Faculty Recruitment and Retention in Academic Plastic Surgery.
Abdulaziz Elemosho1, Amy M Moore1, Jeffrey E Janis1
1From the Department of Plastic and Reconstructive Surgery, College of Medicine, The Ohio State University Wexner Medical Center, Columbus, OH.
Plastic and Reconstructive Surgery. Global Open
|May 8, 2026
Summary
Academic plastic surgery faces significant faculty retention challenges, with declining rates over ten years. Comprehensive strategies beyond compensation are crucial for long-term faculty engagement and stability.
Area of Science:
- Medical Education
- Surgical Specialties
- Workforce Studies
Background:
- Academic plastic surgery experiences persistent faculty recruitment and retention difficulties.
- Existing research indicates rising faculty attrition, but current national data reflecting recent changes are scarce.
Purpose of the Study:
- To assess national trends in faculty hiring, resignation, compensation, mentorship, benefits, and retention strategies over the past decade in academic plastic surgery.
- To identify key factors influencing faculty departure and evaluate the effectiveness of current retention initiatives.
Main Methods:
- A 29-item electronic survey was administered to program directors of Accreditation Council for Graduate Medical Education-accredited plastic surgery programs.
- The survey collected data on faculty dynamics over the past 1, 5, and 10 years, including recruitment numbers, attrition rates, and implemented retention strategies.
Main Results:
- Faculty recruitment primarily occurred at the assistant professor level, with significant faculty losses and turnover rates increasing over the decade.
- Long-term retention rates declined substantially, with only 8.6% of programs having a formal retention committee.
- Family considerations and inadequate compensation were primary reasons for faculty departure, while competitive compensation, professional development, and mentorship were cited as key retention strategies.
Conclusions:
- Despite faculty growth, long-term retention in academic plastic surgery remains a critical issue.
- Compensation alone is insufficient for ensuring faculty longevity; broader institutional strategies are necessary.
- Establishing formal retention committees and implementing multifaceted approaches are vital for sustaining faculty engagement and workforce stability.
