Characteristics, Satisfaction, and Engagement of Part-Time Faculty at U.S. Medical Schools

Pollart, Susan M.; Dandar, Valerie; Brubaker, Linda; Chaudron, Linda H.; Morrison, Leslie; Fox, Shannon; Mylona, Elza; Bunton, Sarah A.

doi:10.1097/acm.0000000000000470

Cited by 19 publications

(16 citation statements)

References 21 publications

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“…Others have found that part-time faculty report lower compensation and opportunities, which in turn lowered career satisfaction. 7 Current policies for protected periods of family leave, designed to support job retention, may be inadequate to prevent penalizing those who take such leaves from reductions in compensation. Policies should also consider review of salary equity issues with part-time status.…”

Section: Discussionmentioning

confidence: 99%

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study

et al. 2016

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Disclaimer: The opinions expressed in this article are those of the authors alone and do not reflect the views of the National Institutes of Health, the funders of this study. None of the funders were involved in the design of the study; the collection, analysis, and interpretation of the data; or the decision to approve publication of the finished manuscript.Previous presentations: National Meeting of the Society of General Internal Medicine, San Diego CA, April 18, 2014. HHS Public Access Author Manuscript Author ManuscriptAuthor ManuscriptAuthor Manuscript sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort.Method-A 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pre-tax compensation during academic year 2012-13 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys.Results-In unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time.Conclusions-The continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills.Multiple studies over the past 20 years have demonstrated salary inequities disadvantaging female faculty in academic medical careers compared with their male counterparts. 1-5 These inequities were attributed to factors known to be the major determinants of compensation, including part-time status, specialty choice, and work distribution between administrative, teaching, research, and clinical work. However, studies, including our own, 1,2,5,6 have demonstrated that even controlling for these differences, women continue to be compensated less for the same work compared to men.There are limited data indicating whether awareness of these salary gaps has resulted in changes to compensation processes to reduce and eliminate these inequities. Recent data suggest that for new faculty, even those with similar academic backgrounds and research funding success, gender gaps in compensation early in their careers are already presen...

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Section: Discussionmentioning

confidence: 99%

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study

et al. 2016

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“…It also may be difficult to compare our results with many previous surveys, because in most previous studies part-time practice was selfdefined. 1,3,9,10,11 Our response rate was not optimal, but it is within the expected range for a web-based survey of physicians, where response rates of under 20% are not uncommon. 15 And, since our survey was anonymous, we are not able to compare respondents with non-respondents, which might impact findings.…”

Section: Discussionmentioning

confidence: 53%

“…11 The limited availability of part-time positions in academic settings and the failure of academic institutions to develop promotion or tenure policies that provide opportunities for part-time pediatricians to advance their careers have been cited as reasons for the small percentage of part-time academic physicians. 9,12,13 Our survey found that full-time academic pediatricians were twice as likely to be on a tenure track than the part-time academic pediatricians. Because a large percentage of young physicians want to work parttime, academic institutions will risk losing the opportunity to hire and retain talented young physicians if they fail to develop flexible work schedules and promotion policies.…”

Section: Discussionmentioning

confidence: 75%

“…Although our survey did not include questions on satisfaction with part-time practice, previous studies have shown that part-time physicians are often more satisfied in both their personal and professional life than full-time pediatricians. 1,5,9 There are many factors that might influence a physician's desire to work part-time, including family responsibilities, health reasons, and desired lifestyle. 8,10 Additionally, the issue of reentry into clinical practice continues to be of interest to state medical boards.…”

Section: Discussionmentioning

confidence: 99%

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Part-time Pediatric Practice: Demographic and Medical Practice Characteristics and Implications for State Medical Boards

Rimsza¹,

Ruch‐Ross²,

Moskowitz³

et al. 2017

Journal of Medical Regulation

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The increasing number of part-time physicians in pediatrics and other specialties has major implications for state medical boards. This study examines the demographic and practice characteristics of part-time pediatricians compared to full-time pediatricians and the implications of these characteristics on licensure requirements. An electronic survey on workforce topics was developed by the American Academy of Pediatrics' Committee on Pediatric Workforce. The survey responses of part-time pediatricians were compared to the responses of pediatricians working full-time. Approximately 31% of the part-time pediatricians plan to continue to work part-time for > 10 years. A small cohort of part-time pediatricians (4.7%) were working < 11 hours per week. The demographic and practice characteristics of part-time pediatricians differ significantly from full-time pediatricians but there was no difference in reported appointment availability between part-time and full-time pediatricians. These findings have implications for the regulatory community regarding the number of hours a physician must work to provide quality patient care and be considered an active physician in good standing. They also have important implications for projecting the number of pediatricians needed to ensure that all children have access to care in the United States.

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“…Previous studies have been conflicting with regard to part-time physicians' need to make compromises with regard to their duties compared with those who work full-time. [13][14][15] Our data indicate that the opposite is more likely to be true, at least for general 7 by guest on April 29, 2019 www.aappublications.org/news Downloaded from pediatricians. It is possible that the relatively high percentage of parttime pediatricians has created more power in the marketplace or that those who work part-time have fewer demands regarding their professional and clinical duties as long as they are able to work part-time.…”

Section: Current Positions Versus Desired Professional and Clinical Rmentioning

confidence: 76%

Current Workforce of General Pediatricians in the United States

Freed

Moran²,

Van³

et al. 2016

Pediatrics

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BACKGROUND AND OBJECTIVES:A near vacuum exists for credible information regarding specialtyspecific demography, including gender, years since training completion, current employer, academic affiliation, and hours worked in specific tasks. Understanding the current status and changes to the medical workforce and its work patterns is essential to assessing whether the supply and distribution meets the needs of patients, institutions, society, and educational programs.

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Characteristics, Satisfaction, and Engagement of Part-Time Faculty at U.S. Medical Schools

Cited by 19 publications

References 21 publications

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study

Part-time Pediatric Practice: Demographic and Medical Practice Characteristics and Implications for State Medical Boards

Current Workforce of General Pediatricians in the United States

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