Although most surgeon compensation plans reflect clinical productivity with balanced rewards for both education and administration, electronic medical record (EMR) completion remains a daily challenge despite software enhancements. To gather more information on this subject, the 2022 ACS Leadership Survey included questions concerning wellness and compensation.
The quantitative survey was distributed to ACS volunteer leaders, including members of the Advisory Councils, Board of Governors, and more than 20 additional ACS Committees from September 16-27, 2022. A total of 470 responses were received for a response rate of 63%.
66% of respondents reported their organization/practice offered programs for wellness, work/life balance, or resiliency. Most (60%) had access to confidential resources for surgeons/staff experiencing stress or burnout. While family or parental leave was available for 53%, only 8% reported the availability of elder care leave. Even fewer had access to daily childcare (12%) and emergency childcare (7%).
While 57% indicated they somewhat/strongly agreed they have adequate time for rest, only 42% somewhat/strongly agreed they had adequate time to complete administrative work. Similarly, 41% somewhat/strongly agreed they had sufficient staff support to complete administrative work. Although surgeons indicated high levels of administrative burden, 76% indicated patient needs were still adequately covered when surgeons took time off.
75% responded that some form of salary is a consideration included in compensation agreements. 44% reported RVU-based or other volume-based compensation is considered in their compensation agreements, and 41% reported a productivity bonus. 41% indicated that administrative responsibilities are a consideration and 31% also included contributions to an educational mission. Less reported the inclusion of research grants (21%), patient experience measures (19%), quality/outcomes measures (14%), stipends or honoraria (14%), other administrative or contractual revenue (12%), profit-sharing or other practice investment earnings (8%), and DEI metrics (2%).
The College remains committed to supporting and improving the daily working conditions for surgeons to enhance career satisfaction, recruitment/retention in the field, and to provide the best care of surgical patients in an optimal and ethical practice environment.
This article is the final in a series of brief summaries focusing on the results of the Leadership Survey. Read the previous entries detailing leadership’s thoughts on:
