Physician turnover and retention: A growing concern
Quick View. April 3, 2006.
|
2004 |
2005 |
| Annual tracking of turnover |
| Track turnover |
73% |
90% |
| Do not track turnover |
27% |
3% |
| Don't know |
0% |
7% |
| Top reasons for voluntary separation |
| Practice issues |
31% |
44% |
| Compensation |
20% |
21% |
| Location |
13% |
21% |
| Spousal reasons |
10% |
14% |
| Pressure of clinical practice |
10% |
N/A |
| Physician retention initiatives |
| Have |
48% |
58% |
| Do not have |
52% |
40%* |
| Written retention plan |
| Have |
27% |
41% |
| Do not have |
73% |
41%* |
| Physician tenure at time of separation (2005) |
| Less than 1 year |
9% |
| 1-3 years |
38% |
| 4-5 years |
13% |
| More than 5 years |
40% |
Groups are paying closer attention to physician turnover and focusing more on retention efforts.
The main reason, concludes a recent survey conducted by Cejka Search, a St. Louis-based health care search firm, and the American Medical Group Assn., is cost. It's more cost-effective to take the time to find the right long-term fit instead of frequently hiring physicians, says Carol Westfall, president of Cejka Search. Results are based on surveys filled out by 95 AMGA member groups out of the 275 groups that received them:
Note: Some groups in 2005 marked "Don't know" as a response to the questions about retention plans and retention initiatives.
Source: Cejka Search, American Medical Group Assn.
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Copyright 2006 American Medical Association. All rights reserved.
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