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Office of the President

University of Iowa
101 Jessup Hall
Iowa City, IA 52242-1316
319-335-3549
Fax 319-335-0807

May 22, 2023

Dr. Denise J. Jamieson

Email: djamieson@emory.edu

Dear Dr. Jamieson:

We are delighted to offer you the position of vice president for medical affairs (VPMA) and Tyrone D. Artz Dean,
Roy J. and Lucille A. Carver College of Medicine (CCOM) at the University of Iowa. We believe your experience and
skillset are an excellent match for the position, and that your direction, guidance, and leadership will enhance
education, research, and clinical care at Iowa.

This 100% fiscal-year appointment begins on August 1, 2023, and continues subject to our discretion (and yours),
but not beyond June 30, 2028 unless it is extended or renewed. Please know that your appointment is contingent
on approval by the Board of Regents, State of Iowa, and acceptable criminal and credential background checks.

In the role of VPMA/dean, you will have a dual reporting relationship to both the president and the executive vice
president and provost (“EVP/provost”). As VPMA, you will serve as a member of the President’s Cabinet, and as
dean, you will be a member of the campus-wide Council of Deans.

The VPMA/dean oversees and maintains an integrated strategic plan for all of UI Health Care, comprised of CCOM,
UI Hospitals & Clinics (UIHC), and the faculty practice plan, UI Physicians (UIP). Specific responsibilities include:

 Build, manage, and evaluate the leadership team of UI Health Care, including the UIHC chief executive
officer (CEO), chief financial officer (CFO), associate vice presidents, the UIP executive director, the
executive dean of CCOM, and other collegiate leadership positions.
 Within UI Health Care:
o Align and advance the strategic and business development plans and operations.
o Direct clinical delivery systems and management of support services.
o Manage patient care contracting objectives and goals.
o Develop capital and operating budgets that maintain the financial integrity of UI Health Care.
o Review health care compensation and align with human resources policies and practices in
coordination with University Human Resources.
o Manage relationships with affiliate organizations.
 In coordination with the vice president for research, oversee the research enterprise for UI Health Care
including the CCOM and ensure its continued growth.
 Oversee UIHC facilities master planning, including implementation of the 10-year facilities master plan.
 Align all aspects of patient care within the strategic plan and within operational planning and budgeting.
 Provide updates to the Board of Regents on UI Health Care operations and finances.
 Participate in major external and internal governing bodies of UIHC, CCOM, and UIP.
 Advance innovation, tech transfer, and intellectual property development across UI Health Care.
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 Approve all major shared service and purchased service agreements among UI Health Care units and with
the university.
 Partner with other health sciences colleges on clinical and academic issues of mutual interest.
 Provide the UI president, other UI institutional officers, the Board of Regents, state officials, and
policymakers information and authoritative advice on statewide healthcare issues.
 Align UI Health Care fundraising goals with those of the University.
 Ensure a diverse, equitable, and inclusive work, learning, and training environment.
 Create an environment of trust and collaboration to enable the recruitment of world-class health care
professionals.
 Interact with state and national leaders in health care and academic medicine.

Dean of CCOM responsibilities include:

 Evaluate and manage leadership personnel of CCOM, including the executive dean and department chairs.
 Lead CCOM short- and long-term strategic planning.
 Align the operational plan and budget with the strategic plan, including all aspects of medical education,
research, and service.
 In collaboration with deans of other health science colleges and other deans across the university,
develop academic programs for inter-professional education and research.
 Within CCOM, oversee the following:
o Faculty recruitment and appointments, as well as tenure and promotion processes.
o Fiscal planning and management of the budget.
o Space and equipment utilization.
o Philanthropic outreach.

You will have oversight of CCOM’s total finances and will serve as chair of the UI Physicians group. You will be
responsible for the management of the naming gift from the Roy J. Carver Charitable Trust. In addition, you will
serve as a member of the Board of Directors of the Musser-Davis Land Company. This company has served as an
important revenue source for CCOM. The named Dean position includes approximately $270,000 of annual
discretionary funding as allowed by donor intent in the gift agreement.

As noted, the VPMA/dean of CCOM reports to both the president and the EVP/provost. The EVP/provost has
approval authority for all new academic programs, resolution of cases involving student academic affairs, faculty
grievances, international programs, academic evaluation of faculty appointments, strategic planning, and
promotion and tenure decisions and other related academic matters. Therefore, the dean reports to the
EVP/provost regarding these matters. The EVP/provost and VPMA share oversight with the vice president for
research for research activities in interdisciplinary programs and the basic sciences. The EVP/provost and the
VPMA/dean share oversight with the vice president for finance and operations on decisions about new facilities in
both the hospital and CCOM.

Your annual salary will be $1,300,000 for twelve months, in the following increments:

$ 900,000 Twelve-month FY2023 base salary for your tenured faculty appointment
$ 300,000 Administrative supplement for your role as VPMA
$ 100,000 Administrative supplement for your role as dean
$ 1,300,000 Total annual salary

You will be eligible for salary increases, when available, based on your annual performance review. During these
annual reviews, we will discuss your accomplishments for the year as well as agreed-upon goals for the next year.
If you are in the position in spring of 2027, your performance will be subject to a more comprehensive review
performed during AY 2027-2028. In addition, the named Dean position provides roughly $270,000 of annual
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discretionary funding to support strategic initiatives in the college. This amount will fluctuate based on market
conditions.

This appointment is subject to annual merit raises and renewal pursuant to the academic review procedures in the
UI Operations Manual, §II.28.5. Faculty administrators are considered staff members in their capacity in making
non-academic decisions and in that role are subject to the policy on Ethics and Responsibilities for UI Staff. (See UI
Operations Manual, §III-16.3.b.)

The university is invested in all our leaders and their success. As part of our leadership development programming,
we will work with you to identify an institutional mentor to assist you during the transition to your new role. We
will provide resources for executive coaching during your first 12 to 18 months of employment. To that end, we
will work with you and your institutional mentor to identify a coach within your first 30 days of employment.

Your position has been designated as eligible to participate in the Health Care Leadership Incentive Program. As
such, you will be eligible for an annual at-risk variable payment of up to 35% of your base compensation. This
lump sum payout is based 100% on institutional goals and institutional financial performance. Incentive
participation is based on the June 30 fiscal year and, as such, the first opportunity for you to receive an incentive
payment is after the close of fiscal year ending June 30, 2024. Incentive payments are generally made around
November 1st and are prorated based on start date. You must be employed at the close of the fiscal year in order
to be eligible to receive payment. Although we do not anticipate this occurring, the at-risk incentive program may
be modified or suspended at any time. Incentive pay is awarded entirely at the discretion of the employer and may
be subject to approval by the Board of Regents and the University of Iowa. The fact that you may have received an
incentive at any time in the past does not give rise to any expectation or entitlement to receive any incentive in the
future, or as to the size and method of calculation of any future payout.

You will hold a faculty appointment in the Department of Obstetrics and Gynecology in CCOM. Your appointment
as a tenured full professor is subject to approval through the university’s regular review process, managed on an
expedited track. It will begin with a vote of the appropriate faculty in the department at an upcoming meeting and
must subsequently be reviewed by the college and approved by the EVP/provost. Should you leave the position of
VPMA/dean but remain on the faculty at the University of Iowa, your salary will be reduced by the administrative
supplements and your base will be set at the 90% percentile of the AAMC benchmark for your tenured position in
your discipline. You would be provided 6 months of protected time to reinvigorate your research program after
which your effort allocation, clinical responsibilities and teaching assignments will be determined in consultation
with your departmental executive officer (chair). The college/department will be the source of funding for your
faculty line if you join your academic department after serving as VPMA/dean.

As VPMA/dean, your administrative appointments will be “at will,” meaning that they may be terminated at any
time with or without cause. In the event of termination without cause from either administrative appointment
within two years of your start date, the university agrees to pay the respective administrative supplement through
the balance of the initial two-year period on the condition that you provide a full release of claims that have been
or could be asserted at that time.

In the event that the university terminates either of your administrative appointments for “cause,” the university
will pay the respective administrative supplement only through the date of termination and will have no further
obligations to you with respect to that component of your employment. “Cause” shall include the following: 1) a
serious violation of university policy, governmental regulations, or a contractual commitment the compliance with
which is required by university or Board of Regents policy, or by law; or 2) a substantial failure to perform assigned
duties.

The university will provide $70,000 of relocation incentives for you, which will be paid as a taxable extra
compensation payment with appropriate payroll tax withholding after you begin your employment. If you leave
the university within the first 12 months of employment, however, you must repay 100% of the relocation
incentive. The first half of the relocation incentive will be paid on your first check, and the second half will be paid
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after 90 days of employment. In addition to the relocation incentive, we would like to invite and support you and
your family to visit Iowa City again prior to your start date to assist with relocation planning.

If you are a person with a disability or health condition and need accommodation related to your new position,
please contact Faculty and Staff Disability Services (319.335.2663).

Denise, we are very excited about the future of University of Iowa Health Care, and we are enthusiastic about you
joining us in this important leadership role. If you accept this appointment, please contact Provost Kregel by email
to confirm your acceptance as soon as possible, but no later than the morning of May 22, 2023. Once you accept,
we will send you the letter and addendum via DocuSign for final signatures so we may move forward with
announcements.

Sincerely,

Barbara J. Wilson, PhD Kevin C. Kregel, PhD

President Executive Vice President and Provost

I agree and accept the terms and conditions as stated above:

______________________________________________ 5/22/2023
________________________________
Signature Denise J. Jamieson Date
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Addendum to Offer:

Work Eligibility Documentation: You are required by federal law to complete an 1-9 form to verify your eligibility
for employment. The university expects this form to be completed prior to your employment whenever possible,
or on the day you begin work. Please be prepared to present the documents necessary to complete this form and
confirm your eligibility - https://hr.uiowa.edu/support/faculty-and-staff-immigration-services/i-9-information.

Benefits: The University of Iowa offers a full array of benefits that add considerably to the value of your total
compensation. To best suit your personal needs, you are able to select among various benefit options. Information
about the university's flexible benefit options can be found on the University Benefits site:
https://hr.uiowa.edu/benefits. Specific questions may be directed to the University Benefits Office by calling
319.335.2676 or emailing benefits@uiowa.edu.

Serious consideration should be given to choosing a retirement plan because your choice of a retirement plan is an
irrevocable decision that must be made within 60 days of your hire date (or eligibility date if transferring from an
ineligible appointment). The university has two retirement plans from which you may choose: the Iowa Public
Employees Retirement System (IPERS) plan or the University Funded Retirement Plan through Teachers Insurance
and Annuity Association (TIAA). The IPERS plan is a Defined Benefit plan, and retirement income is determined by a
formula based on your years of service and salary earned. The TIAA plan is a Defined Contribution plan, and
retirement income depends on your individual retirement investment returns.

Per Iowa State Code: IPERS is the default retirement program; employees are automatically enrolled in IPERS
unless they elect TIAA within 60 days of their hire/eligibility date. Following your hire date/eligibility date, the
University Benefits Office will email you with enrollment instructions. After receiving the email from the Benefits
Office, we encourage you to login to Employee Self Service to verify your retirement plan enrollment deadline.

Intellectual Property: As a condition of your employment, you are required to follow all university policies,
including the University of Iowa Intellectual Property Policy, under which the University of Iowa Research
Foundation (UIRF) assumes ownership of qualifying inventions as that term is defined in section 30.3.b(2) of the
University of Iowa Inventions Policy and of copyright in works described in section 30.4b(2)(b) of the University of
Iowa Copyright Policy. On commencing employment at the university, you hereby assign all right, title, and interest
in qualifying inventions and such copyrights to UIRF.

Harassment Prevention Training: The University of Iowa is committed to the creation and maintenance of a
positive work environment for all. Toward this goal and per the University of Iowa’s Policy on Sexual Harassment
and Sexual Misconduct, you are required to successfully complete an approved harassment prevention education
course during the first two months (six months if not identified as an academic administrative officer per the
policy) of employment and to complete periodic trainings as outlined in the university’s Policy on Sexual
Harassment and Sexual Misconduct. Once you begin employment, you may satisfy this requirement by completing
an approved online course or instructor-led course (if available).

To view your initial due date for completion of this course, login to the UI Compliance & Qualifications system,
locate the “Harassment Prevention” compliance on your dashboard, and click “View Details.” The appropriate
harassment prevention courses based on your current role at the university will be displayed. Simply click the
“Enroll in Course” button to begin.

Further information about the education requirement and login instructions are available on the Office of
Institutional Equity’s Harassment Prevention Education website.

FERPA Training: To ensure the University of Iowa community is in compliance with FERPA regulations, all
University of Iowa instructors are required to complete the online FERPA training module and quiz at least once
during their employment at the university. After having completed the training, instructors are required to attest
to an Annual Certification Notice on January 1st of each year in University of Iowa's Self-Service.
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Please note: Instructors who have not completed the on-line FERPA training module will not have access to the
MAUI (student record information) system and access to the ICON (Iowa Courses Online) system will be
deactivated two weeks after their first attempted log in until they have completed the online FERPA training
module and quiz. This will include being blocked from online access to class lists and student records, including
student ID card photos. All other instructors should complete the FERPA training module within the first two
months of employment. For more information, see: https://registrar.uiowa.edu/faculty-and-staff-ferpa-training.

Post-Offer Self-Identification: As required by federal contracting regulations, the University of Iowa must provide
persons who have been extended a job offer the opportunity to self-identify as a protected veteran and/or as an
individual with a disability. This information is used to monitor and report on the university's equal employment
opportunity/affirmative action programs. Submission of this information is voluntary and refusal to provide it will
not subject you to any adverse treatment. Please take a moment to visit the following website Post Offer Self-
Identification website and complete the voluntary self-identification form. If you prefer to complete the form by
mail, please contact the Office of Institutional Equity and Inclusion (email: oie-ui@uiowa.edu or phone: 319-335-
0705).

Tobacco Free Campus: The University of Iowa, in an effort to promote the health and well-being of its faculty,
staff, students, and visitors, has chosen to maintain a tobacco free environment. All tobacco use is prohibited in all
university buildings and on all university-owned, leased, or managed properties, including parking lots, garages,
and all outside areas.

I acknowledge receipt of this addendum and accept its terms and conditions.

Initials _________ Date_______________