Abstract
BackgroundFaculty turnover threatens the research, teaching and clinical missions of medical schools. We measured early attrition among newly-hired medical school faculty and identified personal and institutional factors associated with early attrition.MethodsThis retrospective cohort study identified faculty hired during the 2005–2006 academic year at one school. Three-year attrition rates were measured. A 40-question electronic survey measured demographics, career satisfaction, faculty responsibilities, institutional/departmental support, and reasons for resignation. Odds ratios (ORs) and 95 percent confidence intervals (95% CI) identified variables associated with early attrition.ResultsOf 139 faculty, 34% (95% CI = 26-42%) resigned within three years of hire. Attrition was associated with: perceived failure of the Department Chair to foster a climate of teaching, research, and service (OR = 6.03; 95% CI: 1.84, 19.69), inclusiveness, respect, and open communication (OR = 3.21; 95% CI: 1.04, 9.98). Lack of professional development of the faculty member (OR = 3.84; 95% CI: 1.25, 11.81); institutional recognition and support for excellence in teaching (OR = 2.96; 95% CI: 0.78, 11.19) and clinical care (OR = 3.87; 95% CI: 1.04, 14.41); and >50% of professional time devoted to patient care (OR = 3.93; 95% CI: 1.29, 11.93) predicted attrition. Gender, race, ethnicity, academic degree, department type and tenure status did not predict early attrition. Of still-active faculty, an additional 27 (48.2%, 95% CI: 35.8, 61.0) reported considering resignation within the 5 years.ConclusionsIn this pilot study, one-third of new faculty resigned within 3 years of hire. Greater awareness of predictors of early attrition may help schools identify threats to faculty career satisfaction and retention.
Highlights
Faculty turnover threatens the research, teaching and clinical missions of medical schools
Physician workforce shortages of more than 90,000 are expected in the decade [15]. These changes will increase competition for physicians being recruited from the private sector and challenge academic medical centers as they struggle with recruitment and retention
Setting The University of Colorado School of Medicine (UCSOM) is a public medical school with more than 2,700 full-time faculty members who are engaged in the missions of teaching, research and clinical and community service
Summary
Faculty turnover threatens the research, teaching and clinical missions of medical schools. 5 of every 10 clinical faculty members leave their medical school appointments within 10 years, and as many as 4 out of 10 leave academic medicine entirely [1]. An aging physician workforce [15,16], increased numbers of part-time physicians, and younger physicians who view work-life balance as essential [17] will pressure academic medical centers to recruit and retain talented clinical faculty members. Physician workforce shortages of more than 90,000 are expected in the decade [15] These changes will increase competition for physicians being recruited from the private sector and challenge academic medical centers as they struggle with recruitment and retention
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