Employment in the equine industry in 2022: Insights into career types, salaries, and benefits.

The equine industry contributes $74 billion and provides 1.3 million jobs annually to the United States economy. However, limited information is available on the current salaries and benefits of equine professionals. In 2022, an online survey was conducted to assess salaries, benefits, and education levels of equine professionals across several career types in the equine industry. The survey consisted of 38 questions with conditional branching and was distributed through social media and e-newsletters. Survey branching focused on grouping participants by career type into the following categories: farm management, government, industry, nonprofit, private practice, and university. The most prevalent career type represented was farm management (34%) followed by private practice (18%), academia (17%), industry (15%), nonprofit (12%), and government (4%). Associations between variables were examined with Chi-squared analysis. An association was observed between education level and salary (P = 0.001, X2 = 103.17) with salaries greater than $50,000 being more prevalent with advanced degrees. Similarly, job type and salary were associated (P = 0.001, X2 = 73.47), where salaries for academia and industry careers were often greater than $50,000 and nonprofit and farm management salaries were more often less or equal to $50,000. Compared to professionals in farm management or in private practice, those in academia and government received more benefits (P<0.05). Data collected from this survey creates a baseline for evaluating compensation across the equine industry and exposed opportunities for improvements in future surveys. Outside of industry salary comparisons, survey data can be used by educators to emphasize the benefit of further education to increase salary and benefits.

A delay in entering invoice charges is associated with a decrease in total invoice amount in equine practice.

OBJECTIVE: To evaluate the relationship in equine practice between the time delay for charge entry (time between when work was performed and when the invoice charges were entered) and the total amount of the invoice. SAMPLE: A total of 67,597 invoices from 3 hospitals were included for analysis. METHODS: Analysis of 67,597 invoices from 49 doctors working out of 3 hospitals was performed. Variables collected included invoice total, date of work, date of invoice entry, month of work, invoice category (A = ambulatory daytime, E = after-hours, I = hospital), and veterinarian. Time delay to invoice entry was the difference between the day of work and the day of charge entry. A generalized additive model was used to describe the relationship between the time delay for invoice entry and the invoice type, month of work, and invoice category. The best model was selected using the Akaike information criterion. RESULTS: In the selected model, total invoice amount was associated with time delay for charge entry and invoice category. Invoices entered on the same day of work were 299 ± $345, as compared to those entered the next day (255 ± $271) and those entered > 1 day after the work was performed (193 ± $196; P < .0001). CLINICAL RELEVANCE: If the observed relationship between time delay (time between work performed and invoice entry) and total invoice amount is causal, equine practitioners may have significant opportunity to improve revenues by simply entering charges on the same day the work is performed.

Evaluation of a novel communication and consultation skills model (WISE COACH) on dog owner perceptions of veterinarians and projected spending on veterinary care.

OBJECTIVE: To assess the impact of a novel communication and consultation skills model (WISE COACH [WC]) on dog owner perceptions of veterinarians and projected spending on veterinary care. SAMPLE: 1,200 US dog owners who had visited a veterinarian within the prior 18 months. PROCEDURES: Video recordings of 2 staged client consultations were made, with the veterinarian following the WC recommendations in one video and not following them in the other (control). Participants were randomly assigned to view one of the videos and completed an online survey to assess their perceptions and projected spending. Qualitative responses were coded to identify themes. RESULTS: The veterinarian was rated significantly higher in the WC video than in the control video for the characteristics first impression, skilled and knowledgeable, cares about me, cares about my pet, and communicates clearly, and was rated significantly lower for the characteristic rushed or abrupt. Participants who viewed the WC video were significantly more likely to follow the veterinarian's recommendations, return to see the veterinarian, and recommend the veterinarian. They were also approximately 1.4 times as likely to approve the full recommended treatment plan, and their projected total spending was approximately 15% higher than projected spending for participants who viewed the control video. CLINICAL RELEVANCE: Results showed improved client perceptions, client retention, quality of patient care, and financial metrics when the veterinarian followed the WC recommendations. Further study is needed to determine whether this model may also improve veterinarian well-being by improving client relationships and decreasing resistance to recommendations.

Am I actually a veterinarian or an economist? Understanding the moral challenges for farm veterinarians in Germany on the basis of a qualitative online survey.

This qualitative online survey (n = 123) investigated what farm veterinarians in Germany perceive as morally challenging situations. Vital moral challenges can be described as conflicts between different actors who make demands on the veterinarians, like (a) animals, (b) farmers, (c) politics, (d) society, (e) veterinary offices (f) colleagues, supervisors, employees and competitors and (g) the veterinarian himself/herself. Or they can be described as the conflict between different roles of veterinarians who describe themselves as (a) advocates for the animals, (b) entrepreneurs, (c) social workers, (d) part of agriculture, (e) colleagues, supervisors, employees and competitors and (f) private persons. It can be deduced that at least some study participants find the described moral challenges a cause for moral distress. The key moral challenge for farm veterinarians, from their own viewpoint, are not so much open ethical questions, ethical dilemmas or "duty vs. inclination" conflicts, but rather situations in which their personal moral convictions are conflicting with external obstacles. Accordingly, a feeling of powerlessness appears in their answers. The extremely limited financial scope of animal owners could be identified as the key external obstacle.

Determinants of Salary for Veterinarians Employed in the Field of Shelter Medicine in the United States.

Despite recent growth in the field of shelter medicine, there is a paucity of wage data available. Understanding determinants of salary is helpful for new graduates deciding on a career path as well as employees and employers with regard to budgeting, professional development, and negotiations. An anonymous online survey was distributed via commercial survey platform to shelter veterinarians. Salary was analyzed using multiple linear regression, Kruskall-Wallis equality-of-populations rank-test, and Conover-Iman pairwise comparison. Of the 219 unique respondents, 197 worked as shelter veterinarians, with 157 full-time and 40 part-time. Fifteen respondents worked in academia, and 7 respondents worked in shelter leadership. Full-time shelter veterinarians had a median income of $92,000 [$78,000-110,000], which is the same as the median salary reported for all veterinarians by the AVMA in 2018. Salary depended on years of shelter experience (P = .004), supervision of other veterinarians (P = .015), region (Southwest, P = .010, Mideast, P = .010, and Far West, P = .002) and size of the metropolitan area (>1 million, P = .001 and <250,000, P = .011). Part-time veterinarians had a median income of $60,000 [$44,000-84,000]. The only variable predictive of salary was hours worked, with part-time veterinarians paid a median of $48 [36-66] per hour. Academic veterinarians had a median income of $108,000 [90,000-120,000]. For academics, title (assistant professor, P <.0001 and professor, P = .001), PhD (P = .010), and master's (P= .001) predicted salary. Veterinarians working in leadership positions had a median income of $120,000 [110,000-198,000], and no variable was significant. Veterinarians employed in academia and leadership had a higher salary than veterinarians employed in the shelter. There are predictors of salary for shelter medicine veterinarians, which will help both potential employers and employees, determine reasonable salaries when budgeting, negotiating, or planning personal development.

Surveys of Salary, Benefits, and Job Responsibilities for Veterinarians Employed in the Field of Shelter Medicine in the United States Conducted in 2011 and 2018.

According to American Veterinary Medical Association statistics, veterinarians employed in the not-for-profit sector account for the smallest group by type of employment. However, this group has experienced the greatest amount of change, with an increase of 52% between 2008 and 2013 and 55% between 2013 and 2018. Despite this growth, there has been a paucity of information regarding the salary, benefits, hours, and job duties that come with a career in shelter medicine. An initial survey of shelter medicine salary, benefits, hours, and job duties was conducted in 2011, and a similar survey conducted in 2018. All responses were anonymous. Results from 2018 were compared to 2011 using 2 sample test of proportions (counts) or Mann-Whitney (Wilcoxon rank sum) test (medians). A total of 207 conforming responses were received in 2011, and 219 in 2018. Median salary for all full-time veterinarians in the field of shelter medicine was $75,000 (interquartile range [IQR], 65,000-85,000) in 2011 and $94,500 (IQR, 80,000-110,000) in 2018. Part-time shelter employed veterinarians in 2011 worked a median of 20 hours (IQR 7-28) for an hourly rate of $41 (IQR, 29-56) while they worked a median of 26 hours (IQR, 15-32) for an hourly rate of $48 (IQR, 36-66) in 2018. There was an increase in the provision of all categories of benefits and an increase in veterinarians employed in academia and leadership. Demographics were similar, with the exception of increases in the number of boarded specialists and veterinarians who had completed a residency. Veterinarians reporting that shelter medicine had been offered in their curriculum increased by 44%. Budgets for shelters were reported to be higher, while animal intake and daily count of animals in care was lower. Comparison between surveys of shelter medicine veterinarians in 2011 and 2018 showed a consistent increase in salary, benefits and resources. There were indicators that the field of shelter medicine has matured as a discipline, particularly with regard to the availability of shelter medicine education and increased number of boarded specialists.

[Professional entry into equine medicine]. / Berufseinstieg von Staatsabgängern in die Pferdemedizin.

INTRODUCTION: In the present study phone interviews on working hours, salary, professional satisfaction and other topics were carried out with 30 equine veterinarians. None of the participants had more than five years of work experience. The gross annual wages ranged from CHF 36'400 to CHF 91'500. The study participants worked 42 to 93 hours per week. Only 13% were moderately satisfied with the job, the remaining participants were satisfied to highly satisfied. Sixty percent of the study participants were dissatisfied with their wages and wished to be paid according to the Swiss Veterinary Association (GST) salary recommendations. Five out of 27 wages were within the recommended ranges. The lowest wages were paid at the universities. Sixteen people worked more than the legal maximum of 50 hours a week. A big difference in total working hours per week existed. Especially since part-time workers had more working hours than participants in a full-time job. The study reflects the situation before 2018 and especially at the universities, before the introduction of a new employment contracts with a 50h week, wage adjustments and defined times for further training.

INTRODUCTION: Dans cette étude, 30 vétérinaires travaillant dans des pratiques et des cliniques équines ont été interrogés par téléphone quant à leurs heures de travail, leur revenu, leur satisfaction et d'autres sujets. Ils n'avaient pas plus de cinq ans d'expérience professionnelle. Le salaire annuel brut allait de 36 400 CHF à 91 500 CHF. Les participants à l'étude ont travaillé de 42 à 93 heures par semaine. Seuls 13% étaient modérément satisfaits de leur place de travail, les autres étaient satisfaits voire entièrement satisfaits. Soixante pour cent des participants à l'étude étaient insatisfaits de leur salaire et souhaitaient être payés conformément à la recommandation salariale de la SVS. Cinq des 27 salaires se situaient dans ces fourchettes suggérées. Les salaires les plus bas étaient payés par l'université. Seize personnes travaillaient plus que le maximum légal de 50 heures par semaine. Il y avait également une grande différence dans le nombre d'heures travaillées par semaine. En particulier les travailleurs à temps partiel avaient parfois travaillé plus d'heures que ceux disposant d'un emploi à temps plein. L'étude reflète la situation, notamment dans les universités, avant l'introduction d'un nouveau contrat de travail avec la semaine de 50h, les ajustements salariaux et les horaires définis pour la formation continue à partir de janvier 2018.

[Survey among livestock veterinarians from the Canton of Fribourg investigating the topics of herd-health management, counselling and the use of antimicrobial drugs]. / Umfrage bei Freiburger Nutztierärzten zu den Themen Bestandesmedizin, Beratung und Antibiotikaeinsatz.

INTRODUCTION: The work of veterinarians is continuously undergoing structural changes. A shift from purely curative individual animal care towards herd-health management is observed worldwide in the livestock sector. To illustrate the practical implementation with all its advantages and disadvantages, an online survey was conducted among all practicing livestock veterinarians in the Canton of Fribourg. A link to the survey was sent by email, it was voluntary and possible to complete the questionnaire anonymously. The survey focused on four topics: Demographic data, herd-health management, billing of counselling and use of antimicrobial drugs. Forty veterinarians from at least 79.2% (n = 19) of all veterinary practices located in the canton of Fribourg (n = 24) responded. Of these, 67.5% were practice owners or partner (n = 27) and 32.5% were employed veterinarians (n = 13). In Fribourg, only herd fertility management is included in the herd-health management on a regular basis. The quality and quantity of advanced trainings in herd-health management for veterinarians was assessed as moderate to poor. There are various options for charging herd-health management services. The amount charged was variable. The most frequently used options were hourly rates (100-300 CHF/h), "rate per cow per year excl. visit rate" (22-75 CHF/cow/year) or "rate per cow per year incl. visit rate" (85-98 CHF/ cow/year). Only one veterinarian (2.5%) charges for advisory activities not included in the the herd-health management service, which was asked for separately. However, the time required for counselling (excluding herd-health management) was estimated to be between 5.0-70.0% of the total working time (median 15.0%, interquartile range = 10.0-32.5%). Veterinarians in Fribourg are reHauptluctant to follow the international trend towards a regular, integrated herd-health management. The majority of them do not charge for consultancy outside the herdhealth management service. A nationwide survey should be considered to better assess the situation all over Switzerland.

INTRODUCTION: Les vétérinaires sont soumis à un changement structurel permanent dans leur travail et cette évolution va dans la direction de la médecine de troupeau pour le secteur des animaux de rente. Pour pouvoir décrire les avantages et les inconvénients, une enquête en ligne a été effectuée auprès de tous les vétérinaires praticiens ruraux du canton de Fribourg et des régions limitrophes. Un lien vers l'enquête a été envoyé par courriel. La participation était sur une base volontaire et les données pouvaient être anonymisées, si souhaité. L'enquête portait sur les quatre thématiques principales suivantes: données démographiques, médecine de troupeau, facturation des prestations de conseil et administration d'antibiotiques. Quarante vétérinaires, soit 79.2% (n = 19) de toutes les pratiques vétérinaires rurales fribourgeoises (n = 24), ont répondu. De ceux-ci, 67.5% étaient propriétaires ou associés ( n= 27) et 32.5 % employés (n = 13). Dans le canton de Fribourg, le suivi de fertilité est effectué seulement de manière généralisée et intégré régulièrement dans le suivi de troupeau (100%). L'offre en formation continue aux vétérinaires sur la thématique médecine de troupeau est évaluée de moyenne à médiocre. La facturation des prestations de médecine de troupeau se déroule auprès des participants à l'étude de manière différenciée, avec même de très grandes différences: le plus souvent un barème horaire (100-300 CHF/h), à la seconde place «par vache et année sans le tarif de la visite¼ (22-75 CHF/vache/an) et en troisième position «par vache et année avec le tarif de la visite inclus¼ (85-98 CHF/Vache/an). Seul un vétérinaire (2.5%) a indiqué facturer des prestations de conseil en dehors du suivi de troupeau. Cependant, l'investissement en temps pour le conseil (sans le suivi de troupeau) est estimé de 5.0 à 70% du temps total de travail (moyenne: 15.0%, écart interquartile = 10.0­32.5%). La corporation vétérinaire fribourgeoise suit la tendance internationale à l'introduction d'un suivi de troupeau intégré et régulier, avec un peu de retard. Une enquête au niveau suisse devrait permettre d'évaluer la situation au niveau national.

The Financial Life of Aspiring Veterinarians.

The stress of veterinary students ranges from the financial stress associated with high student loan debt combined with possible credit card debt, to relational stress due to lack of time to commit to social activities, to uncertainty regarding the ability to perform at the highest level. While this study considers a multifaceted approach to veterinary student stress and ultimate depressive symptoms, the focus is on the financial stress. A common strategy for reducing debt is to increase financial literacy. While this has the potential to help, it is not the sole solution given that students opt into the program for non-financial reasons. A path analysis was used to explore the predictors of financial satisfaction (the inverse of financial stress). The results were then used to predict depression among pre-vet and veterinary students in combination with relationship stress and demographic characteristics. Results indicate that current and expected student loan debt negatively influence financial satisfaction of pre-veterinary and veterinary students. Lower financial and relational satisfaction predict depressive symptoms among students. Among pre-veterinary students, feeling less intelligent than peers and being a sophomore versus a freshman is associated with depressive symptoms. Among current veterinary students, third-year students are more likely to report depressive symptoms than first-year students.