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

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.

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A comparison of orthopaedic surgery and internal medicine perceptions of USMLE Step 1 pass/fail scoring

BMC Medical Education ◽

10.1186/s12909-021-02699-4 ◽

2021 ◽

Vol 21 (1) ◽

Author(s):

Frederick Mun ◽

Alyssa R. Scott ◽

David Cui ◽

Erik B. Lehman ◽

Seong Ho Jeong ◽

...

Keyword(s):

Internal Medicine ◽

Extracurricular Activities ◽

Residency Program ◽

Medical Schools ◽

Program Directors ◽

Program Director ◽

Personal Knowledge ◽

Clinical Knowledge ◽

Alpha Omega ◽

Residency Program Directors

Abstract Background United States Medical Licensing Examination Step 1 will transition from numeric grading to pass/fail, sometime after January 2022. The aim of this study was to compare how program directors in orthopaedics and internal medicine perceive a pass/fail Step 1 will impact the residency application process. Methods A 27-item survey was distributed through REDCap to 161 U.S. orthopaedic residency program directors and 548 U.S. internal medicine residency program directors. Program director emails were obtained from the American Medical Association’s Fellowship and Residency Electronic Interactive Database. Results We received 58 (36.0%) orthopaedic and 125 (22.8%) internal medicine program director responses. The majority of both groups disagree with the change to pass/fail, and felt that the decision was not transparent. Both groups believe that the Step 2 Clinical Knowledge exam and clerkship grades will take on more importance. Compared to internal medicine PDs, orthopaedic PDs were significantly more likely to emphasize research, letters of recommendation from known faculty, Alpha Omega Alpha membership, leadership/extracurricular activities, audition elective rotations, and personal knowledge of the applicant. Both groups believe that allopathic students from less prestigious medical schools, osteopathic students, and international medical graduates will be disadvantaged. Orthopaedic and internal medicine program directors agree that medical schools should adopt a graded pre-clinical curriculum, and that there should be a cap on the number of residency applications a student can submit. Conclusion Orthopaedic and internal medicine program directors disagree with the change of Step 1 to pass/fail. They also believe that this transition will make the match process more difficult, and disadvantage students from less highly-regarded medical schools. Both groups will rely more heavily on the Step 2 clinical knowledge exam score, but orthopaedics will place more importance on research, letters of recommendation, Alpha Omega Alpha membership, leadership/extracurricular activities, personal knowledge of the applicant, and audition electives.

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Burnout prevalence in medical and radiation oncologists at British Columbia Cancer Agency (BCCA).

Journal of Clinical Oncology ◽

10.1200/jco.2012.30.15_suppl.6071 ◽

2012 ◽

Vol 30 (15_suppl) ◽

pp. 6071-6071

Author(s):

Catherine A. Fitzgerald ◽

Lyly H. Le ◽

David W. Petrik ◽

Kevin C. Murphy

Keyword(s):

Online Survey ◽

Maslach Burnout Inventory ◽

Personal Accomplishment ◽

Three Dimensions ◽

Similar Response ◽

Full Time ◽

Full Time Equivalent ◽

Radiation Oncologists ◽

Cancer Agency ◽

Age Range

6071 Background: Burnout, reported to affect 30-60% of oncology workers, is a syndrome of psychological distress typically manifesting in three dimensions: Emotional Exhaustion (EE), Depersonalization (DP) and Low Personal Accomplishment (PA). Causal factors include workload, dealing with terminally ill patients and difficulties maintaining a balance between professional and personal life. As workload rises due to increased complexity of therapy and increasing prevalence of cancer patients, burnout may increase, especially in times of financial constraint. We sought to determine the prevalence of burnout in medical and radiation oncologists working at BCCA, which provides all radiation and the majority of medical oncology services to BC’s 4.5 million people. Methods: In March 2011, BCCA oncologists were invited to participate in a confidential online survey consisting of basic demographics and the 22 item MasLach Burnout Inventory (MBI) instrument, the latter a validated tool measuring distress in the three main dimensions of burnout. Normative data for physicians were used to interpret the results. Results: Response rate was 59%, female:male 40:60% with similar response rates for medical and radiation oncology (60 v 59%). Of the 73 who indicated their age range, 34 (47%) were between 35 and 44 years old. Respondents indicated that they had considered reducing their Full Time Equivalent (FTE) (67%) or leaving BC (46%). In those with at least 2 scores at a severe level, these rates were 76% and 71% respectively. Conclusions: Over 60% of responding BCCA oncologists report burnout in at least one domain of the MBI tool. Many have considered leaving the province or reducing their hours. These data are consistent with Grunfeld’s survey of Ontario oncologists (CMAJ 2000), although the rate of burnout is higher in this survey. Further research into ways to lessen burnout in oncology is urgently needed. [Table: see text]

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Awareness of Bullying in Residency: Results of a National Survey of Internal Medicine Program Directors

Journal of Graduate Medical Education ◽

10.4300/jgme-d-17-00386.1 ◽

2018 ◽

Vol 10 (2) ◽

pp. 209-213 ◽

Cited By ~ 5

Author(s):

Manasa S. Ayyala ◽

Saima Chaudhry ◽

Donna Windish ◽

Denise Dupras ◽

Shalini T. Reddy ◽

...

Keyword(s):

Internal Medicine ◽

Medical Education ◽

Learning Environment ◽

National Survey ◽

Negative Impact ◽

Geographic Location ◽

Program Directors ◽

Residency Programs ◽

Annual Survey ◽

Program Characteristics

ABSTRACT Background Bullying of medical trainees is believed to occur more frequently in medical education than once thought. Objective We conducted a survey to understand internal medicine program director (PD) perspectives and awareness about bullying in their residency programs. Methods The 2015 Association of Program Directors in Internal Medicine (APDIM) annual survey was e-mailed to 368 of 396 PDs with APDIM membership, representing 93% of internal medicine residency programs. Questions about bullying were embedded within the survey. Bivariate analyses were performed on PD and program characteristics. Results Of a total of 368 PD APDIM members, 227 PDs (62%) responded to the survey. Less than one-third of respondents (71 of 227, 31%) reported being aware of bullying in their residency programs during the previous year. There were no significant differences in program or PD characteristics between respondents who reported bullying in their programs and those who did not (gender, tenure as PD, geographic location, or specialty, all P > .05). Those who acknowledged bullying in their program were more likely to agree it was a problem in graduate medical education (P < .0001), and it had a significant negative impact on the learning environment (P < .0001). The majority of reported events entailed verbal disparagements, directed toward interns and women, and involved attending physicians, other residents, and nurses. Conclusions This national survey of internal medicine PDs reveals that a minority of PDs acknowledged recent bullying in their training programs, and reportedly saw it as a problem in the learning environment.

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Implementing a Full Time Equivalent-Supported Hematology/Oncology Fellowship Core Faculty Program May Improve Faculty Engagement in Education, Mentorship, and Recruitment

Blood ◽

10.1182/blood-2021-154326 ◽

2021 ◽

Vol 138 (Supplement 1) ◽

pp. 2974-2974

Author(s):

Jana Christian ◽

Lucilina Gilkes ◽

Sarah Goldberg ◽

Michael Hurwitz ◽

Nikolai Podoltsev ◽

...

Keyword(s):

Online Survey ◽

Career Planning ◽

First Year ◽

Free Text ◽

Full Time ◽

Fellowship Program ◽

Full Time Equivalent ◽

Educational Mission ◽

Core Faculty ◽

The Impact

Abstract Background: The American Council of Graduate Medical Education (ACGME) requires every U.S. residency and fellowship training program to designate Core Faculty (CF) who participate in teaching and mentoring trainees. With increasing recognition of competing faculty responsibilities in academic medicine, many groups have recently recommended providing CF with salary support in exchange for their educational efforts, yet few programs have implemented such initiatives. During the 2020-2021 academic year (AY), the Hematology and Medical Oncology Fellowship Program at Yale School of Medicine created a CF program with 10% full time equivalent (FTE) support to 18 CF selected for their dedication to teaching and mentoring fellows. These CF were given responsibilities in participation in fellow conferences, fellow mentorship, and fellowship recruitment. Mentorship Committees (MC) were also launched during the 2020-2021 AY, with each first-year fellow assigned to a group of CF members for career planning and guidance throughout the AY. Methods: We performed a mixed-methods study to explore the impact of our FTE-supported CF program utilizing a combination of faculty and fellow survey data, free-text written comments, and data on faculty participation in educational activities. At the end of the 2020-2021 AY, an online survey utilizing the Qualtrics platform was sent via email to all 18 CF members and all 24 Hematology/Oncology fellows. All CF members and fellows were asked questions about the CF program, while only the CF members and the eight first-year fellows were asked questions regarding the MC. The surveys consisted of multiple choice and open-ended questions with free-text responses and were distributed from June-July 2021. Quantitative data was obtained regarding faculty attendance at the fellowship program's weekly New Patient conference and availability of faculty for fellowship recruitment interviews for both the 2019-2020 AY and the 2020-2021 AY. Results: A total of 14 (77.8%) CF members and 13 (54.2%) fellows responded to the survey. Among CF respondents, 11 (78.5%) reported that both their overall job satisfaction and sense of involvement in the fellowship program and its educational mission increased by either "a little" or "a lot" as a result of becoming a CF member. In free-text comments, positive aspects of being a CF member included "satisfaction in being an integral part of fellowship education," a "sense of commitment" to the educational mission of the fellowship program and improved "communication with colleagues and house staff." As a result of being a CF member, seven (21.1%) reported increased attendance at fellow conferences, nine (27.3%) devoted more time to mentoring and advising fellows, and seven (21.1%) increased their participation in fellowship recruitment compared to prior years. Five (15.5%) CF members felt that they had not appreciably changed their activities, but rather that they received much appreciated recognition and support for activities they were already engaged in prior to becoming a CF member. Among fellow respondents, six (46.2%) noted that following implementation of the CF program, faculty attendance at fellow educational conferences increased. One fellow praised the CF program for "identifying teachers who are very committed to educating fellows" and another commented "fantastic faculty and education overall". Three (37.5%) first year fellows responded to questions about MC, with all three indicating that the MC assisted "a little" or "a lot" in identifying or elucidating their career path. Thirty-eight (36.5%) faculty participated in New Patient conference in 2019-2020 vs. 50 (46.7%) in 2020-2021. Of faculty who were designated CF in 2020, 12 (75%) attended New Patient conference a median of 9 times in 2019-2020 vs. 18 (100%) a median of 20.5 times in 2020-2021. In terms of recruitment, 14 (87.5%) CF reported availability to interview a median of 2 times during 2019-2020 vs. 17 (94.4%) a median of 8.5 times during 2020-2021. Conclusions: Our FTE-supported CF program was viewed enthusiastically by fellows and participating faculty, resulting in increased faculty conference attendance, mentorship of trainees, and involvement in recruitment. MCs may hold promise in guiding career decisions for first year Hematology/Oncology fellows. Disclosures Podoltsev: CTI BioPharma: Honoraria; Bristol-Myers Squib: Honoraria; Celgene: Honoraria; Novartis: Honoraria; Incyte: Honoraria; Blueprint Medicines: Honoraria; Pfizer: Honoraria; PharmaEssentia: Honoraria.

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Perceptions and Attitudes Toward Single-Board Hematology Training in the United States: A Program Director Survey

Blood ◽

10.1182/blood-2019-126310 ◽

2019 ◽

Vol 134 (Supplement_1) ◽

pp. 3392-3392

Author(s):

Rakhi P. Naik ◽

Manuela Plazas Montana ◽

Leslie S. Kersun ◽

Srikanth Nagalla ◽

Alfred I Lee

Keyword(s):

United States ◽

Online Survey ◽

Program Directors ◽

The United States ◽

Fellowship Training ◽

Program Director ◽

Perceived Barriers ◽

Advisory Committees ◽

Academic Settings ◽

Fellowship Programs

BACKGROUND: The American Board of Internal Medicine (ABIM) offers separate board examinations for adult hematology and medical oncology, yet the vast majority of fellowship training programs in the United States are structured as combined hematology/oncology programs. Single-board hematology tracks or programs may help increase recruitment and retention in non-malignant hematology; however, the barriers and attitudes toward hematology-only fellowship programs are unknown. We administered a survey to ACGME-accredited hematology/oncology program directors to explore their perceptions toward training in non-malignant hematology and their attitudes toward single-board hematology training. METHODS: In collaboration with the ASH Medical Educators Institute, we developed an anonymous online survey with 30 multiple-choice and open-ended questions to characterize attitudes toward specialization in non-malignant hematology and to assess program director interest and perceived barriers toward single-board hematology training. The survey was electronically administered to program directors of active hematology/oncology fellowship programs in the United States (n=139) in March/April 2019 using Qualtrics software. RESULTS: Of the 139 program directors who received the survey, 90 (65% response rate) completed the survey. The majority of program directors characterized their institutions as academic (87%), with only 9 (10%) describing their programs as community-based. Seventy-eight (87%) program directors believed that there is a shortage of exclusive non-malignant hematologists in the United States, and 59% felt that training more fellows to practice exclusive non-malignant hematology could help address the shortage (Table 1). Jobs for for exclusive non-malignant hematologists were perceived to exist only in academic settings by 47 (52%) respondents. In terms of fellowship training, program directors reported that an average of 5% of fellows per program pursued a career largely or exclusively focused on non-malignant hematology. In addition, 39 (43%) program directors felt that fellows were dissuaded from pursuing a career exclusively in non-malignant hematology. Regarding single-board hematology training, 73% of program directors believe that hematology-only training is both necessary and sufficient for fellows specializing in non-malignant hematology. The most commonly perceived barriers to single-board hematology fellowship programs were: 1) concerns for job availability for single-board hematology trainees, 2) concerns about limiting the training option to hematology only, and 3) lack of interested applicants to the program (Table 2). If barriers were addressed, 37% of programs directors reported that they would be interested in implementing a single-board hematology track at their institution. CONCLUSIONS: Combined hematology/oncology fellowship training is nearly exclusive to the United States. Our survey demonstrates that the percentage of fellows specializing in non-malignant hematology is significantly low (5%), a number that remains unchanged compared to a prior ASH program director survey in 2003. Our results also suggest that programs directors are interested in training fellows in non-malignant hematology and that single-board hematology training is generally acceptable among program directors. It will be important to address perceived barriers to hematology-only programs in order to promote implementation. Disclosures Naik: Elsevier: Other: Content Editor. Nagalla:Alnylam: Membership on an entity's Board of Directors or advisory committees.

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Palliative Workforce Development and a Regional Training Program

American Journal of Hospice and Palliative Medicine® ◽

10.1177/1049909116685046 ◽

2016 ◽

Vol 35 (1) ◽

pp. 138-143 ◽

Cited By ~ 9

Author(s):

Sean O’Mahony ◽

Stacie Levine ◽

Aliza Baron ◽

Tricia J. Johnson ◽

Aziz Ansari ◽

...

Keyword(s):

Training Program ◽

Workforce Development ◽

Palliative Medicine ◽

Median Number ◽

Full Time ◽

Full Time Equivalent ◽

Practice Nurses ◽

Electronic Survey ◽

Program Characteristics ◽

Seriously Ill Patients

Aims: Our primary aims were to assess growth in the local hospital based workforce, changes in the composition of the workforce and use of an interdisciplinary team, and sources of support for palliative medicine teams in hospitals participating in a regional palliative training program in Chicago. Methods: PC program directors and administrators at 16 sites were sent an electronic survey on institutional and PC program characteristics such as: hospital type, number of beds, PC staffing composition, PC programs offered, start-up years, PC service utilization and sources of financial support for fiscal years 2012 and 2014. Results: The median number of consultations reported for existing programs in 2012 was 345 (IQR 109 – 2168) compared with 840 (IQR 320 – 4268) in 2014. At the same time there were small increases in the overall team size from a median of 3.2 full time equivalent positions (FTE) in 2012 to 3.3 FTE in 2013, with a median increase of 0.4 (IQR 0-1.0). Discharge to hospice was more common than deaths in the acute care setting in hospitals with palliative medicine teams that included both social workers and advanced practice nurses ( p < .0001). Conclusions: Given the shortage of palliative medicine specialist providers more emphasis should be placed on training other clinicians to provide primary level palliative care while addressing the need to hire sufficient workforce to care for seriously ill patients.

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Alternative Approaches to Ambulatory Training: Internal Medicine Residents’ and Program Directors’ Perspectives

Journal of General Internal Medicine ◽

10.1007/s11606-009-1015-8 ◽

2009 ◽

Vol 24 (8) ◽

pp. 904-910 ◽

Cited By ~ 21

Author(s):

Kris G. Thomas ◽

Colin P. West ◽

Carol Popkave ◽

Lisa M. Bellini ◽

Steven E. Weinberger ◽

...

Keyword(s):

Internal Medicine ◽

Program Directors ◽

Ambulatory Training ◽

Internal Medicine Residents ◽

Alternative Approaches

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Modelo para estimativa de custos educacionais totais do curso de enfermagem da universidade estadual de Londrina, Paraná, Brasil

Revista de Enfermagem UFPE on line ◽

10.5205/reuol.581-3802-1-rv.0304200918 ◽

2009 ◽

Vol 3 (4) ◽

pp. 927

Author(s):

Maria Cristina Cescatto Bobroff ◽

Pedro Alejandro Gordan ◽

Mara Lúcia Garanhani

Keyword(s):

Educational Program ◽

Indirect Costs ◽

Working Hours ◽

Nursing Program ◽

University Hospital ◽

Full Time ◽

Full Time Equivalent ◽

Educational Administrator ◽

Program Costs ◽

Program Characteristics

Objectives: to present the model cost for estimate the educational costs of the integrated curriculum of a nursing course. Methodology: the Model to Estimate the Educational Nursing Program Costs (MECEE) was based on a construction program and was set in a diagram. There were also presented the similarities and differences between the two models. This study has been approved by the Ethics Committee of the University Hospital (253/04). Results: some similarities between the two models were: dealing with the educational program characteristics and particularities, collecting data on educator contact hour unity (direct costs), identifying full time equivalent faculties and supporting costs activities (indirect costs). Among the differences the pattern model was described in 12 steps and the constructed model MECEE in six. Conclusion: the MECEE allows the understanding of faculty working hours and contact hours during educational year, and the faculties and departments participation in the educational program. The MECEE has some advantages comparing to other models regarding scientific international literature such as bringing the educational administrator the diagnosis and evaluation of existing programs’ costs mainly on innovative curriculum cases. Descriptors: curriculum; costs; cost analysis; higher education.

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Title: A Comparison of Orthopaedic Surgery and Internal Medicine Perceptions of USMLE Step 1 Pass/Fail Scoring: A National Program Director Survey

10.21203/rs.3.rs-237028/v1 ◽

2021 ◽

Author(s):

Frederick Mun ◽

Alyssa R. Scott ◽

David Cui ◽

Erik B. Lehman ◽

Seong Ho Jeong ◽

...

Keyword(s):

Internal Medicine ◽

Extracurricular Activities ◽

Residency Program ◽

Medical Schools ◽

Program Directors ◽

Program Director ◽

Personal Knowledge ◽

Clinical Knowledge ◽

Alpha Omega ◽

Residency Program Directors

Abstract Background United States Medical Licensing Examination Step 1 will transition from numeric grading to pass/fail, sometime after January 2022. The aim of this study was to compare how program directors in orthopaedics and internal medicine perceive a pass/fail Step 1 will impact the residency application process. Methods A 27-item, validated survey was distributed through REDCap to 197 U.S. orthopaedic residency program directors and 554 U.S. internal medicine residency program directors. Program director emails were obtained from the American Medical Association’s Fellowship and Residency Electronic Interactive Database. Results We received 58 (36.0%) orthopaedic and 125 (22.8%) internal medicine program director responses. The majority of both groups disagree with the change to pass/fail, and felt that the decision was not transparent. Both groups believe that the Step 2 Clinical Knowledge exam and clerkship grades will take on more importance. Compared to internal medicine, orthopaedic PDs have greater odds of emphasizing research (OR 6.43, CI 3.18-13.00, p < 0.001), letters of recommendation from known faculty (OR 3.22, CI 1.77–5.87, p < 0.001)), Alpha Omega Alpha membership (OR 4.96, CI 2.65–9.25, p < 0.001), leadership/extracurricular activities (OR 3.69, CI 1.96–6.95, p < 0.001), audition elective rotations (OR 6.20, CI 3.21–11.97, p < 0.001) and personal knowledge of the applicant (OR 2.93, CI 1.61–5.34, p < 0.001). Both groups believe that allopathic students from less prestigious medical schools, osteopathic students, and international medical graduates will be disadvantaged. Orthopaedic and internal medicine program directors agree that medical schools should adopt a graded pre-clinical curriculum, and that there should be a cap on the number of residency applications a student can submit. Conclusion Orthopaedic and internal medicine program directors disagree with the change of Step 1 to pass/fail. They also believe that this transition will make the match process more difficult, and disadvantage students from less highly-regarded medical schools. Both groups will rely more heavily on the Step 2 clinical knowledge exam score, but orthopaedics will place more importance on research, letters of recommendation, Alpha Omega Alpha membership, leadership/extracurricular activities, personal knowledge of the applicant, and audition electives.

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1069. Implementation and Results of a Health-System Antimicrobial Stewardship (AMS) Program

Open Forum Infectious Diseases ◽

10.1093/ofid/ofz360.933 ◽

2019 ◽

Vol 6 (Supplement_2) ◽

pp. S379-S379

Author(s):

Dayla Boldt ◽

Jennifer Anthone ◽

Bryan Alexander ◽

Sumaya J Ased ◽

Cassara Carroll ◽

...

Keyword(s):

Health System ◽

Program Effectiveness ◽

Medical Center ◽

Academic Medical Center ◽

Hospital Medicine ◽

Acceptance Rate ◽

Fiscal Year ◽

Full Time ◽

Full Time Equivalent ◽

Targeting Therapy

Abstract Background AMS expansion initiative was implemented in fiscal year 18 (FY18) across a 14-member health system (~1,000 average daily census combined) consisting of 8 community hospitals, 5 rural critical access hospitals and 1 academic medical center. Methods The expansion initiative included a 0.5 full-time equivalent (FTE) infectious diseases (ID) physician and 2.5 FTE ID-trained clinical pharmacists to support daily AMS activities. Clinical decision support software (Theradoc) had previously been implemented across the health system. Here we report our continuation results for the first 9 months of year 2 (FYTD19) of the expansion initiative. Results AMS personnel documented an average of 319.8 and 313.2 interventions per month in FY18 vs. FYTD19, respectively. Mean acceptance rate of AMS interventions by providers was 87.9% and 89.4% in FY18 vs. FYTD19. Provider groups with the highest acceptance rate were Hospital Medicine, Pulmonary/Critical Care and Infectious Disease. Highest interventions in FYTD19 included recommending other diagnostic testing (17%) followed by de-escalating/targeting therapy based on culture results and recommending alternative therapy (both at 11%). Most common ID disease states AMS intervened included bacteremias (29%), pneumonias (ventilator-associated or community-acquired) 13% each, and UTIs 13%. AMS interventions generated 168 ID consults in FYTD19. The financial impact of AMS across the health system was a cumulative saving in antimicrobial expenditures of $1.29 million and $1.27 million in FY18 and FYTD19, respectively. Conclusion The ability to review offsite electronic medical records daily for antimicrobial optimization with ID pharmacist and physician support, identify facility-specific needs and opportunities, and collect available data endpoints to determine program effectiveness has helped to ensure program success. Disclosures All authors: No reported disclosures.

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