Introduction: Recent data demonstrate that 35% of female residents who delay family building during training, do so in part to avoid increased workload for their co-residents. We hypothesized that financially compensating residents for additional call related to co-resident parental leave may alleviate some of the hesitation trainees feel with respect to family planning decisions. We applied actuarial methods to estimate the annual allocation of resources. Methods: We used resident salaries at our academic institution and an estimated 70-hour work week to calculate hourly compensation for each year of training. For any resident taking primary call (PGY-2 to PGY-4), we proposed an hourly rate 2 times and 3 times their standard hourly rate for weeknight call and weekend call, respectively. For chief residents taking back-up call, we proposed an hourly rate 1.5 times and 2 times, respectively. Based on the average hours worked during off-hours call, we calculated an overall dollar value for both weeknight and weekend call. With an average q4 call burden, a 6-week parental leave would necessitate 6 weeknights and 1.5 weekends of call coverage. Using data from the 2019 AUA Resident and Fellow Census, we determined that 6.9% of residents have a child per year in residency. To account for expected variation year-to-year, we modeled the birth rate using a Poisson distribution, which showed that each year, the probability of 1 or fewer junior resident births is 80% and the probability of 1 or fewer chief resident births is 97%. Results: The estimated total cost of 1 junior resident and 1 chief resident parental leave is $7,224 per year ($451 per non-intern resident), comprised of $3,936 for junior resident call and $3,288 for chief resident call (2022 dollars). These numbers will vary depending on the number of residents, differences in resident salary, average call burden, and length of parental leave. Conclusions: At our institution, $7,224 per year would reliably cover the costs of compensating residents for additional call burden during co-resident parental leave. Availability of such funds could reduce the anxiety associated with parental leave during residency training. Disclosures: We have reviewed the model, including its inputs, calculations, and outputs for consistency, reasonableness, and appropriateness to the intended purpose and in compliance with relevant actuarial standards of practice. Different data, time periods, and methodologies may produce different results. Harsha Mirchandani is a member of the American Academy of Actuaries and meets its relevant qualification standards. SOURCE OF Funding: None
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