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Tancred T, Falkenbach M, Raven J, Caffrey M. How can intersectoral collaboration and action help improve the education, recruitment, and retention of the health and care workforce? A scoping review. Int J Health Plann Manage 2024; 39:757-780. [PMID: 38319787 DOI: 10.1002/hpm.3773] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2023] [Revised: 01/12/2024] [Accepted: 01/25/2024] [Indexed: 02/08/2024] Open
Abstract
Inadequate numbers, maldistribution, attrition, and inadequate skill-mix are widespread health and care workforce (HCWF) challenges. Intersectoral-inclusive of different government sectors, non-state actors, and the private sector-collaboration and action are foundational to the development of a responsive and sustainable HCWF. This review presents evidence on how to work across sectors to educate, recruit, and retain a sustainable HCWF, highlighting examples of the benefits and challenges of intersectoral collaboration. We carried out a scoping review of scientific and grey literature with inclusion criteria around intersectoral governance and mechanisms for the HCWF. A framework analysis to identify and collate factors linked to the education, recruitment, and retention of the HCWF was carried out. Fifty-six documents were included. We identified a wide array of recommendations for intersectoral activity to support the education, recruitment, and retention of the HCWF. For HCWF education: formalise intersectoral decision-making bodies; align HCWF education with population health needs; expand training capacity; engage and regulate private sector training; seek international training opportunities and support; and innovate in training by leveraging digital technologies. For HCWF recruitment: ensure there is intersectoral clarity and cooperation; ensure bilateral agreements are ethical; carry out data-informed recruitment; and learn from COVID-19 about mobilising the domestic workforce. For HCWF retention: innovate around available staff, especially where staff are scarce; improve working and employment conditions; and engage the private sector. Political will and commensurate investment must underscore any intersectoral collaboration for the HCWF.
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Affiliation(s)
- Tara Tancred
- Liverpool School of Tropical Medicine (LSTM), Liverpool, UK
| | | | - Joanna Raven
- Liverpool School of Tropical Medicine (LSTM), Liverpool, UK
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Affiliation(s)
- Anne Marie Rafferty
- Florence Nightingale Faculty of Nursing, Midwifery, and Palliative Care, King's College, London
| | - Aisha Holloway
- School of Health in Social Science, The University of Edinburgh
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Berman L, Nkhoma L, Prust M, McKay C, Teshome M, Banda D, Kabambe D, Gunda A. Analysis of policy interventions to attract and retain nurse midwives in rural areas of Malawi: A discrete choice experiment. PLoS One 2021; 16:e0253518. [PMID: 34153075 PMCID: PMC8216531 DOI: 10.1371/journal.pone.0253518] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2020] [Accepted: 06/07/2021] [Indexed: 11/24/2022] Open
Abstract
Background Inadequate and unequal distribution of health workers are significant barriers to provision of health services in Malawi, and challenges retaining health workers in rural areas have limited scale-up initiatives. This study therefore aims to estimate cost-effectiveness of monetary and non-monetary strategies in attracting and retaining nurse midwife technicians (NMTs) to rural areas of Malawi. Methods The study uses a discrete choice experiment (DCE) methodology to investigate importance of job characteristics, probability of uptake, and intervention costs. Interviews and focus groups were conducted with NMTs and students to identify recruitment and retention motivating factors. Through policymaker consultations, qualitative findings were used to identify job attributes for the DCE questionnaire, administered to 472 respondents. A conditional logit regression model was developed to produce probability of choosing a job with different attributes and an uptake rate was calculated to estimate the percentage of health workers that would prefer jobs with specific intervention packages. Attributes were costed per health worker year. Results Qualitative results highlighted housing, facility quality, management, and workload as important factors in job selection. Respondents were 2.04 times as likely to choose a rural job if superior housing was provided compared to no housing (CI 1.71–2.44, p<0.01), and 1.70 times as likely to choose a rural job with advanced facility quality (CI 1.47–1.96, p<0.01). At base level 43.9% of respondents would choose a rural job. This increased to 61.5% if superior housing was provided, and 72.5% if all facility-level improvements were provided, compared to an urban job without these improvements. Facility-level interventions had the lowest cost per health worker year. Conclusions Our results indicate housing and facility-level improvements have the greatest impact on rural job choice, while also creating longer-term improvements to health workers’ living and working environments. These results provide practical evidence for policymakers to support development of workforce recruitment and retention strategies.
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Affiliation(s)
- Leslie Berman
- Clinton Health Access Initiative, Inc. (CHAI) Malawi, Lilongwe, Malawi
- * E-mail:
| | - Levison Nkhoma
- Clinton Health Access Initiative, Inc. (CHAI) Malawi, Lilongwe, Malawi
| | - Margaret Prust
- Analytics and Implementation Research Team, Clinton Health Access Initiative, Inc. (CHAI), Boston, Massachusetts, United States of America
| | - Courtney McKay
- Analytics and Implementation Research Team, Clinton Health Access Initiative, Inc. (CHAI), Boston, Massachusetts, United States of America
| | | | - Dumisani Banda
- Department of Human Resource Management and Development, Ministry of Health and Population, Lilongwe, Malawi
| | - Dalitso Kabambe
- Department of Planning and Policy Development, Ministry of Health and Population, Lilongwe, Malawi
| | - Andrews Gunda
- Clinton Health Access Initiative, Inc. (CHAI) Malawi, Lilongwe, Malawi
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Liu CQ, Wei Y, Ren HF, Zhou Q, Chen J, Guo HX, Li XL, Ni Z, Cao XY, Li K, Li JP. Strategies and criteria targeting the reform and development for the teaching resource of nursing undergraduate: A multi-center cross-sectional study. Medicine (Baltimore) 2021; 100:e25853. [PMID: 34011051 PMCID: PMC8137029 DOI: 10.1097/md.0000000000025853] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 07/23/2020] [Revised: 04/01/2021] [Accepted: 04/17/2021] [Indexed: 02/05/2023] Open
Abstract
ABSTRACT Teaching resource of nursing students play an important role in improving clinical performance, while there is a little know and dearth of the access and development criteria or guidance of teaching resources for nursing undergraduates.To develop the admission and development criteria of education resources for nursing undergraduates, and to explore and determine its composition and connotation.A cross-sectional survey has been used.A total of 22 Chinese nursing schools and affiliated teaching bases (hospitals and community health centers).A total of 20 nursing experts were consulted to develop the questionnaire of admission and development criteria of teaching resource for nursing undergraduates in China, and then 285 valid experts from 22 Chinese nursing schools and affiliated teaching bases (hospitals and community health centers) conducted the questionnaire survey to evaluate experts' consensus rate and view on the composition and connotation of the developed criteria.There were 6 domains and 43 items included in the admission and development criteria of teaching resource for nursing undergraduates, which domains included educational budget and allocation of resources, infrastructure, clinical teaching bases, books and information services, educational experts, and educational exchanges. The experts' consensus rate was more than 90.2%.The standard is helpful to guide the future admission and development of teaching resource for nursing undergraduates, and favor the education quality improvement of nursing undergraduates.
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Affiliation(s)
- Chang-qing Liu
- West China School of Nursing/Operating Room of Anesthesia Surgery Center, West China Hospital
| | - Yi Wei
- Central Transportation System of West China Hospital/West China School of Nursing
| | - Hong-fei Ren
- Department of Gastroenterology of West China Hospital/West China School of Nursing
| | - Qian Zhou
- Thyroid Surgery of West China Hospital/West China School of Nursing
| | - Juan Chen
- Mental Health Center of West China Hospital/West China School of Nursing
| | - Hong-xia Guo
- West China School of Nursing/West China Hospital, Sichuan University, No. 37, Guoxue Alley, Wuhou District, Chengdu, Sichuan, China
| | - Xiao-ling Li
- West China School of Nursing/West China Hospital, Sichuan University, No. 37, Guoxue Alley, Wuhou District, Chengdu, Sichuan, China
| | - Zhao Ni
- School of Medicine, Yale University, No. 135 college street, New Haven, Connecticut
| | - Xiao-yi Cao
- West China Hospital/West China School of Nursing
| | - Ka Li
- West China School of Nursing
| | - Ji-ping Li
- West China Hospital/West China School of Nursing, Sichuan University, No. 37, Guoxue Alley, Wuhou District, Chengdu, Sichuan, China
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Abstract
Objectives: Although the population of older adults is rising, the number of physicians seeking geriatrics training is decreasing. This study of fellows in geriatrics training programs across the United States explored motivating factors that led fellows to pursue geriatrics in order to inform recruitment efforts. Design: Semi-structured telephone interviews with geriatrics fellows. Setting: Academic medical centers. Participants: Fifteen geriatrics fellows from academic medical centers across the United States. Measurements: This qualitative telephone study involved interviews that were transcribed and descriptively coded by two independent reviewers. A thematic analysis of the codes was summarized. Results: Fellows revealed that mentorship and early exposure to geriatrics were the most influential factors affecting career choice. Conclusion: The results of this study have the potential for a large impact, helping to inform best practices in encouraging trainees to enter the field, and enhancing medical student and resident exposure to geriatrics.
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Affiliation(s)
- Nina L Blachman
- Division of Geriatrics and Palliative Care, Department of Medicine, NYU School of Medicine, New York, USA
| | - Caroline S Blaum
- Division of Geriatrics and Palliative Care, Department of Medicine, NYU School of Medicine, New York, USA
| | - Sondra Zabar
- Division of General Internal Medicine and Clinical Innovation, Department of Medicine, NYU School of Medicine, New York, USA
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Knox M, Skan J, Benowitz NL, Schnellbaecher M, Prochaska JJ. Recruitment best practices of a cardiovascular risk reduction randomised control trial in rural Alaska Native communities. Int J Circumpolar Health 2020; 79:1806639. [PMID: 32787541 PMCID: PMC7480599 DOI: 10.1080/22423982.2020.1806639] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/22/2020] [Revised: 06/30/2020] [Accepted: 07/28/2020] [Indexed: 11/08/2022] Open
Abstract
Though not native to Alaska, tobacco use is common among Alaska Native people in the Norton Sound region, an area consisting of 16 communities with population size 107 to 3,695. We summarise best practices in recruiting Alaska Native adults who smoke for a randomised controlled tobacco treatment trial. Participants were Alaska Native, 19 years and older, smoking daily, with hypertension and/or high cholesterol, residing in the Norton Sound region of Alaska. Study staff travelled to the remote communities to recruit, typically staying 5 days. Screening and enrolment success was examined by day, season, and staffing level. From June 2015 - December 2018, the study team made 122 trips, screening 1089 individuals and enrolling 314 participants. In the field, days 2-3 (51%) were best for screening, while days 3-4 (53%) had the greatest enrolment. Community size correlated with enrolment (r = 0.83, p <.001). Recruitment was optimised in spring and with multiple staff in the field. Despite challenges (e.g., harsh weather, poor internet connectivity), with active outreach (e.g. tabling in busy areas, attending community events, utilising mixed media, collaborating with clinic staff), the project reached its recruitment goal. Study findings can inform community-based tobacco treatment research trials in remote areas. ABBREVIATIONS CVD: Cardiovascular disease; VTC: Video teleconferencing; ANMC: Alaska Native Medical Centre; HEALTHH: Healing and Empowering Alaskan Lives Towards Healthy Hearts; NSHC: Norton Sound Health Corporation; RERB: Research Ethics Review Board.
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Affiliation(s)
- Mariah Knox
- Cardiology Department, Alaska Native Tribal Health Consortium, Anchorage, AK, USA
| | - Jordan Skan
- Cardiology Department, Alaska Native Tribal Health Consortium, Anchorage, AK, USA
| | - Neal L. Benowitz
- Department of Medicine, Division of Cardiology, University of California, San Francisco, CA, USA
| | | | - Judith J. Prochaska
- Stanford Prevention Research Center, Department of Medicine, Stanford University
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Breite MD, Breite CN, Sheaffer WW, Soh IY, Davila VJ, Money SR, Stone WM, Tarsa SJ, Meltzer AJ. Carotid endarterectomy surgeon volumes in contemporary practice: A comparison to randomized trial inclusion criteria. Am J Surg 2020; 222:241-244. [PMID: 33223073 DOI: 10.1016/j.amjsurg.2020.11.004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/10/2020] [Revised: 09/15/2020] [Accepted: 11/04/2020] [Indexed: 11/18/2022]
Abstract
BACKGROUND Clinical decisions regarding the utility of carotid revascularization are informed by randomized controlled trial (RCT) results. However, RCTs generally require participating surgeons to meet strict inclusion criteria with respect to procedure volume. The purpose of this study was to compare annual surgeon volume for carotid endarterectomy (CEA) in contemporary practice to RCT inclusion thresholds. METHODS Surgeon volume thresholds were identified in 17 RCTs evaluating the efficacy of CEA (1986-present, n = 17). Contemporary annual surgeon volumes (2012-2017) were identified by aggregating data from the Medicare Provider Utilization Database and Healthcare Cost and Utilization Project Network (HCUP), and compared to RCT inclusion thresholds. Further comparisons were performed over time, and across specialties (i.e., vascular surgeon vs. other, based on board certification associated with provider NPI). RESULTS Minimal surgeon volume in 17 RCTs ranged from 10 to 25 CEA annually when specific case volumes were required. From 2012 to 2017, CEA incidence in Medicare beneficiaries declined from 68,608 to 56,004 and became increasingly consolidated in fewer providers (7,331 vs. 6,626). However, in 2016 only 26.2% of surgeons performing CEA in Medicare beneficiaries would have met the least stringent volume requirement (10 CEA/year). Only 6.5% of surgeons performing CEA met the most stringent RCT volume threshold (25 cases/year) during the same time period. In 2017, 819 vascular surgeons (25.5% of those certified in the specialty) performed >10 CEA in Medicare beneficiaries. CONCLUSIONS The majority of surgeons performing CEA do not meet the annual volume thresholds required for participation in the RCTs that have evaluated the efficacy of carotid revascularization. Given the established volume-outcome relationship in CEA, the disparity between surgeon experience in the context of RCTs versus contemporary practice is concerning. These findings have potential implications for informed decision-making, hospital privileging, and regionalization of care.
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Affiliation(s)
- Matthew D Breite
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States.
| | - Christine N Breite
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - William W Sheaffer
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - Ina Y Soh
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - Victor J Davila
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - Samuel R Money
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - William M Stone
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - Stephen J Tarsa
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
| | - Andrew J Meltzer
- Mayo Clinic Arizona Division of Vascular Surgery, 5777 East Mayo Boulevard, Phoenix, AZ, 85054, United States
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Affiliation(s)
- Hans Rosenberg
- Department of Emergency Medicine, University of Ottawa, Ottawa, ON
| | - Avik Nath
- Department of Emergency Medicine, University of Ottawa, Ottawa, ON
| | - Jennifer Leppard
- Department of Emergency Medicine, University of Ottawa, Ottawa, ON
| | - Shahbaz Syed
- Department of Emergency Medicine, University of Ottawa, Ottawa, ON
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Claiborne MR, Gonzales M, Garcia J, Knutsen S, Allen S, Moote R. Exploring pharmacy residency program director preference of pharmacy student organization membership and leadership involvement on residency candidate interview selection. Curr Pharm Teach Learn 2020; 12:804-809. [PMID: 32540041 DOI: 10.1016/j.cptl.2020.02.010] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/21/2019] [Revised: 01/04/2020] [Accepted: 02/26/2020] [Indexed: 06/11/2023]
Abstract
INTRODUCTION Pharmacy student professional organization involvement and leadership are important qualifications of a pharmacy residency candidate. It is unknown if membership in specific student pharmacy organizations or types of leadership roles within these organizations are preferred by residency program directors (RPDs). The purpose of the study was to determine preference and importance of specific pharmacy student professional organization membership and leadership involvement when selecting residency candidates for an interview by RPDs. METHODS A descriptive study was conducted using an online survey. Pharmacy RPDs with involvement in reviewing applicants for interviews were included. RPDs ranked the importance and preference of specific student professional organization membership, breadth versus depth of involvement, and leadership position held on selecting candidates for an interview. RESULTS The survey was sent to 2084 RPDs. A total of 232 respondents met inclusion criteria and completed the survey. The majority (95.5%) of RPDs reported student membership as important, while 28.6% had preference for a specific organization. A total of 56.3% of RPDs reported student leadership as "very important" and 76.1% preferred depth over breadth of involvement. A total of 55.6% of RPDs preferred applicants with a high-level leadership position. CONCLUSIONS Pharmacy student professional organization membership is important to RPDs when selecting residency candidates for an interview. The majority of RPDs have no preference for a specific organization, while 28.6% report a preference that affects interview selection. RPDs report leadership as important and place higher importance on depth versus breadth of involvement, with greater preference for a high-level leadership position.
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Affiliation(s)
- Michele R Claiborne
- Department of Pharmacy Practice, Regis University School of Pharmacy, 3333 Regis Blvd. H-28, Denver, CO 80221, United States.
| | - Monique Gonzales
- Lutheran Medical Center, SCL Health, Regis University School of Pharmacy, 3333 Regis Blvd. H-28, Denver, CO 80221, United States
| | - Jennifer Garcia
- Department of Pharmacy Practice, Regis University School of Pharmacy, 3333 Regis Blvd. H-28, Denver, CO 80221, United States
| | - Shannon Knutsen
- Department of Pharmacy Practice, Regis University School of Pharmacy, 3333 Regis Blvd. H-28, Denver, CO 80221, United States.
| | - Stefan Allen
- UT Austin College of Pharmacy, Pharmacotherapy Division, Pharmacotherapy Education and Research Center, Long School of Medicine, 7703 Floyd Curl Dr. MC 6220, San Antonio, TX 78229-3900, United States.
| | - Rebecca Moote
- UT Health San Antonio, Pharmacotherapy Education and Research Center, 7703 Floyd Curl Dr. MC 6220, San Antonio, TX 78229-3900, United States.
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Witter S, Hamza MM, Alazemi N, Alluhidan M, Alghaith T, Herbst CH. Human resources for health interventions in high- and middle-income countries: findings of an evidence review. Hum Resour Health 2020; 18:43. [PMID: 32513184 PMCID: PMC7281920 DOI: 10.1186/s12960-020-00484-w] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/02/2020] [Accepted: 05/28/2020] [Indexed: 05/28/2023]
Abstract
Many high- and middle-income countries face challenges in developing and maintaining a health workforce which can address changing population health needs. They have experimented with interventions which overlap with but have differences to those documented in low- and middle-income countries, where many of the recent literature reviews were undertaken. The aim of this paper is to fill that gap. It examines published and grey evidence on interventions to train, recruit, retain, distribute, and manage an effective health workforce, focusing on physicians, nurses, and allied health professionals in high- and middle-income countries. A search of databases, websites, and relevant references was carried out in March 2019. One hundred thirty-one reports or papers were selected for extraction, using a template which followed a health labor market structure. Many studies were cross-cutting; however, the largest number of country studies was focused on Canada, Australia, and the United States of America. The studies were relatively balanced across occupational groups. The largest number focused on availability, followed by performance and then distribution. Study numbers peaked in 2013-2016. A range of study types was included, with a high number of descriptive studies. Some topics were more deeply documented than others-there is, for example, a large number of studies on human resources for health (HRH) planning, educational interventions, and policies to reduce in-migration, but much less on topics such as HRH financing and task shifting. It is also evident that some policy actions may address more than one area of challenge, but equally that some policy actions may have conflicting results for different challenges. Although some of the interventions have been more used and documented in relation to specific cadres, many of the lessons appear to apply across them, with tailoring required to reflect individuals' characteristics, such as age, location, and preferences. Useful lessons can be learned from these higher-income settings for low- and middle-income settings. Much of the literature is descriptive, rather than evaluative, reflecting the organic way in which many HRH reforms are introduced. A more rigorous approach to testing HRH interventions is recommended to improve the evidence in this area of health systems strengthening.
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Affiliation(s)
- Sophie Witter
- Queen Margaret University, Edinburgh, United Kingdom
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Darbishire P, Schoelles-Williams J, Petrelli HMW, Van Amburgh J. Challenges to Pharmacy School Enrollment Management Caused by a Global Pandemic. Am J Pharm Educ 2020; 84:ajpe8150. [PMID: 32665723 PMCID: PMC7334343 DOI: 10.5688/ajpe8150] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/08/2020] [Accepted: 05/21/2020] [Indexed: 06/09/2023]
Abstract
Academic institutions work diligently each year to recruit, retain, and graduate Doctor of Pharmacy (PharmD) students who will be positive contributors to our healthcare system. The immergence of a novel coronavirus in 2019 (COVID-19) has threatened these systems. This commentary is a discussion of the effects of the COVID-19 pandemic on the enrollment management processes of PharmD degree programs, including recruitment, admissions, orientation, retention, and graduation. The authors highlight enrollment management processes that may forever be changed by the COVID-19 pandemic. This commentary is intended to assist pharmacy administrators as they reflect on the impact of the COVID-19 pandemic on their own programs and develop strategies to minimize the negative effects.
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Affiliation(s)
- Patricia Darbishire
- Purdue University, College of Pharmacy, West Lafayette, Indiana
- Editorial Board Member, American Journal of Pharmaceutical Education, Arlington, Virginia
| | | | | | - Jenny Van Amburgh
- Northeastern University, Bouve College of Health Sciences - School of Pharmacy, Boston, Massachusetts
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Scammell J. The Interim NHS People Plan: implications for nurse education. Br J Nurs 2019; 28:1337. [PMID: 31714822 DOI: 10.12968/bjon.2019.28.20.1337] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/10/2023]
Abstract
Proposals to tackle nursing recruitment and retention issues centre on addressing workplace culture and improving leadership, as Janet Scammell, Associate Professor (Nursing), Bournemouth University, explains.
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Baker B, DiPiro JT. Evaluation of a Structured Onboarding Process and Tool for Faculty Members in a School of Pharmacy. Am J Pharm Educ 2019; 83:7100. [PMID: 31507295 PMCID: PMC6718493 DOI: 10.5688/ajpe7100] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/30/2018] [Accepted: 12/03/2018] [Indexed: 05/26/2023]
Abstract
Objective. To develop and assess the usefulness of a structured onboarding process and tool at a school of pharmacy to improve the overall onboarding experience for new faculty members. Methods. An assessment of a previously existing, informal onboarding process was conducted from January 1 to February 28, 2017. A structured onboarding tool was developed based on interviews with nine recently hired faculty members regarding their experiences with this legacy, unstructured onboarding process. Nine faculty members who onboarded while the legacy onboarding process was in place and six faculty members who onboarded after the new, onboarding tool was in place were included in the study. The experience of the pre-tool cohort was compared to that of the post-tool cohort. Results. More positive responses in the post-tool cohort were obtained compared to the pre-tool cohort in regard to timeline, expectations, and mentorship. More negative responses for the post-tool group were observed for communication. Overall utility of the onboarding tool changed from 56% (pre-tool group) to 80% (post-tool group). Free text feedback included recommendations to rearrange tasks throughout the onboarding process; clarifying mentor responsibilities and expectations; and providing an overview of the checklist to new faculty members on day 1. Conclusion. Overall, a structured onboarding process tool improved the onboarding experience for new faculty members. Given the lack of literature regarding a structured onboarding process in the academic setting, further refinement and analysis of the onboarding tool is needed.
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Affiliation(s)
| | - Joseph T. DiPiro
- School of Pharmacy, Virginia Commonwealth University, Richmond, Virginia
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15
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Harper M, Maloney P. Meritorious Academic Partnership (MAP) Designation Program. J Contin Educ Nurs 2019; 50:293-296. [PMID: 31233601 DOI: 10.3928/00220124-20190612-02] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
A common concern of leaders of nursing professional development (NPD) or education departments in practice settings is hiring nurses with a master's degree in nursing education who lack the requisite knowledge and skills to adequately fulfill the position. As we speak with NPD practitioners around the country, we typically find less than one third who report NPD content in their master's in nursing education curriculum. Like NPD department leaders, these nurses recognize that they were prepared to work in academia but not in the practice setting. The irony of this gap in graduate nursing education content is that in many cases, opportunities for master's-prepared nurses to teach in an academic setting are limited. Furthermore, many master's-prepared nurses prefer an NPD role in the practice setting. [J Contin Educ Nurs. 2019;50(7):293-296].
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Butler PD, Aarons CB, Ahn J, Wein AJ, Ruckenstein MJ, Lett E, DeMatteo RP, Serletti JM. Leading From the Front: An Approach to Increasing Racial and Ethnic Diversity in Surgical Training Programs. Ann Surg 2019; 269:1012-1015. [PMID: 31082895 DOI: 10.1097/sla.0000000000003197] [Citation(s) in RCA: 52] [Impact Index Per Article: 10.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Paris D Butler
- Division of Plastic Surgery, Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Cary B Aarons
- Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Jaimo Ahn
- Department of Orthopedic Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Alan J Wein
- Division of Urology, Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Michael J Ruckenstein
- Department of Otorhinolaryngology, University of Pennsylvania Health System, Philadelphia, PA
| | - Elle Lett
- Division of Plastic Surgery, Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Ronald P DeMatteo
- Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
| | - Joseph M Serletti
- Division of Plastic Surgery, Department of Surgery, University of Pennsylvania Health System, Philadelphia, PA
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Mangwi Ayiasi R, Rutebemberwa E, Martineau T. "Posting policies don't change because there is peace or war": the staff deployment challenges for two large health employers during and after conflict in Northern Uganda. Hum Resour Health 2019; 17:27. [PMID: 30995919 PMCID: PMC6472103 DOI: 10.1186/s12960-019-0361-9] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/30/2018] [Accepted: 03/11/2019] [Indexed: 06/09/2023]
Abstract
BACKGROUND Between 1986 and 2006, the Acholi region in Uganda experienced armed conflict which disrupted the health system including human resources. Deployment of health workers during and after conflict raises many challenges for managers due to issues of security and staff shortage. We explored how deployment policies and practices were adapted during the conflict and post-conflict periods with the aim of drawing lessons for future responses to similar conflicts. METHODS A cross-sectional study with qualitative techniques for data collection to investigate deployment policy and practice during the conflict and post-conflict period (1986-2013) was used. The study was conducted in Amuru, Gulu and Kitgum districts in Northern Uganda in 2013. Two large health employers from Acholi were selected: the district local government and Lacor hospital, a private provider. Twenty-three key informants' interviews were conducted at the national and district level, and in-depth interviews with 10 district managers and 25 health workers. This study focused on recruitment, promotions, transfers and bonding to explore deployment policies and practices. RESULTS There was no evidence of change in deployment policy due to conflict, but decentralisation from 1997 had a major effect for the local government employer. Lacor hospital had no formal deployment policy until 2001. Health managers in government and those working for Lacor hospital both implemented deployment policies pragmatically, especially because of the danger to staff in remote facilities. Lacor hospital introduced bonding agreements to recruit and staff their facilities. While managers in both organisations implemented the deployment policies as best as they could, some deployment-related decisions could lead to longer-term problems. CONCLUSION It may not be possible or even appropriate to change deployment policy during or after conflict. However, given sufficient autonomy, local managers can adapt deployment policies appropriately to need, but they should also be supported with the necessary human resource management skills to enable them make appropriate decisions for deployment.
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Affiliation(s)
- Richard Mangwi Ayiasi
- ReBUILD Consortium and Department of Health Policy Planning and Management, Makerere University, School of Public Health, P.O. BOX 7072 Kampala, Uganda
| | - Elizeus Rutebemberwa
- ReBUILD Consortium and Department of Health Policy Planning and Management, Makerere University, School of Public Health, P.O. BOX 7072 Kampala, Uganda
| | - Tim Martineau
- ReBUILD Consortium and Department of International Public Health, Liverpool School of Tropical Medicine, Liverpool, L3 5QA United Kingdom
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Prust ML, Kamanga A, Ngosa L, McKay C, Muzongwe CM, Mukubani MT, Chihinga R, Misapa R, van den Broek JW, Wilmink N. Assessment of interventions to attract and retain health workers in rural Zambia: a discrete choice experiment. Hum Resour Health 2019; 17:26. [PMID: 30943995 PMCID: PMC6448309 DOI: 10.1186/s12960-019-0359-3] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/19/2018] [Accepted: 03/07/2019] [Indexed: 05/22/2023]
Abstract
BACKGROUND Workforce shortages, particularly in rural areas, limit the delivery of health services in Zambia. Policymakers and researchers co-created this study to identify potential non-monetary employment incentives and assess their cost-effectiveness to attract and retain public sector health workers to the rural areas of Zambia. METHODS The study consisted of two key phases: a discrete choice experiment (DCE), preceded by a qualitative component to inform DCE questionnaire development. Firstly, in qualitative interviews with 25 health workers and focus group discussions (FGDs) with 253 health students, participants were asked to discuss job attributes and potential incentives that would influence their job choices. Based on this exercise and in consultation with policymakers, job attributes were selected for inclusion in a discrete choice experiment (DCE) questionnaire. Secondly, this questionnaire, consisting of hypothetical job "choice sets," was presented to 474 practicing health workers and students. A conditional logit regression model was applied to the data from this DCE questionnaire to estimate preferences for various job attributes. Using administrative data, we estimated the cost of implementing potential attraction and retention strategies per health worker year worked. RESULTS Although health workers preferred urban jobs to rural jobs (OR 1.39, 95% CI 1.11-1.75), employment incentives influenced health workers' decision to choose rural jobs. If superior housing was offered in a rural area compared to a basic housing allowance in an urban job, participants would be five times as likely to choose the rural job (OR 5.04, 95% CI 4.12-6.18). Education incentives and facility-based improvements also increased the likelihood of rural job uptake. Housing benefits were estimated to have the lowest total costs per health worker year worked, and offer high value in terms of cost per percentage point increase in rural job uptake. CONCLUSIONS Non-monetary incentives such as housing, education, and facility improvements can be important motivators of health worker choice of location and could mitigate rural health workforce shortages. These results can provide valuable insight into the types of job attributes and incentives that are most likely to be effective in attracting and retaining health workers in rural areas.
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Affiliation(s)
- Margaret L. Prust
- Applied Analytics Team, Clinton Health Access Initiative, Inc., 383 Dorchester Ave., Suite 400, Boston, MA 02127 United States of America
| | - Aniset Kamanga
- Human Resources for Health Team, Clinton Health Access Initiative, Inc., Lusaka, Zambia
| | - Lupenshyo Ngosa
- Human Resources for Health Team, Clinton Health Access Initiative, Inc., Lusaka, Zambia
| | - Courtney McKay
- Applied Analytics Team, Clinton Health Access Initiative, Inc., 383 Dorchester Ave., Suite 400, Boston, MA 02127 United States of America
| | | | | | - Roy Chihinga
- Human Resource and Administration, Ministry of Health, Lusaka, Zambia
| | - Ronald Misapa
- Human Resource and Administration, Zambia Public Sector Management Division, Lusaka, Zambia
| | | | - Nikhil Wilmink
- Human Resources for Health Team, Clinton Health Access Initiative, Inc., Lusaka, Zambia
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Keitz SA, Aron DC, Brannen JL, Byrne JM, Cannon GW, Clarke CT, Gilman SC, Hettler DL, Kaminetzky CP, Zeiss RA, Bernett DS, Wicker AB, Kashner TM. Impact of clinical training on recruiting graduating health professionals. Am J Manag Care 2019; 25:e111-e118. [PMID: 30986020] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Abstract
OBJECTIVES Recruiting professional staff is an important business reason for hospitals allowing health trainees to engage in supervised patient care. Whereas prior studies have focused on educational institutions, this study focuses on teaching hospitals and whether trainees' clinical experiences affect their willingness to work (ie, recruitability) for the type of healthcare center where they trained. STUDY DESIGN A pre-post, observational study based on Learners' Perceptions Survey data in which respondents served as their own controls. METHODS Convenience sample of 15,207 physician, 11,844 nursing, and 13,012 associated health trainees who rotated through 1 of 169 US Department of Veterans Affairs (VA) medical centers between July 1, 2014, and June 30, 2017. Generalized estimating equations computed how clinical, learning, working, and cultural experiences influenced pre-post differences in willingness to consider VA for future employment. RESULTS VA recruitability increased dramatically from 55% pretraining to 75% post training (adjusted odds ratio [OR], 2.1; 95% CI, 2.0-2.1; P <.001) in all 3 cohorts: physician (from 39% to 59%; OR, 1.6; 95% CI, 1.5-1.6; P <.001), nursing (from 61% to 84%; OR, 2.5; 95% CI, 2.4-2.6; P <.001), and associated health trainees (from 68% to 87%; OR, 2.7; 95% CI, 2.6-2.9; P <.001). For all trainees, changes in recruitability (P <.001) were associated with how trainees rated their clinical learning environment, personal experiences, and culture of psychological safety. Satisfaction ratings with faculty and preceptors (P <.001) were associated with positive changes in recruitability among nursing and associated health students but not physician residents, whereas nursing students who gave higher ratings for interprofessional team culture became less recruitable. CONCLUSIONS Academic medical centers can attract their health trainees for future employment if they provide positive clinical, working, learning, and cultural experiences.
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Affiliation(s)
| | | | | | | | | | | | | | | | | | | | | | | | - T Michael Kashner
- VA Loma Linda Healthcare System, Research Service (151), 11201 Benton St, Loma Linda, CA 92357.
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Crapanzano K, Ahmad B. We Must Prevent Fraud in the Residency Recruitment and Match Process. Acad Med 2019; 94:155. [PMID: 30694902 DOI: 10.1097/acm.0000000000002525] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/09/2023]
Affiliation(s)
- Kathleen Crapanzano
- Associate professor of clinical psychiatry, Department of Psychiatry, Louisiana State University Health Sciences Center, and program director, LSU-Our Lady of the Lake Psychiatry Residency program, Baton Rouge, Louisiana; ; ORCID: https://orcid.org/0000-0002-6182-4973. Third-year resident, LSU-Our Lady of the Lake Psychiatry Residency program, Baton Rouge, Louisiana
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Affiliation(s)
- Jaci SuLynn Mester
- Jaci SuLynn Mester is the CNO at Childress (Tex.) Regional Medical Center
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Patterson F, Roberts C, Hanson MD, Hampe W, Eva K, Ponnamperuma G, Magzoub M, Tekian A, Cleland J. 2018 Ottawa consensus statement: Selection and recruitment to the healthcare professions. Med Teach 2018; 40:1091-1101. [PMID: 30251906 DOI: 10.1080/0142159x.2018.1498589] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/15/2023]
Abstract
Selection and recruitment into healthcare education and practice is a key area of interest for educators with significant developments in research, policy, and practice in recent years. This updated consensus statement, developed through a multi-stage process, examines future opportunities and challenges in selection and recruitment. There is both a gap in the literature around and a compelling case for further theoretical and empirical literature to underpin the development of overall selection philosophes and policies and their enactment. More consistent evidence has emerged regarding the quality of different selection methods. Approaches to selection are context-dependent, requiring the consideration of an institution's philosophy regarding what they are trying to achieve, the communities it purports to serve, along with the system within which they are used. Diversity and globalization issues continue to be critically important topics. Further research is required to explore differential attainment and explain why there are substantial differences in culturally acceptable ways of approaching diversity and widening access. More sophisticated evaluation approaches using multi-disciplinary theoretical frameworks are required to address the issues. Following a discussion of these areas, 10 recommendations are presented to guide future research and practice and to encourage debate between colleagues across the globe.
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Affiliation(s)
- F Patterson
- a Work Psychology Group, Derby United Kingdom of Great Britain and Northern Ireland, UK
| | - C Roberts
- b Northern Clinical School, University of Sydney, Sydney, New South Wales, Australia
| | - M D Hanson
- c Department of Psychiatry, Faculty of Medicine, University of Toronto, Toronto, Ontario, Canada
| | - W Hampe
- d Department of Biochemistry and Molecular Cell Biology, University Medical Center Hamburg-Eppendorf, Hamburg, Germany
| | - K Eva
- e Centre for Health Education Scholarship and Department of Medicine, University of British Columbia, Vancouver, British Columbia, Canada
| | - G Ponnamperuma
- f Centre for Medical Education, Yong Loo Lin School of Medicine, Singapore
| | - M Magzoub
- g Department of Medical Education, College of Medicine, King Saud bin Abdulaziz University for Health Sciences, Riyadh, Saudi Arabia
| | - A Tekian
- h Department of Medical Education, University of Illinois at Chicago, Chicago, Illinois, USA
| | - J Cleland
- i Centre for Healthcare Research and Innovation (CHERI), University of Aberdeen, UK
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Harris TB, Thomson WA, Moreno NP, Conrad S, White SE, Young GH, Malmberg ED, Weisman B, Monroe ADH. Advancing Holistic Review for Faculty Recruitment and Advancement. Acad Med 2018; 93:1658-1662. [PMID: 30024471 DOI: 10.1097/acm.0000000000002364] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
PROBLEM The challenges to developing a physician and scientific workforce that both reflects and provides quality care for the complex and richly diverse population of the United States are considerable. APPROACH One medical school (Baylor College of Medicine) sought to adapt the Holistic Review in Admissions process developed by the Association of American Medical Colleges and apply it to faculty. In the fall of 2016, academic leaders received on-site training and completed several workshop exercises. The goal was for the leaders to build consensus around a holistic review framework for hiring and advancing faculty that is based on the institution's mission, vision, and values. OUTCOMES This training occurred during Baylor's ongoing strategic planning and helped inform improvements in the faculty recruitment and hiring process, in the guidelines for faculty appointment and promotion, and in the pilot of an administrative leadership candidate rating tool, the "experiences-attributes-academic metrics model." The model that developed from the pilot translates the holistic review concept into a tool for identifying, hiring, and promoting faculty members and administrative leaders that is aligned to the values of Baylor. The utility of this framework lies in the clear delineation of metrics and qualifications along with the prioritization of attributes and experiences. NEXT STEPS This innovation is being piloted and evaluated to determine its effect on advancing the institutional mission of Baylor.
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Affiliation(s)
- Toi Blakley Harris
- T.B. Harris is associate provost, Institutional Diversity, Inclusion and Equity & Student Services, Office of the Provost, Baylor College of Medicine, Houston, Texas. W.A. Thomson is associate provost, Faculty Affairs, Office of the Provost, Baylor College of Medicine, Houston, Texas. N.P. Moreno is associate provost, Faculty Development and Institutional Research, Office of the Provost, Baylor College of Medicine, Houston, Texas. S. Conrad is director, Advancing Holistic Review, Office of Academic Affairs, Association of American Medical Colleges, Washington, DC. S.E. White is lead instructional design specialist, Office of Academic Affairs, Association of American Medical Colleges, Washington, DC. G.H. Young is senior director, Student Affairs and Programs, Office of Academic Affairs, Association of American Medical Colleges, Washington, DC. E.D. Malmberg is diversity, inclusion and equity manager, Office of Institutional Diversity, Inclusion and Equity, Office of the Provost, Baylor College of Medicine, Houston, Texas. B. Weisman is executive director, Office of Human Resources, Baylor College of Medicine, Houston, Texas. A.D.H. Monroe is provost and senior vice president, Academic and Faculty Affairs, Office of the Provost, Baylor College of Medicine, Houston, Texas
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Tan YS, Teo SWA, Pei Y, Sng JH, Yap HW, Toh YP, Krishna LKR. A framework for mentoring of medical students: thematic analysis of mentoring programmes between 2000 and 2015. Adv Health Sci Educ Theory Pract 2018; 23:671-697. [PMID: 29550907 DOI: 10.1007/s10459-018-9821-6] [Citation(s) in RCA: 20] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/06/2017] [Accepted: 03/01/2018] [Indexed: 05/27/2023]
Abstract
A consistent mentoring approach is key to unlocking the full benefits of mentoring, ensuring effective oversight of mentoring relationships and preventing abuse of mentoring. Yet consistency in mentoring between senior clinicians and medical students (novice mentoring) which dominate mentoring processes in medical schools is difficult to achieve particularly when mentors practice in both undergraduate and postgraduate medical schools. To facilitate a consistent approach to mentoring this review scrutinizes common aspects of mentoring in undergraduate and postgraduate medical schools to forward a framework for novice mentoring in medical schools. Four authors preformed independent literature searches of novice mentoring guidelines and programmes in undergraduate and postgraduate medical schools using ERIC, PubMed, CINAHL, OVID and Science Direct databases. 25,605 abstracts were retrieved, 162 full-text articles were reviewed and 34 articles were included. The 4 themes were identified-preparation, initiating and supporting the mentoring process and the obstacles to effective mentoring. These themes highlight 2 key elements of an effective mentoring framework-flexibility and structure. Flexibility refers to meeting the individual and changing needs of mentees. Structure concerns ensuring consistency to the mentoring process and compliance with prevailing codes of conduct and standards of practice.
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Affiliation(s)
- Yin Shuen Tan
- Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
| | - Shao Wen Amanda Teo
- Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
| | - Yiying Pei
- Singapore General Hospital, Singapore, Singapore
| | | | - Hong Wei Yap
- Lee Kong Chian School of Medicine, Singapore, Singapore
| | - Ying Pin Toh
- Family Medicine Residency, National University Hospital Singapore, Singapore, Singapore.
- Division of Supportive and Palliative Care, National Cancer Centre Singapore, 11 Hospital Drive, Singapore, 169610, Singapore.
| | - Lalit K R Krishna
- Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
- Division of Supportive and Palliative Care, National Cancer Centre Singapore, 11 Hospital Drive, Singapore, 169610, Singapore
- Duke- NUS Graduate Medical School, Singapore, Singapore
- Centre for Biomedical Ethics, National University of Singapore, Singapore, Singapore
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Abstract
Gender inequity in academic medicine remains an important issue worldwide, with more female faculty entering academic medicine internationally. Some academic institutions have initiated programs and created policies to promote gender equity, but disparities remain in faculty numbers, promotions rates, research productivity and access to funding and resources. We offer 12 tips for best practices in the broad domains of faculty recruitment, retention and scholarship, promotion and leadership that institutions and individual faculty can adopt to promote gender equity. While the 12 tips form a comprehensive approach, each tip can be implemented individually depending on institutional needs and culture. Each tip includes practical advice for implementation supported by a successful example from the literature.
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Affiliation(s)
- Halah Ibrahim
- a Department of Health Professionals Education, Johns Hopkins University Graduate School of Education , Baltimore , MD , USA
| | - Dora J Stadler
- b Department of Medical Education , Weill Cornell Medicine - Qatar , Qatar
| | - Sophia Archuleta
- c Department of University Medicine Cluster , National University Health System , Singapore
| | - Joseph Cofrancesco
- d Department of Medicine , Johns Hopkins University School of Medicine , Baltimore , MD , USA
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Liu J, Zhang K, Mao Y. Attitude towards working in rural areas: a cross-sectional survey of rural-oriented tuition-waived medical students in Shaanxi, China. BMC Med Educ 2018; 18:91. [PMID: 29720164 PMCID: PMC5932863 DOI: 10.1186/s12909-018-1209-z] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/15/2016] [Accepted: 04/20/2018] [Indexed: 05/08/2023]
Abstract
BACKGROUND Attracting and recruiting health workers to work in rural areas is still a great challenge in China. The rural-oriented tuition-waived medical education (RTME) programme has been initiated and implemented in China since 2010. This study aimed to examine the attitudes of rural-oriented tuition-waived medical students (RTMSs) in Shaanxi towards working in rural areas and the related influencing factors. METHODS A cross-sectional survey was conducted in 2015 among 232 RTMSs in two medical universities from the first group of students enrolled in the RTME programme in Shaanxi. Descriptive and analytical statistics were used for the data analyses. RESULTS Of the 230 valid responses, 92.6% expressed their intentions of breaking the contract for working in rural township hospitals for 6 years after their graduation under the RTME programme. After the contract expired, only 1.3% intended to remain in the rural areas, 66.5% had no intention of remaining, and 32.2% were unsure. The factors related to a positive attitude among the RTMSs towards working in rural areas (no intention of breaking the contract) included being female, having a mother educated at the level of primary school or below, having a good understanding of the policy, having a good cognition of the value of rural medical work, and being satisfied with the policy. The factors related to a positive attitude of the RTMSs towards remaining in rural areas included being female, having a rural origin, having no regular family monthly income, having a father whose occupation was farmer, having a mother educated at the level of postsecondary or above, having the RTMSs be the final arbiter of the policy choice, having a good understanding of the policy, having a good cognition of the value of rural medical work, and being satisfied with the educational scheme. CONCLUSIONS Related policy makers and health workforce managers may benefit from the findings of this study. Appropriate strategies should be implemented to stimulate the RTMSs' intrinsic motivation and improve their willingness to work in rural areas and to better achieve the objectives of RTME policy. Meanwhile, measures to increase the retention of RTMSs should also be advanced.
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Affiliation(s)
- Jinlin Liu
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China
| | - Kun Zhang
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China
- Xi’an Health and Family Planning Commission, Xi’an, China
| | - Ying Mao
- School of Public Policy and Administration, Xi’an Jiaotong University, Xi’an, China
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Affiliation(s)
- L Zibarras
- Work Psychology Group, Derby, UK
- Department of Psychology, University of London, London, UK
| | - F Patterson
- Work Psychology Group, Derby, UK
- University of Cambridge, Cambridge, UK
| | - R Driver
- Work Psychology Group, Derby, UK
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Sheikh ASF, Mohamed MA. Comparison of current recruitment process for specialty or residency training in UK and USA. Hosp Pract (1995) 2018; 46:56-57. [PMID: 29320310 DOI: 10.1080/21548331.2018.1426338] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
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Raymond C, Profetto-McGrath J, Myrick F, Strean WB. Process Matters: Successes and Challenges of Recruiting and Retaining Participants for Nursing Education Research. Nurse Educ 2018; 43:92-96. [PMID: 28715347 PMCID: PMC5839709 DOI: 10.1097/nne.0000000000000423] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/07/2017] [Indexed: 11/25/2022]
Abstract
Researchers who study nursing education encounter difficulty when trying to recruit and retain nurse educator participants. Researchers would benefit from knowing more about effective and ineffective sampling strategies and methods to increase the efficiency of the research process. This article outlines the struggles and successes encountered with a mixed methods study that examined nurse educators' critical thinking. Specific examples are interwoven with current literature to uncover some important insights and future recommendations for researchers in nursing education.
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Affiliation(s)
- Christy Raymond
- Author Affiliations: Acting Associate Dean, Assistant Professor, Faculty of Nursing, MacEwan University (Dr Raymond), Edmonton, Alberta; and Assistant Adjunct Professor (Dr Raymond), Vice Dean and Professor (Dr Profetto-McGrath), and Faculty Emerita (Dr Myrick), Faculty of Nursing, and Professor (Dr Strean), Faculty of Physical Education and Recreation, University of Alberta, Edmonton, Canada
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Medical Teacher in Ten Minutes. Med Teach 2018; 40:1-2. [PMID: 29345209 DOI: 10.1080/0142159X.2018.1405870] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
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Marrelli T. Becoming a Home Care Clinician or Manager Information Needed for Success. Home Healthc Now 2018; 36:20-28. [PMID: 29298193 DOI: 10.1097/nhh.0000000000000629] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
This chapter is an excerpt from Home Care Nursing: Surviving in an Ever-Changing Care published by Sigma Theta Tau International (Marrelli and Associates, Inc., 2017) and has been significantly condensed for purpose of publication in Home Healthcare Now. For more information about this book, Home Care Nursing: Surviving in an Ever-Changing Care Environment. Please visit Nursing Knowledge International at https://www.nursingknowledge.org/home-care-nursing-surviving-in-an-ever-changing-care-environment.html.
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Ballejos MP, Olsen P, Price-Johnson T, Garcia C, Parker T, Sapién RE, Romero-Leggott V. Recruiting American Indian/Alaska Native Students to Medical School: A Multi-Institutional Alliance in the U.S. Southwest. Acad Med 2018; 93:71-75. [PMID: 29045274 DOI: 10.1097/acm.0000000000001952] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
PROBLEM Despite national efforts to diversify the physician workforce, American Indian/Alaska Native (AI/AN) individuals have the least representation of all major racial and ethnic groups. Limited resources at state medical schools present institution-level recruitment challenges. Unified efforts to engage AI/AN students in premedical education activities are needed. APPROACH The medical schools at the Universities of Arizona (Phoenix and Tucson), Colorado, New Mexico, and Utah identified a collective need to increase student diversity, particularly with regard to AI/AN students. The schools partnered with the Association of American Indian Physicians to support AI/AN students applying to medical school and to grow the overall AI/AN applicant pool. Each year from 2011 to 2016, these institutions hosted a two-day preadmissions workshop (PAW) to prepare participants for applying to medical school. OUTCOMES From 2011 to 2016, 130 AI/AN students participated in the PAWs. Of these, 113 were first-time attendees, 15 participated on two separate occasions, and 1 participated on three separate occasions. Nineteen (21%) of the 90 first-time participants from 2011 to 2015 matriculated to a U.S. medical school in the past five years. Twenty-two of 23 participants (96% response rate) in 2016 responded to the postworkshop survey. Results indicated that interview preparation, individual consultation, and writing preparation ranked as the three most beneficial sessions/activities. NEXT STEPS Standardized evaluation of future PAWs will identify best practices for recruiting AI/AN students to medical school, and future initiatives will include more robust measures of success.
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Affiliation(s)
- Marlene P Ballejos
- M.P. Ballejos is assistant professor in family and community medicine and assistant dean for admissions, University of New Mexico School of Medicine, Albuquerque, New Mexico. P. Olsen is executive director, Association of American Indian Physicians, Oklahoma City, Oklahoma. T. Price-Johnson is research assistant professor in family and community medicine and executive director of admissions, University of Arizona College of Medicine, Tucson, Arizona. C. Garcia is academic advisement specialist, University of New Mexico School of Medicine, Albuquerque, New Mexico. T. Parker is associate professor of family and community medicine and associate vice chancellor for American Indian health research and education, University of New Mexico Health Sciences Center, Albuquerque, New Mexico. R.E. Sapién is distinguished professor of emergency medicine and pediatrics and associate dean for admissions, University of New Mexico School of Medicine, Albuquerque, New Mexico. V. Romero-Leggott is professor of family and community medicine and vice chancellor for diversity, University of New Mexico Health Sciences Center, Albuquerque, New Mexico
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Parlier AB, Galvin SL, Thach S, Kruidenier D, Fagan EB. The Road to Rural Primary Care: A Narrative Review of Factors That Help Develop, Recruit, and Retain Rural Primary Care Physicians. Acad Med 2018; 93:130-140. [PMID: 28767498 DOI: 10.1097/acm.0000000000001839] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/05/2023]
Abstract
PURPOSE To examine the literature documenting successes in recruiting and retaining rural primary care physicians. METHOD The authors conducted a narrative review of literature on individual, educational, and professional characteristics and experiences that lead to recruitment and retention of rural primary care physicians. In May 2016, they searched MEDLINE, PubMed, CINAHL, ERIC, Web of Science, Google Scholar, the Grey Literature Report, and reference lists of included studies for literature published in or after 1990 in the United States, Canada, or Australia. The authors identified 83 articles meeting inclusion criteria. They synthesized results and developed a theoretical model that proposes how the findings interact and influence rural recruitment and retention. RESULTS The authors' proposed theoretical model suggests factors interact across multiple dimensions to facilitate the development of a rural physician identity. Rural upbringing, personal attributes, positive rural exposure, preparation for rural life and medicine, partner receptivity to rural living, financial incentives, integration into rural communities, and good work-life balance influence recruitment and retention. However, attending medical schools and/or residencies with a rural emphasis and participating in rural training may reflect, rather than produce, intention for rural practice. CONCLUSIONS Many factors enhance rural physician identity development and influence whether physicians enter, remain in, and thrive in rural practice. To help trainees and young physicians develop the professional identity of a rural physician, multifactorial medical training approaches aimed at encouraging long-term rural practice should focus on rural-specific clinical and nonclinical competencies while providing trainees with positive rural experiences.
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Affiliation(s)
- Anna Beth Parlier
- A.B. Parlier was research project coordinator, Center for Research, Mountain Area Health Education Center, Asheville, North Carolina, at the time of writing. As of August 2017, she will be a graduate student, Psychology Department, Virginia Commonwealth University, Richmond, Virginia. S.L. Galvin is director of research, Center for Research, Mountain Area Health Education Center, Asheville, North Carolina, and adjunct assistant professor, Department of Obstetrics and Gynecology, University of North Carolina at Chapel Hill School of Medicine, Chapel Hill, North Carolina. S. Thach is director of clinical and community outreach, Western North Carolina Rural Health Initiative, Mountain Area Health Education Center, Asheville, North Carolina. D. Kruidenier is research and clinical librarian, Center for Research, Mountain Area Health Education Center, Asheville, North Carolina. E.B. Fagan is chief education officer, Mountain Area Health Education Center (MAHEC), assistant program director, Family Medicine Residency Program, MAHEC, and assistant medical director, Department of Family Medicine, MAHEC, Asheville, North Carolina. He is also associate professor, University of North Carolina at Chapel Hill School of Medicine, Chapel Hill, North Carolina
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Affiliation(s)
- Lynne Wigens
- Lynne Wigens is the regional chief nurse for NHS England Midlands and East and a visiting professor of nursing at the University of Suffolk
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Abstract
Trained and dedicated anaesthetic assistance is regarded as an essential prerequisite for the delivery of a minimum standard of care. A recent report from the Scottish Medical and Scientific Advisory Committee sets out a strategy for recruitment, training and retention of anaesthetic assistants in Scotland.
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Affiliation(s)
- John Cameron Howie
- Division of Clinical Support Services, Victoria Infirmary, South Glasgow, University Hospital Trusts
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Jay Miller J, Benner K, Thrasher S, Pope N, Dumas T, Damron LJ, Segress M, Niu C. Planning a mentorship initiative for foster parents: Does gender matter? Eval Program Plann 2017; 64:78-84. [PMID: 28551273 DOI: 10.1016/j.evalprogplan.2017.05.009] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/27/2017] [Revised: 03/23/2017] [Accepted: 05/06/2017] [Indexed: 06/07/2023]
Abstract
Despite the use of mentoring programs in fields such as business, career training, and youth development, little is known about how mentoring can be used to train and support new foster parents. This paper describes how Concept Mapping was used with current foster parents to develop a conceptual framework suitable to plan a foster parent mentor program. A secondary aim of this study was to explore priority differences in the conceptualization by self-reported gender (foster mothers vs. foster fathers). Participant data was collected via three qualitative brainstorming sessions, and analyzed using non-metric multidimensional scaling and hierarchical cluster analysis. Findings indicate that foster parents participating in this study conceptualized effective mentor programs via a seven cluster solution. Study results also showed no significant differences in cluster ratings by gender. Implications for practice and program planning are identified, as well as areas for future research.
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Affiliation(s)
- J Jay Miller
- Training Resource Center, University of Kentucky College of Social Work, United States.
| | - Kalea Benner
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Shawndaya Thrasher
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Natalie Pope
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Tamikia Dumas
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Larry J Damron
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Melissa Segress
- Training Resource Center, University of Kentucky College of Social Work, United States
| | - Chunling Niu
- Training Resource Center, University of Kentucky College of Social Work, United States
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Evans N. There's more to staff recruitment than pay: NHS Improvement. Nurs Manag (Harrow) 2017; 24:8-9. [PMID: 28853672 DOI: 10.7748/nm.24.5.8.s8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Retaining staff remains a major problem for the NHS. Over the past six years the proportion of nurses leaving the health service has risen by one quarter, to top 10% in 2016.
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Iacobucci G. Is it possible to recruit 21 000 extra staff for mental health services? BMJ 2017; 358:j3880. [PMID: 28811276 DOI: 10.1136/bmj.j3880] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
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Abstract
The transition from undergraduate medical education to graduate medical education (GME) involves a process rooted in the final year of medical school. Students file applications through the Electronic Residency Application Service platform, interview with residency training (i.e., GME) programs from which they have received invitations, and generate a rank-ordered preference list. The National Resident Matching Program reconciles applicant and program rank lists with an eye towards matching students and GME programs. This process has effectively served generations of graduating medical students. However, the past several decades have seen an intensification of the residency placement process that is exemplified by an inexorable increase in the number of applications filed and number of interviews accepted and attended by each student. The authors contend that this trend has untoward effects on both applicants and departments that are home to GME programs. Relevant information in the peer-reviewed literature on the consequences and benefits of the intensification of the residency placement process is scant. The authors address factors that may contribute to the intensity of the residency placement process and the relative paucity of data. They propose approaches to reverse current trends, and conclude that any reevaluation of the process will have to include the generation of outcome data to afford medical educators the opportunity to explore changes in an evidence-based manner.
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Affiliation(s)
- Philip A Gruppuso
- P.A. Gruppuso is professor of pediatrics, professor of molecular biology, cell biology, and biochemistry (research), and professor of medical science, Warren Alpert Medical School, Brown University, Providence, Rhode Island. E.Y. Adashi is professor of medical science and former dean of biology and medicine, Warren Alpert Medical School, Brown University, Providence, Rhode Island
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VanOrder T, Robbins W, Zemper E. Residency Program Directors' Interview Methods and Satisfaction With Resident Selection Across Multiple Specialties. J Am Osteopath Assoc 2017; 117:226-232. [PMID: 28346603 DOI: 10.7556/jaoa.2017.040] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
Abstract
CONTEXT Competition for postdoctoral training positions is at an all-time high, and residency program directors continue to have little direction when it comes to structuring an effective interview process. OBJECTIVES To examine whether a relationship existed between interview methods used and program director satisfaction with resident selection decisions and whether programs that used methods designed to assess candidate personal characteristics were more satisfied with their decisions. METHODS Residency directors from the Statewide Campus System at the Michigan State University College of Osteopathic Medicine were invited to complete a 20-item survey regarding their recent interview methods and proportion of resident selections later regretted. Data analyses examined relationships between interview methods used, frequency of personal characteristics evaluated, and subsequent satisfaction with selected residents. RESULTS Of the 186 program director surveys distributed, 83 (44.6%) were returned, representing 11 clinical specialty areas. In total, 69 responses (83.1%) were from programs accredited by the American Osteopathic Association only, and 14 (16.9%) were from programs accredited dually by the American Osteopathic Association and Accreditation Council for Graduate Medical Education. The most frequent interview method reported was faculty or peer resident interview. No statistically significant correlational relationships were found between type of interview methods used and subsequent satisfaction with selected residents, either within or across clinical specialties. Although program directors rated ethical behavior/honesty as the most highly prioritized characteristic in residents, 27 (32.5%) reported using a specific interview method to assess this trait. Program directors reported later regrets concerning nearly 1 of every 12 resident selection decisions. CONCLUSION The perceived success of an osteopathic residency program's interview process does not appear to be related to methods used and is not distinctively different from that of programs dually accredited. The findings suggest that it may not be realistic to aim for standardization of a common set of best interview methods or ideal personal characteristics for all programs. Each residency program's optimal interview process is likely unique, more dependent on analyzing why some resident selections are regretted and developing an interview process designed to assess for specific desirable and unwanted characteristics.
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Hertz KT, Ullman A. 10 golden rules for successful medical practice recruiting. MGMA Connex 2017; 17:43. [PMID: 30358264] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
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Critical care nurse recruitment: a BACCN forum. Nurs Crit Care 2015; 20:109. [PMID: 25704547 DOI: 10.1111/nicc.12164_2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Abstract
The British NHS faces major challenges recruiting, motivating and retaining staff in a period of sustained growth and change. This paper examines the prevalence of skill shortages and organisations’ coping strategies, as well the factors that motivate staff in the workplace and in the NHS in particular. It argues that the evidence base for informed policy-making needs radical improvement. It then considers a number of approaches to pay that are being used or suggested to attract, motivate and retain staff. These include performance pay, team pay and local pay determination, as well as considering broader factors such as morale and staff development. The paper then draws together some conclusions for policy-makers. These argue that better evidence is needed as to what is happening in the public sector labour market in order to frame appropriate responses and that thorough evaluation of policy initiatives is necessary to establish their utility before their widespread implementation.
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Affiliation(s)
- Richard Pearson
- Institute for Employment Studies, Mantell Building, Falmer, Brighton BN1 9RF, UK
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Lake DM, Allen PE, Armstrong ML. Capitalizing on Military Nurse Skills for Second-Career Leadership and Staff Development Roles. J Contin Educ Nurs 2016; 47:503-510. [PMID: 27783832 DOI: 10.3928/00220124-20161017-09] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/10/2016] [Accepted: 08/01/2016] [Indexed: 11/20/2022]
Abstract
Nursing continues to face professional workforce and diversity shortage problems. This article advocates for examining an untapped resource-the consideration of applicants for nursing leadership and educational positions in civilian health care organizations. This untapped resource is highly qualified, already retired (or going to be separated) military nurse officers (MNOs) who possess extensive health care knowledge, as well as distinctive ethnicity and gender composition. Clinical educators, as part of the organizational leadership, can play an important role in assisting the MNO civilian position assimilation because they come from a structured and unique cultural environment. Several innovative preparatory strategies are proposed to highlight the organization's support and commitment regarding preselection, recruiting, hiring, and mentoring, including the use of a specific navigational mentor to achieve the necessary acquired cultural assimilation for the MNO's success, satisfaction, and retention. J Contin Educ Nurs. 2016;47(11):503-510.
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