Adam Pallant1, Sharon M Hudson2, Eyal Ben-Isaac3. 1. Brown University Health Services (A Pallant), Providence, RI. 2. Department of Pediatrics (SM Hudson and E Ben-Isaac), Keck School of Medicine of the University of Southern California and Children's Hospital Los Angeles. 3. Department of Pediatrics (SM Hudson and E Ben-Isaac), Keck School of Medicine of the University of Southern California and Children's Hospital Los Angeles. Electronic address: ebenisaac@chla.usc.edu.
Abstract
OBJECTIVE: Describe the career and work environment of pediatric program directors (PDs) and associated factors, including salary disparities and long-term career plans. METHODS: A national, anonymous, electronic survey was sent to all categorical residency PD members of the Association of Pediatric Program Directors. Surveys assessed PD demographics, characteristics of the residency program and PD positions (including salary), and measures of satisfaction. Chi-square and Fisher's exact tests were used to analyze results. RESULTS: A total of 149 PDs (74%) responded. Significantly more men earned $250,000 or more annually (26.9% vs 6.1% of women), and gender remained a significant independent predictor of salary after controlling for age, academic rank, and subspecialty. Satisfaction was high for most measures, although 20% or more reported low satisfaction with pay (38.9%), administrative workload (32.1%), managing accreditation and expectations of the Accreditation Council for Graduate Medical Education (31.9%), resources (27.9%), work/life balance (24.1%), and being valued by administration (20.0%). Only 34.3% saw the PD position as an end goal, and 29.5% stated they would be in their current position in 5 years. Satisfaction with the PD career, with faculty relationships, with resident performance, and with administrative workload was associated with plans to remain. CONCLUSIONS: Most pediatric program directors did not view the position of PD as their long-term career goal, and many identified administrative duties and work/life balance as contributing to significant dissatisfaction. Without changes to address these issues, PD turnover may be high, with potential negative implications for the success of training programs.
OBJECTIVE: Describe the career and work environment of pediatric program directors (PDs) and associated factors, including salary disparities and long-term career plans. METHODS: A national, anonymous, electronic survey was sent to all categorical residency PD members of the Association of Pediatric Program Directors. Surveys assessed PD demographics, characteristics of the residency program and PD positions (including salary), and measures of satisfaction. Chi-square and Fisher's exact tests were used to analyze results. RESULTS: A total of 149 PDs (74%) responded. Significantly more men earned $250,000 or more annually (26.9% vs 6.1% of women), and gender remained a significant independent predictor of salary after controlling for age, academic rank, and subspecialty. Satisfaction was high for most measures, although 20% or more reported low satisfaction with pay (38.9%), administrative workload (32.1%), managing accreditation and expectations of the Accreditation Council for Graduate Medical Education (31.9%), resources (27.9%), work/life balance (24.1%), and being valued by administration (20.0%). Only 34.3% saw the PD position as an end goal, and 29.5% stated they would be in their current position in 5 years. Satisfaction with the PD career, with faculty relationships, with resident performance, and with administrative workload was associated with plans to remain. CONCLUSIONS: Most pediatric program directors did not view the position of PD as their long-term career goal, and many identified administrative duties and work/life balance as contributing to significant dissatisfaction. Without changes to address these issues, PD turnover may be high, with potential negative implications for the success of training programs.
Authors: Allison R Larson; Meridith J Englander; Quentin R Youmans; Monica Verduzco-Gutierrez; Fatima Cody Stanford; Sheritta A Strong; Howard Y Liu; Julie K Silver Journal: Health Equity Date: 2022-02-01