Abstract
Introduction The turnover and inability to consistently retain academic facial plastic surgeons
is an issue that many academic departments of otolaryngology face. In addition to
the financial costs of staff turnover and gaps in patient care, insufficient exposure
of residents to key surgical procedures is a significant problem for residency programs.
Objective To identify the most important reasons that lead faculty members to leave an academic
facial plastic surgery (FPS) practice as well as features that may be associated with
retention of FPS faculty.
Methods Members of the American Academy of Facial Plastic and Reconstructive Surgery (AAFPRS)
and the Association of Academic Departments of Otolaryngology (AADO) were administered
an anonymous, online survey. For both groups, we evaluated demographic factors, reasons
for choosing academic careers, contributors to faculty turnover, as well as strategies
for retention. The frequency of the responses was analyzed.
Results A total of 11.3% (135/1,200) of facial plastic surgery faculty responded to the faculty
survey, with 59.1% (68/115) of current, academic surgeons participating, and a total
of 16.7% (20/120) of department chairs responded to the chairs' survey. If a faculty
member had left/was to leave, more control over practice was the most common reason
between the two respondent groups. Of the five most important ways to increase faculty
retention, more control over practice was the number one reason.
Conclusion Chairs and facial plastic surgery faculty should strive to agree upon the amount
of control over the academic practice to lead to higher retention, better patient
care, and continued resident education.
Keywords
plastic surgery - surveys and questionnaires - otolaryngology
