Abraham-Aggarwal Kiran, Chen Xiaoxuan, Spertus Daniel J, Suresh Shriya, Yang Andrew B, Kacker Ashutosh
School of Industrial and Labor Relations Cornell University Ithaca New York USA.
Department of Otolaryngology-Head and Neck Surgery Weill Cornell Medicine New York New York USA.
OTO Open. 2025 Apr 21;9(2):e70107. doi: 10.1002/oto2.70107. eCollection 2025 Apr-Jun.
To evaluate the perceptions of American Rhinologic Society (ARS) members on the compensation models of academic rhinologists and their impact on clinical practice, teaching, and academic responsibilities.
Survey study.
Academic rhinologists across the United States who are members of the ARS.
A twenty-six-question survey was distributed to 295 ARS members. The survey collected demographic information such as years of experience, geographic location, practice setting, and consultation volume. It also explored various compensation models and their impact on compensation, patient volume, case types, and the ability to support teaching and academic responsibilities.
Out of 295 surveyed ARS members, 107 responded (36%), and 80 academic rhinologists were included in the final sample. Respondents varied in experience and geographic distribution. Most respondents were salaried (69%), while 63% were under relative value units (RVU)-based models, and 25% were under collections-based models. Additionally, 66% reported poor or no support for research and educational activities. Compensation models were found to influence patient volume (28%), procedure choices (14%), and academic duties, with 55% of respondents indicating reduced engagement with students.
Although a plurality of respondents (39%) believed that salaried models are most conducive to balancing academic and clinical responsibilities, survey findings highlight a dissonance. Respondents under collections-based models were more likely to feel adequately supported (64.71%) compared to those under salaried or RVU-based models. This suggests that although many perceive salaried models as ideal for balance, collections-based models may better address financial and structural needs, emphasizing the importance of developing flexible, tailored compensation structures that align with individual and institutional goals while fostering academic productivity.
评估美国鼻科学会（ARS）成员对学术鼻科医生薪酬模式及其对临床实践、教学和学术职责影响的看法。
调查研究。
美国各地作为ARS成员的学术鼻科医生。
向295名ARS成员发放了一份包含26个问题的调查问卷。该问卷收集了诸如工作经验年限、地理位置、执业环境和会诊量等人口统计学信息。还探讨了各种薪酬模式及其对薪酬、患者量、病例类型以及支持教学和学术职责能力的影响。
在295名接受调查的ARS成员中，107人回复（36%），最终样本纳入了80名学术鼻科医生。受访者在经验和地理分布上存在差异。大多数受访者为受薪制（69%），而63%采用基于相对价值单位（RVU）的模式，25%采用基于收款额的模式。此外，66%的受访者表示对研究和教育活动的支持不佳或没有支持。发现薪酬模式会影响患者量（28%）、手术选择（14%）和学术职责，55%的受访者表示与学生的互动减少。
尽管多数受访者（39%）认为受薪制模式最有利于平衡学术和临床职责，但调查结果凸显了一种不一致。与受薪制或基于RVU的模式相比，采用基于收款额模式的受访者更有可能感到获得了充分支持（64.71%）。这表明，尽管许多人认为受薪制模式是实现平衡的理想选择，但基于收款额的模式可能更能满足财务和结构需求，强调了制定灵活、量身定制的薪酬结构的重要性，这种结构应与个人和机构目标相一致，同时促进学术产出。
