Transition from Chief Residency to Specialty Training: Issues and Solutions

2010 ◽  
Vol 76 (1) ◽  
pp. 85-90
Author(s):  
Don K. Nakayama ◽  
Linda G. Phillips ◽  
R. Edward Newsome ◽  
George M. Fuhrman ◽  
John L. Tarpley
Keyword(s):  
General Surgery ◽  
Chief Resident ◽  
Program Directors ◽  
Specialty Training ◽  
Orientation Programs ◽  
Surgical Specialty ◽  
Specialty Training Program ◽  
Care Problems ◽  
Academic Year ◽  
Administrative Problem

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.

SP2.2.1Improving surgical training: core programme performance related to rotation theme, design, and trainee protocol engagement

2021 ◽  
Vol 108 (Supplement_7) ◽  
Author(s):  
Katie Mellor ◽  
David B Robinson ◽  
Osian P James ◽  
Arfon GMT Powell ◽  
Richard J Egan ◽  
...  
Keyword(s):  
Performance Management ◽  
Outcome Measures ◽  
Surgical Training ◽  
General Surgery ◽  
Primary Outcome ◽  
Multivariable Analysis ◽  
Scientific Article ◽  
Specialty Training ◽  
Surgical Specialty ◽  
National Training

Abstract Aims Core Surgical Training (CST) and Improving ST (IST) programmes are in flux and their design controversial. This study aimed to evaluate the relative performance of a single Statutory Education Board’s (SEB) CST and IST programmes related to rotation design, theme, and protocol engagement. Methods Individual rotations numbering 181 were analysed prospectively over six-years (2014 to 2020). Primary outcome measures were MRCS pass and specialty National Training Number (NTN) appointment. Results Overall MRCS pass was 68.5% and NTN appointment 39.2%. NTN appointment related to rotation design varied from zero to 100% (median 40.0%). Conversion to NTN varied by specialty theme and ranged from: General surgery CST 35.6% to General surgery (IST pilot) 87.5% (p = 0.004). Multivariable analysis revealed NTN appointment was associated with: operative logbook caseload &gt;464 (OR 3.02, p = 0.068), scientific article publication (OR 4.82, p = 0.006), and universal ARCP Outcome 1 (OR 37.83, p &lt; 0.001), and IST (OR 55.54, p = 0.006). Conclusions Focused rotational design allied to enhanced performance management, and protocol engagement, were associated with improved conversion to higher surgical specialty training.

scholarly journals The impact of coronavirus 2019 on general surgery residency: A national survey of program directors

2021 ◽  
Vol 65 ◽  
pp. 102285
Author(s):  
Maxwell F. Kilcoyne ◽  
Garrett N. Coyan ◽  
Edgar Aranda-Michel ◽  
Arman Kilic ◽  
Victor O. Morell ◽  
...  
Keyword(s):  
National Survey ◽  
General Surgery ◽  
Program Directors ◽  
General Surgery Residency ◽  
The Impact

scholarly journals Evaluating the Evaluators: Implementation of a Multi-Source Evaluation Program for Graduate Medical Education Program Directors

2016 ◽  
Vol 8 (4) ◽  
pp. 592-596 ◽  
Author(s):  
Mary Ellen J. Goldhamer ◽  
Keith Baker ◽  
Amy P. Cohen ◽  
Debra F. Weinstein
Keyword(s):  
Medical Education ◽  
Graduate Medical Education ◽  
Program Directors ◽  
Assessment Tools ◽  
Completion Rates ◽  
Source Evaluation ◽  
Graduate Medical ◽  
Medical Education Program ◽  
Academic Year

ABSTRACT Background Multi-source evaluation has demonstrated value for trainees, but is not generally provided to residency or fellowship program directors (PDs). Objective To develop, implement, and evaluate a PD multi-source evaluation process. Methods Tools were developed for PD evaluation by trainees, department chairs, and graduate medical education (GME) leadership. Evaluation questions were based on PD responsibilities, including Accreditation Council for Graduate Medical Education (ACGME) requirements. A follow-up survey assessed the process. Results Evaluation completion rates were as follows: trainees in academic year 2012–2013, 53% (958 of 1824), and in academic year 2013–2014, 42% (800 of 1898); GME directors in 2013–2014, 100% (95 of 95); and chairs/chiefs in 2013–2014, 92% (109 of 118). Results of a follow-up survey of PDs (66%, 59 of 90) and chairs (74%, 48 of 65) supports the evaluations' value, with 45% of responding PDs (25 of 56) and 50% of responding chairs (21 of 42) characterizing them as “extremely” or “quite” useful. Most indicated this was the first written evaluation they had received (PDs 78%, 46 of 59) or provided (chairs 69%, 33 of 48) regarding the PD role. More than 60% of PD (30 of 49) and chair respondents (24 of 40) indicated trainee feedback was “extremely” or “quite” useful, and nearly 50% of PDs (29 of 59) and 21% of chairs (10 of 48) planned changes based on the results. Trainee response rates improved in 2014–2015 (52%, 971 of 1872) and 2015–2016 (69%, 1276 of 1837). Conclusions In our institution, multi-source evaluation of PDs was sustained over 4 years with acceptable and improving evaluation completion rates. The process and assessment tools are potentially transferrable to other institutions.

PEDIATRIC CRITICAL CARE FELLOWSHIP MATCH PROGRAM

PEDIATRICS ◽  
1994 ◽  
Vol 94 (6) ◽  
pp. 852-852
Author(s):  
Keyword(s):  
Critical Care ◽  
American Academy ◽  
Program Directors ◽  
Critical Care Medicine ◽  
Pediatric Critical Care ◽  
American Academy Of Pediatrics ◽  
Pediatric Section ◽  
Academic Year

The Critical Care Section of the American Academy of Pediatrics, in conjunction with the Pediatric Section of the Society of Critical Care Medicine, is again sponsoring an informal fellowship match program for Pediatric Critical Care. This program is designed to be of service to fellowship applicants who have not yet secured a position for the academic year 1995-96, as well as to program directors who still have vacant positions available. For further information, applicants and program directors should contact Dr Greg Stidham by phone (901/572-3132) or in writing at the following address:

Does Being a Chief Resident Predict Leadership in Pediatric Careers?

PEDIATRICS ◽  
2000 ◽  
Vol 105 (Supplement_3) ◽  
pp. 984-988
Author(s):  
Joel J. Alpert ◽  
Suzette M. Levenson ◽  
Cindy J. Osman ◽  
Sabin James
Keyword(s):  
Gender Differences ◽  
Medical Education ◽  
Training Programs ◽  
Chief Resident ◽  
Program Directors ◽  
Pediatric Residents ◽  
Pediatric Residency ◽  
Survey Sample ◽  
Professional Leadership ◽  
Over Time

Objective. Many organizations make efforts to identify future pediatric leaders, often focusing on chief residents (CRs). Identifying future leaders is an issue of great importance not only to the ultimate success of the organization but also to the profession. Because little is known regarding whether completing a CR predicts future leadership in medicine, we sought to determine if former pediatric CRs when compared with pediatric residents who were not CRs reported more often that they were leaders in their profession. Design/Methods. Twenty-four pediatric training programs stratified by resident size (&lt;18, 18–36, and &gt;36) and geography (East, South, Midwest, and West) were selected randomly from the Graduate Medical Education Directory(American Medical Association, Chicago, IL). Program directors were contacted by mail and telephone and asked to provide their housestaff rosters from 1965–1985. The resulting resident sample was surveyed by questionnaire in 1995. Results. Fifteen of 17 program directors (88%) who possessed the requested data provided 1965–1985 rosters yielding a sample of 963 residents. Fifty-five percent of the resident sample (533) responded. Fifty-eight of the respondents had not completed a pediatric residency, leaving a survey sample of 475. Thirty-four percent (163) were CRs. The sample had a mean age of 47, 67% were male and 87% married. Fellowships were completed by 51%. More former CRs compared with non-CRs (75% vs 64%), more former fellows than non-fellows (75% vs 60%) and more males than females (74% vs 55%) reported they were professional leaders. These associations persisted in a logistic regression that controlled for CR status, gender, marital status, and fellowship status as leadership predictors. Former CRs, former fellows, and men were, respectively, 1.8, 2.3, and 2.3 times more likely to report professional leadership. Conclusions. Pediatric residents who were former CRs and/or fellows, and males were more likely to report professional leadership. Although men were more likely to report professional leadership, with more women entering pediatrics the reported gender differences will likely disappear over time.

scholarly journals EVALUATION OF ETHICAL IN INSTRUCTIONS TO AUTHORS OF BRAZILIAN SURGICAL JOURNALS

2015 ◽  
Vol 28 (4) ◽  
pp. 247-249
Author(s):  
Renan Kleber Costa TEIXEIRA ◽  
Vitor Nagai YAMAKI ◽  
Ruy Victor Simões PONTES ◽  
Marcus Vinicius Henriques BRITO ◽  
José Antonio Cordero da SILVA
Keyword(s):  
General Surgery ◽  
Scientific Journal ◽  
Average Score ◽  
Research Protocol ◽  
Surgical Specialty ◽  
Specific Research ◽  
Significant Difference ◽  
New Research ◽  
Surgical Journals ◽  
Ethical Requirement

Background: The instructions to authors are the only means of communication between researchers and the editorial standards of a scientific journal. One of the mandatory items to be contained therein is about the ethical part, to prevent new research to carry out abuses with the enrolled on the research are published and stimulated. Aim: To verify the ethical questions on the guidelines of Brazilian surgical journals Method: Thirteen selected journals were divided into two groups: general surgery (n=3), and surgical specialty (n=10). The instructions to authors were analyzed by the quote of ethical requirements based on a specific research protocol, ranging from zero to six points. Results: The average score of the general surgery group was similar than that of the surgical specialty group (3.66±0.57 vs 3.30±1.15, p=0.6154). When each ethical requirement was compared between the groups, there was no significant difference between the ethical requirements (p<0.05). Conclusion: There was respect for most ethical questions evaluated, with no difference between the journals of general or specialty surgery.

National Selection into General Surgery: A Pilot Study

2011 ◽  
Vol 93 (9) ◽  
pp. 1-10 ◽  
Author(s):  
PM Lamont ◽  
G Griffiths ◽  
L Cochrane
Keyword(s):  
General Surgery ◽  
Selection Process ◽  
Personal Communication ◽  
Medical Specialty ◽  
Specialty Training ◽  
Surgery Training ◽  
Medical Careers ◽  
Surgical Trainees ◽  
National Selection ◽  
General Surgery Training

General surgery training in England ceased to run through to completion of training from specialty training level one (ST1) as of August 2010. Instead, a second competitive interview to enter ST3 has been introduced. As a result, up to 180 ST3 vacancies in general surgery should become available for recruitment each year in England, according to figures obtained from Medical Specialty Training (England), the successor to Modernising Medical Careers (MMC) (personal communication). The general surgery specialist advisory committee (SAC) was asked in 2008 by MMC to consider how best to appoint to these ST3 posts. Experience from other surgical specialties has shown that a national selection process offers the potential to recruit the best core surgical trainees.

Training in Surgery

2012 ◽  
Keyword(s):  
Specialty Training ◽  
Training Curriculum ◽  
Surgical Specialty ◽  
Curriculum Project

Training in Surgery follows the Intercollegiate Surgical Curriculum Project and reflects the new surgical specialty training curriculum in a clear and concise style.

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