The PHHP Incentive Plan represents an important element of the College’s overall plan to recognize and reward high quality teaching, research, and clinical service by PHHP faculty members.
Overview
The Incentive Plan consists of three separate incentive components: research, teaching, and clinical service, with associated metrics for high quality performance (detailed below). College faculty members are eligible to participate in any component of the incentive plan, based on their assignment and performance during the fiscal year if they:
• are employed within PHHP on a 0.75 FTE permanent appointment or higher,
• are hired no later than January 1st of the plan year,
• received ratings of ‘achieved’ or higher on all priority goals of their annual evaluation, documented in the PHHP AGS-FAR
• are not currently under a performance improvement plan (PIP)
• have not received disciplinary action at the level of reprimand or higher
• are actively employed in their PHHP faculty position at the time of payout (generally during December of the plan ending year)
Payments will not be processed for faculty who retire or separate from the college prior to the payout distribution.
The Dean will announce major modifications to the plan each year after consultation with College Leadership, Department Chairs and the Faculty Council. If the College is faced with serious financial circumstances, the Dean may suspend the Incentive Plan. If the Incentive Plan is suspended, no Incentive Plan related assessments will be levied.
Incentive Plan Funds
The total incentive plan pool and dollar amounts associated with the teaching, research and clinical service components will be determined annually.
Funding for the Incentive Plan will be derived from assessments to identified accounts within the College, based on the prior year revenue cycle, as follows:
- 1% of self-funded educational program(s) gross revenues
- 2% of the return allocation, of the investigator and center indirect cost (IDC) returns,
- Investigator’s return will be reduced from 10% to 8%
- PHHP Center returns will be reduced from 7.5% to 5.5%
- 2% of clinical revenues
These assessments ensure the College has sufficient funds to meet the costs associated with this Incentive Plan without imposing significant impacts to the recurring operating costs and strategic growth initiatives of the college.
For fiscal year 2026, the PHHP Incentive Plan pool total is set at $850,000, including both salary and associated fringe benefit costs. Should the sum of all eligible faculty incentive payments exceed the plan pool cap, then the maximum total amount that an individual faculty member may receive will be capped at a level no lower than $15,000. Should the sum of individual incentives still exceed the plan pool, then the Dean will further reduce individual payments proportionately.
Teaching Incentives
The faculty at PHHP are critical to the college’s dynamic and responsive educational programs essential to our land grant mission. The teaching incentives recognize the contributions of those faculty who help innovate and increase the quality of our educational programs.
Eligibility for teaching incentive payments is linked to course evaluation scores measured by the “instructor was instrumental to the student’s learning” question on each course evaluation survey for PHHP courses with at least 10 students enrolled. Courses with multiple sections of the same mode of instruction (i.e., in person, online, hybrid) in the same semester will be considered a single course. The faculty’s eligibility will be determined based on their courses through the academic period of performance (Fall through Summer semester). For this year, the teaching incentive pool shall not exceed $250,000.
- T1: Faculty recognized by the Dean for having course evaluations of 4.8 or higher will receive $1,000 per eligible course.
- T2: Faculty teaching eligible courses with course-specific evaluations of 4.1 or higher will receive additional compensation from the balance of the teaching incentive pool (total teaching incentive pool less T1) proportionate to their teaching load in the college. This will be measured as a percentage of eligible student credit hours (SCH’s) generated in relation to the college’s total SCH’s.
Sponsored Programs Incentives
The faculty at PHHP who conduct extramurally funded research serve an essential role for the college by conducting transformational research that leads to groundbreaking discoveries. The research incentives recognize the contributions of those faculty who lead and implement our research.
Expectations about level of faculty involvement in sponsored programs varies by appointment, tenure/tenure-track and non-tenure track research faculty are expected to be engaged in and receive salary support from extramurally funded sponsored
research, whereas non-tenure track clinical faculty are only expected to be engaged in extramurally funded sponsored research as time permits. Salary support is defined as the direct charge of salary and fringe costs to extramurally funded sponsored projects
processed between July 1 to June 30 of the plan year. This includes over the cap coverage provided for limited grants. Funding from previous years, if processed during the plan year will be included. Funding for the plan year that is processed after June 30 will be included in the next incentive year. Specific eligibility thresholds are:
- Tenured/tenure-track faculty must have salary support above 25% on extramurally funded sponsored projects.
- Research-track faculty must have salary support above 35% on extramurally funded sponsored projects.
- Clinical track faculty who have any level of salary support for their UF effort on extramurally funded sponsored projects.
If the faculty member meets the salary support requirements, they will receive:
- SPI1: $135 for each percent of salary support on extramurally funded sponsored program funds in excess of their eligibility threshold.
- SPI2: Receive an amount equivalent to 2% of their total IDC return allocation from the prior year revenue cycle (or 20% of their investigator overhead return).
- SPI3: $1,500 for each PHHP PhD student mentored and funded as a graduate research assistant or pre-doctoral fellow with externally funded sponsored programs or their personal discretionary funds (e.g., IDC). Student funding provided by the college/university for startup, cost share, institutional support, or seed funds during the plans’ related academic year (Fall through Summer) are not eligible for this incentive. Faculty mentors of pre-doctoral trainees are not eligible for this incentive.
- SPI4: $5,000 for PHHP faculty serving as the Program Director for a federally funded training grant (e.g., T32), administered through the college, that supports multiple predoctoral or postdoctoral associates in PHHP. This incentive will be pro-rated for training grants with an MPI structure.
Clinical Service Incentives
The faculty at PHHP are critical to our mission to provide equitable health-related services to our greater Florida Community.
Clinical service assignments vary greatly across the college. For each faculty member with a clinical service assignment, an individualized annual collection target will be set by the Chair with approval by the Dean. This collection target amount will not include collections from supervised clinicians. Faculty who meet their collection target will receive 2% of their collection target. Faculty who exceed their collection target will receive 4% of all revenues that exceed their collection target.