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

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.

Parental Leave for Residents and Pediatric Training Programs

PEDIATRICS ◽  
1995 ◽  
Vol 96 (5) ◽  
pp. 972-973
Author(s):  
Keyword(s):  
Maternity Leave ◽  
Training Programs ◽  
Parental Leave ◽  
Residency Training Program ◽  
Position Statement ◽  
Fellowship Training ◽  
State Laws ◽  
Medical Leave ◽  
Emotional Outcomes ◽  
The Family

The Family and Medical Leave Act of 19931 and a growing number of state laws will have an impact on training programs and their policies regarding parental leave for pediatric residents. As an advocate for children and their families, the American Academy of Pediatrics (AAP) supported the Family and Medical Leave Act and is concerned with the need to ensure healthy outcomes for pediatricians and their families. In accord with its expertise in the areas of child development and family dynamics, the Academy is committed to the development of rational, equitable, and effective parental leave policies that enable parents to spend adequate and good quality time with their new children. At least half of all female physicians are having their first children during their residency or fellowship training years.2,3 Furthermore, an increasing number of male residents are requesting parental leave to spend more time with their newborns. In 1989, a position statement on parental leave for residents by the American College of Physicians noted the increasing number of residents having children and raised concerns about both the health outcomes of the children and the emotional outcomes of their parents.4 The AAP believes that each residency training program should establish specific written guidelines on parental leave to address these concerns. Most program directors, however, have preferred to deal with the circumstances of each pregnancy leave on an individual basis. In 1990, the American Medical Association adopted a policy on maternity leave for residents.5

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

Sa1063 ARE PARENTAL LEAVE POLICES HELPING OUR TRAINEES? FELLOWSHIP PROGRAM DIRECTORS ACROSS THE U.S. WEIGH IN

2020 ◽  
Vol 158 (6) ◽  
pp. S-263-S-264
Author(s):  
Daniel S. Jamorabo ◽  
Amrin Khander ◽  
Benjamin D. Renelus ◽  
Jeremy E. Feith ◽  
William M. Briggs ◽  
...  
Keyword(s):  
Parental Leave ◽  
Program Directors ◽  
Fellowship Program ◽  
The U.S

scholarly journals Novel Formative Approach of the ESAP-ITE Provides Strong Predictive Value for ABIM Certification Outcomes

2021 ◽  
Author(s):  
William B Horton ◽  
James T Patrie ◽  
Lauren M Duhigg ◽  
Maggie Graham ◽  
Mark W True ◽  
...  
Keyword(s):  
Internal Medicine ◽  
Medical School ◽  
Fellowship Training ◽  
The Novel ◽  
Fellowship Program ◽  
Self Assessment ◽  
Predictive Tool ◽  
Certification Examination ◽  
Questions And Answers ◽  
Fellowship Programs

Abstract Background The Endocrine Self-Assessment Program In-Training Examination (ESAP-ITE) has the novel formative approach of allowing open access to all questions and answers after secure exam administration is complete, resulting in the creation of an entirely new in-training examination annually. Objective To determine whether scores on the novel ESAP-ITE predict pass/fail outcomes on the American Board of Internal Medicine-Endocrinology, Diabetes, and Metabolism Certification Examination (ABIM-ECE). Methods All endocrine fellows-in-training who took the ESAP-ITE between 2016 and 2019 and then subsequently attempted the ABIM-ECE within the same calendar year were included (n=982). Primary analyses utilized the ESAP-ITE score from the final year of fellowship training. Covariates included sex, age on date of ABIM-ECE, medical school country, fellowship program region, pass/fail outcomes on the ABIM Internal Medicine Certification Examination, and ESAP-ITE score. All variables were analyzed using multivariable logistic regression. Results ESAP-ITE score (p<0.001), ABIM Internal Medicine Certification Examination outcome (p<0.001), and age (p=0.005) were each significant predictors of passing the ABIM-ECE on the first attempt. ESAP-ITE score was the strongest predictor of passing the ABIM-ECE, and this relationship was such that a score of 75% correct yielded a 97% probability of passing the ABIM-ECE, whereas a score of 50% correct generated only a 70% probability of doing so. Sex, fellowship program region, and medical school country were not significant predictors of ABIM-ECE outcomes. Conclusions In addition to serving as an important learning instrument for endocrine fellowship programs, ESAP-ITE is a robust predictive tool for pass/fail outcomes on the ABIM-ECE.

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