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ID Physician FTE
ID Physician FTE
D. SIMPLE CASE STUDY
Jane Doe, MD, currently attends nine half-day clinics per week, is required to produce at least median wRVUs and is asked to take on an administrative role requiring 200 hours annually.
Without Defined FTEs
• Outcome one:
◦ Dr. Doe continues attending nine half-day clinics per week;
◦ Dr. Doe assumes or is told the new administrative role is part of the job;
◦ Dr. Doe begins working nights and weekends to satisfy all her job duties, both clinical and administrative. Dr. Doe’s job performance, personal relationships, and mental and physical health may be impacted;
◦ Dr. Doe’s compensation remains unchanged.
• Outcome two:
◦ Dr. Doe reduces her clinical effort to eight half-day clinics per week, protecting time in her schedule for the administrative work;
◦ Dr. Doe’s clinical productivity expectations are unchanged;
◦ Dr. Doe performs her administrative tasks during regular working hours;
◦ Dr. Doe misses her clinical productivity targets, and her compensation declines despite working the same number of total hours as before.
With Defined FTEs
• FTE definitions (figure 5):
◦ Nine half-day clinics per week is equal to 1.0 FTE;
◦ One half-day is recognized as protected for staff meetings and trainings, and to catch up on documentation.
• 2,000 administrative hours per year is equal to 1.0 FTE.
FIGURE 5: FTE Buildup With Definitions Adopted
• With defined FTEs, outcome one (figure 6):
◦ Dr. Doe continues to attend nine half-day clinics per week (a 1.0 FTE); ◦ Dr. Doe’s administrative effort is recognized (a 0.1 FTE); ◦ Dr. Doe is recognized and paid as a 1.1 FTE.
FIGURE 6: Outcome One — Revised FTE Buildup With Definitions Adopted
• With defined FTEs, outcome two (figure 7):
◦ Dr. Doe reduces her clinical effort to eight half-day clinics (0.9 FTE);
◦ Dr. Doe’s clinical productivity expectations are reduced;
◦ Dr. Doe’s administrative effort is recognized 1 (a 0.1 FTE);
◦ Dr. Doe is recognized and paid as a 1.0 FTE;
◦ Dr. Doe’s work effort is more often confined to standard working hours.
FIGURE 7: Outcome Two — Revised FTE Buildup With Definitions Adopted
1. Recognition of non-revenue-generating effort can come in the form of hourly or stipend-based compensation or protected time, the latter of which is most common in an academic setting and accompanied by a reduction to clinical productivity requirements and/or expectations.