scholarly journals Nonclinical Time for Family Medicine Residency Faculty: National Survey Results

PRiMER ◽  
2021 ◽  
Vol 5 ◽  
Author(s):  
Jennie B. Jarrett ◽  
Simon Griesbach ◽  
Mary Theobald ◽  
Jeffrey D. Tiemstra ◽  
David Lick
Keyword(s):  
Family Medicine ◽  
Program Directors ◽  
Full Time ◽  
Full Time Equivalent ◽  
Family Medicine Residency ◽  
Protected Time ◽  
Survey Results ◽  
Direct Data ◽  
Faculty Time ◽  
Salary Support

Introduction: Recent changes to the Accreditation Council for Graduate Medical Education (ACGME) requirements eliminated minimum standards for protected nonclinical time for core faculty. Faculty perform many nonclinical tasks to maintain family medicine residencies. The objective of this study is to describe the landscape of nonclinical time for family medicine residency faculty. Methods: Program directors at ACGME-accredited family medicine residencies were electronically surveyed in August 2019 to describe nonclinical time of their faculty. Survey information requested included program demographics, the amount of nonclinical time allocated, and the estimated amount of nonclinical time spent per year completing their faculty duties. Results: A total 156 of 635 program directors (24.6%) returned the survey and 58 (9.1%) completed the entire survey for analysis inclusion. An average of 3,394 hours per year, per program were estimated to be spent on nonclinical activities. The greatest amount of time was spent on program administration (39%) and the least amount of time on curriculum development (5%). There was variation in the use of nonphysician faculty to complete these tasks. Allocated faculty time was comparable to estimated time spent performing nonclinical tasks. On average, a 24-resident program devoted 1.9 full-time equivalent faculty salary support to complete nonclinical activities. Conclusions: Family medicine residency faculty spend significant time completing nonclinical tasks required to meet ACGME requirements and need the protected time to complete these necessary tasks. Direct data on the use of faculty nonclinical time is needed to more accurately define its use.

scholarly journals Training Family Medicine Residents to Perform Home Visits: A CERA Survey

2017 ◽  
Vol 9 (1) ◽  
pp. 90-96 ◽  
Author(s):  
Tomoko Sairenji ◽  
Stephen A. Wilson ◽  
Frank D'Amico ◽  
Lars E. Peterson
Keyword(s):  
Family Medicine ◽  
Primary Care Physicians ◽  
Home Visit ◽  
Home Visits ◽  
Program Directors ◽  
Family Medicine Residency ◽  
Resident Time ◽  
Faculty Time ◽  
Research Alliance ◽  
Residency Program Directors

ABSTRACT Background  Home visits have been shown to improve quality of care, save money, and improve outcomes. Primary care physicians are in an ideal position to provide these visits; of note, the Accreditation Council for Graduate Medical Education no longer requires home visits as a component of family medicine residency training. Objective  To investigate changes in home visit numbers and expectations, attitudes, and approaches to training among family medicine residency program directors. Methods  This research used the Council of Academic Family Medicine Educational Research Alliance (CERA) national survey of family medicine program directors in 2015. Questions addressed home visit practices, teaching and evaluation methods, common types of patient and visit categories, and barriers. Results  There were 252 responses from 455 possible respondents, representing a response rate of 55%. At most programs, residents performed 2 to 5 home visits by graduation in both 2014 (69% of programs, 174 of 252) and 2015 (68%, 172 of 252). The vast majority (68%, 172 of 252) of program directors expect less than one-third of their graduates to provide home visits after graduation. Scheduling difficulties, lack of faculty time, and lack of resident time were the top 3 barriers to residents performing home visits. Conclusions  There appeared to be no decline in resident-performed home visits in family medicine residencies 1 year after they were no longer required. Family medicine program directors may recognize the value of home visits despite a lack of few formal curricula.

scholarly journals Point-of-Care Ultrasound in Family Medicine Residencies 5-Year Update: A CERA Study

2020 ◽  
Vol 52 (7) ◽  
pp. 505-511
Author(s):  
Jeffrey W. W. Hall ◽  
Harland Holman ◽  
Tyler W. Barreto ◽  
Paul Bornemann ◽  
Andrew Vaughan ◽  
...  
Keyword(s):  
Family Medicine ◽  
Core Curriculum ◽  
Point Of Care ◽  
Program Directors ◽  
Point Of Care Ultrasound ◽  
Residency Programs ◽  
Family Medicine Residency ◽  
Survey Results ◽  
Research Alliance ◽  
Residency Program Directors

Background and Objectives: In 2014, family medicine residency programs began to integrate point-of-care ultrasound (POCUS) into training, although very few had an established POCUS curriculum. This study aimed to evaluate the resources, barriers, and scope of POCUS training in family medicine residencies 5 years after its inception. Methods: Questions regarding current training and use of POCUS were included in the 2019 Council of Academic Family Medicine Educational Research Alliance (CERA) survey of family medicine residency program directors, and results compared to similar questions on the 2014 CERA survey. Results: POCUS is becoming a core component of family medicine training programs, with 53% of program directors reporting establishing or an established core curriculum. Only 11% of program directors have no current plans to add POCUS training to their program, compared to 41% in 2014. Despite this increase in training, the reported clinical use of POCUS remains uncommon. Only 27% of programs use six of the eight surveyed POCUS modalities more than once per year. The top three barriers to including POCUS in residency training in 2019 have not changed since 2014, and are (1) a lack of trained faculty, (2) limited access to equipment, and (3) discomfort with interpreting images without radiologist review. Conclusions: Training in POCUS has increased in family medicine residencies over the last 5 years, although practical use of this technology in the clinical setting may be lagging behind. Further research should explore how POCUS can improve outcomes and reduce costs in the primary care setting to better inform training for this technology.

scholarly journals Factors Associated With Successfully Filling Faculty Vacancies in Family Medicine

2019 ◽  
Vol 51 (6) ◽  
pp. 489-492
Author(s):  
Kelly M. Everard ◽  
Kimberly Zoberi ◽  
Christine Jacobs
Keyword(s):  
Family Medicine ◽  
Clinical Teaching ◽  
Department Chairs ◽  
Full Time ◽  
New Faculty ◽  
Full Time Equivalent ◽  
Protected Time ◽  
Signing Bonus ◽  
Signing Bonuses ◽  
Research Alliance

Background and Objectives: Faculty vacancies are a concern for chairs of academic family medicine departments who regularly face having to recruit new faculty. Faculty physicians who report lack of support for research and teaching or excessive time in activities that are not meaningful may experience burnout resulting in leaving academic medicine. Methods: Data were collected via a Council of Academic Family Medicine Educational Research Alliance (CERA) survey of US family medicine department chairs. To determine characteristics associated with success in hiring new physician faculty, chairs answered questions about the number of vacancies in the previous 12 months, the number of vacancies filled in the previous 12 months, the months the longest vacancy was open, starting salary, whether signing bonus was offered, and the full-time equivalent (FTE) for clinical, research, teaching, and administrative time. Results: The response rate was 52%. Chairs reported an average of 3.9 vacancies in the previous 12 months, and an average of 2.5 (66%) were filled. Chairs who didn’t offer protected time for teaching filled a higher percentage of their vacancies, but they did not fill them faster than departments that did offer teaching time. Higher salary and a signing bonus were associated with filling positions faster. Chairs who offered a signing bonus filled positions nearly 4 months sooner than those who didn’t. Conclusions: Offering protected time for teaching or research and FTE allocation for clinical, teaching, research, and administrative time were not associated with success in hiring new faculty. Chairs who offered higher salaries and signing bonuses were able to hire faculty more quickly than those who didn’t.

scholarly journals Impact of Proposed Institute of Medicine Duty Hours: Family Medicine Residency Directors' Perspective

2009 ◽  
Vol 1 (2) ◽  
pp. 195-200 ◽  
Author(s):  
Peter J. Carek ◽  
Joseph W. Gravel ◽  
Stanley Kozakowski ◽  
Perry A. Pugno ◽  
Gerald Fetter ◽  
...  
Keyword(s):  
Family Medicine ◽  
Patient Care ◽  
Residency Program ◽  
Detrimental Effect ◽  
Resident Education ◽  
Program Directors ◽  
Institute Of Medicine ◽  
Family Medicine Residency ◽  
Potential Impact ◽  
Residency Program Directors

Abstract Purpose To examine the opinions of family medicine residency program directors concerning the potential impact of the Institute of Medicine (IOM) resident duty hour recommendations on patient care and resident education. Methods A survey was mailed to 455 family medicine residency program directors. Data were summarized and analyzed using Epi Info statistical software. Significance was set at the P < .01 level. Results A total of 265 surveys were completed (60.9% response rate). A majority of family medicine residency program directors disagreed or strongly disagreed that the recent IOM duty hour recommendations will, in general, result in improved patient safety and resident education. Further, a majority of respondents disagreed or strongly disagreed that the proposed IOM rules would result in residents becoming more compassionate, more effective family physicians. Conclusion A majority of family medicine residency program directors believe that the proposed IOM duty hour recommendations would have a primarily detrimental effect on both patient care and resident education.

scholarly journals Benchmarks for Support and Outcomes for Internal Medicine-Pediatrics Residency Programs: A 5-Year Review

2015 ◽  
Vol 7 (4) ◽  
pp. 574-579 ◽  
Author(s):  
Michael Aronica ◽  
Ronald Williams ◽  
Princess E. Dennar ◽  
Robert H. Hopkins
Keyword(s):  
Internal Medicine ◽  
Online Survey ◽  
Hospital Medicine ◽  
Program Directors ◽  
Program Director ◽  
Full Time ◽  
Full Time Equivalent ◽  
Ambulatory Training ◽  
Match Rate ◽  
Program Characteristics

ABSTRACT Background Combined internal medicine and pediatrics (medicine-pediatrics) residencies were Accreditation Council for Graduate Medical Education (ACGME) accredited separately from their corresponding categorical residencies in June 2006. Objective We investigated how ACGME accreditation of medicine-pediatrics programs has affected the levels of support (both financial and personnel), the National Resident Matching Program (NRMP) match rate, performance on the board examination, and other graduate outcomes. Methods From 2009 through 2013 we sent an annual SurveyMonkey online survey to members of the Medicine-Pediatrics Program Directors Association. Questions pertained to program characteristics, program director support, recruitment, ambulatory training, and graduate data. More than 79% of responders completed the entire survey for each year (sample size was 60 program directors). Results Compared to the time prior to accreditation of the specialty, there was an increase in program directors who are dually trained (89% versus 93%), an increase in program director salary ($134,000 before accreditation versus $185,000 in 2013, P < .05), and an increase in the average full-time equivalent support (0.32 before accreditation versus 0.42 in 2013, P < .05). There was also an increase in programs with associate program directors (35% versus 78%), programs with chief residents (71% versus 91%), and an increase in program budgets controlled by program directors (52% versus 69%). The 2013 NRMP match rates increased compared to those of 2005 (99% versus 49%). Performance on the American Board of Pediatrics examination was comparable to that for pediatrics residents. Since accreditation, a larger number of residents are choosing careers in hospital medicine. Conclusions Our data show widespread improved support for medicine-pediatrics programs since the 2006 start of ACGME accreditation.

scholarly journals An Update of Oral Health Curricula in US Family Medicine Residency Programs

2018 ◽  
Vol 50 (6) ◽  
pp. 437-443 ◽  
Author(s):  
Hugh Silk ◽  
Judith A. Savageau ◽  
Kate Sullivan ◽  
Gail Sawosik ◽  
Min Wang
Keyword(s):  
Oral Health ◽  
Family Medicine ◽  
Online Survey ◽  
Program Directors ◽  
Residency Programs ◽  
Health Curriculum ◽  
Family Medicine Residency ◽  
Important Health ◽  
Dental Professional ◽  
Residency Program Directors

Background and Objectives: National initiatives have encouraged oral health training for family physicians and other nondental providers for almost 2 decades. Our national survey assesses progress of family medicine residency programs on this important health topic since our last survey in 2011. Methods: Family medicine residency program directors (PDs) completed an online survey covering various themes including number of hours of oral health (OH) teaching, topics covered, barriers, evaluation, positive influences, and program demographics. Results: Compared to 2011, more PDs feel OH should be addressed by physicians (86% in 2017 vs 79% in 2011), yet fewer programs are teaching OH (81% vs 96%) with fewer hours overall (31% vs 45% with 4 or more hours). Satisfaction with the competence of graduating residents in OH significantly decreased (17% in 2017 vs 32% in 2011). Program directors who report graduates being well prepared to answer board questions on oral health topics are more likely to have an oral health champion (P<0.001) and report satisfaction with the graduates’ level of oral health competency (P<0.001). Programs with an oral health champion, or having a relationship with a state or national oral health coalition, or having routine teaching from a dental professional are significantly more likely to have more hours of oral health curriculum (P<0.001). Conclusions: Family medicine PDs are more aware of the importance of oral health, yet less oral health is being taught in residency programs. Developing more faculty oral health champions and connecting programs to dental faculty and coalitions may help reduce this educational void.

Assessing Family Medicine Residency Programs’ Training on Human Trafficking: A National Survey of Program Directors

2020 ◽  
pp. 1-13
Author(s):  
Ranit Mishori ◽  
Katherine Stolarz ◽  
Anita Ravi ◽  
Valeriy R. Korostyshevskiy ◽  
Ronald Chambers ◽  
...  
Keyword(s):  
Family Medicine ◽  
Human Trafficking ◽  
National Survey ◽  
Program Directors ◽  
Residency Programs ◽  
Family Medicine Residency

scholarly journals Evaluating the Economic Impact of Farmers' Markets Using an Opportunity Cost Framework

2008 ◽  
Vol 40 (01) ◽  
pp. 253-265 ◽  
Author(s):  
David W. Hughes ◽  
Cheryl Brown ◽  
Stacy Miller ◽  
Tom McConnell
Keyword(s):  
Farmers Markets ◽  
Grocery Stores ◽  
Full Time ◽  
Full Time Equivalent ◽  
The West ◽  
Local Economies ◽  
Direct Sales ◽  
Gross State Product ◽  
Survey Results ◽  
The Impact

Farmers' markets presumably benefit local economies through enhanced retention of local dollars. Unlike other studies, the net impact of farmers' markets on the West Virginia economy is examined. Producer survey results are used in estimating annual direct sales ($1,725 million). Using an IMPLAN-based input-output model, gross impacts are 119 jobs (69 full-time equivalent jobs) and $2,389 million in output including $1.48 million in gross state product (GSP). When the effect of direct revenue losses are included (primarily for grocery stores), the impact is reduced to 82 jobs (43 full-time equivalent jobs), $1,075 million in output, and $0,653 million in GSP.

Current state of educational compensation in academic neurology

Neurology ◽  
2019 ◽  
Vol 93 (1) ◽  
pp. 30-34
Author(s):  
Daniel Weber ◽  
Harini Sarva ◽  
Joshua Weaver ◽  
Fei Wang ◽  
Jingyuan Chou ◽  
...  
Keyword(s):  
Well Being ◽  
Full Time ◽  
Full Time Equivalent ◽  
Administrative Roles ◽  
Compensation Plans ◽  
Current State ◽  
Clinical Educators ◽  
Direct Compensation ◽  
Residency Program Directors ◽  
Salary Support

In the current medical climate, medical education is at risk of being de-emphasized, leading to less financial support and compensation for faculty. A rise in compensation plans that reward clinical or research productivity fails to incentivize and threatens to erode the educational missions of our academic institutions. Aligning compensation with the all-encompassing mission of academic centers can lead to increased faculty well-being, clinical productivity, and scholarship. An anonymous survey developed by members of the A.B. Baker Section on Neurologic Education was sent to the 133 chairs of neurology to assess the type of compensation faculty receive for teaching efforts. Seventy responses were received, with 59 being from chairs. Key results include the following: 36% of departments offered direct compensation; 36% did not; residency program directors received the most salary support at 36.5% full-time equivalent; and administrative roles had greatest weight in determining academic compensation. We believe a more effective, transparent system of recording and rewarding faculty for their educational efforts would encourage faculty to teach, streamline promotions for clinical educators, and strengthen undergraduate and graduate education in neurology.

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