Some academic medical centers have developed compensation models that assign RVUs not only for clinical work but also for teaching and research activities. These models are designed to acknowledge and reward the full range of responsibilities faculty members carry out, recognizing that teaching and research are core elements of an academic physician’s duties. Here’s how these models typically work:
Teaching RVUs: In these models, RVUs are allocated to a variety of teaching responsibilities, such as lecturing, mentoring medical students and residents, creating curricula, and leading educational programs. The number of RVUs assigned may vary depending on the time commitment and complexity of the teaching activity, allowing academic centers to recognize and compensate contributions to education.
Research RVUs: Research efforts are also measured through RVUs, with credits awarded for tasks like conducting research projects, publishing papers, obtaining grants, and supervising research trainees. The RVUs assigned reflect the level of effort involved in these activities and their significance in advancing medical knowledge and supporting the institution’s research goals.
Hybrid Compensation Models: In some institutions, these RVU-based models are combined into a hybrid compensation system, where faculty members receive part of their salary based on clinical RVUs and another part based on RVUs related to teaching and research. This approach encourages faculty to balance their focus across all three key missions of academic medicine: clinical care, education, and research.
Performance Evaluation and Career Advancement: By incorporating teaching and research into the RVU framework, academic medical centers can more thoroughly assess faculty performance, identify areas of strength and opportunities for improvement, and promote career development. This system also aligns faculty activities with the institution’s broader goals and mission.
These RVU models can differ significantly across institutions based on their specific priorities, available resources, and the roles of their faculty. Implementing RVUs for teaching and research requires thoughtful consideration of how these activities are measured and valued, ensuring that faculty contributions in all areas are fairly recognized and incentivized.
References for additional information:
Mezrich, R., et al. The academic RVU: a system for measuring academic productivity
Seifert Jr., W., et al. Values, RVUs and Teaching – International Association of Medical Science Educators – IAMSE
Mehan Jr., W., et al. Academic Performance-Based Compensation Models
