John C. McDonald Regional Transplant Center, Willis Knighton Health System, Shreveport, Louisiana.
Division of Nephrology, University of Michigan, Ann Arbor, Michigan.
Clin J Am Soc Nephrol. 2022 Sep;17(9):1372-1381. doi: 10.2215/CJN.03490322. Epub 2022 Aug 1.
There are no standardized benchmarks to measure productivity and compensation of transplant nephrologists in the United States, and consequently, criteria set for general nephrologists are often used.
DESIGN, SETTING, PARTICIPANTS, & MEASUREMENTS: A web-based survey was sent to 809 nephrologists who were members of the American Society of Transplantation to gather data on measures of productivity, compensation, and job satisfaction. Factors associated with higher total compensation and job satisfaction were examined.
Of 365 respondents, 260 were actively practicing in the United States and provided data on compensation. Clinical productivity was assessed variably, and although 194 (76%) had their work relative value units (wRVUs) reported to them, only 107 (44%) had an established RVU target. Two hundred thirty-four respondents (90%) had fixed base compensation, and 172 (66%) received a bonus on the basis of clinical workload (68%), academic productivity (31%), service (32%), and/or teaching responsibility (31%). Only 127 respondents (49%) filled out time studies, and 92 (35%) received some compensation for nonbillable transplant activity. Mean total compensation (base salary and bonus) was $274,460±$91,509. The unadjusted mean total compensation was higher with older age and was higher for men; Hispanic and White respondents; adult care transplant nephrologists; residents of the western United States; US medical school graduates; nonuniversity hospital employees; and those with an administrative title, higher academic rank, and a higher number of years in practice. Two hundred and nine respondents (80%) thought their compensation was unfair, and 180 (70%) lacked a clear understanding of how they were compensated. One hundred forty-five respondents (55%) reported being satisfied or highly satisfied with their job. Job satisfaction was greater among those with higher amounts of compensation and US medical school graduates.
We report significant heterogeneity in the assessment of productivity and compensation for transplant nephrologists and the association of compensation with job satisfaction.
在美国，衡量移植肾脏病专家的生产力和薪酬尚无标准化的基准，因此，通常采用针对普通肾脏病专家的标准。
设计、设置、参与者和测量方法：我们向美国移植学会的 809 名肾脏病专家发送了一份网络调查，以收集关于生产力、薪酬和工作满意度的衡量标准的数据。我们检查了与更高薪酬和工作满意度相关的因素。
在 365 名回复者中，有 260 名在美国积极工作并提供了薪酬数据。临床生产力的评估方式各不相同，尽管 194 名（76%）的工作相对价值单位（wRVU）被报告给他们，但只有 107 名（44%）设定了 RVU 目标。234 名回复者（90%）有固定的基本工资，172 名（66%）根据临床工作量（68%）、学术生产力（31%）、服务（32%）和/或教学责任（31%）获得奖金。只有 127 名回复者（49%）填写了工时研究，92 名（35%）获得了非计费移植活动的部分薪酬。平均总薪酬（基本工资加奖金）为$274,460±$91,509。未经调整的平均总薪酬随年龄的增长而增加，且男性、西班牙裔和白人、成人护理移植肾脏病专家、美国西部的居民、美国医学院的毕业生、非大学医院的员工、有行政职称、更高学术地位和更多实践年限的人的总薪酬更高。209 名回复者（80%）认为他们的薪酬不公平，180 名（70%）对薪酬计算方法缺乏清晰的了解。145 名回复者（55%）报告对工作感到满意或非常满意。薪酬较高和毕业于美国医学院的人的工作满意度更高。
我们报告了移植肾脏病专家生产力和薪酬评估以及薪酬与工作满意度之间关联的显著异质性。
