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/policies/administrative/uwhc/department-specific/graduate-medical-education-gme/4318.policy

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UWHC,UWMF,

Policies,Administrative,UWHC,Department Specific,Graduate Medical Education (GME)

Stipend Administration for GME Trainees (43.18)

Stipend Administration for GME Trainees (43.18) - Policies, Administrative, UWHC, Department Specific, Graduate Medical Education (GME)

43.18




UWHC Departmental Policy
Category:
 UWHC only (Hospital Administrative-entity wide)  UWMF only (entity wide)
 UWHC Departmental (Graduate Medical Education)  UWMF Departmental (indicate name)
 UWHC and UWMF (shared)
Policy Title: Stipend Administration for GME Trainees
Policy Number: 43.18
Effective Date: July 15, 2015
Chapter: Graduate Medical Education
Version: New
I. PURPOSE

It is the policy of University of Wisconsin Hospitals and Clinics (UWHC) Graduate Medical Education Office to
administer its stipend program in a fair and consistent manner in compliance with applicable government
regulations.

II. PERSONS AFFECTED

This policy applies to all Graduate Medical Education (GME) residents and fellows in ACGME accredited
programs sponsored by the University of Wisconsin Hospitals and Clinics (UWHC).

III. DEFINITIONS

A. The term “resident” refers to residents and fellows training in accredited programs sponsored by UWHC.
B. Stipend is the term used to describe the salary granted to GME trainees.

IV. POLICY
A. It is the policy of UWHC GME Office to develop a compensation program that supports our mission by
maintaining competitiveness and establishing market-based compensation.
B. Classification and compensation decisions will be made in a fair and equitable manner and will comply
with all legal and requirements.
C. Promotions to the next PG level are made in consultation with the Program Director for each training
program and are based on successful completion of the current PG year and dates. Special pay programs
will be developed and administered as appropriate.
D. The Director of Graduate Medical Education and the Human Resources department's Director of
Compensation and Benefits, or designee, work together to determine recommended stipend levels.
Stipend changes are not effective until they are reviewed and approved by the UWHC Graduate Medical
Education Committee and should not be communicated by the GME Office until all approvals have been
secured. Residents will be informed by the GME Office of their individual stipend in the annual
appointment letter.
E. Generally, individual stipend information is not to be shared.





V. PROCEDURE
A. Stipend Levels: It is the objective of UWHC to maintain resident salaries at a competitive level as
compared to hospitals nationwide. Annual stipend rates will be based on the levels reported in the AAMC
Council of Teaching Hospitals annual survey and will be adjusted on a yearly basis as necessary.
B. Hire Rate: The stipend level is determined by counting the number of years after receiving an MD or DO
(or equivalent degree) that have been spent in a training program accredited by the Accreditation Council
for Graduate Medical Education that apply toward board certification in the current specialty in which
they are training. Residents may receive up to one additional stipend level for a UWHC chief resident
year or UW non-accredited research year. Initial appointments are for one year.
C. Promotions: Appointments beyond the initial appointment are made for one year, except as specified in
annual Appointment Information Document. A resident is promoted to subsequent levels in the program
unless the Department Chair or Program Director determines that the resident has demonstrated
inadequate scholarship or professional growth. Semi-annual evaluations are provided to apprise residents
of their progress (see GME Policy on Evaluation, Discipline, Promotion, Non-Renewal or Dismissal of
Residents). The resident’s start date and progress towards meeting PGY level requirements are the basis
for determining a resident’s eligibility for a stipend change.
D. Wage Audits: Wage audits are performed by the GME office prior to the close of each bi-weekly payroll
close and at the beginning and end of each training year. Details of the wage audit process are located in
the GME Bi-Weekly Wage Audit Process document.

VI. Modifications

This policy creates no rights, contractual or otherwise. Statements of policy obtained herein are not made for the
purpose of inducing any person to become or remain an employee of UWHC, and should not be considered
"promises" or as granting "property" rights. UWHC may add to, subtract from and/or modify this policy at any
time. Nothing contained in this policy impairs the right of a non-represented employee or UWHC to terminate the
employment relationship at-will. For represented employees, who are not at will employees, this policy does not
supersede, limit nor grant any rights beyond those provided by the applicable collective bargaining agreement.


COORDINATION

Sr. Management Sponsor: Susan L. Goelzer, M.D., M.S., Designated Institutional Official
Author: Director, Graduate Medical Education and Medical Staff Administration
Approval Committee: Graduate Medical Education Committee, 7/15/15

SIGNED BY



Susan L. Goelzer, M.D., M.S.
Professor of Anesthesiology, Internal Medicine and Population Health Sciences
Senior Medical Director for GME/Designated Institutional Official
Associate Dean for Graduate Medical Education

Revision Details:

Previous Revision Date: New
Next Revision Due: 7/15/2018 (3 years after effective date)