Helene M Sterbling1, Daniela Molena2, Sowmya R Rao3, Sharon L Stein4, Virginia R Litle5. 1. Division of Thoracic Surgery, Department of Surgery, Boston University School of Medicine, Boston, Mass. 2. Division of Thoracic Surgery, Department of Surgery, Memorial Sloan Kettering Cancer Center, New York, NY. 3. Department of Global Health, Boston University School of Medicine, Boston, Mass. 4. Division of Colorectal Surgery, Department of Surgery, University Cleveland Medical Center, Cleveland, Ohio. 5. Division of Thoracic Surgery, Department of Surgery, Boston University School of Medicine, Boston, Mass. Electronic address: Virginia.litle@bmc.org.
Abstract
OBJECTIVE: Recent industry studies have projected a deficit in cardiothoracic surgeons by 2030. Little is known about the difficulties of the job search process after cardiothoracic training. The purpose of this study is to explore the current practices of the first job hunt and contract negotiation for young cardiothoracic surgeons, and to identify the gaps in resources available to applicants. METHODS: In October 2017, a 56-question survey was e-mailed to recent (2013-2017) board-certified cardiothoracic surgeons in the United States inquiring about their experience securing their first cardiothoracic job. The survey was administered via REDCap, and responses were accepted over 3 months. RESULTS: The response rate was 12.8% (61/475). The majority of cardiothoracic program graduates (86.9%) interviewed for jobs between October and March of their final cardiothoracic training year, and 79.7% of contracts were signed before completing training. Sixty-four percent of respondents negotiated their first contract. The most influential factor in job selection was partner mentorship. Average starting pretax salary for respondents was $375,588 (±$107,265). More than half of respondents reported needing more resources and support for the identification (59%) and comparison (54.1%) of job opportunities, contract negotiation (70.5%), and salary guidelines navigation (77%). CONCLUSIONS: Little guidance exists to support the search and securing of young cardiothoracic surgeons' first employment. Resources, whether institutional or organizational, are sparse and difficult to tailor to individual needs. Given the potential ramification of early career decisions, focused support is needed to remediate the lack of preparation available to the newest generations of cardiothoracic surgeons.
OBJECTIVE: Recent industry studies have projected a deficit in cardiothoracic surgeons by 2030. Little is known about the difficulties of the job search process after cardiothoracic training. The purpose of this study is to explore the current practices of the first job hunt and contract negotiation for young cardiothoracic surgeons, and to identify the gaps in resources available to applicants. METHODS: In October 2017, a 56-question survey was e-mailed to recent (2013-2017) board-certified cardiothoracic surgeons in the United States inquiring about their experience securing their first cardiothoracic job. The survey was administered via REDCap, and responses were accepted over 3 months. RESULTS: The response rate was 12.8% (61/475). The majority of cardiothoracic program graduates (86.9%) interviewed for jobs between October and March of their final cardiothoracic training year, and 79.7% of contracts were signed before completing training. Sixty-four percent of respondents negotiated their first contract. The most influential factor in job selection was partner mentorship. Average starting pretax salary for respondents was $375,588 (±$107,265). More than half of respondents reported needing more resources and support for the identification (59%) and comparison (54.1%) of job opportunities, contract negotiation (70.5%), and salary guidelines navigation (77%). CONCLUSIONS: Little guidance exists to support the search and securing of young cardiothoracic surgeons' first employment. Resources, whether institutional or organizational, are sparse and difficult to tailor to individual needs. Given the potential ramification of early career decisions, focused support is needed to remediate the lack of preparation available to the newest generations of cardiothoracic surgeons.
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