Faculty Appointments Research Articles

The Center for Health Outcomes in Medicine Scholarship and Service (HOMES): Fostering and Supporting Physician-Initiated Research

Abstract Problem The U.S. physician scholar workforce, currently comprising less than 1.5% of U.S. physicians, continues to decrease, threatening national status as a global biomedical research leader. Academic medical center (AMC) trends away from tenure-track physician faculty appointments toward clinical faculty appointments have contributed to this decrease, but AMCs have limited strategies to equip clinical faculty to conduct research. Infrastructure fostering clinical faculty research may establish new mechanisms for expanding physician scholar workforce and supporting academic goals of clinical faculty. This article presents one such model, the Center for Health Outcomes in Medicine Scholarship and Service (HOMES), from the Department of Internal Medicine, The Ohio State University College of Medicine. Approach Established in 2019, HOMES provides research infrastructure, support, and mentorship tailored to clinical faculty needs. Multidisciplinary core faculty support research across 5 cores: clinical networks, biostatistics and secondary data, qualitative methods, mixed methods, and research ethics. HOMES services include research consultation, mentorship, microgrants, a training toolkit, and symposia. Outcomes In 4 years, HOMES supported 50 faculty on 99 projects. Forty-five (90%) of these faculty have reported scholarly output, including 127 national presentations, authorship on 41 peer-reviewed articles, and 53 grant submissions. Forty HOMES-supported grant submissions have received funding, and 4 HOMES-supported physicians in training have pursued or plan to pursue AMC research careers. Next Steps HOMES has fostered scholarly productivity among AMC physicians, competitive grant applications, and research focus among physicians in training. As demand for HOMES services increases, HOMES will prioritize projects based on their innovation and research skill development potential. Academic medical centers can apply HOMES lessons through fostering clinical faculty collaboration with multidisciplinary research teams and increasing research training opportunities for residents and fellows. National expansion of funding opportunities dedicated to building biomedical research capacity and expertise among clinical faculty can facilitate sustainable scaling of HOMES-like models.

교원 양성기관의 국악 교육과정 제안 - 사범대학 음악교육과 교육과정을 중심으로

This study seeks to enhance the quality of music teacher education programs in Korea with the goal of cultivating music teachers who can foster a strong sense of national cultural identity and global citizenship among Korean students. By analyzing the music education curricula of nine teacher training colleges in light of the 2022 revised national curriculum and the 2023 basic required courses and fields, this study identifies key challenges and proposes solutions. There are two main issues with the music education curricula in teacher training colleges. First, the courses on gugak do not align with the national curriculum standards, particularly regarding the required basic courses and fields. Second, there is a significant imbalance in the faculty composition of music education departments, with a disproportionately higher number of professors specializing in Western music compared to gugak. To address these issues, the following revisions to the music education curriculum in teacher training colleges are proposed. First, the curriculum should be overhauled to align with the Ministry of Education’s 2022 revised music curriculum and the 2023 basic required courses and fields. Second, the faculty composition of music education departments should be adjusted to reflect the appropriate balance between gugak and Western music as outlined in the national curriculum. Third, the Ministry of Education should implement stronger oversight of music teacher education curricula and faculty appointments to ensure that these proposed changes are effectively implemented.

More women than ever are entering MD-PhD programs. What lies ahead for them?

The earliest MD/PhD programs were small and enrolled mostly men. Here we show that since 2014 there has been a steady increase in the number of women in MD/PhD programs, reaching parity with men in 2023. This change was due to an increase in female applicants, a decrease in male applicants, and an increase in the acceptance rate for women, which had previously been lower than for men. Data from the National MD/PhD Program Outcomes Study show that training duration has been similar for men and women, as have most choices of medical specialties and workplaces. However, women were less likely to have full-time faculty appointments, fewer had NIH grants, and those in the most recent graduation cohort at the time of the survey reported spending less time on research than men. Previously-cited reasons for these differences include disproportionate childcare responsibilities, a paucity of role models, insufficient recognition, and gender bias. Institutions can and should address these obstacles, but training programs can help by preparing their graduates to succeed despite the systemic obstacles. The alternative is a persistent gender gap in the physician-scientist workforce, lost opportunities to benefit from diverse perspectives, and a diminished impact of valuable training resources.

An Innovative, Collaborative, and Transformative Program to Enhance Off-Campus Clinical Faculty Engagement.

Off-campus (volunteer, community-based) clinical faculty, upon whom medical schools heavily depend, are an integral component of medical education. However, challenges hinder their involvement in medical school governance and other activities, including inadequate communication, lack of recognition, high clinical demands that may preclude teaching, and time-consuming non-clinical tasks. While faculty appointments offer benefits like free CME, access to library resources, and email communications, faculty often prioritize potential contributions to their teaching roles over these benefits. Our medical school launched a new initiative to tackle these issues head-on. We established an Office of Faculty Engagement (OFE) that leverages engagement strategies to enhance communication, broaden access to campus resources, and provide tailored rewards for clinicians. We rebranded volunteer clinical faculty as Off-Campus Faculty (OCF) to foster a more interactive relationship and innovative measures, including personalized welcome emails, a dedicated point of contact for OCF, a user-friendly website, regular orientations, faculty development programs, recognition and appreciation events, and exclusive awards. From August 2021 to December 2023, we contacted 587 OCF members; 85 faculty members experienced improved communication. This innovative approach streamlines and personalizes interactions with OCF, enhances their satisfaction, and represents a transformative opportunity to engage and involve OCF in medical education.

Gender Disparity Among Top North American Medical Schools and Their Affiliated Radiology Departments: Medical school vs Radiology - Gender Diverse?

PurposeThis study aimed to evaluate the degree of gender disparity in leadership positions at the top 25 medical schools in North America compared to their affiliated radiology departments. MethodsThe academic rank and leadership appointment of medical school and radiology faculty were obtained from publicly available official websites between June-November 2022. Gender was determined using self-identified pronouns on website biographies. Alternatively, gender API software was used. Finally, SCOPUS Elsevier was used to extract research output metrics including publication counts, citations, and h-indices. Statistical analysis was conducted using the IBM SPSS Statistics version 25 software. Results2216 individuals across 25 medical schools were included in this study. 1301 (58.7%) were part of the medical school and 915 (41.3%) were part of the affiliated radiology departments. Additionally, 1575 (71.1%) were identified as men and 641 (28.9%) as women. Rank biserial correlations showed a significant association between higher academic rank and male gender (rpb = 0.143, p < 0.001) regardless of affiliation (medical school leadership versus radiology faculty); this disparity was largest at the highest academic ranks. Male gender was associated with higher research productivity relative to female gender regardless of affiliation (p < 0.001). There were minimal statistical differences in leadership positions between genders, however the proportion of men holding the position of dean was two times higher than women. ConclusionThe underrepresentation of women in academic medicine is prevalent in the top-ranking medical institutions in North America and disproportionately involves senior academic ranks and leadership positions.

Adopting academic rank in a rural community practice affiliated with an academic medical center

BackgroundUnited States rural community-based practices are increasingly participating in undergraduate and graduate medical education to train the workforce of the future, and are required or encouraged to provide academic appointments to physicians who have typically not held an academic appointment. Mechanisms to identify faculty and award academic appointments across an entire health system have not been reported.MethodsOur rural community regional practice identified academic appointments as important for participating in medical education. Over a three-year period, our regional leadership organized a formal education committee that led a variety of administrative changes to promote the adoption of academic rank. Data on attainment of academic appointments was obtained from our Academic Appointment and Promotion Committee, and cross referenced with data from our regional human resources department using self-reported demographic data.ResultsWe describe a successful adoption strategy for awarding academic rank in a rural regional practice in which the percentage of physician staff with academic rank increased from 41.1 to 92.8% over a 3-year period.ConclusionsOur experience shows that process changes can rapidly increase and then sustain academic appointments for physicians over time. More rural health systems may want to consider the use of academic rank to support educational programs while enhancing physician satisfaction, recruitment and retention.

Industry relationships with interventional radiologists: Who are the high payment physicians?

PurposeTo identify characteristics of interventional radiologists receiving more than $100,000 in general industry payments over a 5-year period (2017-2021). MethodsThe Open Payments database was queried to identify interventional radiologists who received more than $100,000 in consulting fees, speaker fees, education, and/or gifts over a 5-year period from 2017 to 2021. The national provider identifier registry, Scopus, and a web-based search were used to identify physician characteristics, such as demographics, research profile, leadership positions, and social media presence. ResultsFrom 2017-2021, 125 interventional radiologists received cumulative payments greater than $100,000 in consulting fees, speaker fees, education, and gifts. For this subset of physicians, the median (IQR) cumulative payment value was $214,380 ($141,812 - $383,740), and the total payment value was $40 million. While the highest-paid subset of physicians represented only 3 % (125/4272) of all US interventional radiologists paid by industry, the total payment value represented 66 % ($40,039,610.08/$60,859,025) of the total payment value among all interventional radiologists. 47 % (59/125) had faculty appointments and 30 % (37/125) had hospital leadership positions. 22 % (27/125) were clinical practice guideline authors, while 18 % (23/125) served on journal editorial boards and 12 % (15/125) had positions in specialty association leadership. Castle Connolly recognized 26 % (32/125) as top doctors. Among the 96 % (120/125) with published research in the past 5 years, the median (IQR) H-index was 17 (7-31). 38 % (48/125) had a presence on Twitter with a median (IQR) Kardashian index of 2.03 (0.48-6.16). ConclusionA small subset of interventional radiologists receive large payments from drug and medical device companies. These physicians are leaders in their field with influence in hospitals, research, associations, and social media. Further work is needed to understand how the concentration of these payments affects decisions in clinical practice and policy.

Integration of Clinical Trial Development in Hematology-Oncology Fellowship Training.

Several barriers to physicians becoming clinical investigators exist, including inexperience, lack of available mentors, and inconsistent instructive approaches with varying degrees of participation during training. These barriers cause fewer hematology-oncology fellows to pursue academic careers. A consensus is needed on structuring education in clinical investigation paired with active participation in development of a clinical trial guided by a mentor with the goal of increasing fellow interest in clinical research and pursuit of careers in academic medicine. The clinical trial development (CTD) program was initiated at Washington University School of Medicine in St. Louis in 2002 as a hands-on learning experience for hematology and oncology fellows in the design, implementation, and publication of clinical trials. Each fellow was required to identify a mentor and propose at least 1 prospective investigator-initiated clinical trial. At the time of data abstraction in July 2023, 118 fellows had participated in the CTD program and initiated protocols in a variety of areas according to their interests. Fellows were included in data abstraction if their fellowship began in 2002 through 2021; the program is ongoing, and the most recent class will graduate in 2024. Disease types were evenly distributed between solid tumor oncology (60 [51%]) or classic and malignant hematology (58 [49%]). Ninety-three fellows (79%) obtained institutional review board approval, and 60 (65%) published their results. Among graduating fellows, 67 (66%) secured an academic faculty appointment. Fellows with institutional review board-approved projects had significantly higher odds of obtaining an academic faculty appointment (odds ratio, 4.96; 95% confidence interval, 1.54, 15.98; P = .007).Next StepsNext steps will be to further evaluate the effect of the mentorship network on early career productivity of trainees that graduate and the feasibility of extending the program to another institution.

Building a robust pharmacy research program: Reflections from a large healthcare system not affiliated with a college of pharmacy

AbstractProfessional standards for academic health care system pharmacy departments and clinical pharmacists advocate for research and scholarly activities. Developing and sustaining a research program in a clinical pharmacy department is challenging. Over the span of a decade, a robust pharmacy research program was developed in an academic medical center not affiliated with a college of pharmacy. The aim of this manuscript is to provide a framework suitable for scaling research in pharmacy departments within an academic medical center. Objectives to accomplish the aim includes describing the structure and evolution of the clinical pharmacy department research program, listing measurable outputs and achievements of the pharmacists and the program and describing the barriers encountered and solutions that were enacted to overcome them. Elements critical to building and sustaining a research program in the pharmacy department included long‐term commitment from within the department, a departmental research infrastructure, support from institutional leadership, research funding from the institution, and a growth mindset in accordance with company initiatives to support evolving research needs. A research curriculum was developed for pharmacy residents and pharmacists, created electronic tools for research proposal scientific reviews and allocation of funds, and established departmental research career development awards that allowed for protected time to pursue research and professional development. Over the first 10 years of the program, publication rates grew more than three‐fold, faculty appointments and promotions increased approximately five‐fold, and pharmacist investigators obtained extramural federal funding. Further offsetting clinical workload relative to dedicated research time remains a challenge. The experience and success at this academic medical center suggest it is feasible to develop a robust, sustainable clinical pharmacy department research program.

Evolving from public health libraries as a place to focus on public health librarian expertise.

This article describes the evolution of academic public health library services from standalone academic public health libraries in 2004 to centralized services by 2021. Five public health libraries serving public health graduate programs (SPH) at public and private institutions were visited in 2006-07. Visits comprised tours, semi-structured interviews with librarians and local health department staff, and collecting of contemporary print documents. We compiled and compared visit notes across libraries. In 2022, we reviewed online materials announcing library closure or transition for timing and how services were to be subsequently provided. Libraries and SPH were co-located and most librarians maintained public health expertise though they did not have faculty appointments in their SPHs. Specialized statistical and geographic information systems (GIS) software and data were provided in partnership, often with other system libraries. Only two libraries had strong connections to health departments-one with direct service agreements and another engaged in public health training. Academic public health libraries' relationships with SPHs and health departments did not ensure their existence as standalone entities. Following a national trend for branch libraries, public health information services were centralized into larger health or science libraries. The scope and specialization of librarian expertise continues to be valued with several institutions having librarians dedicated to public health.

Gender and Pathways to Leadership in Academic Anesthesiology: A Qualitative Content Analysis of US Chairpersons' Curricula Vitae.

Women are underrepresented in medicine and academic anesthesiology, and especially in leadership positions. We sought to characterize career achievement milestones of female versus male academic anesthesiology chairs to understand possible gender-related differences in pathways to leadership. We conducted a retrospective observational cross-sectional analysis. In November 2019, curricula vitae (CVs) were requested from then-current members of the US Association of Academic Anesthesiology Chairs. Data reflecting accomplishments up to the time of chair appointment were systematically extracted from CVs and analyzed using a mixed methods approach with qualitative content analysis supplemented by descriptive statistics and bivariate statistical testing. Missing data were not imputed. Seventy-two CVs were received from eligible individuals (response rate 67.3%). The respondent sample was 12.5% women (n = 9), 87.5% men (n = 63), and no transgender or nonbinary people; this is similar to the known gender balance in anesthesiology chairs in the United States. No statistically significant differences in objective markers of academic achievement at the time of chair appointment were evident for female versus male chairs, including time elapsed between the first faculty appointment and assumption of the chair role (median 25 vs 18 years, P = .06), number of publications at the time the chair was assumed (101 vs 69, P = .28), or proportion who had ever held a National Institutes of Health (NIH) grant as principal investigator (44.4% vs 25.4%, 0.25). Four phenotypes of career paths were discernible in the data: the clinician-administrator, the educator, the investigator, and the well-rounded scholar; these did not differ by gender. Female chairpersons who were members of the Association of Academic Anesthesiology Chairs in the United States demonstrated similar patterns of academic achievement as compared to male chairpersons at the time the position of chair was assumed, suggesting that they were equally qualified for the role as compared to men. Four patterns of career achievements were evident in the chairperson group, suggesting multiple viable pathways to this leadership position.

Charity Scott: Teacher, Mentor, Collaborator, Interdisciplinarian.

Charity Scott brought health law to Georgia State College of Law in the fall of 1987. Through her faculty appointment, along with her boundless energy and intellectual curiosity, she set herself on an odyssey. She began by teaching a single general health law class. This beginning led to the development of a full curriculum in the field, complete with experiential learning opportunities and a certificate in health law program. In addition to creating learning and career opportunities in health law for law students, her development of the Center for Health, Law and Society created academic opportunities for leading health law faculty.

Variability and Inconsistency of Titles for Part-time Faculty Appointments at US Medical Schools

Variability and Inconsistency of Titles for Part-time Faculty Appointments at US Medical Schools

The Effect of Underrepresented Minority Mentorship on Orthopaedic Spine Surgery Recruitment and Diversity: A 20-Year Analysis at a Single Institution.

Despite national efforts to increase diversity and inclusion, underrepresented minority (URM) representation among orthopaedic spine surgery faculty remains low. Research has shown that URM trainees are more likely to pursue surgical careers when they have access to URM mentors. The purpose of this study was to explore the influence of URM representation among spine faculty on the rate of URM orthopaedic residents pursuing spine surgery fellowships. From 2004 to 2023, data were collected from each residency class at our academic institution: residency year, number of residents per class (total and URM), and number of residents applying to spine surgery fellowships. These ethnicities were considered URM: Black or African American, Hispanic or Latino, and Native American. In 2018, two African American spine faculty were hired. Data were compared between Before and After their arrival. A subanalysis was done to include a period of increasing URM recruitment (2012 to 2018). Binary logistic regression analysis evaluated associations between appointment of URM faculty and fellowship choice of URM residents. Two hundred fifty-six residents were included. Thirty-one total URM residents were in the program during the study period (12.1%). Overall, URM representation in the program increased over time [OR: 1.1, 95% CI: 1.1 to 1.2], whereas residents applying to spine surgery fellowships did not change [OR: 1.0, 95% CI: 1.0 to 1.1]. Comparing Before-2012 and 2012 to 2018 groups with the After-2018 group demonstrated a significant difference in the proportion of URM residents applying to spine surgery fellowships after the hiring of URM spine faculty (0.0% versus 23.1% versus 74.1%; P = 0.001). This retrospective study provides empirical evidence of the importance of URM representation among orthopaedic spine surgery faculty and the potential effect on URMs pursuing orthopaedic fellowships. Institutions should consider prioritizing the representation of URM faculty in spine surgery to address the lack of current and future diversity in the field. III.

Gender imbalances among top-cited scientists across scientific disciplines over time through the analysis of nearly 5.8 million authors.

We evaluated how the gender composition of top-cited authors within different subfields of research has evolved over time. We considered 9,071,122 authors with at least 5 full papers in Scopus as of September 1, 2022. Using a previously validated composite citation indicator, we identified the 2% top-cited authors for each of 174 science subfields (Science-Metrix classification) in 4 separate publication age cohorts (first publication pre-1992, 1992 to 2001, 2002 to 2011, and post-2011). Using NamSor, we assigned 3,784,507 authors as men and 2,011,616 as women (for 36.1% gender assignment uncertain). Men outnumbered women 1.88-fold among all authors, decreasing from 3.93-fold to 1.36-fold over time. Men outnumbered women 3.21-fold among top-cited authors, decreasing from 6.41-fold to 2.28-fold over time. In the youngest (post-2011) cohort, 32/174 (18%) subfields had > = 50% women, 97/174 (56%) subfields had > = 30% women, and 3 subfields had = <10% women among the top-cited authors. Gender imbalances in author numbers decreased sharply over time in both high-income countries (including the United States of America) and other countries, but the latter had little improvement in gender imbalances for top-cited authors. In random samples of 100 women and 100 men from the youngest (post-2011) cohort, in-depth assessment showed that most were currently (April 2023) working in academic environments. 32 women and 44 men had some faculty appointment, but only 2 women and 2 men were full professors. Our analysis shows large heterogeneity across scientific disciplines in the amelioration of gender imbalances with more prominent imbalances persisting among top-cited authors and slow promotion pathways even for the most-cited young scientists.

Gender trends in dentistry: Dental faculty and academic leadership.

Gender equality in the healthcare workforce has been a topic of discourse for many decades. In dental academia, women's representation of enrolled students and faculty has risen consistently since the 1980s. However, women in faculty leadership positions may still be lagging when compared to men. The purpose of this study was to evaluate the number of women who occupy the upper echelons of academic rank and title by analyzing cross-referenced data from the American Dental Association and the American Dental Education Association on women dental school graduates in relation to academic appointments. Gender distribution in rank, title, and appointments in the decade from 2011 to 2019, as well as percentage of women graduates over the same period, were collected for descriptive statistics. Multiple linear regression analysis, Cochran Armitage, and chi-square tests were conducted to examine trends over the years and to determine significant differences in overall percentages (p<0.05). The total women faculty percentages ranged from 36% to 40%. While the lower-level rank of instructor retained a higher representation of women (56%-65%), the higher rank of professor had disproportionately lower women percentages (18%-26%). Graduates, full-time faculty, lower-level academic ranks, and higher-level academic ranks for women followed similar upward trends that were statistically significant (p<0.05). When comparing the different groups against each other, the annual increase in women DMD/DDS graduate percentage was higher than women full-time faculty (0.28%), instructor rank (0.92%), professor rank (0.50%), and department chair appointments (0.49%). Our data show that women are still underrepresented at higher academic ranks. However, the upward trends for professors, assistant deans, and program chairs suggest that in recent years, more women faculty may have been encouraged, mentored, or offered higher administrative positions in academic institutions.

Academic career progression in AANS/CNS Spine Section award recipients.

The American Association of Neurological Surgeons (AANS)/Congress of Neurological Surgeons (CNS) Joint Spine Section awards highlight outstanding abstracts submitted to the AANS/CNS Section on Disorders of the Spine and Peripheral Nerves by trainees interested in spine surgery, although the academic trajectory of awardees has not been studied. The aim of this study was to assess the academic career progression of prior recipients of the Journalistic and Academic Neurosurgical Excellence (JANE), Mayfield, and Kuntz research awards. Prior JANE, Mayfield, and Kuntz award recipients were identified using awardee records accrued between 1984 and February 2022. Awardee sex, country of residence, specialty, subspecialty focus, and current academic appointment status (if applicable) were searched online. Awardee h-indices and number of peer-reviewed publications were assessed via Google Scholar profiles (or Scopus if unavailable) and PubMed, respectively. Receipt of federal research funding as principal investigator (PI) was determined using the websites of the National Institutes of Health, the National Science Foundation, and the Department of Defense Congressionally Directed Medical Research Programs. The abstract-to-publication rate was assessed. A total of 7 JANE awards, 57 Mayfield awards, and 149 Kuntz awards were identified. Of the JANE awardees, all recipients were male. Of the 4 unique JANE awardees who completed training, 2 (50.0%) held academic appointments at the time of the study. All of the JANE abstracts were published in peer-reviewed journals. The mean h-index of all JANE awardees was 28 and the mean number of publications was 126. None of the awardees have received federal research funding. Of the Mayfield awards, 98.2% were awarded to males. Of the 43 unique Mayfield awardees who completed training, 20 (46.5%) held faculty appointments at academic medical centers. All of the Mayfield abstracts since 2011 were published in peer-reviewed journals. The mean h-index of all Mayfield awardees was 26 and the mean number of publications was 82. Five Mayfield awardees received National Institutes of Health funding as PI, and 7 awardees received Department of Defense funding as PI. Of the Kuntz awards, 95.3% were awarded to males. Most awards were given to current residents and fellows (46.3%). Of the 55 unique Kuntz awardees who completed training, 31 (56.4%) held faculty appointments at academic medical centers. The abstract-to-publication rate of the total Kuntz abstracts was 70.5%. The mean h-index of all Kuntz awardees was 15 and the mean number of publications was 58. Five Kuntz awardees (3.4%) received federal research funding as PI. Many recipients of the JANE, Mayfield, and Kuntz Joint Spine Section awards have successfully translated award abstracts into peer-reviewed publications. Furthermore, approximately one-third of the awardees are active in academic neurosurgery, with some having secured federal research funding.

Integration of clinical trial development in hematology and oncology fellowship training: Washington university school of medicine experience.

11012 Background: Education in clinical trial design and development is highly variable among Hematology and Medical oncology fellowship programs. The Clinical Trial Development (CTD) program at Washington University in St. Louis (WUSM) is an experiential learning curriculum designed to provide a structured and personalized education to fellows about clinical investigation in Hematology and Oncology. We describe the results of the CTD program and its impact on subsequent academic faculty appointments. Methods: The CTD program was initiated at WUSM in 2002 as a hands-on learning experience for Hematology and Oncology fellows in the design, implementation, evaluation, and publication of clinical trials. Each fellow was required to identify a mentor in their first year of training and propose at least one CTD project, determined as a prospective investigator-initiated clinical trial involving human subjects or materials. Outcome data were collected from an internal registry of fellow CTD projects, Clinical Trials Management System (OnCore), PubMed, ClinicalTrials.gov and e-mail inquiries to fellows and mentors. Descriptive statistics were collected for the characteristics of CTD projects, including the phase of study, site (single center or multicenter), disease subtype, projects that received IRB approval, and projects that resulted in publication. Logistic regression and odds ratios (OR) were also used to assess the association between these characteristics and academic faculty appointments. Results: We included 118 fellows who began fellowship from 2002 to 2021 for this analysis with 16 still in training. Many trials were phase I/II (n = 53; 45%), phase I (n = 34; 29%) and phase II trials (n = 17; 14%) and most trials were single center studies (n = 93; 79%). Disease types of the investigations were evenly distributed between Oncology (n = 60, 51%) or Hematology (n = 58, 49%). Most fellows were successful in obtaining IRB approval for their CTD project (n = 93, 79%) and approximately two thirds of those with IRB approval went on to publish their results in peer-reviewed journals (n = 60, 65%). Forty-five percent of fellows who published their CTD projects were first authors (n = 27) and 38% published in journals with an impact factor of greater than 10. Among the graduating fellows, two-thirds (n = 67, 66%) secured an academic faculty appointment. Fellows with IRB approved CTD projects had significantly higher odds of obtaining an academic faculty appointment (OR 4.96, 95% CI 1.54-15.98, p &lt; 0.05). Conclusions: The CTD program is a well-established clinical investigation program for fellows with a track record of success and impact on subsequent academic faculty appointments. The CTD program is a model that other fellowship programs can emulate for education related to clinical trials.

Research Productivity and Impact of Saudi Academic Ophthalmologists: Trends in H-index, Sex, Subspecialty, and Faculty Appointments

Objectives: This study aimed to assess the scientific output of academic ophthalmologists in the Kingdom of Saudi Arabia in terms of the H-index, sex, subspecialty, and faculty appointments. Methods: This cross-sectional study used data extracted from publicly available sources. Saudi academic ophthalmologists and their academic rankings were identified from their respective university websites. The H-indices were collected from the Scopus, Web of Science, and Google Scholar databases. Descriptive, univariate, and multivariate analyses were performed to explore the association of the H-index with sex, academic ranking, and subspecialty. Results: A total of 93 Saudi academic ophthalmologists were included in the study. Men comprised 77% of the academic positions and tended to have higher academic positions than women. The mean H-indices for men and women were 5.04±5.21 and 4.19±4.31, respectively (p=0.54). The mean H-indices of lecturers, assistant professors, associate professors, and professors were 1±0.1, 3.06±3, 7.7±68, and 10±10.25, respectively. The H-index had a positive correlation with a faculty appointment with an unadjusted beta coefficient for professors of 8.264 (95% CI, 5.967 to 10.560) (p&lt;0.001). Ocular pathology and glaucoma were the highest in research productivity, with mean H-indices of 11±9.8 and 7.8±7.5, respectively. Compared with the most common specialties of the cornea and anterior segment, the H-index had a significantly positive correlation with glaucoma and ocular pathology subspecialties at 3.442 and 8.500 unadjusted beta coefficients, respectively (p=0.015 and p=0.004, respectively). The top three subspecialties with female underrepresentation were general ophthalmology, surgical retina, and glaucoma. Conclusion: This study provides insights into the research productivity of Saudi academic ophthalmologists. A high academic ranking was associated with high research productivity, as measured by the H-index. Gender variation was noted in the academic and subspecialty representations.

The ACGME Framework for Medically Underserved Areas and Populations and Graduate Medical Education

The ACGME Framework for Medically Underserved Areas and Populations and Graduate Medical Education