scholarly journals Postinterview Communication between Obstetrics and Gynecology Residency Programs and Candidates

2012 ◽  
Vol 4 (2) ◽  
pp. 165-169 ◽  
Author(s):  
Diana S. Curran ◽  
Pamela B. Andreatta ◽  
Xiao Xu ◽  
Clark E. Nugent ◽  
Samantha R. Dewald ◽  
...  
Keyword(s):  
United States ◽  
Response Rate ◽  
Educational Leaders ◽  
Program Directors ◽  
The United States ◽  
Obstetrics And Gynecology ◽  
Residency Programs ◽  
Ethical Conflicts ◽  
Communication Practices ◽  
E Mail

Abstract Introduction Residency programs seek to match the best candidates with their positions. To avoid ethical conflicts in this process, the National Residency Matching Program (NRMP or Match) has rules regarding appropriate conduct, including guidelines on contact between candidates and programs. Our study examined communication between obstetrics and gynecology (Ob-Gyn) programs and residency candidates after interviewing and prior to ranking. Methods Ob-Gyn program directors in the United States were sent a self-administered survey via e-mail. Data were collected and analyzed using descriptive methods to examine communication practices of these programs. Results The response rate was 40%. The findings showed that respondents had variable interpretations of the NRMP rules and suggest that programs may be communicating their match intentions especially to favored candidates. Respondents' open text comments highlighted program directors' frustrations with current NRMP rules. Discussion NRMP communication rules are intended to minimize pressure on residency candidates. Our findings suggest they may be leading to unforeseen stresses on program directors and candidates. Conclusions As educational leaders in medicine, we must consider what professional communications are acceptable without increasing the pressure on candidates during the ranking and match process.

Are we training our fellows adequately in delivering bad news to patients? A survey of hematology/oncology program directors

2007 ◽  
Vol 25 (18_suppl) ◽  
pp. 9023-9023
Author(s):  
H. D. Hebert ◽  
J. Butera ◽  
A. Mega
Keyword(s):  
United States ◽  
Skill Development ◽  
Institutional Support ◽  
Program Directors ◽  
The United States ◽  
Urban Setting ◽  
Bad News ◽  
Formal Training ◽  
Delivering Bad News ◽  
E Mail

9023 Background: Medical Oncologists are often in a situation of delivering bad news (dbn). We were interested in the extent of formal training in dbn in Hematology/Oncology fellowships in the United States. Methods: An e-mail survey was conducted of all Hematology/Oncology Program Directors (PDs) in the United States to elicit subjective responses as to the degree of formal training fellows receive in dbn, the adequacy, perceived necessity and quality of this training as well as institutional support provided. The surveys were e- mailed to 124 PDs and responses were received either via e-mail or regular mail. Results: 49 surveys were completed and returned (40% response rate). The majority of programs, 82%, are in an urban setting and 96% of the primary teaching hospitals are considered tertiary care centers. 45% of programs carry an NCI designation; the median number of fellows in a training program is 6, with the range being 3 to 42. 90% of PDs reported that they received little to no formal training in dbn. In contrast, they report that 31% of current fellows receive little to no formal training with 43% receiving some training and additional 26% receiving moderate to extensive training. 36% of PDs felt that formal training is important for skill development in dbn while only 4% did not feel so and an additional 31% felt that some training is useful. 50% of PDs would like to see some improvements in how their fellows are trained and 28% would like to see moderate to extensive improvement. 44% reported little to no institutional support for training while 22% reported moderate to full support. Conclusions: Of the Hematology/Oncology Program Directors who responded to our survey, a large majority did not have formal training in dbn. Despite this lack of training, most PDs felt that some training was useful for skill development in dbn and the majority of today's fellows do receive training in delivering bad news. However, there was still a significant percentage of PDs who reported little or no formal training for fellows and most PDs would still like to see some improvements in how fellows are trained. Specific institutional support for training fellows in dbn remains lacking. No significant financial relationships to disclose.

Case-Logging Practices in Otolaryngology Residency Training: National Survey of Residents and Program Directors

2017 ◽  
Vol 156 (6) ◽  
pp. 1072-1077 ◽  
Author(s):  
Sarah M. Dermody ◽  
William Gao ◽  
Johnathan D. McGinn ◽  
Sonya Malekzadeh
Keyword(s):  
United States ◽  
Medical Education ◽  
National Survey ◽  
Program Directors ◽  
The United States ◽  
Cross Sectional ◽  
Residency Programs ◽  
Surgical Case ◽  
Anonymous Questionnaire ◽  
Case Logs

Objective (1) Evaluate the consistency and manner in which otolaryngology residents log surgical cases. (2) Assess the extent of instruction and guidance provided by program directors on case-logging practices. Study Design Cross-sectional national survey. Setting Accreditation Council for Graduate Medical Education otolaryngology residency programs in the United States. Subjects and Methods US otolaryngology residents, postgraduate year 2 through graduating chiefs as of July 2016, were recruited to respond to an anonymous questionnaire designed to characterize surgical case-logging practices. Program directors of US otolaryngology residency programs were recruited to respond to an anonymous questionnaire to elucidate how residents are instructed to log cases. Results A total of 272 residents and 53 program directors completed the survey, yielding response rates of 40.6% and 49.5%, respectively. Perceived accuracy of case logs is low among residents and program directors. Nearly 40% of residents purposely choose not to log certain cases, and 65.1% of residents underreport cases performed. More than 80% of program directors advise residents to log procedures performed outside the operating room, yet only 16% of residents consistently log such cases. Conclusion Variability in surgical case-logging behaviors and differences in provided instruction highlight the need for methods to improve consistency of logging practices. It is imperative to standardize practices across otolaryngology residency programs for case logs to serve as an accurate measure of surgical competency. This study provides a foundation for reform efforts within residency programs and for the Resident Case Log System.

scholarly journals Entry of Graduates of US Pathology Residency Programs Into the Workforce: Cohort Data Between 2008 and 2016 Remain Positive and Stable

2020 ◽  
Vol 7 ◽  
pp. 237428952090183
Author(s):  
Charles F. Timmons ◽  
W. Stephen Black-Schaffer ◽  
Wesley Y. Naritoku ◽  
Suzanne Z. Powell ◽  
Kristen A. Johnson ◽  
...  
Keyword(s):  
United States ◽  
Health Care ◽  
Medical Students ◽  
Employment Status ◽  
Program Directors ◽  
The United States ◽  
Job Market ◽  
Residency Programs ◽  
Care Community ◽  
Cohort Data

The pathologist workforce in the United States is a topic of interest to the health-care community as a whole and to institutions responsible for the training of new pathologists in particular. Although a pathologist shortage has been projected, there has been a pervasive belief by medical students and their advisors that there are “no jobs in pathology.” In 2013 and again in 2017, the Program Directors Section of the Association of Pathology Chairs conducted surveys asking pathology residency directors to report the employment status of each of their residents graduating in the previous 5 years. The 2013 Program Directors Section survey indicated that 92% of those graduating in 2010 had obtained employment within 3 years, and 94% of residents graduating in 2008 obtained employment within 5 years. The 2017 survey indicated that 96% of those graduating in 2014 had obtained employment in 3 years, and 97% of residents graduating in 2012 obtained positions within 5 years. These findings are consistent with residents doing 1 or 2 years of fellowship before obtaining employment. Stratification of the data by regions of the country or by the size of the residency programs does not show large differences. The data also indicate a high percentage of employment for graduates of pathology residency programs and a stable job market over the years covered by the surveys.

scholarly journals Neuro-ophthalmology Training in Ophthalmology Residency Programs in the United States

2018 ◽  
Vol 10 (01) ◽  
pp. e12-e15
Author(s):  
Laura Wayman ◽  
John Chen ◽  
Jacqueline Leavitt
Keyword(s):  
United States ◽  
Residency Training ◽  
Response Rate ◽  
Training Programs ◽  
The United States ◽  
Large Variability ◽  
Residency Programs ◽  
Future Studies ◽  
The Status ◽  
Level Of Training

Background The status of neuro-ophthalmology education in ophthalmology residency training in the United States is unknown. There are numerous articles in the literature detailing resident outcomes for surgical procedures; however, there are no articles detailing teaching of a nonprocedural specialty. There are no specific Accreditation Council for Graduate Medical Education (ACGME) requirements for neuro-ophthalmology training within ophthalmology residency. Each program determines the amount of neuro-ophthalmology training and level of training within ophthalmology residency. There are no publications that detail the extent of neuro-ophthalmology training during ophthalmology residency. Objective To determine the status of neuro-ophthalmology education in ophthalmology residency training programs in the United States. Methods A survey was sent in 2014 to residency directors and neuro-ophthalmologists of all ophthalmology residency programs who participated in the Ophthalmology Residency Matching Program in the United States to determine the amount of neuro-ophthalmology training that residents receive. Results From a total of 113 ophthalmology residency programs in the United States utilizing the Ophthalmology Residency Matching Program, 104 surveys were returned (92% response rate). Duration of neuro-ophthalmology training ranged from 1 to 112 days, with an average of 34.5 days. Most rotations occurred within postgraduate year 2 or 3. Conclusion This is the first evaluation of the amount of neuro-ophthalmology training within ophthalmology residencies participating in the matching program in the United States, which demonstrates large variability among the different programs. Future studies could ascertain if there is a correlation between resident satisfaction in neuro-ophthalmology training and the amount of training.

scholarly journals Global Health Curricula in Ophthalmology Residency Programs in the United States

2021 ◽  
Vol 13 (02) ◽  
pp. e183-e191
Author(s):  
Momoko K. Ponsetto ◽  
Nicole H. Siegel ◽  
Manishi A. Desai ◽  
Kara C. LaMattina
Keyword(s):  
United States ◽  
Global Health ◽  
Residency Program ◽  
Surgical Techniques ◽  
Program Directors ◽  
The United States ◽  
Residency Programs ◽  
Department Of Ophthalmology ◽  
Residency Program Directors ◽  
The Impact

Abstract Objective The aim of the study is to investigate the design, content, and administration of global health curricula within ophthalmology residency programs in the United States (U.S.) and share the curriculum utilized in the Department of Ophthalmology at Boston University School of Medicine (BUSM). Design A survey designed through the Association of University Professors in Ophthalmology platform was emailed to residency program directors at 106 accredited ophthalmology residency programs. Setting BUSM Department of Ophthalmology, Boston, MA. Tertiary clinical care. Participants Twenty-eight ophthalmology residency program directors responded, which represent 26% of the total number of residency programs in the United States. Twenty-seven programs fully completed the survey, and one program partially completed the survey. Results Of the respondents, three programs do not include global health curricula. The most common curricular elements included are: lectures (n = 15, 60%); wet laboratories (n = 10, 40%); and journal clubs (n = 9, 36%). In terms of annual frequency, global health activities occur: twice a year (n = 12, 46%); less than once a year (n = 10, 39%); or every few months (n = 4, 15%). Fewer than half of programs (n = 10, 42%) incorporate local outreach at least once a year into their program. Twelve programs (48%) do not incorporate ethics-related topics, while the 13 remaining programs (52%) incorporate them at least once annually. The most common curricular topic is surgical techniques, with manual small incision cataract surgery (MSICS) being the most frequently emphasized (n = 17, 68%). Conclusion A robust global health curricula combined with a hands-on international component can contribute to a well-rounded training experience. Many ophthalmology residency programs value the importance of incorporating global health into their residents' training. The most common elements of global health curricula in U.S. ophthalmology residency programs included are teaching of surgical techniques for resource-limited settings and international electives. Further investigation into the impact of different components of a global health curriculum on both resident experience and international partnerships is warranted.

The Power to be Ethical: Controlling Moral Assemblages in Border Militias

2021 ◽  
pp. 089124162110218
Author(s):  
John R. Parsons
Keyword(s):  
United States ◽  
The United States ◽  
Recent Interest ◽  
Ethical Conflicts ◽  
Moral Landscape ◽  
The Government ◽  
Moral Certainty ◽  
The Right ◽  
Ethical Response

Every year, hundreds of U.S. citizens patrol the Mexican border dressed in camouflage and armed with pistols and assault rifles. Unsanctioned by the government, these militias aim to stop the movement of narcotics into the United States. Recent interest in the anthropology of ethics has focused on how individuals cultivate themselves toward a notion of the ethical. In contrast, within the militias, ethical self-cultivation was absent. I argue the volunteers derived the power to be ethical from the control of the dominant moral assemblage and the construction of an immoral “Other” which provided them the power to define a moral landscape that limited the potential for ethical conflicts. In the article, I discuss two instances Border Watch and its volunteers dismissed disruptions to their moral certainty and confirmed to themselves that their actions were not only the “right” thing to do, but the only ethical response available.

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