New Postdoctoral Fellowship Program Launched to Address Shortage of Highly Trained Education Researchers: Thirteen Fellow/Mentor Teams Named for Program's First Year

2004 ◽  
Keyword(s):  
First Year ◽  
Fellowship Program ◽  
Postdoctoral Fellowship

scholarly journals Examining resource availability and usefulness in a National Health Service Research Interprofessional Postdoctoral Fellowship Program

2021 ◽  
Vol 3 (1) ◽  
Author(s):  
Jennifer L. Bryan ◽  
Megan E. Gregory ◽  
Charnetta R. Brown ◽  
Annette Walder ◽  
Joshua D. Hamer ◽  
...  
Keyword(s):  
Resource Availability ◽  
Fellowship Training ◽  
Perceived Usefulness ◽  
Service Research ◽  
Fellowship Program ◽  
Services Research ◽  
Research Fellowship ◽  
The Right ◽  
Postdoctoral Fellowship ◽  
Available Resources

AbstractPostdoctoral fellowships are costly: institutions incur substantial monetary costs, and fellows suffer the opportunity cost of delaying entry into their professional careers. Nevertheless, fellowship training is a beneficial academic investment; the right resources can attract high-quality candidates and maximize return on investment for all parties. This study examined the availability and perceived utility of training resources in a national, multisite interprofessional health services research fellowship program and examined differences in resource perception between alumni and directors as well as M.D. and Ph.D. alumni. One-hundred thirty-one alumni and 15 directors from a multisite interprofessional postdoctoral fellowship completed surveys regarding fellowship resources. Results from the fellowship sample as a whole revealed that mentoring and seminars were the most commonly available resources in fellowships and alumni from the same site often disagreed about resource availability. When we compared alumni and directors’ responses from the same site, we found they often disagreed about resource availability, with directors often being more likely to respond that the resource is available than the alumni. Finally, M.D. alumni reported availability of more resources and found resources to be more useful overall than Ph.D. alumni. Mentoring and seminars are important and commonly provided resources for trainees in fellowship programs; however, M.D.s and Ph.D.s vary in perceived usefulness of other resources, suggesting that one resource does not fit all. Given the gap, postdoctoral fellows may benefit from direct communication of available resources. Moreover, as Ph.D. fellows reported less resource availability and usefulness, attention should be given to meeting their unmet needs. Taken together, this will optimize their fellowship experience, thus better preparing them for their career and, ultimately, their impact on health care.

scholarly journals 2534. Development of an Infectious Diseases Fellowship Well-Being Program

2019 ◽  
Vol 6 (Supplement_2) ◽  
pp. S881-S881
Author(s):  
Jehan Budak ◽  
Cristina Brickman ◽  
Emily Abdoler ◽  
Erika Wallender ◽  
Jennifer S Mulliken ◽  
...  
Keyword(s):  
Infectious Diseases ◽  
Well Being ◽  
Fellowship Training ◽  
Teaching Hospitals ◽  
First Year ◽  
Fellowship Program ◽  
Protected Time ◽  
Faculty Committee ◽  
External Program ◽  
The Impact

Abstract Background Burnout in graduate medical education is common and reported in ~70% of Internal Medicine (IM) residents. Most studies have described interventions focused on residency training, but fellowship training suffers from similar challenges and likely similar levels of burnout. After conducting a needs assessment amongst fellows within our Infectious Diseases (ID) fellowship program, we developed a wellness program to address these issues. Methods In Spring 2018, we reviewed the existing literature and consulted with local experts on trainee well-being. Based on our findings, we designed a multi-tiered approach to enhance wellness amongst fellows. An ID Fellowship Well-Being Committee (WBC) was created in September 2018 to lead the intervention. The WBC includes an even mix of fellows and faculty at multiple levels at all three main teaching hospitals associated with the program. Meetings occur every other month, and co-chairs (one faculty and one fellow) report back to the program director quarterly. Topic areas and interventions are described in Table 1. Fellows were sent a qualitative survey to evaluate the impact of the well-being interventions to date. Results Four of 5 first year fellows responded to the survey, and all felt the retreat should be repeated yearly. Themes identified from the survey included benefits of having protected time together, convening in a low pressure and informal setting to provide feedback, and spending quality time in a non-clinical setting with co-fellows. Fellows cited the wellness retreat as a strength at our annual fellowship external program review. Conclusion Burnout is likely high among IM sub-specialty fellows, and interventions are needed to support the well-being of those trainees. We describe a roadmap for the development of a well-being program at a relatively large, academic ID fellowship program led by a mixed fellow and faculty committee. We will continue to monitor data on fellow burnout and make programmatic changes based on feedback. We are hopeful that our work will empower other programs to engage in developing their own well-being programs. Disclosures All authors: No reported disclosures.

A psychology postdoctoral fellowship program in integrated HIV and hepatitis C clinical care: Rationale, progress, and future directions.

2015 ◽  
Vol 9 (2) ◽  
pp. 77-84
Author(s):  
Maggie Chartier ◽  
Rebecca K. Blais ◽  
Tara Steinberg ◽  
Stephanie Catella ◽  
Erin Dehon ◽  
...  
Keyword(s):  
Hepatitis C ◽  
Clinical Care ◽  
Fellowship Program ◽  
Future Directions ◽  
Postdoctoral Fellowship

scholarly journals Dana-Farber Cancer Institute/Mass General Brigham Fellowship Response to the COVID-19 Pandemic

2021 ◽  
pp. OP.20.00894
Author(s):  
Robert M. Stern ◽  
M. Dror Michaelson ◽  
Erica L. Mayer ◽  
Aric D. Parnes ◽  
Annemarie E. Fogerty ◽  
...  
Keyword(s):  
Medical Education ◽  
Training Programs ◽  
Well Being ◽  
The United States ◽  
First Year ◽  
Fellowship Program ◽  
Dana Farber Cancer Institute ◽  
Fellowship Programs ◽  
Direct Feedback ◽  
Research Structure

The coronavirus disease (COVID)-19 pandemic has affected graduate medical education training programs, including hematology-oncology fellowship programs, both across the United States and abroad. Within the Dana-Farber Cancer Institute/Mass General Brigham hematology-oncology fellowship program, fellowship leadership had to quickly reorganize the program's clinical, educational, and research structure to minimize the risk of COVID-19 spread to our patients and staff, allow fellows to assist in the care of patients with COVID-19, maintain formal didactics despite physical distancing, and ensure the mental and physical well-being of fellows. Following the first wave of patients with COVID-19, we anonymously surveyed the Dana-Farber Cancer Institute/Mass General Brigham first-year fellows to explore their perceptions regarding what the program did well and what could have been improved in the COVID-19 response. In this article, we present the feedback from our fellows and the lessons we learned as a program from this feedback. To our knowledge, this represents the first effort in the hematology-oncology literature to directly assess a hematology-oncology program's overall response to COVID-19 through direct feedback from fellows.

The experience of first-year hematology and oncology fellows after implementing a wellness chief fellow at an academic cancer center.

2020 ◽  
Vol 38 (15_suppl) ◽  
pp. 11017-11017
Author(s):  
Sherise C. Rogers ◽  
Alison R. Walker ◽  
Gregory Alan Otterson ◽  
Janet Dettorre
Keyword(s):  
Local Community ◽  
Early Stage ◽  
Female Gender ◽  
Cancer Center ◽  
First Year ◽  
Inpatient Service ◽  
Fellowship Program ◽  
Hospital System ◽  
Good Communication ◽  
Academic Center

11017 Background: Hematology & Oncology trainees are high risk for burnout. Risk factors include early stage in career, female gender and isolation. From previous assessment, the program discovered that the feeling of isolation was a problem experienced by our trainees. Our first-year fellows are challenged with multiple acclimations and the intense demands of inpatient service. As a result, we developed the leadership position of Wellness Chief Fellow to address the specific needs of this population during academic year 2019. Methods: The Wellness Chief (WC) is a third-year Hematology and Oncology Fellow with good communication skills and knowledge of resources at the academic cancer center. The WC gave a Wellness lecture during first-year orientation to emphasize the prioritization of personal wellbeing throughout fellowship. The WC developed a list of wellness resources within the hospital system and local community and shared these with the fellows. The WC also provided quarterly one-on-one confidential mentoring to first year fellows. These meetings were informal and semi-structured. Topics included adjusting to the academic center and their new fellowship role, moving to a new city, current support system, clinical and research mentorship, life challenges and self-care. Mid-year, the first-year fellows were surveyed regarding their experience. Results: Eight fellows participated in one-on-one mentoring and 5 completed a mid-year evaluation. 4/5 fellows were new to the city. All trainees felt that mentoring helped them adjust to fellowship. 4/5 stated that they found a clinical mentor and 3/5 have a research mentor and started a research project. 4/5 acknowledged that they have a friend in the fellowship program and 5/5 stated that they do have someone to go to if they were experiencing a challenging life event. All fellows reported gaining something valuable after each mentoring session. 3/5 subjectively experienced burnout within 6 months of the fellowship program. One person stated they experienced burnout once per week and 2 reported monthly burnout. Conclusions: A Wellness Chief Fellow can buffer the effects of isolation within the first-year fellowship experience by providing mentoring and resources during a challenging acclimation period.

scholarly journals Implementing a Full Time Equivalent-Supported Hematology/Oncology Fellowship Core Faculty Program May Improve Faculty Engagement in Education, Mentorship, and Recruitment

Blood ◽  
2021 ◽  
Vol 138 (Supplement 1) ◽  
pp. 2974-2974
Author(s):  
Jana Christian ◽  
Lucilina Gilkes ◽  
Sarah Goldberg ◽  
Michael Hurwitz ◽  
Nikolai Podoltsev ◽  
...  
Keyword(s):  
Online Survey ◽  
Career Planning ◽  
First Year ◽  
Free Text ◽  
Full Time ◽  
Fellowship Program ◽  
Full Time Equivalent ◽  
Educational Mission ◽  
Core Faculty ◽  
The Impact

Abstract Background: The American Council of Graduate Medical Education (ACGME) requires every U.S. residency and fellowship training program to designate Core Faculty (CF) who participate in teaching and mentoring trainees. With increasing recognition of competing faculty responsibilities in academic medicine, many groups have recently recommended providing CF with salary support in exchange for their educational efforts, yet few programs have implemented such initiatives. During the 2020-2021 academic year (AY), the Hematology and Medical Oncology Fellowship Program at Yale School of Medicine created a CF program with 10% full time equivalent (FTE) support to 18 CF selected for their dedication to teaching and mentoring fellows. These CF were given responsibilities in participation in fellow conferences, fellow mentorship, and fellowship recruitment. Mentorship Committees (MC) were also launched during the 2020-2021 AY, with each first-year fellow assigned to a group of CF members for career planning and guidance throughout the AY. Methods: We performed a mixed-methods study to explore the impact of our FTE-supported CF program utilizing a combination of faculty and fellow survey data, free-text written comments, and data on faculty participation in educational activities. At the end of the 2020-2021 AY, an online survey utilizing the Qualtrics platform was sent via email to all 18 CF members and all 24 Hematology/Oncology fellows. All CF members and fellows were asked questions about the CF program, while only the CF members and the eight first-year fellows were asked questions regarding the MC. The surveys consisted of multiple choice and open-ended questions with free-text responses and were distributed from June-July 2021. Quantitative data was obtained regarding faculty attendance at the fellowship program's weekly New Patient conference and availability of faculty for fellowship recruitment interviews for both the 2019-2020 AY and the 2020-2021 AY. Results: A total of 14 (77.8%) CF members and 13 (54.2%) fellows responded to the survey. Among CF respondents, 11 (78.5%) reported that both their overall job satisfaction and sense of involvement in the fellowship program and its educational mission increased by either "a little" or "a lot" as a result of becoming a CF member. In free-text comments, positive aspects of being a CF member included "satisfaction in being an integral part of fellowship education," a "sense of commitment" to the educational mission of the fellowship program and improved "communication with colleagues and house staff." As a result of being a CF member, seven (21.1%) reported increased attendance at fellow conferences, nine (27.3%) devoted more time to mentoring and advising fellows, and seven (21.1%) increased their participation in fellowship recruitment compared to prior years. Five (15.5%) CF members felt that they had not appreciably changed their activities, but rather that they received much appreciated recognition and support for activities they were already engaged in prior to becoming a CF member. Among fellow respondents, six (46.2%) noted that following implementation of the CF program, faculty attendance at fellow educational conferences increased. One fellow praised the CF program for "identifying teachers who are very committed to educating fellows" and another commented "fantastic faculty and education overall". Three (37.5%) first year fellows responded to questions about MC, with all three indicating that the MC assisted "a little" or "a lot" in identifying or elucidating their career path. Thirty-eight (36.5%) faculty participated in New Patient conference in 2019-2020 vs. 50 (46.7%) in 2020-2021. Of faculty who were designated CF in 2020, 12 (75%) attended New Patient conference a median of 9 times in 2019-2020 vs. 18 (100%) a median of 20.5 times in 2020-2021. In terms of recruitment, 14 (87.5%) CF reported availability to interview a median of 2 times during 2019-2020 vs. 17 (94.4%) a median of 8.5 times during 2020-2021. Conclusions: Our FTE-supported CF program was viewed enthusiastically by fellows and participating faculty, resulting in increased faculty conference attendance, mentorship of trainees, and involvement in recruitment. MCs may hold promise in guiding career decisions for first year Hematology/Oncology fellows. Disclosures Podoltsev: CTI BioPharma: Honoraria; Bristol-Myers Squib: Honoraria; Celgene: Honoraria; Novartis: Honoraria; Incyte: Honoraria; Blueprint Medicines: Honoraria; Pfizer: Honoraria; PharmaEssentia: Honoraria.

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