Hospital-related activities in pedodontic specialty training program

Three fourths of chief residents in general surgery receive further specialty training. The end to start-of-year transition can create administrative conflicts between the residency and the specialty training program. An Internet-based questionnaire surveyed general surgery and surgical specialty program directors to define issues and possible solutions associated with end to start-of-year transitions using a Likert scale. There was an overall response rate of 17.5 per cent, 19.6 per cent among general surgery directors, and 15.8 per cent among specialty directors. Program directors in general surgery felt strongly that the transition is an administrative problem ( P < 0.001). They opposed extra days off at the end of the chief resident year or ending in mid-June, which specialty directors favored ( P < 0.001). Directors of specialty programs opposed starting the year 1 or 2 weeks after July 1, a solution that general surgery directors favored ( P < 0.001). More agreement was reached on whether chief residents should take vacation week(s) at the end of the academic year, having all general surgery levels start in mid-June, and orientation programs in July for specialty trainees. Program directors acknowledge that year-end scheduling transitions create administrative and patient care problems. Advancing the start of the training year in mid-June for all general surgery levels is a potential solution.

Download Full-text

Gender differences in attrition rates of hospital-based medical specialty programs: attributable to gender composition of the clinical specialty?

10.21203/rs.3.rs-26858/v1 ◽

2020 ◽

Author(s):

Olivia Butterman ◽

Victor Slenter ◽

Lud Van der Velden ◽

Ronald Batenburg

Keyword(s):

Gender Differences ◽

Training Program ◽

Training Programs ◽

Manpower Planning ◽

Drop Out ◽

Attrition Rate ◽

Specialty Training ◽

Dutch Hospital ◽

Attrition Rates ◽

The Difference

Abstract Background Since 1999 the Advisory Committee on Medical Manpower Planning (ACMMP) advises the Dutch government on the medical workforce capacity and the intake in training programs, as to achieve or maintain a balance on the labour market. One of the key parameters the ACMMP uses when calculating the required intake in training programs, is the attrition rate. Methods In total 11,579 trainees enrolled in hospital-based programs from January 1st 2003 until 31st of December 2012, for 26 specialisms. To explore possible explanations for the gender differences in attrition rate per specialty, additional information was gathered: the percentage of males per program, the total number of specialists in training, the duration of the training and the percentage of males currently working in that specialty. Results One training program was excluded, due to the small size of that training program (62 trainees) and the large outliers it produced. Regression analyses were done, showing significant explanations of the variation in the difference between male and female attrition rates (Y1), for the proportion of males working in the profession per 01-01-2003 (R2: .545, F(27,60), p < .000), the proportion of males in training per 01-01-2003 (R2: .417, F(16,01), p < .000) and a small effect for the relationship with the total attrition rate for each training program (R2: .163, F(4,46), p < .046). There was also a significant effect for the duration of the specialty training (R2: .299, F(9,85), p < .005). A Kruskal-Wallis test was preformed to analyse the difference in attrition by type of specialty. The difference between the types of specialisms were significant (H = 6,66, p. 0,036). Conclusions Attrition rates in Dutch hospital-based specialty programs differ between males and females in a way that more males tend to drop-out from training when the specialty is dominated by women and, importantly, vice versa as well. The relationships found needs to be explored, in particular as the duration and nature of the specialty training seem to interact with gender ratios in the training programs and occupations longer training programs tend to have more males on them. Furthermore, more insight is needed in the selection and identification processes among residents in specialty training.

Download Full-text