................................................................................................................................................46 Dollar Value of a Typical Start-up Program Package for Basic Science Faculty Recruited in the 12-Month Reporting Period (Facility Cost Not Included).....................................................................................46 Space Allocation in Square Feet per Basic Science Faculty Recruit..................................................................46

Basic Science Funding Department’s Expectation of Basic Scientists to Cover a Portion of Their Salary with Grants or External Funding...............................................................................................................................................................47 Department’s Expectation of a Basic Scientist’s Salary to be Funded by Grants........................................47 Average Annual Funding Amounts Awarded (Direct and Indirect).................................................................48


Basic Science Incentive Appropriation Basic Science Faculty Were Eligible for Incentive Compensation.....................................................................49 Basic Science Programs Were Eligible to Receive Incentives for Programmatic Reinvestment..............49

Senior Administration.....................................................................................50Senior Administration Compensation Chief Department Administrator Compensation...................................................................................................51

Senior Administration Work Senior Administration – Chief Department Administrator Areas of Responsibility....................................52

Department Profile..........................................................................................53 Reported Sites Number of Facilities Per Department.........................................................................................................................54 Average Number of Facilities per Department by Department Size..............................................................54

Fundraising Department Independently Fundraised Outside the School or Cancer Center...........................................55

Dedicated Time/Money to the Development Office Percentage of FTE Time a Development Office or Officer Was Specifically Dedicated to the Department.................................................................................................................................................................55 For the Dedicated Development Office or Officer, Annual Dollars Committed Only for the Period Reported.................................................................................................................................................................55

Hospital Compensation for Medical Directorship Primary Hospital Compensated Department for Medical Directorship.........................................................56 Amount the Primary Hospital Compensated the Medical Director for Directorship.................................56

Philanthropy/Unrestricted Revenue Amount the Department Received from Philanthropy........................................................................................56 Department Received Unrestricted Revenue from Sources External to the Department for the Academic Mission.............................................................................................................................................................56

Staffing Staffing Breakdown of FTE Faculty Members..........................................................................................................57 Staffing Breakdown of FTE Faculty Members by Program Size.........................................................................57

Technologies and Therapies Technologies and Therapies Available at Departments......................................................................................58 Department Usage of Radiation Oncology Therapies..........................................................................................58


Number of Respondents

Departments Individual Positions58 1652

Note: Data are not available for every faculty member for every question. When there is variation in the underlying number of organizations and faculty members, it is because of missing data.

Number of Faculty by Job Title

Position IndividualsPhysician Department Chair 55Physician Division / Section Chief 95Physician Residency Program Director 56Physician Faculty 602Physics Division / Section Chief 60Physics Faculty 486Physics Non-faculty 38Science Division / Section Chief 24Science Faculty 129Chief Department Administrator 41Other Faculty 19Total 1605


Number of Facilities per Department

Departments Percent1 Facility 5 8.8%2 Facilities 11 19.0%3 Facilities 10 17.2%4 Facilities 13 22.4%5 Facilities 4 6.9%6 Facilities 4 6.9%7 Facilities 5 8.6%8 Facilities 2 3.4%9 Facilities 2 3.4%10 or more facilities 1 1.7%Total 57 100.0%

Average Number of Facilities per Department by Department Size

MeanSmall 2.55Medium 4.60Large 5.17

Reported Sites


Department Usage of Radiation Oncology Therapies

Technologies and Therapies Available at Departments Many technologies and therapies are ubiquitous across departments, including 3-D conformal, IMRT, SBRT, SRS, HDR, and CT-simulators. We have provided information about some techniques and therapies that appear not to be available in every department given the self-reported data in this sample.

Departments Percent (n=58)LDR 48 82.8%IORT 31 53.4%Radiopharmaceuticals 28 48.3%Microspheres/Theraspheres 21 36.2%Dedicated MR Simulator 18 31.0%Unsealed source 16 27.6%Dedicated PET-CT Simulator 15 25.9%Electronic Brachytherapy 14 24.1%Protons 12 20.7%

Technologies and Therapies


Regional BreakdownTo help improve the usefulness of this data, we created geographic regions based on the regions identified in the AAMC’s 2016 salary survey.[1]

Comparison to AAMC salary survey

There are important differences between the 2016 SCAROP survey and the AAMC salary surveys. The 2016 AAMC salary survey has data from 144 medical schools, while the SCAROP survey has data from 58 radiation oncology academic programs. The SCAROP salary survey focuses primarily on radiation oncology departments that have residency programs, while the AAMC salary survey focuses on medical schools which may or may not have active radiation oncology residency programs. Additionally, the AAMC survey tool requests information from four category sources (Fixed Salary, Medical Practice Supplement, Bonus/Incentive Pay and Uncontrolled Outside Earning), while the SCAROP survey only solicits information regarding Base Pay and Incentive Pay.

[1] American Association of Medical Colleges. 2015-2016 AAMC Faculty Salary Report. Washington D.C.: Association of American Medical Colleges; 2017: 5.

NEWRegional Analysis


Number of Respondents by Region

2016 SCAROP Departments PercentWestern Region 12 20.7%Midwestern Region 15 25.9%Southern Region 14 24.1%Northeastern Region 17 29.3%Total 58 100.0%

15-'16 AAMC Departments Percent19 13.2%34 23.6%52 36.1%39 27.1%144 100.0%

Survey Respondents by Region

West RegionCedar-Sinai Medical Center

City of Hope National Medical Center Oregon Health & Science University

Stanford UniversityUniversity of Arizona

University of California San DiegoUniversity of California, Davis Health System

University of California, Los AngelesUniversity of California, San Francisco

University of Colorado DenverUniversity of South California/Keck

University of Utah

Midwestern RegionCleveland Clinic/Comprehensive Cancer Center

Henry Ford Hospital Indiana University

Mayo Clinic of Medicine Rochester Medical College of Wisconsin

Northwestern Memorial Hospital Rush University Medical Center

The Ohio State University Medical CenterUniversity of Iowa

University of KansasUniversity of Michigan

University of MinnesotaUniversity of Wisconsin

Washington University School of Medicine William Beaumont Hospital


Survey Respondents by Region (cont.)

Southern RegionDuke University

Medical College of GeorgiaMoffitt Cancer CenterUniversity of KentuckyUniversity of Louisville

University of MiamiUniversity of North Carolina Hospitals

University of Oklahoma Health Sciences CenterUniversity of Texas Health Science Center/ S.A.University of Texas MD Anderson Cancer Center

University of Texas Medical Branch HospitalsVanderbilt University

Virginia Commonwealth University Health System Wake Forest University School of Medicine

Northeastern RegionAllegeny Health Network

Brigham and Women’s/Mass Gen Harvard Fox Chase Cancer Center/Temple University Hospital

Icahn School of Medicine at Mount Sinai John Hopkins University

Memorial Sloan Kettering Cancer CenterNorthwell Health

Rutgers Cancer Institute of New JerseyStony Brook University School of Medicine

SUNY Upstate Medical UniversityThomas Jefferson University

Tufts Medical CenterUniversity of Maryland

University of PennsylvaniaUniversity of Rochester

Yale UniversityYeshiva University


Physician Compensation by Academic Rank:Physician Assistant Professor Compensation

Count MeanStandardDeviation 25th Ptile Median 75th Ptile

Base Compensation 259 $319,783 $102,727 $280,000 $310,000 $355,085Incentive Bonus 217 $77,888 $93,063 $20,382 $40,000 $100,000Total Compensation 279 $357,439 $156,838 $300,000 $356,054 $425,000

Gender Male 181 $359,373 $162,421 $300,000 $355,085 $425,000Female 98 $353,867 $146,712 $300,000 $366,354 $415,003

Race/Ethnicity White 162 $365,837 $181,132 $300,000 $365,428 $430,824Hispanic, Latino, or Spanish origin 4 * * * * *

Black or African American 12 $295,520 $151,426 $217,344 $342,408 $365,997Asian 65 $356,183 $123,154 $301,500 $365,000 $415,808

American Indian or Alaska Native 1 * * * * *Middle Eastern or North African 11 $353,833 $60,643 $298,090 $357,100 $382,500

Native Hawaiian or Other Pacific Islander 2 * * * * *Some other race, ethnicity, or origin 7 $395,133 $64,597 $340,579 $395,352 $445,000

Formal Education Level MD, DO 215 $367,831 $167,395 $300,000 $365,000 $431,484MD, DO with a PhD 43 $319,828 $121,576 $300,000 $340,000 $375,500

MD, DO with a Master's Degree 8 $354,337 $46,473 $308,401 $358,895 $384,846PhD, JD, EdD 3 * * * * *

Tenure Yes 50 $369,188 $78,003 $335,000 $376,211 $425,000No 207 $350,171 $170,450 $295,000 $350,000 $416,160

Years of Experience 0-4 131 $318,277 $131,326 $297,950 $335,417 $395,0005-9 77 $364,805 $142,021 $325,802 $370,296 $404,475

10-14 14 $384,567 $104,063 $328,850 $417,506 $456,95415-19 12 $520,051 $232,092 $380,084 $433,287 $586,500

20+ 28 $479,025 $205,818 $330,530 $425,776 $584,275

Longevity in Department 0-4 158 $323,944 $134,723 $295,000 $334,500 $386,8105-9 99 $400,481 $181,100 $328,746 $376,823 $460,000

10-14 8 $370,300 $124,183 $249,992 $425,842 $452,54115-19 5 $408,782 $134,357 $292,658 $425,000 $516,799

20+ 4 * * * * *

Region (AAMC) Western Region 44 $367,304 $95,139 $305,250 $341,955 $415,008Midwestern Region 86 $339,723 $237,925 $230,415 $341,552 $435,799

Southern Region 60 $345,085 $74,302 $306,000 $362,463 $376,685Northeastern Region 89 $378,010 $118,396 $311,300 $368,740 $446,685

Department Size Small 49 $375,926 $143,729 $300,000 $355,300 $434,103Medium 102 $418,978 $160,943 $315,936 $385,000 $456,250

Large 128 $301,323 $138,168 $271,451 $340,290 $379,890

Site Main Campus 181 $328,386 $143,994 $292,125 $347,373 $395,176Satellite Campus 98 $411,099 $165,945 $317,486 $382,155 $461,250

Compensation tables are available for:• Physician Department Chair

• Physician Division / Section Chief

• Physician Residency Program Director

• Physician Faculty

- Physician Professor

- Physician Associate Professor

- Physician Assistant Professor

- Physician Instructor

• Physics Division / Section Chief

• Physics Faculty

• Physics Non-faculty

• Science Division / Section Chief

• Science Faculty

• Chief Department Administrator

• Other Faculty

2016 SCAROP Financial Survey SCAROP Financial Survey · Financial Survey Published with 2015 & 2016...

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