Fellowship Directors Research Articles

Cross-sectional Evaluation of Neurotology Fellowship Directors: A Present-day Snapshot of Leadership.

To identify demographic, training, and career trends of neurotology fellowship directors (FDs). Cross-sectional study. United States. All 26 neurotology FDs identified using the American Neurotology Society (ANS) ACGME Accredited Neurotology Fellowship Program Directory, accessed November 2021. Data were collected via CVs, institutional biographies, and emailed questionnaires. Data collected includes age, gender, race and ethnicity, residency and fellowship training institution, time since training completion until FD, length of time as FD, and Hirsch-index (h-index). Twenty-six FDs were identified, and 17/26 (65.4%) FDs responded to the questionnaire. The majority (23/26; 88.5%) were male. The mean age of male and female FDs was 56 versus 47 years, respectively. Of the 17 that responded to the survey, 82.4% (14/17) self-identified as Caucasian. The mean h-index was 25.4. Older age correlated with a higher h-index (r = 0.46, P = 0.019). The duration (mean ± SD, years) from fellowship graduation to FD appointment was 10.7 ± 8.1 and 6.3 ± 4.8 from institutional hire. Six (23.1%) FDs had secondary graduate degrees, and 9 (34.6%) held a leadership position at a national otolaryngology organization. This observational study assesses demographic data on current neurotology FDs in the United States with an analysis of gender disparities. The objective measures identified can provide a baseline for growth in FD leadership.

Cytopathology fellowship recruitment: historical context, current state, and future considerations.

Fellowship recruitment and retention of a skilled workforce is one of the biggest challenges that not only cytopathology is facing but that the field of pathology in general is being confronted with. There have long been issues with the fellowship recruitment process for both applicants and fellowship directors, including pressure to move the application process earlier and earlier and frustrations stemming from applicants needing to determine different individual timelines and program requirements. The unified timeline for fellowship recruitment was established as an attempt to standardize the recruitment process and to address the key issues of the push for earlier and earlier decision-making, which placed significant anxiety on trainees, as well as the burden on programs of more unexpected openings. While institution of the unified timeline has had many successes, there have been problems as well. Here, we discuss the multifaceted and intertwined factors that affect fellowship recruitment with a review of the historical context and the current setting and with an eye towards future directions. In the end, the issues we are currently facing are complex and there is likely no perfect solution to fixing an inherently broken system. However, the ultimate goal should be in better supporting our trainees' development and promoting a more fair and equitable recruitment process. Only by working together can we optimize the process for both applicants and programs alike.

The 2023 Core Content of advanced emergency medicine ultrasonography

AbstractIn February 2023, the American Board of Emergency Medicine (ABEM) approved modifications to the Advanced Emergency Medicine Ultrasonography (AEMUS) Core Content, which defines the areas of knowledge considered essential for the practice of AEMUS. This manuscript serves as a revision of the AEMUS Core Content originally published in 2014. The revision of the Core Content for AEMUS training aims to establish standardized education and qualifications necessary for AEMUS fellowship program leadership, clinical application, administration, quality improvement, and research. The Core Content provides the organizational framework and serves as the basis for the development of content for the Focused Practice Examination (FPE) administered by ABEM. AEMUS fellowship directors may reference the Core Content when designing AEMUS fellowship curricula to help prepare graduates for the autonomous practice of AEMUS and the FPE. In this article, an updated revision of the previously published AEMUS Core Content is detailed, and the entire development of the Core Content is presented.

Assessing the Impact of Shifting Enfolded Neurosurgery Fellowships to Follow the Chief Resident Experience: National Survey of Program and Fellowship Directors

The neurosurgery chief resident year is traditionally completed during the final residency year; however, a recent directive decried that enfolded fellowships should be undertaken following completion of the chief experience for most fellowships. A national survey was distributed to U.S.-based neurosurgery residency/fellowship directors regarding these changes. We received 135 completed surveys (37% response rate). Respondents tended to feel the new post-chief enfolded fellowship mandate represented positive effects on residency training (58%) and chief experiences (54%)-overall, 47% agreed the changes are net positive, 17% neutral, and 36% negative. In addition, 66% respondents thought the enfolded fellowship was enhanced due to previous completion of the chief year. Most did not feel the directives had a negative impact on resident case minimums completion, total case volumes, or overall case mix during residency; but 64% felt it would reduce post-graduate training. Of those who said the mandate would reduce post-graduate training, 45% thought this would be positive. Throughout all questions, most respondents tended to feel strongly, although with little overall consensus across many of these questions. One area of relative agreement was a 60% preference to allow program discretion for chief/enfolded fellowship training timing-with 41% strongly supporting versus 15% strongly rejecting reversion to program-directed administration. Fervent bimodal opinions exist among residency program and fellowship directors regarding the directives for enfolded fellowships to follow successful completion of the chief resident experience. However, there was broad support for allowing greater program discretion for directing certain enfolded fellowship timing and structure.

Editorial introductions.

Current Opinion in Ophthalmology was launched in 1990. It is one of a successful series of review journals whose unique format is designed to provide a systematic and critical assessment of the literature as presented in the many primary journals. The field of Ophthalmology is divided into nine sections that are reviewed once a year. Each section is assigned a Section Editor, a leading authority in the area, who identifies the most important topics at that time. Here we are pleased to introduce the Journal's Section Editors for this issue. SECTION EDITORS Jimmy K. LeeJimmy K. LeeDr Jimmy Lee specializes in laser vision correction surgery. His surgical expertise also includes complex cataract surgery, anterior segment reconstruction, all forms of corneal transplantation, and limbal stem cell transplantation. Dr Lee's research interests are new technologies in refractive surgery and improving surgical techniques for endothelial keratoplasty (DSAEK and DMEK). A member of the American Academy of Ophthalmology and American Society of Cataract and Refractive Surgery, he has extensively lectured nationally and internationally on these topics. A Phi Beta Kappa graduate from Johns Hopkins University, USA, Dr Lee obtained his medical degree from Cornell University Medical College, USA. Following his residency at Albert Einstein Montefiore Hospital, he completed a fellowship in cornea, external diseases, and refractive surgery at the Wilmer Eye Institute of The Johns Hopkins Hospital and is a Diplomate of the American Board of Ophthalmology. Shahzad I. MianShahzad I. MianShahzad I. Mian, M.D., is a professor of ophthalmology and visual sciences in the University of Michigan Medical School. He also serves the Department as Vice Chair for Clinical Sciences and Learning. Dr. Mian earned his medical degree in 1996 from the Emory University School of Medicine. He then completed a residency at the Wills Eye Hospital of Thomas Jefferson University in Philadelphia. From 2000-02, he was a fellow in cornea and refractive surgery at Harvard Medical School, Massachusetts Eye and Ear Infirmary. He joined the U-M faculty in 2002 and was promoted to associate professor with tenure in 2010. He became professor of ophthalmology and visual sciences in 2016. His research focuses on eye banking, keratoplasty techniques, and ocular graft versus host disease. He served as director of the residency training program between 2004 and 2019 and previously served as fellowship director in the department. In 2003 and 2012, he received the Bergstrom Teaching Award presented by ophthalmology residents. Dr. Mian received the 2007 Anthony Adamis Award for Outstanding Research from the U-M Kellogg Eye Center, and the Senior Achievement Award from the American Academy of Ophthalmology. He received the Straatsma Award for resident education from the Association of University Professors in Ophthalmology in 2017 and the Payton Award for Eye banking from the Eye Bank Association of America in 2019. He serves as the Senior Medical Director for Eversight Eye banks as well as on the Board of Directors. He also serves on the Board of Directors for the Cornea Society and the Eye Bank Association of America. He also serves on the Residency Review Committee for Ophthalmology.

The phenotype of pathology residency program directors

Pathology residency programs vary greatly across the United States. To the authors’ knowledge, little is formally known about the “phenotype” or career pathways of pathology residency program directors (PDs). PDs, former PDs (FPDs), and associate PDs (APDs) were surveyed, aiming to address whether or not dominant phenotypes or pathways to graduate medical education leadership exist. Several trends emerged including: 76% Whites, 70% females, 15% MD/PhDs, and more junior faculty (33% being <5 years in practice, another 24% being in practice <10 years, and 41% assistant professors at time of first PD/APD appointment). Anatomic and clinical pathology-certified individuals represented 79%. Sixty-two percent of respondents were on a nontenure employment track, with only 18% indicating tenure track. For subspecialty focus, cytopathology (25%), transfusion medicine (16%), and hematopathology (14%) represented the most common subspecialties practiced. A majority (65%) had served as a chief resident during residency, and most (61%) of PDs had served as APDs first. Most (60%) had not served as fellowship director. Most (65%) had not participated in any education leadership training, with 27% having participated in certificate programs or other educational professional development. Thematic analysis of perceived key criterion in selection for the role was passion for education, demeanor, emotional intelligence, and willingness to serve the department. This information may influence training or experience pursued by individuals aspiring to pathology graduate medical education leadership, inform chairs on qualities to look for, and supplement future educational sessions of the Association of Pathology Chairs Program Directors Council.

Analysis of AUPO-Compliant Vitreoretinal Surgery Fellowship Directors

We provide an overview of the background and achievements of vitreoretinal surgery fellowship directors. Overall, they have excellent academic records. Women fellowship directors are underrepresented proportionally to current trainees and demographic trends in the field.

The Retention of USUHS Military Physicians: An Exploratory Study

ABSTRACT Background Previously, researchers investigated the career accomplishments of USU medical graduates using the data from a USU alumni survey. To better understand if such accomplishments are related to military retention, the current study investigates the relationship between accomplishments (such as military career milestones and academic achievement) and military retention. Methods Utilizing the responses to the alumni survey sent to USU graduates in the Classes of 1980 to 2017, the researchers investigated the relationship between a series of survey items (e.g., military rank, medical specialties, and operation experiences) and military retention. Results Among the respondents who had a deployment history in support of an operational mission, 206 (67.1%) stayed longer than their initial active duty service or planned on staying longer than their current active duty service commitment. Fellowship directors (n = 65, 72.3%) showed a higher retention rate than other positions. The PHS alumni had the highest retention rate (n = 39, 69%) of the military branches, whereas physicians in medical specialties with higher demand (e.g., otolaryngology and psychiatry) showed less promising retention. Conclusions By conducting future research on underlying reasons as to why full-time clinicians, junior physicians, and physicians in medical specialties with higher demand showed less promising retention, stakeholders will be able to identify what needs to be addressed to retain highly skilled physicians in the military.

Demographics and characteristics of leadership at allergy and immunology fellowships in the U.S. as of 2022

Background: The subspecialty of allergy and immunology (AI) has grown tremendously since the first fellowship programs were developed nearly 80 years ago; however, there is little information with regard to the demographic characteristics and trends in training of fellowship directors (FDs). Objective: Our goal was to analyze the demographic characteristics and pathways in training that have led FDs to advance in the field and train the next generation of allergists and immunologists. Methods: We created a list of all current AI fellowship programs and FDs within the United States. Specific biographical, training, and research information was collected via an Internet search and questionnaire responses. The data were recorded and analyzed in a spreadsheet and unpaired t-tests were performed between male versus female groups for H - index comparison to establish if there was a statistically significant difference. Results: There were 84 total AI fellowship programs with 84 FDs. Forty-one FDs (48.8%) were men and 43 FDs (51.2%) were women; mean age was 51.1 years; and the average age at appointment for men was 45.7 years and for women was 41.4 years, with a statistically significant difference (p = 0.02). Self-reported race and ethnicity (77.4% response rate [n = 65]) were as follows: 55.4% white (n = 36), 23.1% Asian (n = 15), 6.2% biracial (n = 4), 7.7% Middle Eastern (n = 5), 4.6% Hispanic (n = 3), and 3.1% Black (n = 2). The average Hirsch-index (h-index) for FDs was 14.2, with an average of 42.1 publications and 1532.2 citations. The difference between the h-index for the men and for the women was statistically significant, being 17.8 and 11.2 respectively, with p = 0.0143. Conclusion: In AI FDs, women were adequately represented, and men and women were hired at similar ages. There was a statistically significant difference in research output (estimated by the h-index) between men and women. This suggests that research output did not limit women in being appointed as FDs.

Through the Webcam: Impact of Telehealth on Developmental and Behavioral Pediatric Fellowship Training.

The purpose of this study was to examine how fellowship program directors (PDs) and their fellows perceived the impact of telehealth on fellowship education in developmental behavioral pediatrics (DBP) during the COVID-19 pandemic. Two surveys were designed targeting DBP PDs and fellows and were distributed by e-mail from January to May 2021. Surveys consisted of closed-ended and open-ended questions about telehealth's impact on didactics, clinical teaching, and clinical experience. Analyses included descriptive statistics, Fisher's exact test, χ 2 test, and qualitative classical content analysis. A total of 31 PDs (82%) and 62 fellows (51%) responded. Before the pandemic, 0% of programs had fellows do telehealth visits at least weekly vs during the pandemic, and 85% of the programs had fellows conduct telehealth video visits at least once/week ( p < 0.001). PDs and fellows agreed on many advantages of learning through telehealth particularly preceptors giving "real-time" feedback by private text messages and being able to observe fellow-run encounters unobtrusively. Ninety-four percent of fellows and 100% of fellowship directors believe that telehealth should be a formal part of DBP fellowship training even if in-clinic visits are available. Prepandemic and pandemic learning experiences differed significantly. PDs and fellows shared similar perceptions on how telehealth affected fellow education, except how telehealth affected didactics. Institutions varied in how telehealth was used to teach fellows, but many reported they found benefit in giving real-time feedback using chat functions during telehealth appointments. DBP fellowship programs should consider providing specific guidance to effectively teach telehealth to fellows.

PD30-10 TRAINEE SAFETY DURING ENDOUROLOGY PROCEDURES: RESULTS OF A NATIONAL SURVEY OF RESIDENTS AND FELLOWS

You have accessJournal of UrologyCME1 Apr 2023PD30-10 TRAINEE SAFETY DURING ENDOUROLOGY PROCEDURES: RESULTS OF A NATIONAL SURVEY OF RESIDENTS AND FELLOWS Kavita Gupta, Kevin Labagnara, Dima Raskolnikov, Michelle Semins, and Alexander Small Kavita GuptaKavita Gupta More articles by this author , Kevin LabagnaraKevin Labagnara More articles by this author , Dima RaskolnikovDima Raskolnikov More articles by this author , Michelle SeminsMichelle Semins More articles by this author , and Alexander SmallAlexander Small More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003316.10AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Urology trainees are at risk from numerous occupational hazards during endourology procedures including radiation, lasers, urine and blood pathogens, chemicals, and uncomfortable postures. With early awareness and education, personal danger can be reduced. We aimed to characterize and evaluate resident and fellow preparedness and safety for these occupational hazards. METHODS: Urology residents and fellows were surveyed through an online form distributed to residency program directors and endourology fellowship directors in the United States. Data were obtained on radiation/laser safety, protective equipment, ergonomics and personal injuries/exposures. Descriptive statistics were performed. RESULTS: 68 trainees responded including 52 residents (77%) and 16 fellows (24%). Respondents were 69% male, and all AUA sections participated (NY 38%, North Central 18%, Mid Atlantic 12%, Western 10% and other 22%). Respondents performed a median 5 (IQR 4-10) endourology procedures per week. Regarding radiation safety, 65% received formal education (via online module 49%, lecture 32% and/or printed material 7%) and 35% received informal or no training. Nearly all use lead aprons (91% communal and/or 16% personal) and thyroid shields (81% communal and/or 24% personal), but only 50% use dosimeters and 16% use lead glasses. 69% have been accidentally exposed to radiation, as frequently as daily 3%, weekly 4% or monthly 15%. 3 trainees reported medical conditions potentially related to radiation including cataracts, thyroid cancer and infertility. Body fluid exposures were reported by 38% of trainees (23% eye splash and 6% sharp stick) with a median 5 (IQR 3-10) exposures. 10% have taken prophylaxis for blood borne pathogens. Finally, 47% reported no ergonomic safety education. 87% suffered acute or chronic pain related to static posturing during endourology procedures, including neck pain 49%, back pain 49%, hand/wrist pain 40%, and shoulder pain 38%. 4 respondents have sought medical attention for these pains. CONCLUSIONS: Trainee safety practices for endourology procedures are highly variable. Many lack formal education about radiation and ergonomic practices, and an alarming number have suffered exposures, medical conditions related to radiation, and acute and chronic pains from static posturing. There is a need to ensure trainees are learning methods to keep them healthy and safe during their career. Source of Funding: None © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e834 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Kavita Gupta More articles by this author Kevin Labagnara More articles by this author Dima Raskolnikov More articles by this author Michelle Semins More articles by this author Alexander Small More articles by this author Expand All Advertisement PDF downloadLoading ...

Trends in Leadership Among Neurosurgical Oncology Fellowships

To examine current neurosurgical oncology leadership trends and provide a guide for those interested in obtaining fellowship directorship, we investigated fellowship director (FD) demographic, educational, and leadership characteristics. The American Association of Neurological Surgeons Academic Fellowship Directory and Committee on Advanced Subspecialty Training websites were reviewed for current U.S. program FDs for which data were collected using online resources and surveys. In total, 23 FDs (20 male and 3 female) were represented whose mean age was 52.4 years (standard deviation= 8.7). Our analysis found 65% of current neurosurgical oncology FDs to be singularly trained in neurosurgical oncology, with 8.7% possessing multiple fellowships and 34.8% possessing additional degrees. Fellowship programs producing the most FDs were University of Texas MD Anderson (4), Memorial Sloan Kettering (3), and University of Miami (2). FDs possessed an average of 148 publications, 6423 citations, and an h-index of 33.9. H-index had a high-positive correlation with age and time from residency graduation but not duration of FD appointment. Among survey respondents, 91.7% reported membership and 75% reported leadership positions among national academic societies, whereas 66.7% reported holding journal-editorial positions. The mean age of FD appointment was 46.8 years, with a mean time from fellowship completion to FD appointment of 10.0 years. Through the characterization of current leaders in the field, we provide valuable information with regards to training location trends, research productivity goals, career timelines, and target journal/national academic society involvement worth consideration among young trainees when making career decisions and plans.

The Majority of Orthopaedic Surgery Residency Faculty in the United States are Allopathic Males

Introduction There is a paucity of information regarding the demographic characteristics of faculty at Accreditation Council for Graduate Medical Education (ACGME) orthopaedic surgery residency programs. The purpose of this study was to determine the demographics and education training of all current orthopaedic surgery residency program faculty members. We hypothesized that there would be a sex discrepancy among orthopaedic surgery faculty, and that there would be fewer DO (Doctor of Osteopathic Medicine) than MD (Medical Doctor) orthopaedic surgeons in academic medicine. Methods The Fellowship and Residency Electronic Interactive Database was used to identify all orthopaedic surgery residency programs in the United States. The following information was collected from each program website: faculty sex, degree, academic role, administrative title, and subspecialty. Faculty roles, titles, and subspecialties were compared across type of institution, degree earned, and sex using Chi squared and Analysis of Variance (ANOVA). Results Of the 4,325 faculty members identified, 3,893 were male (90%) and 4,033 were MDs (93%). The most common subspecialty was sports medicine (789, 18%). While traditional ACGME programs still had more MD faculty (3,728, 97.5%) (p&lt;0.001), the majority of faculty at traditional American Osteopathic Association (AOA) programs were also MDs (305, 61%). There were more male DOs than male MDs (95.6% vs. 89.3%, p&lt;0.001). More DOs practiced general orthopaedics (14.8% vs. 4.1%), whereas more MDs practiced upper extremity and orthopaedic oncology (p&lt;0.001). More male faculty practiced adult reconstruction (616, 15.8%), trauma (489, 12.6%), spine (471, 12.1%), and sports medicine (719, 18.5%), whereas more female faculty practiced pediatrics (135, 31.3%), upper extremity (100, 23.1%), and oncology (33, 7.6%). More male faculty held titles as chair of orthopaedic surgery (145, 3.7%) and fellowship director (111, 2.9%) than females (5, 1.2% and 5, 1.2%). Males were also listed as assistant professor (1057, 27.2% vs 188, 43.5%), associate professor (636, 16.3% vs 86, 19.9%), and professor (618, 15.9% vs 41, 9.5%) more commonly than females. Conclusion The current faculty of orthopaedic surgery residency programs is heavily male dominated, holding higher academic roles and administrative titles than women. There is also a high prevalence of MDs with higher academic roles and administrative titles than DOs.

Diversity in Leadership at Musculoskeletal Oncology Fellowships in the United States.

Musculoskeletal oncology fellowship directors (MOFDs) possess the unique ability to influence treatment paradigms in musculoskeletal oncology through teaching and research. Currently, the characteristicsthat define this important role including demographics, training characteristics, research activity, and grant funding are poorly defined. A list of musculoskeletal oncology fellowship programs was obtained from the American Association of Hip and Knee Surgeons and Musculoskeletal Oncology Fellowship Match. Bibliometric data including the h-index were abstracted from Scopus. Demographics, training, and federal grant characteristics were collected from academic websites. Comparisons were made using t-tests and data were presented as means ± SD. The average age at the appointment was 41±9 years and most were male (80%) and Caucasian (85%). Few had an additional graduate degree (10% MS, 5% PhD). The mean h-index was 23±15 resulting from 91±56 publications. There was a positive correlation between age and h-index (r=0.398, p=0.082). Four MOFDs (20%) had at least one National Institutes of Health research grant. Sex, race, additional graduate degree, and procurement of NIH funding were not associated with higher h-index values. Full professors had higher h-index values than assistant/associate professors (p=0.014). Women and racial minorities are underrepresented among leadership positions in musculoskeletal oncology fellowship programs. This study can help provide a benchmark for departments in orthopedic surgery and aspiring orthopedic surgeons for MOFD positions.

Mentorship and Scientific Writing

Mentorship and Scientific Writing

Mentorship and Scientific Writing

Mentorship and Scientific Writing

Evaluation of Laryngology Fellowship Programs' Online Information

Prospective laryngology fellows have limited opportunities to learn about fellowship programs besides personal conversations with program directors and mentors. Online information about fellowships may optimize the laryngology match process. The purpose of this study was to assess the utility of online information about laryngology fellowship programs through analysis of program websites and surveying current and recent laryngology fellows. The websites of 20 laryngology fellowship programs were analyzed for the presence of 18 unique criteria, previously described in the literature. A survey was distributed to current and recent fellows to determine helpful resources and improvements of fellowship websites. On average, program websites fulfilled 33% of the 18 criteria used for analysis. The criteria most often fulfilled were "program description," "case descriptions," and "fellowship director contact information." Of respondents from our survey, 47% strongly disagreed that fellowship websites helped them identify desirable programs, and 57% somewhat or strongly agreed that more detailed websites would have made identification of desirable programs easier. Fellows were most interested in finding information about program descriptions, contact information for program directors and coordinators, and current laryngology fellows. Based on our findings, laryngology fellowship program websites can improve, making the application process easier. As programs incorporate more information regarding contact information, current fellows, interviews, and case volume/descriptions on their websites, they will allow applicants to make more informed decisions and find the programs that fit them the best.

Best Practices for Writing Letters of Recommendation for Maternal-Fetal Medicine Fellowship: An Empty Scoping Review.

Though letters of recommendation (LOR) for Maternal-Fetal Medicine (MFM) fellowship are a critical part of application process, little is known regarding best practices for writing them. This scoping review sought to identify published data outlining best practices in writing MFM fellowship LOR. Scoping review conducted using Preferred Reporting Items for Systematic Reviews and Meta-analyses (PRISMA) and JBI guidelines. MEDLINE, Embase, Web of Science, and ERIC were searched, by professional medical librarian using database-specific controlled vocabulary and keywords representing MFM, fellowship, as well as personnel selection, academic performance, examinations, or clinical competence in 4/22. Prior to execution, the search was peer reviewed by another professional medical librarian using the Peer Review Electronic Search Strategies (PRESS) checklist. Citations imported to Covidence, dual screened by authors with disagreements resolved by discussion, and extraction performed by one author and checked by the second. A total of 1,154 studies were identified, with 162 removed as duplicates. Of the 992 screened, 10 imported for full-text review. None of these met inclusion criteria; four were not about fellows and six did not report on best practices for writing LOR for MFM. No articles were identified that outlined best practices for writing LOR for MFM fellowship. The lack of guidance and published data guiding those writing LOR for MFM fellowship applicants is concerning given the importance of these as a tool used by fellowship directors in selecting applicants for interviews and ranking. · No published articles were identified addressing best practices for writing LOR for MFM fellowship.. · Fellowship directors rely on LOR for offering interviews and rank list.. · Future research is urgently needed to identify best practices..

Editorial introductions.

Editorial introductions.

Are pediatric surgery fellowship websites ready for the changing paradigms in the virtual interview era?

PurposeWith the COVID-19 pandemic, in-person fellowship interviews were curtailed, leading candidates to seek information from other resources. Our main purposes were (1) to determine what information recent participants in the match needed to evaluate programs and (2) to assess which of these were available online.MethodsA focus group of ten recent graduates/applicants identified information that was important in choosing a fellowship program. In August 2020 and December 2021, websites belonging to the American Pediatric Surgical Association (APSA) and individual programs were assessed.ResultsRecent applicants identified 55 pieces of information considered important to their decision making. Of 57 pediatric surgery fellowships, 98% were listed on APSA’s website. Program descriptions on APSA’s website listed on average 60% of program information desired by applicants. All listed fellowship director, accreditation status, faculty list, and current fellow(s). Other descriptors frequently noted were alumni (95%), graduate’s board performance (83%), ECMO exposure (77%), and curriculum (70%). Information desired but less frequently available were fellow case logs (63%), trauma center designation (53%), burn center designation (40%), research opportunities (30%), candidate interview assistance (25%), and supplemental fellowships (12%). There were 7% of program descriptions that were not updated for at least a year.ConclusionsAPSA and individual program websites were complimentary. Websites often lacked data that applicants sought to inform their rank list. To best adapt to the evolving virtual interview paradigm, we suggest reporting key information on a central APSA website with more nuanced information available via links to program specific websites.