Otolaryngology--head and neck surgery : official journal of American Academy of Otolaryngology-Head and Neck Surgery · 2026
Cost of Turnover in Academic Otolaryngology Departments.
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Abraham-Aggarwal Kiran, Spertus Daniel, Sheth Amar, McCarthy John, Parajon David C, Kacker Ashutosh
Аннотация
OBJECTIVE: To estimate the direct and indirect costs associated with faculty turnover in academic otolaryngology.
STUDY DESIGN: Cost analysis.
SETTING: Academic otolaryngology departments in the United States.
METHODS: We estimated turnover costs using 2025 Association of American Medical Colleges (AAMC) Faculty Salary Report data for otolaryngology faculty combined with recruitment cost data from a large academic department in the Northeast. Direct costs included advertising, candidate travel, relocation, and onboarding. Indirect costs reflected lost productivity during an estimated 4-month vacancy period, modeled as one-third of annual salary, plus reduced productivity during the first year after hiring, modeled as a 25% productivity loss applied to annual salary.
RESULTS: Data included 1673 otolaryngology faculty across 6 academic ranks. Median annual salaries ranged from $101,929 for instructors to $890,771 for department chairs. Direct recruitment costs were estimated at $20,200 per hire. Indirect costs averaged approximately 58% of annual salary. Total estimated turnover costs ranged from $79,659 for instructors to $539,816 for department chairs, representing approximately 60% to 78% of annual compensation depending on rank.
CONCLUSION: Faculty turnover in academic otolaryngology imposes substantial financial costs, often exceeding two-thirds of a physician's annual salary. These findings underscore the importance of proactive retention strategies addressing key drivers of turnover, including administrative burden, reduced physician autonomy, and burnout. Investments in physician well-being and organizational support may yield significant returns through improved care continuity, academic productivity, and departmental stability.
LEVEL OF EVIDENCE: N/A.
STUDY DESIGN: Cost analysis.
SETTING: Academic otolaryngology departments in the United States.
METHODS: We estimated turnover costs using 2025 Association of American Medical Colleges (AAMC) Faculty Salary Report data for otolaryngology faculty combined with recruitment cost data from a large academic department in the Northeast. Direct costs included advertising, candidate travel, relocation, and onboarding. Indirect costs reflected lost productivity during an estimated 4-month vacancy period, modeled as one-third of annual salary, plus reduced productivity during the first year after hiring, modeled as a 25% productivity loss applied to annual salary.
RESULTS: Data included 1673 otolaryngology faculty across 6 academic ranks. Median annual salaries ranged from $101,929 for instructors to $890,771 for department chairs. Direct recruitment costs were estimated at $20,200 per hire. Indirect costs averaged approximately 58% of annual salary. Total estimated turnover costs ranged from $79,659 for instructors to $539,816 for department chairs, representing approximately 60% to 78% of annual compensation depending on rank.
CONCLUSION: Faculty turnover in academic otolaryngology imposes substantial financial costs, often exceeding two-thirds of a physician's annual salary. These findings underscore the importance of proactive retention strategies addressing key drivers of turnover, including administrative burden, reduced physician autonomy, and burnout. Investments in physician well-being and organizational support may yield significant returns through improved care continuity, academic productivity, and departmental stability.
LEVEL OF EVIDENCE: N/A.