Meeting the Late-Career Needs of Faculty Transitioning Through Retirement: One Institution’s Approach

Cain, Joanna M.; Felice, Marianne E.; Ockene, Judith K.; Milner, Robert J.; Congdon, John L.; Tosi, Stephen E.; Thorndyke, Luanne E.

doi:10.1097/acm.0000000000001905

Cited by 16 publications

(4 citation statements)

References 6 publications

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“…In this work, we did not find a statistical difference between caregivers and non-caregivers regarding their plans for or expected age at retirement; nevertheless, transparent, institutionally supported opportunities and resources would likely have positive benefits for both employees and their employers in retirement planning. Our findings amplify significant gaps in the literature for how late-career faculty members navigate the caregiving-career-retirement overlap and transitions; what does exist is efforts undertaken in select groups of faculty members and at individual institutions [33,34].…”

Section: Policies Programs and Resourcessupporting

confidence: 61%

Prevalence of caregiving and high caregiving strain among late-career medical school faculty members: workforce, policy, and faculty development implications

2021

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Background Nearly one-third of medical school faculty members are age 55 + . As our population ages, the prevalence of family caregiving is increasing, yet we know very little about the caregiving experiences of aging faculty members in academic medicine. Faculty caregiving responsibilities coupled with projected physician shortages will likely impact the future academic medical workforce. We examined the prevalence of caregiving, concomitant caregiving strain, general well-being, and thoughts about retirement for medical school faculty members age 55 and older. Methods We analyzed data from a survey of 2,126 full-time medical school faculty 55 + years of age conducted in 2017. Chi-square tests of independence and independent samples t-tests were used to examine statistical differences between subgroups. Results Of the 5,204 faculty members invited to complete the parent survey, 40.8% participated (N = 2126). Most were male (1425; 67.2%), White (1841; 88.3%), and married/partnered (1803; 85.5%). The mean age was 62.3 years. Of this sample, 19.0% (n = 396) reported providing care on an on-going basis to a family member, friend, or neighbor with a chronic illness or disability, including 22.4% (n = 154) of the female respondents and 17.3% (n = 242) of the male respondents. Among the caregiving faculty members, 90.2% reported experiencing some or a lot of mental or emotional strain from caregiving. Caregivers gave lower ratings of health, social and emotional support, and quality of life, but greater comfort in religion or spirituality than non-caregivers. Both caregiving and non-caregiving faculty members estimated retiring from full-time employment at age 67.8, on average. Conclusion These data highlight caregiving responsibilities and significant concomitant mental or emotional strain of a significant proportion of U.S. medical schools’ rapidly aging workforce. Human resource and faculty development leaders in academia should strategically invest in policies, programs, and resources to meet these growing workforce needs.

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Section: Policies Programs and Resourcessupporting

confidence: 61%

Prevalence of caregiving and high caregiving strain among late-career medical school faculty members: workforce, policy, and faculty development implications

2021

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“…Although this study has a very high rate of junior faculty turnover, it is equally important to create a framework to retain senior faculty members. Cain et al 18 recognized the need for a framework to address the retirement process. They concluded that unplanned or poorly planned retirement leads to a disruption of research, education, clinical programs, and projects.…”

Section: Discussionmentioning

confidence: 99%

Retiring From Pediatric Emergency Medicine Too Soon?

Bansal

Mathew²,

Booker-Nubie³

et al. 2022

Pediatr Emer Care

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Objective: Pediatric emergency medicine is a subspecialty known for high acuity, high stress, and variable scheduling that may be difficult to maintain as one gets older. This survey sought to gain information on the reasons or plans for early retirement in pediatric emergency medicine and offer ways to address these concerns to improve longevity in the field.Methods: A cross-sectional survey was sent via email to board-certified pediatric emergency medicine physicians who were older than 50 years to assess preretirement and postretirement considerations. Results were collected from October 3, 2019, through March 15, 2020.Results: Pediatric emergency medicine physicians who find it more difficult to perform simple procedures are 3.02 (1.23-7.36) times more likely to retire before the age of 66 years. In addition, women were significantly more likely to report an intention to retire before the age of 66 years versus men (50% vs 31%, P = 0.022).Discussion: The topic of retirement in a field that requires a wide range of procedural skills as well as constantly evolving technology is important. Understanding when and why physicians choose to retire may identify strategies to make it possible for pediatric emergency medicine physicians to prolong their careers. This may involve changes in work hours, a shift in responsibilities to a greater educational or mentor role, and/or providing opportunities to maintain skills.Conclusions: Perceived basic procedure skills deterioration significantly increased the risk for early retirement. In addition, women were significantly more likely to express intention to retire before the age of 66 years. Further research should be directed toward obtaining more detailed information to develop strategies to retain pediatric emergency medicine physicians in a capacity that benefits the physician, their institution, and their patients.

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“…In addition, healthcare institutions should formulate action plans for cultural changes around the LCP issue. Emerging models of faculty retirement planning programme at academic medical centres highlight the need for a multipronged, multiyear strategy to overcome cultural barriers to physicians’ engaging with retirement and succession 28. Non-academic hospitals with few employed physicians may require different approaches to succession planning that emphasise late career professional development and coordination between institutions and individuals to maintain clinical programme.…”

Section: Discussionmentioning

confidence: 99%

Patient safety and the ageing physician: a qualitative study of key stakeholder attitudes and experiences

et al. 2018

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BackgroundUnprecedented numbers of physicians are practicing past age 65. Unlike other safety-conscious industries, such as aviation, medicine lacks robust systems to ensure late-career physician (LCP) competence while promoting career longevity.ObjectiveTo describe the attitudes of key stakeholders about the oversight of LCPs and principles that might shape policy development.DesignThematic content analysis of interviews and focus groups.Participants40 representatives of stakeholder groups including state medical board leaders, institutional chief medical officers, senior physicians (>65 years old), patient advocates (patients or family members in advocacy roles), nurses and junior physicians. Participants represented a balanced sample from all US regions, surgical and non-surgical specialties, and both academic and non-academic institutions.ResultsStakeholders describe lax professional self-regulation of LCPs and believe this represents an important unsolved challenge. Patient safety and attention to physician well-being emerged as key organising principles for policy development. Stakeholders believe that healthcare institutions rather than state or certifying boards should lead implementation of policies related to LCPs, yet expressed concerns about resistance by physicians and the ability of institutions to address politically complex medical staff challenges. Respondents recommended a coaching and professional development framework, with environmental changes, to maximise safety and career longevity of physicians as they age.ConclusionsKey stakeholders express a desire for wider adoption of LCP standards, but foresee significant culture change and practical challenges ahead. Participants recommended that institutions lead this work, with support from regulatory stakeholders that endorse standards and create frameworks for policy adoption.

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Meeting the Late-Career Needs of Faculty Transitioning Through Retirement: One Institution’s Approach

Abstract: The authors are tracking the issues mentioned in consultations and efficacy of succession planning, and will be resurveying faculty to further refine their work. This framework approach could serve as a template for other academic health centers to address late-career faculty development.

Cited by 16 publications

References 6 publications

Prevalence of caregiving and high caregiving strain among late-career medical school faculty members: workforce, policy, and faculty development implications

Prevalence of caregiving and high caregiving strain among late-career medical school faculty members: workforce, policy, and faculty development implications

Retiring From Pediatric Emergency Medicine Too Soon?

Patient safety and the ageing physician: a qualitative study of key stakeholder attitudes and experiences

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