What are we worth? An SGO analysis of compensation structures that measure and value work in academic gynecologic oncology practices

IF 4.1 2区 医学 Q1 OBSTETRICS & GYNECOLOGY
Margaret I. Liang , Emeline M. Aviki , Rinki Agarwal , Jhalak Dholakia , Gwendolyn P. Quinn , Ronald D. Alvarez , Emily M. Ko , Leslie R. Boyd
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引用次数: 0

Abstract

Objective

To obtain perspectives about existing compensation structures in gynecologic oncology, including common challenges and successful strategies within diverse systems.

Methods

Electronic mail was used to recruit OB/GYN department chairs and directors of cancer centers who were gynecologic oncologists and responsible for administering compensation structures at their institution. Using a semi-structured guide, three interviewers conducted 30-min qualitative interviews, which were recorded and transcribed. Two coders used the constant comparative method to summarize key themes.

Results

Response rate was 65 %, resulting in 17 interviewees. Participants were a third women and in their current position for a median of 7 years. The most prominent theme was the tension of balancing reimbursement for revenue-generating clinical activities with non-clinical work in research and education. Chair discretionary funds were useful to offset unfunded responsibilities. Broad clinical productivity measures were used: from more traditional work Relative Value Units (wRVUs) to measures that captured downstream impact, such as number of new patients or surgeries. Even in institutions with centralized funds flow systems, disparities were frequently noted for the monetary value assigned per wRVU. Academic scorecards were described as a method to ascribe value for academic work, often for bonus incentives. Another common stressor unique to gynecologic oncology was low reimbursement for chemotherapy-related services compared to surgery. Provision of regular productivity reports was common, but full transparency was controversial.

Conclusions

Our inquiry demonstrates that our academic leaders are unable to use compensation to fully support areas they deem important.
我们的价值是什么?一个SGO分析补偿结构,衡量和价值的工作在学术妇科肿瘤学实践
目的了解妇科肿瘤现有的薪酬结构,包括不同制度下常见的挑战和成功的策略。方法采用电子邮件招聘妇科肿瘤科主任和癌症中心主任,并负责管理本机构的薪酬结构。使用半结构化指南,三位采访者进行了30分钟的定性访谈,并将其记录和转录。两名编码员使用恒定比较方法来总结关键主题。结果问卷回复率为65%,共17人。参与者中有三分之一是女性,她们在当前职位上的平均任职时间为7年。最突出的主题是平衡补偿产生收入的临床活动与研究和教育中的非临床工作之间的紧张关系。主席可自由支配的基金有助于抵销没有经费的责任。使用了广泛的临床生产力测量:从更传统的工作相对价值单位(wRVUs)到捕获下游影响的测量,例如新患者或手术的数量。即使在拥有集中资金流动制度的机构中,也经常注意到分配给每个水资源自由的货币价值的差异。学术记分卡被描述为一种赋予学术工作价值的方法,通常用于奖金激励。妇科肿瘤另一个常见的独特压力源是与手术相比,化疗相关服务的报销较低。定期提供生产力报告是很常见的,但完全透明是有争议的。结论我们的调查表明,我们的学术领导无法充分利用薪酬来支持他们认为重要的领域。
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来源期刊
Gynecologic oncology
Gynecologic oncology 医学-妇产科学
CiteScore
8.60
自引率
6.40%
发文量
1062
审稿时长
37 days
期刊介绍: Gynecologic Oncology, an international journal, is devoted to the publication of clinical and investigative articles that concern tumors of the female reproductive tract. Investigations relating to the etiology, diagnosis, and treatment of female cancers, as well as research from any of the disciplines related to this field of interest, are published. Research Areas Include: • Cell and molecular biology • Chemotherapy • Cytology • Endocrinology • Epidemiology • Genetics • Gynecologic surgery • Immunology • Pathology • Radiotherapy
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