There are no standardized benchmarks to measure productivity and compensation of transplant nephrologists in the United States, and consequently, criteria set for general nephrologists are often used.

A web-based survey was sent to 809 nephrologists who were members of the American Society of Transplantation to gather data on measures of productivity, compensation, and job satisfaction. Factors associated with higher total compensation and job satisfaction were examined.

Of 365 respondents, 260 were actively practicing in the United States and provided data on compensation. Clinical productivity was assessed variably, and although 194 (76%) had their work relative value units (wRVUs) reported to them, only 107 (44%) had an established RVU target. Two hundred thirty-four respondents (90%) had fixed base compensation, and 172 (66%) received a bonus on the basis of clinical workload (68%), academic productivity (31%), service (32%), and/or teaching responsibility (31%). Only 127 respondents (49%) filled out time studies, and 92 (35%) received some compensation for nonbillable transplant activity. Mean total compensation (base salary and bonus) was $274,460±$91,509. The unadjusted mean total compensation was higher with older age and was higher for men; Hispanic and White respondents; adult care transplant nephrologists; residents of the western United States; US medical school graduates; nonuniversity hospital employees; and those with an administrative title, higher academic rank, and a higher number of years in practice. Two hundred and nine respondents (80%) thought their compensation was unfair, and 180 (70%) lacked a clear understanding of how they were compensated. One hundred forty-five respondents (55%) reported being satisfied or highly satisfied with their job. Job satisfaction was greater among those with higher amounts of compensation and US medical school graduates.

We report significant heterogeneity in the assessment of productivity and compensation for transplant nephrologists and the association of compensation with job satisfaction.

在美国，没有标准化的基准来衡量移植肾病学家的生产力和报酬，因此经常使用为普通肾病学家制定的标准。

一项基于网络的调查发送给了美国移植学会会员的 809 名肾病专家，以收集有关生产力、薪酬和工作满意度指标的数据。研究了与较高总薪酬和工作满意度相关的因素。

在 365 名受访者中，有 260 人在美国积极执业并提供了薪酬数据。临床生产力的评估各不相同，尽管 194 名患者 (76%) 向他们报告了工作相对价值单位 (wRVU)，但只有 107 名患者 (44%) 制定了既定的 RVU 目标。234 名受访者 (90%) 拥有固定基本薪酬，172 名受访者 (66%) 根据临床工作量 (68%)、学术生产力 (31%)、服务 (32%) 和/或教学责任（31%）。只有 127 名受访者 (49%) 填写了时间研究，92 名受访者 (35%) 因不收费的移植活动获得了一些补偿。平均总薪酬（基本工资和奖金）为 274,460 美元±91,509 美元。未经调整的平均总补偿随着年龄的增长而升高，并且男性更高；西班牙裔和白人受访者；成人护理移植肾科医生；美国西部的居民；美国医学院毕业生；非大学医院员工；具有行政职称、学术职称、执业年限的。209 名受访者（80%）认为他们的薪酬不公平，180 名受访者（70%）对他们如何获得报酬缺乏清晰的了解。一百四十五名受访者 (55%) 表示对自己的工作感到满意或高度满意。薪酬较高的人和美国医学院毕业生的工作满意度更高。

我们报告了移植肾科医生的生产力和薪酬评估以及薪酬与工作满意度之间的关系存在显着的异质性。