• Responsible for all aspects of clinician compensation and employment agreements • Lead clinician recruitment and onboarding efforts across multiple markets• Ensure compensation strategies for over 2,500 clinicians are aligned with network goals and market forces related to productivity, value/quality, demand, recruitment needs and effectiveness of care• Develop and manage a ~$750M clinician compensation budget• Work closely with executive leadership team to develop and implement innovative strategic policy changes with respect to clinician recruitment and compensation• Lead the development of a primary care compensation plan redesign that accounts for a shift in reimbursement to quality and value-based metrics• Develop and manage policies specific to clinician compensation and employment• Ensure compensation practices are consistent with federal regulations (e.g., Stark and Anti-Kickback statutes)• Lead an annual effort to ensure appropriate resources are allocated to clinician compensation so pay is consistent with current market trends • Develop compensation strategies that promote and enhance recruitment and retention while maintaining financial viability• Oversee data systems related to clinician compensation, productivity and value/quality performance to maximize efficiency of data reporting and analysis • Develop and present to executive leadership and various boards • Work with legal department to develop clinician employment contract templates that align with current compensation structures and other legal requirements• Negotiate employment contracts with new hires and existing clinicians • Lead LVPG’s Compensation Committee in conjunction with the Chair of the LVPG Compensation Committee• Develop and manage the Professional Services & Clinician Recruitment teams consisting of more than 50 high performing members• Lead compensation development and negotiation for professional services agreements with private groups

• Responsible for all physician and advanced practice clinician (providers) compensation and employment agreements • Responsible to ensure compensation strategies for over 2,000 providers are aligned with network goals and market forces related to productivity, value, demand and effectiveness of care• Develop and manage a ~$550M provider compensation budget• Work closely with executive leadership team to develop and implement innovative strategic policy changes with respect to provider recruitment • Lead the redesign of primary care compensation that accounts for a shift in focus (including reimbursement) to quality and value-based metrics• Ensure provider compensation is consistent with fair market value • Develop compensation strategies that promote recruitment and retention while being financially reasonable• Ensure compensation practices are consistent with federal regulations (e.g., Stark and Anti-Kickback statutes)• Lead an annual effort to ensure appropriate resources are allocated to provider compensation so pay is consistent with current market trends • Oversee data systems related to provider compensation and productivity to maximize efficiency of data reporting and analysis• Use data to support requested investments in provider compensation and other strategic initiatives • Develop and present reports to executive leadership • Ensure employment contracts are consistent with approved legal templates and align with current compensation structures• Lead LVPG’s Compensation Committee meetings in conjunction with the Chair of the LVPG Compensation Committee• Develop and manage a Professional Services team consisting of 15 high performing members• Presented several times at a national conference on provider compensation

• Responsible for all physician and advanced practice clinician (providers) compensation and employment agreements • Responsible to ensure compensation strategies for over 1,500 providers are aligned with network goals and market forces related to productivity, value, demand and effectiveness of care• Develop and manage a $400M provider compensation budget• Work closely with executive leadership team to develop and implement innovative strategic policy changes with respect to provider recruitment • Lead the development of a primary care compensation plan pilot that accounts for a shift in reimbursement to quality and value-based metrics• Ensure provider compensation is consistent with fair market value which is critical to financial performance, retention, recruitment and legal requirements of a 501(c)3• Ensure compensation practices are consistent with federal regulations (e.g., Stark and Anti-Kickback statutes)• Lead an annual effort to ensure appropriate resources are allocated to provider compensation so pay is consistent with current market trends and key organizational metrics• Oversee data systems related to provider compensation and productivity to maximize efficiency of data reporting and analysis• Use data to support requested investments in provider compensation and other strategic initiatives • Develop and present reports to executive leadership to illustrate the relative efficiency of each clinical practice as it related to compensation • Develop and manage a Professional Services team consisting of 10 high performing members

Coordinate institutional contracts process in conjunction with legal counsel and departmental administrators, including drafting a policy for this processLead an organization-wide initiative to automate a reporting tool for quarterly physician productivity reports related to the inpatient/outpatient settings from over a dozen data sourcesManage faculty contracting, faculty recruiting and faculty data analysis processes involving all areas of the organization including Human Resources, Finance, University Counsel, Payroll, Faculty Affairs, Clinical & Basic Science Departments, Research Administration and the Dean’s Office.

Provide supervisory and analytical support to the physician malpractice insurance program that covers over 600 physicians at ~$30M per yearWork with representative from Mt. Laurel Risk Retention Group (RRG) to ensure proper levels of coverage (based on specialty and clinical effort) are provided to each physicianTrack premium information for multiple layers of insurance including mandatory PA MCare ratesDevelop new reports including claims and loss information from an extended historic periodSupervise two members of the decision support team

Oversee logistics related to faculty contracting and recruiting Program value added modules for Microsoft Office applications to automate faculty contracting and recruitment toolsCraft custom language to be used in faculty employment contracts

Perform physician compensation and productivity analyses used in strategic planning initiativesSupport all ad hoc and periodic report and analysis requests related to faculty contracting and recruitment including compensation, productivity and turnoverDevelop tools for capturing and tracking all information relating to faculty and physician recruitment

Maintain and program improvements to Jefferson Medical College’s faculty contracting databaseMaintain data for physician compensation and productivity surveysDesign and implement a new process for faculty contracting and recruiting used across Jefferson Medical CollegeMember of a contracts group including members from the Dean’s Office, University Counsel and executive leadership that make decisions regarding contracting and recruiting policies