Part-Time Careers in Academic Internal Medicine: A Report From the Association of Specialty Professors Part-Time Careers Task Force on Behalf of the Alliance for Academic Internal Medicine

Linzer, Mark; Warde, Carole; Alexander, R. Wayne; DeMarco, Deborah M.; Haupt, Allison; Hicks, LeRoi S.; Kutner, Jean S.; Mangione, Carol M.; Mechaber, Hilit F.; Rentz, Meridith; Riley, Joanne; Schuster, Barbara; Solomon, Glen D.; Volberding, Paul A.; Ibrahim, Tod

doi:10.1097/acm.0b013e3181b6bf8c

Cited by 27 publications

(16 citation statements)

References 25 publications

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“…22 The consensus statement argues that part-time faculty report higher job satisfaction, less burnout, and more work control than full-time physicians. Thus, increasing the number of part-time faculty among the ranks could enrich a department by enhancing faculty morale and productivity.…”

Section: Flexibility In Work-life Policiesmentioning

confidence: 99%

Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference

Welch

Wiehe

Palmer-Smith

et al. 2011

Journal of Women's Health

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Purpose: Women lag behind men in several key academic indicators, such as advancement, retention, and securing leadership positions. Although reasons for these disparities are multifactorial, policies that do not support work-life integration contribute to the problem. The objective of this descriptive study was to compare the faculty work-life policies among medical schools in the Big Ten conference. Methods: Each institution's website was accessed in order to assess its work-life policies in the following areas: maternity leave, paternity leave, adoption leave, extension of probationary period, part-time appointments, parttime benefits (specifically health insurance), child care options, and lactation policy. Institutions were sent requests to validate the online data and supply additional information if needed. Results: Each institution received an overall score and subscale scores for family leave policies and part-time issues. Data were verified by the human resources office at 8 of the 10 schools. Work-life policies varied among Big Ten schools, with total scores between 9.25 and 13.5 (possible score: 0-21; higher scores indicate greater flexibility). Subscores were not consistently high or low within schools. Conclusions: Comparing the flexibility of faculty work-life policies in relation to other schools will help raise awareness of these issues and promote more progressive policies among less progressive schools. Ultimately, flexible policies will lead to greater equity and institutional cultures that are conducive to recruiting, retaining, and advancing diverse faculty.

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Section: Flexibility In Work-life Policiesmentioning

confidence: 99%

Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference

Welch

Wiehe

Palmer-Smith

et al. 2011

Journal of Women's Health

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“…Physician recruitment and retention might be improved with greater options to work reduced clinical hours 44,45 due to the changing demographic of physicians and the association between patient and physician satisfaction. 21 An increasing number of medical societies and other stakeholders are becoming more publicly supportive of part-time physicians.…”

Section: Discussionmentioning

confidence: 99%

“…21 An increasing number of medical societies and other stakeholders are becoming more publicly supportive of part-time physicians. 44 The different care attributes associated with a provider's clinical work hours raise questions for primary care redesign efforts. Continuity, access, and satisfaction are all important elements of patient-centered care and are associated with better clinical outcomes and lower costs.…”

Section: Discussionmentioning

confidence: 99%

Patients Report Better Satisfaction with Part-Time Primary Care Physicians, Despite Less Continuity of Care and Access

et al. 2014

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BACKGROUND:The growing number of primary care physicians (PCPs) reducing their clinical work hours has raised concerns about meeting the future demand for services and fulfilling the continuity and access mandates for patient-centered care. However, the patient's experience of care with part-time physicians is relatively unknown, and may be mediated by continuity and access to care outcomes. OBJECTIVE: We aimed to examine the relationships between a physicians' clinical full-time equivalent (FTE), continuity of care, access to care, and patient satisfaction with the physician. DESIGN: We used a multi-level structural equation estimation, with continuity and access modeled as mediators, for a cross-section in 2010. PARTICIPANTS: The study included family medicine (n=104) and internal medicine (n=101) physicians in a multi-specialty group practice, along with their patient satisfaction survey responses (n=12,688). MAIN MEASURES: Physician level FTE, continuity of care received by patients, continuity of care provided by physician, and a Press Ganey patient satisfaction with the physician score, on a 0-100 % scale, were measured. Access to care was measured as days to the third nextavailable appointment. KEY RESULTS: Physician FTE was directly associated with better continuity of care received (0.172 % per FTE, p<0.001), better continuity of care provided (0.108 % per FTE, p<0.001), and better access to care (−0.033 days per FTE, p<0.01), but worse patient satisfaction scores (−0.080 % per FTE, p=0.03). The continuity of care provided was a significant mediator (0.016 % per FTE, p<0.01) of the relationship between FTE and patient satisfaction; but overall, reduced clinical work hours were associated with better patient satisfaction (−0.053 % per FTE, p=0.03). CONCLUSIONS: These results suggest that PCPs who choose to work fewer clinical hours may have worse continuity and access, but they may provide a better patient experience. Physician workforce planning should consider these care attributes when considering the role of parttime PCPs in practice redesign efforts and initiatives to meet the demand for primary care services.KEY WORDS: part-time work; continuity of care; access to care; patient satisfaction.

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“…While there have been concerns raised about the ability to meet the expectations to be a successful faculty member while working part-time, 5 there are examples, with physicians 4 and pharmacists, where such arrangements have worked well. Two pharmacist faculty members reported a successful job-sharing experience with several advantageous outcomes including meeting needs created by increasing class sizes and the opportunity to continue on their respective career paths because of the availability of a job-share program.…”

Section: Introductionmentioning

confidence: 99%

“…A task force for the Alliance for Academic Internal Medicine made recommendations that included an increased respect for workfamily balance, developing policies to allow flexibility in academic advancement, and allowing flexible time as well as part-time employment. 4 The task force was convened because the profession realized that in order to "remain a vibrant and competitive profession, it must adapt to changing trends in society and lead the way in recognizing, recruiting, and supporting physicians who choose part-time careers. "…”

Section: Introductionmentioning

confidence: 99%

Part-time and Job-Share Careers Among Pharmacy Practice Faculty Members

Griffin

Vest

Pohl

et al. 2014

American Journal of Pharmaceutical Education

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Part-Time Careers in Academic Internal Medicine: A Report From the Association of Specialty Professors Part-Time Careers Task Force on Behalf of the Alliance for Academic Internal Medicine

Cited by 27 publications

References 25 publications

Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference

Flexibility in Faculty Work-Life Policies at Medical Schools in the Big Ten Conference

Patients Report Better Satisfaction with Part-Time Primary Care Physicians, Despite Less Continuity of Care and Access

Part-time and Job-Share Careers Among Pharmacy Practice Faculty Members

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