Molecular and Cytogenetic Education in Hematopathology Fellowship

2019 ◽  
Vol 152 (4) ◽  
pp. 438-445 ◽  
Author(s):  
Lorinda A Soma ◽  
Alexandra E Kovach ◽  
Alexa J Siddon ◽  
Rose Beck ◽  
Sarah E Gibson ◽  
...  
Keyword(s):  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Basic Principles ◽  
Raw Data ◽  
Education Committee ◽  
Cytogenetic Testing

Abstract Objectives Given the increased complexity of molecular and cytogenetic testing (MOL-CG), the Society for Hematopathology Education Committee (SH-EC) was interested in determining what the current expectations are for MOL-CG education in hematopathology (HP) fellowship training. Methods The SH-EC sent a questionnaire to HP fellowship program directors (HP-PDs) covering MOL-CG training curricula, test menus, faculty background, teaching, and sign-out roles. These findings were explored via a panel-based discussion at the 2018 SH-EC meeting for HP-PDs. Results HP fellows are expected to understand basic principles, nomenclature, and indications for and limitations of testing. Interpretation of common assays is within that scope, but not necessarily proficiency in technical troubleshooting of testing or analysis of complex raw data. Conclusions The consensus was that HP fellows should understand the components of MOL-CG testing necessary to incorporate those results into an accurate, clinically relevant, and integrated HP report.

scholarly journals Perceptions on Diversity in Cardiology: A Survey of Cardiology Fellowship Training Program Directors

2020 ◽  
Vol 9 (17) ◽  
Author(s):  
Anna Lisa Crowley ◽  
Julie Damp ◽  
Melanie S. Sulistio ◽  
Kathryn Berlacher ◽  
Donna M. Polk ◽  
...  
Keyword(s):  
Training Program ◽  
Training Programs ◽  
Critical Role ◽  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Rank List ◽  
Fellowship Training Program ◽  
Definition Of ◽  
Diversity Enhancement

Background The lack of diversity in the cardiovascular physician workforce is thought to be an important driver of racial and sex disparities in cardiac care. Cardiology fellowship program directors play a critical role in shaping the cardiology workforce. Methods and Results To assess program directors’ perceptions about diversity and barriers to enhancing diversity, the authors conducted a survey of 513 fellowship program directors or associate directors from 193 unique adult cardiology fellowship training programs. The response rate was 21% of all individuals (110/513) representing 57% of US general adult cardiology training programs (110/193). While 69% of respondents endorsed the belief that diversity is a driver of excellence in health care, only 26% could quote 1 to 2 references to support this statement. Sixty‐three percent of respondents agreed that “our program is diverse already so diversity does not need to be increased.” Only 6% of respondents listed diversity as a top 3 priority when creating the cardiovascular fellowship rank list. Conclusions These findings suggest that while program directors generally believe that diversity enhances quality, they are less familiar with the literature that supports that contention and they may not share a unified definition of "diversity." This may result in diversity enhancement having a low priority. The authors propose several strategies to engage fellowship training program directors in efforts to diversify cardiology fellowship training programs.

scholarly journals The Impact of COVID-19 on Orthopedic Surgery Fellowship Training: A Survey of Fellowship Program Directors

2021 ◽  
pp. 155633162110120
Author(s):  
Braiden M. Heaps ◽  
Jeffrey R. Dugas ◽  
Orr Limpisvasti
Keyword(s):  
Patient Care ◽  
Orthopedic Surgery ◽  
Training Programs ◽  
Negative Impact ◽  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Orthopedic Surgeons ◽  
The Future ◽  
The Impact

Background: The COVID-19 pandemic has had a wide-reaching impact. Graduate medical education of orthopedic surgeons was not spared from the jarring changes. Purpose: We sought to survey fellowship program directors in the field of orthopedic surgery about how the COVID-19 pandemic affected the education of the 2019 to 2020 and 2020 to 2021 fellowship classes and the future of their programs. Methods: In October 2020, an 18-item survey was distributed by an official of the American Academy of Orthopedic Surgeons (AAOS) to the specialty societies that govern fellowship training. Each specialty society then distributed the survey to its respective program directors. A reminder email was sent during the enrollment period. Each respondent was able to complete the survey once. Survey questions were grouped into 3 sections: general information about the fellowship training programs, the impact of COVID-19 on the 2019 to 2020 fellowship class, and the future impact of COVID-19 on the fellowship training programs. Results: Of the 564 accredited orthopedic surgery fellowship programs in the United States, 190 directors responded. Of these, 73.59% reported COVID-19 had a negative impact on the 2019 to 2020 fellowship class. A normal distribution of responses was found regarding didactic and academic learning, research, and mentorship opportunities. A majority of respondents said they believe that there will be no negative impact on patient care the fellows provide in the years to come. Conclusion: Orthopedic surgery fellowship program directors acknowledged that while there were negative effects to training in the pandemic, they did not think these would negatively affect patient care provided by 2019 to 2020 fellows in the short and medium term. They also reported positive outcomes from the experience of the pandemic, including new ways to educate fellows.

Fellowship Program Directors Perspectives on Fellowship Training

PEDIATRICS ◽  
2014 ◽  
Vol 133 (Supplement) ◽  
pp. S64-S69 ◽  
Author(s):  
G. L. Freed ◽  
K. M. Dunham ◽  
L. M. Moran ◽  
L. Spera ◽  
G. A. McGuinness ◽  
...  
Keyword(s):  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program

Priorities in the Neurotology Fellowship Match: A Survey Study of Program Directors and Fellows

2018 ◽  
Vol 127 (9) ◽  
pp. 625-630 ◽  
Author(s):  
Paul D. Judge ◽  
Sameer A. Alvi ◽  
Kareem O. Tawfik
Keyword(s):  
Online Survey ◽  
Program Directors ◽  
Fellowship Training ◽  
Survey Study ◽  
Fellowship Program ◽  
Case Load ◽  
Surgical Exposure ◽  
Match Process ◽  
Operative Case ◽  
Letters Of Recommendation

Objectives: To ascertain motivations and priorities for neurotology fellowship applicants and program directors during the match process. Methods: Anonymous online survey distributed to 20 fellowship program directors and 40 current and incoming neurotology fellows. A 5-point Likert scale was used to assess the priorities of fellowship applicants and program directors in the match process. Results: Twenty-four of 40 (60%) current or incoming fellows and 14 of 20 (65%) program directors responded to the survey. Fellows rated surgical exposure and volume as their highest priorities. In addition to neurotology case load, fellows highly valued exposure to otologic surgery. Salary, call, and work/life balance were among the lowest rated factors among fellows. Program directors attached the highest priority to the applicant interview performance, followed by strength of letters of recommendation and quality of prior research. Ethnicity, sex, and likelihood of an applicant ranking a program highly were the lowest rated factors among program directors. Conclusion: Among neurotology fellows, operative case load and breadth of surgical exposure are highly valued components of accredited fellowship training. Among neurotology fellowship program directors, candidates’ performance during the fellowship interview appears to be highly valued, more so than the strength of applicants’ letters of recommendation or prior research credentials.

scholarly journals 84. Paying for Parenthood: Misinterpretation of ABIM Leave Policies May Lead to Unnecessary Extension of ID Fellowships

2021 ◽  
Vol 8 (Supplement_1) ◽  
pp. S54-S54
Author(s):  
Wendy Stead ◽  
Catherine P Gardiner ◽  
Laura P Desrochers ◽  
Kathleen Finn ◽  
Furman S McDonald ◽  
...  
Keyword(s):  
Internal Medicine ◽  
Infectious Disease ◽  
Maternity Leave ◽  
Parental Leave ◽  
Program Directors ◽  
Fellowship Training ◽  
Fellowship Program ◽  
Equal Time ◽  
Birth Parent ◽  
Anonymous Questionnaire

Abstract Background Many trainees plan pregnancy during fellowship training. A study of internal medicine program directors (PDs) demonstrated frequent misinterpretation of American Board of Internal Medicine (ABIM) leave policies when applied to parental leave. The ABIM has since attempted to clarify its leave and deficits in training policies. The primary aim of this study was to investigate how infectious disease (ID) program directors interpret the current ABIM leave policies in crafting parental leave for trainees. Methods We surveyed 155 ID program directors in an online, anonymous questionnaire regarding their knowledge of ABIM leave policies and application toward trainees’ leaves of absence. Results 75/155 (48%) of program directors responded to the survey. Most respondents incorrectly identified the leave limits permitted by ABIM policies, and a majority mistakenly chose to extend training when a clinically competent fellow was within their allowed duration of leave.(Figure 1) Most respondents correctly identified that equal time is permitted for both birth and non-birth parent parental leave, however, reported leave durations did not reflect this equity. PDs reported the majority (60.4%) of ID trainee maternity/birth parent leaves at their programs were ≤7weeks and 4.6% were≤3 weeks, while only 7% were≥12 weeks. In contrast, 50% of paternity/non birth parent leaves were ≤3weeks and none were ≥12 weeks. (Figure 2) PDs utilize various strategies to prevent extending training for fellows taking parental leaves that exceed the limits allowed by ABIM policies, including creating “home electives,” though 34% counsel trainees to take “a shorter maternity leave.” Conclusion Fellowship program directors often misinterpret ABIM leave policies, and misapply them when given example scenarios. These findings have clear implications for trainees’ family planning and may lead to shortened parental leaves and inappropriate fellowship training extensions. Disclosures All Authors: No reported disclosures

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.

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