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To ensure adherence to the departmental budget by defining the approvals required to process bills, reimbursements, invoices, and other accounting activities.

To support faculty scholarship and enhance the department’s national reputation by providing travel funds to professional meetings where the faculty member is presenting a seminar, poster, or other dissemination activity.

To balance faculty opportunities for entrepreneurial and opportunistic new responsibilities with the need to avoid burnout and unsustainable expectations.

To balance faculty opportunities for new responsibilities with the need to meet budget targets, understanding that external funding is not equivalent to clinical income (i.e. 20% FTE from outside support is not equivalent financially to 20% FTE allocated to clinical work).

To preserve adequate educational facilities for the department’s teaching missions by defining the circumstances under which departmental conference space and facilities may be utilized.

To define the circumstances under which faculty may utilize Community Service Leave.

Family Medicine Center Faculty Providers need to ensure adequate message and clinical care coverage of their patients while they are on extended leave, and staff need to be aware of their leave. This procedure should be followed to ensure that all the appropriate individuals are notified prior to faculty providers going on an extended leave of absence.

To allow appropriate parental leave and departmental planning for such leave within the guidelines set by the School of Medicine by defining the circumstances under which faculty may use parental leave.

To preserve appropriate access to care for patients by defining the circumstances under which clinical faculty may use vacation, bonus, and sick leave.

To preserve appropriate access to care for patients by defining the circumstances under which clinical faculty may cancel scheduled patient care clinic sessions.

To promote, preserve, and encourage a positive workplace culture in clinical settings by defining the reporting and response mechanisms for unprofessional behavior by clinical faculty. This approach is intended to impose expectations and corrective action processes similar to those in place for UNC Health staff who work in Family Medicine.