1 / 15

Recruiting and Retaining Anesthesiology Faculty in 2001

Recruiting and Retaining Anesthesiology Faculty in 2001. Steven J. Barker, PhD, MD David E. Longnecker, MD John H. Eichhorn, MD. OUTLINE. Why are we having this problem? What can we do about it? What does the future hold?. Why are we having so much trouble recruiting/retaining?.

sylvia-ware
Download Presentation

Recruiting and Retaining Anesthesiology Faculty in 2001

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Recruiting and Retaining Anesthesiology Faculty in 2001 Steven J. Barker, PhD, MD David E. Longnecker, MD John H. Eichhorn, MD

  2. OUTLINE • Why are we having this problem? • What can we do about it? • What does the future hold?

  3. Why are we having so much trouble recruiting/retaining? • Graduating residents went from 1750/yr to 800/yr in three years. • Supply/demand  Salaries went up fast! • Department income did NOT go up. • Therefore, we tried to do the same work with fewer people.

  4. The “Supply” of New Faculty:Graduating Residents Grogono AW: ASA Newsletter, 2001; 65: 19-23.

  5. Anesthesiologist Shortage! • In early 2001, there were > 400 vacant faculty positions in US. • Private practice groups are “raiding” our faculty with lucrative offers. • Fewer residents have strong interest in an academic career. • Shortage is driving salaries upward.

  6. SAAC Salary Survey:1996 vs. 2001, National

  7. SAAC Salary Survey:1996 vs. 2001, Western

  8. Department Finances • Managed care  income downward X 5 yrs. • Light at end of tunnel (A train?) • Contracts are getting better; premiums going up • Average reimbursement at UA was $22/unit, now $27/unit. • Other income sources. • Grants. • State funds; hospital funds: no help here. • Bottomline: $ may get better soon, not yet.

  9. Therefore, we tried to do the same work with fewer people. • We cannot continue to do this! • This means less (or no) academic time. • “Lifestyle” the same as private practice. • Why stay in academics for 2/3 of the $?

  10. What can we do about it?My recommendations: • Do our best to compete in salaries. • But that is a no-win game. • We MUST provide the academic time!!! • It comes with mentoring for jr. faculty. • There is an expectation of a product.

  11. How to provide academic time?My recommendations: • Guarantee everybody a minimum of 1 day/wk. • Plus more if the member can pay for it. • We pay extra for any that is lost ($750/day). • Don’t count day-after-call as academic time. • Close an operating room! • Boy, that gets hospital attention real fast. • There is no one lined up outside the door in 2001. • Don’t just talk: DO IT.

  12. THE FUTUREYou have two choices: • Work ‘em harder; get all those cases done. • Your hospital will love you. (So?) • Your faculty will leave you (or worse). • Then your hospital will hate you too. • Provide academic time as a top priority. • Your hospital may not like you. • Your faculty will respect you and fight for you. • You will look more attractive to candidates. • You will sleep better.

  13. Thought for the day: “If you don’t get everything you want, think of all the things you didn’t get that you don’t want!”

  14. THE END?

  15. SAAC Salary Survey:1996 and 2001

More Related