Academic Plastic Surgery

Chen, Jenny T.; Girotto, John A.; Kitzmiller, W. John; Wt, Lawrence; Verheyden, Charles N.; Vedder, Nicholas B.; Coleman, John J.; Bentz, Michael L.

doi:10.1097/01.prs.0000438045.06387.63

Cited by 31 publications

(34 citation statements)

References 14 publications

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“…Several factors are known to contribute to the decline of academic faculty, such as increasing administrative duties and clinical production expectations with diminishing institutional support and compensation. 6,8,10,[23][24][25] As in previous studies, 24 women reported leaving for "family and personal reasons" more often than their male colleagues (Fig. 2).…”

Section: Discussionsupporting

confidence: 68%

Mentorship in Plastic Surgery: A Critical Appraisal of Where We Stand and What We Can Do Better

Myers

Amalfi

Ramanadham

2021

Plastic &Amp; Reconstructive Surgery

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mentor with skills, knowledge, and experience provides advice, guidance, and support to his or her mentee. 1,2 In plastic surgery, mentorship impacts a variety of domains, including clinical acumen, academic proclivity, business management, and personal life. 3 It is clear that mentorship is a critical tool for professional development and career success, 3,4 as supportive mentorship affords higher job satisfaction, academic productivity, and diversity and inclusion. 1,[4][5][6] It protects against increasing burnout and academic surgery attrition rates. [6][7][8][9][10] Mentorship is especially important in academic medicine, as it is estimated that fewer than 10 percent of physicians entering academia will remain there throughout their career, 8 primarily because of increasing personal sacrifices and professional demands. Women, underrepresented minorities, and junior plastic surgeons are at higher risk, reporting lower job satisfaction and fewer mentorship opportunities. 6,9,[11][12][13][14] Given the unique challenges these groups face in a constantly changing health care system, the importance of mentorship cannot be overstated.Although mentorship is well studied among medical students 15,16 and physicians-in-training, 7 few data exist for those already in practice despite the established benefits. 1 Given that this is a highrisk group, we sought to obtain more information on this group's perceived importance of mentorship through a survey of American Society of Plastic Surgeons' members. The goals of this study are to describe the current state of mentorship in plastic surgery, determine why plastic surgeons believe it is important in all stages of one's career,

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Section: Discussionsupporting

confidence: 68%

Mentorship in Plastic Surgery: A Critical Appraisal of Where We Stand and What We Can Do Better

Myers

Amalfi

Ramanadham

2021

Plastic &Amp; Reconstructive Surgery

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“…Years in practice were measured from the time of first becoming an attending physician to the 2020-2021 academic calendar year. More years in practice increase the opportunities of achieving excellence in all five classic principles that define an academic surgical career [11,12]. We were not able to assess the impact of duration at a single institution.…”

Section: Discussionmentioning

confidence: 99%

The 2020 Evidence-Based Promotion Ladder of Academic Plastic Surgery

Klifto

Mellia

Murphy

et al. 2021

Cureus

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BackgroundMetrics were evaluated between academic plastic surgeons from different tiered training programs to determine promotion predictors within tiers and between tiers for those seeking promotion from assistant professor, associate professor, to full professors. MethodologyWe performed a retrospective, cross-sectional study by collecting 61 variables from full-time plastic surgery faculty affiliated with United States residency training programs during the 2020-2021 academic year. Surgeons were stratified into nine cohorts for comparison by professorship (assistant, associate, professor) and Doximity-ranked institution program tiers (Tier 1 = T1, Tier 2 = T2, Tier 3 = T3). Univariate followed by multivariate regressions with reciprocal transformation were performed to determine predictors more likely associated with promotion or lateral movement. ResultsA total of 98 programs listed 851 surgeons. T1/T2/T3 surgeon promotion predictors included more years in practice (p = 0.002; p < 0.001; p < 0.001) and greater number of last-author publications (p < 0.001; p < 0.001; p = 0.007). T1/T3 surgeon promotion predictors included higher h-indexes (p = 0.001; p = 0.002). T1 surgeon promotion predictors included being on journal editorial board (p = 0.040). T2 surgeon promotion predictors from assistant to associate included non-white race (p = 0.010). T3 surgeon promotion predictors included residency director (p = 0.009) and greater number of citations (p = 0.026). Promotion predictors from assistant, associate, and professors for T3/T2/T1 programs included greater number of last-author publications (p = 0.007; p = 0.002; p < 0.001). Movement from assistant and associate between T3/T2/T1 programs included plastic surgery department (p = 0.002; p < 0.001). Movement from assistant between programs included attending Top 10 US News medical schools (p = 0.012), attending more favorable Doximity-ranked research programs (p < 0.001), greater number of first-author publications (p = 0.017), and greater number of citations (p = 0.023). Movement from associate between programs included attending more favorable Doximity-ranked reputation programs (p = 0.017) and higher h-indexes (p = 0.017). Movement from professor between programs included receiving any American Association of Plastic Surgeons (AAPS) award (p = 0.039) and greater number of AAPS awards (p = 0.012). ConclusionsPromotion predictors provided evidence to synthesize the Doximity-tiered Promotion Ladder of Academic Plastic Surgery.

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“…Furthermore, 79% of 59 programs indicated that most faculty left academic surgery altogether. Although, compensation is not the primary reason for faculty departures, it has been shown to be statistically correlated to academic surgeon satisfaction (Chen et al, 2014).…”

Section: Discussionmentioning

confidence: 99%

Attrition of Surgical Faculty in an Academic Medical Center

Satiani¹,

Way²,

Brod³

et al. 2017

OJL

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Importance: With a shortage of surgeons, attrition of academic surgery faculty, especially junior faculty represents an organizational challenge. Objective: To profile surgical faculty attrition at one academic medical center and investigate whether differences in attrition exist over time between faculty ranks, genders or ethnic groups. Design, Setting, and Participants: The population included surgical faculty members who were employed in our academic medical center as of July 1, 1996, or were subsequently hired at least half-time through June 30, 2011. The primary analyses involved length of time to faculty departure during the study period. We applied Kaplan-Meier survival analysis methods, Cox Proportional Hazard Regression, and incidence rates of departure per 100 person-years. Main Outcomes and Measures: Using faculty rank as a time-varying covariate, we examined the association between time to departure and the following: faculty rank, gender, and race. Results: Among 302 members of the surgical faculty, almost 70% of whom entered the study period as assistant professors, the rate of departure was significantly higher for assistant professors compared to senior faculty ranks. Departure rates were not found to be different between gender or race groups. Conclusions and Relevance: The rate of departure over several decades was significantly higher for assistant professors compared to senior faculty ranks. Although estimates of surgeon shortages may vary, to remain competitive and establish a pipeline of future leaders, academic medical centers will not only have to recruit new surgeons to replace retirees, but will also have to work to retain surgeons at the earlier stages of their careers.

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Academic Plastic Surgery

Cited by 31 publications

References 14 publications

Mentorship in Plastic Surgery: A Critical Appraisal of Where We Stand and What We Can Do Better

Mentorship in Plastic Surgery: A Critical Appraisal of Where We Stand and What We Can Do Better

The 2020 Evidence-Based Promotion Ladder of Academic Plastic Surgery

Attrition of Surgical Faculty in an Academic Medical Center

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