scholarly journals Evaluating the effect of Japan’s 2004 postgraduate training programme on the spatial distribution of physicians

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Rie Sakai ◽  
Hiroshi Tamura ◽  
Rei Goto ◽  
Ichiro Kawachi
Keyword(s):  
Spatial Distribution ◽  
Postgraduate Training ◽  
Training Programme ◽  
Postgraduate Training Programme ◽  
Distribution Of Physicians

scholarly journals Why residents quit: Prevalence of and reasons for attrition among anaesthesia residents in a single sponsoring institution

2020 ◽  
Vol 29 (2) ◽  
pp. 94-103
Author(s):  
Daphne Moo ◽  
Wei Shyan Siow ◽  
Ee Teng Ong
Keyword(s):  
Residency Training ◽  
Postgraduate Training ◽  
Demographic Data ◽  
Training Programme ◽  
Full Time ◽  
Postgraduate Training Programme ◽  
Residency Programme ◽  
Individualized Training ◽  
The Individual ◽  
And Training

Background: The SingHealth Anaesthesiology Residency Programme (SHARP) is a 5-year postgraduate training programme in Singapore. Since its inauguration in 2011, SHARP has taken in the largest number of anaesthesia residents in Singapore. However, we noticed significant attrition over the years. As attrition is a costly and disruptive affair, both to the individual and the programme, we seek to investigate the prevalence of and reasons for separation, in order to determine ways to minimize attrition. Methods: An online anonymous survey was conducted among all residents who have separated from SHARP. The questionnaire comprised questions regarding demographic data, reasons behind separation, obstacles faced during residency, and potential ways to reduce attrition. Results: From 2011 to 2018, 22 out of 127 residents have separated from the programme, giving an overall attrition prevalence of 17%. Nineteen (86%) of the separated residents responded to our questionnaire. The most common reason for separation was due to difficulties in juggling childcare and training commitments. Of the residents who have separated, more than half of them would consider rejoining the programme if a less than full time (LTFT) option was available. Conclusion: One out of every six residents in the SHARP quits residency training. The reasons behind separation are often varied due to each resident’s unique social circumstances. An individualized training programme with a LTFT option that allows for flexibility may boost retention in the programme.

Medical education: an audit of an Overseas postgraduate training programme in ENT

1994 ◽  
Vol 108 (12) ◽  
pp. 1072-1075 ◽  
Author(s):  
M. E. Baraka
Keyword(s):  
Postgraduate Training ◽  
Arab World ◽  
Selection Process ◽  
Internal Audit ◽  
Dropout Rate ◽  
Developed Countries ◽  
Training Programme ◽  
Postgraduate Training Programme ◽  
The Developed Countries ◽  
Training Programmes

AbstractFor overseas doctors, looking for higher training posts, the chance of being employed in the developed countries is becoming bleaker. This article considers the need for an increase in the number of local postgraduate training programmes in the Arab world in keeping with other developing countries. The model used for this study was an internal audit, of the postgraduate programme in ENT offered by King Faisal University in Dammam, Saudi Arabia. A dropout rate of more than 30 per cent among those who joined the programme reflected either the tougher standard of the course, or an inappropriate selection process. A major reason was the frustrating inability of the trainees to cope with the basic sciences course. This point was also addressed in the audit with a view to rationalizing the course to meet specific objectives.

scholarly journals The ophthalmology postgraduate training programme in South Africa: The registrars’ perspective

2019 ◽  
Vol 78 (1) ◽  
Author(s):  
Nonhlanhla Majola
Keyword(s):  
South Africa ◽  
Postgraduate Training ◽  
Training Programme ◽  
Evaluation Study ◽  
Training Methods ◽  
Large Patient ◽  
Postgraduate Training Programme ◽  
Problems And Solutions ◽  
Data Collection Instrument ◽  
Ethical Approval

Background: In South Africa, to become an ophthalmologist, one must successfully complete a 4-year postgraduate training programme as a registrar. This training has been offered at different institutions around the country for many years without ever being scrutinised.Aim: The aim of this study was to evaluate the training methods and platforms, overall satisfaction levels, problems and solutions pertaining to postgraduate ophthalmology training as identified by ophthalmology registrars.Setting: The study was conducted in all the institutions across South Africa offering ophthalmology postgraduate training.Methods: This was an educational evaluation study. The data collection instrument used was a questionnaire created using SurveyMonkey.com and sent via email to all ophthalmology registrars, including supernumerary candidates. Ethical approval was granted by the university’s Biomedical Research Ethics Committee.Results: There was a 48% response rate to the survey. Registrars were satisfied that they had received adequate teaching and support, although there was room for improvement. The common problems that impacted the quality of training, as cited by the registrars, were staff shortages, large patient numbers as well as old and broken-down infrastructure or equipment. Despite 86% of the registrars spending at least 5–10 h a week in theatre, 13.3% indicated that they had no supervision during that time. Access to teaching materials (journals, library and Internet) was not available to 34% of the respondents.Conclusion: Registrars were generally satisfied with their training, but major problems that negatively affect their time as trainees were highlighted. Cooperation between registrars, universities, heads of departments and the department of health will be important to remedy this situation.

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