All clinically active faculty physicians will have their compensation aligned to either the productivity-based or shift-based model. In both of these models, total annual compensation consists of total expected compensation, incentive and other pay, with differences in the models accounting for variation in the type of work faculty physicians deliver based on their specialty and subspecialties.

While these models will be used as a guide across the entire Morsani College of Medicine (MCOM), we have partnered closely with chairs and department administrators to account for adjustments specific to each department and corresponding divisions, ensuring that we appropriately recognize the unique work of our faculty members within their areas of expertise.

To explore the components of the productivity-based and shift-based compensation models and to review the adjusted pay schedules in alignment with each component, we invite you to access the following resources:

Throughout FY25, we worked alongside chairs and department administrators to refine the model for each department, with efforts to transition all faculty physicians to the new compensation plan and supporting models by the start of FY26 (July 2025).

During Year 0, a portion of faculty physicians were “held harmless,” meaning they maintained their legacy total expected compensation (base salary) before transitioning to the new model in Year 1 (FY26). Additionally, given the continued efforts to refine and adjust the model in alignment for each department and division, the incentive pay schedule and additional elements of the plan continued to be adjusted.

As part of the compensation plan’s full launch in FY26, beginning July 2025 the “held harmless” provision will lift, we will adjust to the standard payment schedules and bring all eligible faculty physicians into the supporting models.

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For additional information and details, review the Frequently Asked Questions listed on the pages established for your faculty group.