Cost of Turnover in Academic Otolaryngology Departments
Kiran Abraham‐Aggarwal, Daniel Spertus, Amar Sheth, John McCarthy, David C. Parajon, Ashutosh KackerAbstract
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.