Residency Graduates Research Articles

"Not doing it justice": Perspectives of Recent Family Medicine Graduates on Mental Health and Addictions Training in Residency.

Family physicians report feeling inadequately prepared to meet the evolving mental health care needs of the population. Little scholarship exists evaluating the effectiveness of curricula designed to teach mental health and addiction (MH&A) care to family medicine (FM) residents. As such, the purpose of this study was to explore the experiences of recent FM residency graduates in providing mental health care, and their perceptions of mental health training gaps during their residencies. A qualitative descriptive study design was conducted by 8 recent graduates of the University of Toronto's FM residency program, who participated in semi-structured video interviews. A thematic analysis approach was used to collect and analyze the data. Through thematic analysis, 3 overarching themes were developed: (1) barriers in providing mental health and addiction care, (2) curriculum renewal, and (3) the role of FPs and professional identity. Consistent with the literature, the majority of recent FM graduates expressed discomfort when managing patients with mental health and addiction concerns. Additionally, participants perceived residency program time constraints, rotational site differences, and limited exposure to marginalized populations all impacted learning and mastery of skills. The findings of this study underscore current gaps within the FM residency curriculum and highlight the need to address current curricular deficits.

Exploring Trends in Immediate Postresidency Career Paths: A Multi-year Analysis of Plastic Surgery Resident Graduates Across the United States.

Plastic surgery is one of the most diverse specialties in medicine. Because of the competitiveness of plastic surgery residency, applicants are entering the field with increased experience and more developed interests in specific specialties. Programs and prospective applicants may find it beneficial to know trends in the career paths of recent graduates. To identify trends in postresidency career paths for plastic surgery graduates. Data from all integrated plastic surgery residency programs were analyzed from 2013 to 2022. Eighty-eight residency programs were analyzed for review. Residency websites were the primary source of data. Postresidency career paths were categorized into subspecialty fellowships, academic practice, or private practice. Secondary data included program rank, size of the program, associated fellowship program, associated independent program, and program location. Seventy-three programs met the inclusion criteria. Private practice was the most common immediate postgraduation path. Microvascular and aesthetic fellowships demonstrated maximum growth in the last 10 years, followed by hand fellowships. Programs ranked in the top 25 by Doximity reputation were significantly associated with graduates going into craniofacial (P = .05) and microvascular fellowship (P = .021), and immediate academic practice (P = .011). Lower-ranked programs were correlated with higher levels of graduates entering directly into private/community hospital practice (ρ = 0.327). Life after residency is a necessary consideration for training physicians. Understanding trends in postresidency career paths could help programs and prospective applicants make more informed decisions on what programs may offer the best opportunities to pursue their desired career path.

CRITICAL INCIDENTS AND PERIOPERATIVE EMERGENCIES: ARE FINAL YEAR RESIDENTS AND ANESTHESIOLOGISTS ARE READY?

A critical incident (CI) is any failed event that could have been prevented and carries the risk of undesirable consequences for the patient. The study of critical incidents and physicians' preparedness for their occurrence helps to reduce their consequences, risks of recurrence and improve patient safety. The aim of the study was to investigate how well are graduate residents and anesthesiologists prepare to manage critical incidents (CI) and perioperative emergencies (PE) during anesthesia. Methods and Materials: A prospective observational study was conducted at the Bogomolets National Medical University, the postgraduate department of surgery, anesthesiology and intensive care. The study was conducted from May 2022 to June 2023. Anesthesiologists and final year residents were assessed for the acquired competencies in the management of CI and PE: they conducted a self-assessment of their own competencies; passed 1 simulation scenario with an assessment on the CEХ scale during the scenario. Results. The study included 60 final year residents and 24 anesthesiologists. Many of residents (55 %) and anesthesiologists (63 %) generally assessed their readiness to manage CI and PE as high: 45% and 47% respectively considered their level of readiness to be insufficient, including 27% and 8% who assessed it as low. When stratified by the type of CI and PE, it was found that residents and anesthesiologists were best prepared to provide care in case of CI and PE from the side of breathing and airway patency cardiovascular system. Significantly worse anesthesiologists assessed their readiness for rare emergencies, such as malignant hyperthermia, anaphylaxis, local anesthetic systemic toxicity (LAST) (OR 0.35 [0.17- 0.74], p=0.009 for residents and OR 0.25 [0.07-0.8], p=0, 04 for anesthesiologists) and events related to apparatus malfunction, lack of power supply, and catching fire in the respiratory circuit (OR 0.4 [0.2-0.8], p=0.03 for residents and OR 0.25 [0.07-0.8], p=0.04 for anesthesiologists). Anesthesiologists had a significantly higher level of readiness and competence for all individual parameters and the overall mean score during simulation scenarios (7.69±0.53 vs. 5.94±1.6, p<0.0001). Conclusions. Anesthesiologists generally showed higher results in readiness to manage CI and PE during anesthesia. Difficult competencies for both residents and anesthesiologists were the resource management, organizational competencies, and stress resistance.

Comparing characteristics and perspectives of U.S. anesthesiology fellows in training and anesthesiologists in their first year of practice

BackgroundThe purpose of this study was to evaluate relationships between demographics, professional characteristics, and perceived challenges facing the specialty of anesthesiology among physicians who entered a fellowship and those who started independent practice immediately after finishing a U.S. anesthesiology residency.MethodsAnesthesiologists in the year after their residency graduation were invited to take an online survey during the academic years of 2016–2017, 2017–2018, and 2018–2019, with questions about their personal characteristics, the nature of their professional lives, and their perceptions of the greatest challenge facing the profession of anesthesiology.ResultsA total of 884 fellows-in-training and 735 anesthesiologists starting independent practice right after the completion of their residency responded. Fellows were slightly younger (mean = 33.2 vs. 34.0 years old, p < 0.001), were more likely to have a spouse who works outside the home (63.9% vs. 57.0%, p = 0.002), had fewer children (mean = 0.69 vs. 0.88, p < 0.001), worked more hours per week (mean = 56.2 vs. 52.4, p < 0.001), and were less likely to report a personal and professional life balance (66.4% vs. 72.3% positive, p = 0.005) than direct-entry anesthesiologists. Fellows and direct-entry anesthesiologists identified similar challenges in three broad themes – workforce competition (80.3% and 71.8%), healthcare system changes (30.0% and 37.9%), and personal challenges (6.4% and 8.8%). Employment security issues posed by non-physician anesthesia providers and perceived lack of appreciation of anesthesiologists’ value were commonly cited. Relative weighting of challenge concerns varied between fellows and direct-entry physicians, as well as within these groups based on gender, fellowship subspecialty, location or size of practice, and frequency of supervisory roles.ConclusionsAnesthesiology fellows and direct-entry anesthesiologists had largely similar demographics and perspectives on the challenges facing anesthesiology in the United States. Group differences found in some demographics and perspectives may reflect different motivations for choosing their professional paths and their diverse professional experiences.

Parental leave policies in general surgery residencies

BackgroundProspective residents use program websites to glean information regarding parental leave policies. This study investigates the online availability and content of parental leave policies for general surgery residency programs. MethodsParental leave policy information was collected from general surgery residency program and Graduate Medical Education (GME) websites. Descriptive statistics and multivariable logistic regression were used for analysis. ResultsOf the 344 general surgery residency programs, parental leave policies were found on 6% of program and 52% of GME websites. Family Medical Leave Act policies were reported the most, followed by maternity, then paternity, and then adoption/other clauses. Academic programs, program location in the Southeastern US and larger program size were all significant predictors of online policy availability. ConclusionsGeneral surgery parental leave policies vary and are not readily available online. These findings identify a significant opportunity for surgery residency programs to improve the disclosure of parental leave policy information.

The U.S. Supreme Court Dobbs decision’s impact on the future plans of 2023 residency graduates at the University of Utah

This study aimed to understand how the Dobbs decision impacted graduating resident physicians in Utah and to understand residents' perspectives on abortion access. We invited all 2023 graduating residents at the University of Utah, from all specialties, to participate in this survey. We analyzed univariate relationships between respondent demographics and change of career plans post-Dobbs. We also performed a thematic analysis of free text responses. We received responses from 85 residents (55% of all graduating residents from the University of Utah) representing 19 specialties. Six (7%) residents changed their practice location due to the Dobbs decision. Most residents supported and wanted to advocate for legal abortion. In a thematic analysis, many graduating residents do not want to live in an abortion-restrictive state. The Dobbs decision impacts physicians across all specialties, not just obstetrician/gynecologists. Future research into the impact of the Dobbs decision should include physicians of all specialties.

Gender Representation Among Ophthalmology Fellowship Directors in 2022

Women are underrepresented in several medical specialties, including ophthalmology. Reducing disparities is critical in diversifying perspectives and increasing equity within ophthalmology, both of which can ultimately improve care delivery. We examined ophthalmic fellowship programs directors in the United States to investigate gender disparities by subspecialty. Cross-sectional study. This was a retrospective cross-sectional study of ophthalmology fellowship program directors in academic medical centers. The primary outcome measure was a descriptive analysis of current fellowship directors in 2022 when stratified by subspecialty and demographic features. Analysis was conducted on 358 fellowship directors in the United States. Twenty-nine percent of directors were women. Female directors had significantly fewer years since residency graduation compared with male peers (17 vs 24; P < .001); however, no differences were observed by program type (P = .896) or location (P = 0.104). Differences in female director representation were observed by subspecialty (P < .001), with the greatest percentage of women in pediatric ophthalmology (54%), other (oncology and pathology) fellowships (50%), and medical retina (40%). The subspecialties with the lowest percentage of female directors were oculoplastic and reconstructive surgery (13%) surgical retina and vitreous (16%). There are disparities in female representation in academic leadership positions across ophthalmic subspecialties. Addressing this difference may have critical impacts on career advancement and opportunities available for marginalized groups in medicine.

Impact of Integrated Vascular Surgery Residency on General Surgery Resident and Vascular Fellow Operative Volume: A National Analysis.

The impact of integrated vascular surgery (VS) residency (0 + 5) programs on general surgery (GS) resident and VS fellow (5 + 2) operative volume has not been investigated on a national scale. Accreditation Council for Graduate Medical Education (ACGME) case logs were reviewed for GS resident, VS resident, and VS fellow operative volume from 2001-2021. Integrated VS resident data was available from 2012-2021, corresponding with the introduction of the 0 + 5 paradigm. Trends in operative volume were evaluated via linear regression analysis. The national cohort of chief GS resident graduates increased from 1005 to 1357 per year. Total operative volume also increased from 932 to 1039 cases (+7.4 cases/yr, R2 = .80, P < .0001) among GS residents. Major vascular cases decreased among GS residents from 138 to 101 cases (-2.4 cases/yr, R2 = .58, P < .0001) with a decrease in proportion of chief-level vascular cases from 30.4% to 11.9% (-1.0%/yr, R2 = .92, P < .0001). Palliative procedures (amputations and hemodialysis access) comprised a significant proportion of GS cases (median 44.7%). Concurrently, integrated VS graduates increased from 11 to 37 per year, with an increase in major vascular case volume from 506 to 658 cases (+18.4 cases/yr, R2 = .63, P = .01). Total VS fellow major case volume also increased from 369 to 444 cases (+3.5 cases/yr, R2 = .73, P < .0001). The introduction of the 0 + 5 intgrated VS residency paradigm has correlated with a significant decrease in GS operative experience in major vascular procedures on a national level. Traditional VS fellow case volume does not appear to be impacted by 0 + 5 integrated residents. Further analysis with program-level data may help to explain the causative relationship of these findings.

Variability in Interpretation of Echocardiographic Signs of Tamponade: A Survey of Emergency Physician Sonographers

BackgroundCardiac tamponade is associated with high mortality, and making the diagnosis is a core skill of emergency physicians. Proper diagnosis relies on specific clinical and echocardiographic findings. It is not known whether expert sonographers consistently recognize echocardiographic signs of tamponade. ObjectivesTo assess whether expert sonographers agree on echocardiographic signs of tamponade. MethodsA 20-question survey consisting of 18 cine loops and 2 still images was distributed to the Academy of Emergency Ultrasound Section of the Society for Academic Emergency Medicine. Respondents answered “yes” or “no” to whether there was echocardiographic evidence of tamponade. Subgroup analyses of demographics and echocardiographic views were reported. The data were analyzed using Krippendorff's alpha (α) to assess interrater reliability (IRR) between respondents. ResultsEighty-four physicians responded and 56 completed the survey. All partial and completed surveys were analyzed. The overall IRR was poor (α = 0.60, 95% confidence interval [CI] 0.44–0.76). Residency graduation within 5 years (α = 0.66, 95% CI 0.5–0.8) was associated with higher IRR compared with those > 5 years (α = 0.53, 95% CI 0.37–0.69). The highest IRR was observed when images of mitral valve inflow pulse-wave Doppler (α = 0.81, CI 0.70–0.92) were used and the poorest IRR was on images from the parasternal short view (α = 0.28, 95% CI 0.05–0.49). ConclusionThere was poor agreement among expert emergency medicine sonographers in identifying echocardiographic signs of cardiac tamponade from a single cine loop or clip without clinical context. Further investigation is warranted to understand differences in recognition of clinical tamponade.

Evaluating Gaps in Otolaryngology Training: An In-Depth Needs Assessment in Saudi Arabia.

The landscape of otolaryngology training in Saudi Arabia is undergoing transformation due to the expansion of medical colleges and increased overseas medical scholarships. However, concerns persist regarding the satisfaction and adequacy of surgical education. This study aims to assess gaps in otolaryngology training through an in-depth needs assessment. A cross-sectional study was conducted among 85 otolaryngology-head and neck surgery residency graduates in Saudi Arabia between 2019 and 2021. Participants completed a validated questionnaire assessing deficiencies, importance, and competence in different subspecialty areas. Data were analyzed using descriptive statistics, median comparisons, and Kruskal-Wallis tests. Participants identified deficiencies in training across domains, with significant variations in specific subspecialties among different regions. Dissatisfaction with clinical discussions, research training, access to simulation labs, and training in emerging subspecialties was evident. The study highlights challenges within otolaryngology training, emphasizing the need for continuous evaluation and adaptation to ensure high-quality and comprehensive training. Addressing these gaps is essential to produce well-rounded otolaryngologists capable of meeting the evolving demands of modern healthcare.

Grievances of Post Graduate Residents in Their Training: An Observational and Cross-sectional Study

Purpose: To evaluate the problems of residents during their residency.&#x0D; Materials and Methods: To locate and assess all relevant literature, we employed systematic review as a search approach, utilizing punctilious and unambiguous methodologies. We initiated by stipulating key terms and selecting appropriate databases for your literature search. To find replicable and reportable publications from high-quality peer reviewed journals, we used Google Scholar, PubMed, and Research Gate. A manual literature search, snowballing, and obtaining expert advice were some of the other search tactics employed to find items of relevance.&#x0D; Conclusion: While working in residency, the residents experience a lot of problems like work place harassment, gender discrimination, insults, grueling working hours, poor infrastructure of training programs, struggling parenthood and lack of time to relax.&#x0D; These and many other personal issues affect the professional performance of the residents and in turn affect the treatment outcomes of the patients.&#x0D; As a conclusion, there must be healthy working relationships between the residents and their supervisors. There should be meetings at intervals which should focus on sharing the problems going on in the personal and professional lives of the residents and the issues that are affecting their work. The supervisors must consider the genuine issues and try to rectify them if possible.

Defining Predictors of Future Academic Productivity in Plastic Surgery Residency.

Research is a valued component of applications to plastic surgery residency. No prior studies have explored factors associated with increased resident research productivity. This study aims to compare the academic productivity levels of plastic surgery residency graduates based on their pre- and postresidency experiences. Residents graduating in 2019 and 2020 were identified from integrated programs. Metrics collected included the number of publications in medical school and residency. Descriptive statistics were completed along with linear regressions to evaluate the impact of these on academic productivity. A total of 221 residents from the classes of 2019 and 2020 were included. Most residents completed fellowship (75.9%) although less than half went on to academic practice (42.3%). Approximately one in five residents obtained secondary degrees (17.4%). Subjects averaged 3.15 (N = 208, SD = 4.51) publications while in medical school and 8.1 publications during residency (N = 209, SD = 10.0). For h-index calculated at the end of residency, having dedicated medical school research time was the only statistically significant factor (coefficient = 2.96, P = 0.002). Plastic surgery residents published more often as first authors and overall during residency than medical school, indicating increased research involvement and leadership. The present study builds upon prior studies by confirming the importance of dedicated medical school research time and its lasting impact. Understanding the associations of academic factors with increased research productivity in residency is relevant for both applicants and programs evaluating residency candidates.

223 Usage and Clinical Impact of Point-of-Care Ultrasound Applications Among Emergency Medicine Residents and Early-Career Residency Graduates

223 Usage and Clinical Impact of Point-of-Care Ultrasound Applications Among Emergency Medicine Residents and Early-Career Residency Graduates

Gender and the Receipt of the Association of Residents in Radiation Oncology (ARRO) Educator of the Year Award

Despite an increase in female physicians in recent years, a gender disparity remains in the field of radiation oncology. We hypothesized that there may be a gender disparity in the receipt of ARRO educator awards. Using a database provided by the American Society for Radiation Oncology (ASTRO), annual award recipients were identified from 2010-2022. Data on Academic Institution, Year of Award, and Repeat Awardee Status were obtained through the ASTRO database. Publicly available websites were accessed to obtain data regarding gender, years post residency graduation, percent female/male faculty, size of residency program, and program director designation. H- indices were obtained from Scopus and used as a marker of academic productivity. Basic summary statistics, stratified by gender, were calculated for award year, years since graduation, percent of male faculty, and program size. A one-sample Z-test for proportions was utilized to assess if the proportion of female ARRO award winners each year from 2010 to 2022 was significantly less than the population average, defined as the proportion of female radiation oncology faculty members in the nominating universities that year. Secondary analyses used univariable binary logistic regression to identify any global associations between gender, year since gradation, or program size. The lowest proportion of female awardees occurred in 2013 (8 [14.3%] females vs. 48 [85.7%] males) and the greatest proportion of female awardees occurred in 2022 (19 [30.6%] females vs. 43 [69.4%] males). As compared to the proportion of female faculty members in nominating programs for that respective year, there were significantly fewer female awardees in the years of 2010 (18% female awardees vs. 32% female faculty members, p = 0.02) and 2013 (14% female awardees vs. 31% female faculty members, p = 0.01). There was a statistically significant rise in female awardees over the study period (p<0.01). On logistic regression analysis, large program size (10+ residents) (odds ratio [OR]: 6.86, 95% confidence interval [CI]: 2.71-23.1, p<0.001) and medium program size (5-9 residents) (OR: 4.05, 95% CI: 1.60-13.7, p<0.001) were associated with a greater proportion of female awardees as compared to small program size (1-4 residents). There was no association between awardee gender and years since graduation. A gender disparity is present in the receipt of ARRO Educator Awards. At an institutional level, residency Chiefs, Program Directors, and Chairs should work to ensure that a diverse slate of faculty are considered annually for the ARRO Educator Award with self-assessment of awardees over time to ensure demographic representation and inclusion. Efforts should also be made to recognize biases in resident evaluations of faculty with continued education about inherent biases.

Effects of the Dobbs v Jackson Women's Health Organization Decision on Obstetrics and Gynecology Graduating Residents' Practice Plans.

To explore the association of the Dobbs v Jackson Women's Health Organization ( Dobbs ) decision on future practice locations of graduating obstetrics and gynecology residents. This is a mixed-methods survey study of obstetrics and gynecology residents graduating from sites with Ryan Program abortion training programs (109 sites) between March 8, 2023, and April 25, 2023. We conducted both univariate and multivariable logistic regression analyses to identify factors that were associated with post- Dobbs change in career plans, particularly location. We also performed a thematic analysis using responses to the survey's optional, open-ended prompt, "Please describe how the Dobbs v Jackson Women's Health Organization decision impacted your professional plans." Of an estimated 724 residents graduating from residencies with Ryan Program abortion training programs, 349 participated in the survey (48.2% response rate); 17.6% of residents indicated that the Dobbs decision changed the location of intended future practice or fellowship plans. Residents who before the Dobbs decision intended to practice in abortion-restrictive states were eight times more likely to change their practice plans than those who planned to practice in protected states before the Dobbs decision (odds ratio 8.52, 95% CI 3.81-21.0). In a thematic analysis of open-ended responses, 90 residents wrote responses related to "not living in a state with abortion restrictions." Of residents pursuing fellowship, 36 indicated that they did not rank or ranked lower programs in restrictive states. These findings demonstrate reduced desire of residents in obstetrics and gynecology to practice or pursue fellowship in restrictive states after residency. This reduction in obstetrics and gynecology workforce could significantly exacerbate maternity care deserts.

The Role of Alumni Networks and Career Advising in Early Career Stability of Urologists: Results of a Multi-institutional Study

To characterize training program and early career factors that impact decision-making and job retention following graduation in a diverse population of urologists. We performed a computer-based survey distributed to residency graduates from 25 urology training programs. Five focus institutions were identified with a goal >30% response rate. The survey included questions about training program specifics and post-training employment characteristics. We obtained 180 responses from urology residency graduates of 25 programs. Overall, 72% (N = 129) remain in their initial post-training position at a median of 6years postgraduation (Interquartile Range (IQR) 3-10). On Cox-regression analysis stronger trainee-rated formal career advising was associated with lower risk of changing jobs (HR 0.77, 0.60-0.99, P = .048). Location/proximity to family was the most consistently cited as the top reason for selecting a job (41%). Sixty-three respondents (35%) joined practices employing graduates of the same residency program. Cox regression analysis showed that joining a practice with alumni of the same program was associated with lower risk of changing jobs from one's initial post-training position (HR 0.39, 95% CI 0.17-0.91, P = .03). In this multi-institutional study of urologists, we observed a high rate of job retention out to a median of 6years following completion of training, with formal career advising and joining alumni in practice being associated with job retention. Collectively, our data highlights that training programs should emphasize advising programs and alumni networking in guiding their graduates in the job search process.

Establishment ofthe Clinician-Scientist Investigator Opportunity Network to Develop Military Medical Research Leaders.

The ability of military clinicians to conduct military medical research is often limited because of competing priorities and a lack of research mentorship. The Clinician-Scientist Investigator Opportunity Network (CSION) was developed with the intent of training clinicians how to engage in requirements-driven research within the DoD. Three to five academic medical faculties were selected from a pool of applicants each year to participate in a 2-year research fellowship. To be eligible for the CSION program, applicants had to meet the following criteria: (1) Completed residency graduate medical education training, (2) not be currently enrolled as a graduate medical education trainee, and (3) obtained permission from their department leadership to focus 25% of their duty hours on CSION participation to include didactic and research efforts. The remaining 75% of fellows' time was dedicated to clinical duties. Monthly didactics, intensive mentorship, and consistent support were offered to each fellow by the CSION leadership team. Metrics were recorded to include both research and clinical productivity. Between January 2019 and December 2022, 12 CSION fellows graduated from the program (four in the class of 2020, three in 2021, and five in 2022). From 2019 to 2021, the 12 CSION fellows initiated 204 research protocols, generated 489 publications/presentations, and secured 33 research grants. All graduates of the program remain active in clinical research with multiple graduates currently assigned to research positions. The CSION research education program is a 2-year additional duty research fellowship producing clinician-scientists conducting military-relevant medical research and publications and may be considered a low-cost/highly efficient alternative to achieve the reported benefits of the MD-PhD tract. The expansion of the CSION program may improve the quality of military medical research and health care.

Redesign of the American Board of Radiology Diagnostic Radiology Certifying Examination.

On April 13, 2023, the American Board of Radiology (ABR) announced plans to replace the current computer-based diagnostic radiology (DR) certifying examination with a new oral examination, to be administered remotely, beginning in 2028. This article describes the planned changes and the process that led to those changes. In keeping with its commitment to continuous improvement, the ABR gathered stakeholder input regarding the DR initial certification process. Respondents generally agreed that the qualifying (core) examination was satisfactory but expressed concerns regarding the current computer-based certifying examination's effectiveness and impact on training. Examination redesign was conducted using input from key stakeholders with a goal of effectively evaluating competence and incentivizing study behaviors that best prepare candidates for radiology practice. Major design elements included: examination structure, breadth and depth of content, and timing. The new oral examination will focus on critical findings as well as common and important diagnoses routinely encountered in all diagnostic specialties, including radiology procedures. Candidates will first be eligible for the examination in the calendar year after residency graduation. Additional details will be finalized and announced in coming years. The ABR will continue to engage with stakeholders throughout the implementation process.

Using Theory-Informed Group Processes to Make TIMELESS Promotion Decisions.

Competency-based medical education (CBME) depends on effective programs of assessment to achieve the desired outcomes and goals of training. Residency programs must be able to defend clinical competency committee (CCC) group decisions about learner readiness for practice, including decisions about time-variable resident promotion and graduation. In this article, the authors describe why CCC group decision-making processes should be supported by theory and review 3 theories they used in designing their group processes: social decision scheme theory, functional theory, and wisdom of crowds. They describe how these theories were applied in a competency-based, time-variable training pilot-Transitioning in Internal Medicine Education Leveraging Entrustment Scores Synthesis (TIMELESS) at the University of Cincinnati internal medicine residency program in 2020-2022-to increase the defensibility of their CCC group decision-making. This work serves as an example of how use of theory can bolster validity arguments supporting group decisions about resident readiness for practice.

A survey of post-graduate pharmacy residency graduates involved in a team-based research programme: Involvement and confidence in research and scholarship activities

Background: The University of Oklahoma College of Pharmacy (OUCOP) team-based residency research programme was established in 2011 and includes a skill development programme and an individualised research committee. The purpose was to assess the impact of the OUCOP team-based residency research programme on research and scholarship after graduation. Methods: Seventy-three residency graduates were issued a 26-item questionnaire to assess their involvement in research and scholarship, employment, and confidence in research and scholarship statements. Descriptive statistics were employed. Results: Forty-four (60.3%) graduates responded, with 24 (54.5%) having published at least one residency project. After graduation, 31 (70.5%) participated as an investigator on more than one research project, and 36 (81.8%) published more than one subsequent publication. Twenty (45.5%) respondents were required to precept students and residents on research, but the majority (n=29; 65.9%) mentored a student or resident on more than one research project. Half of the respondents expressed a “very high degree” or “high degree” of confidence in serving as an investigator or mentor of a student/resident on a research project. Conclusion: Although not required for their position, half of the former residents were involved in research and scholarship after graduation. The OUCOP team-based research programme aids in the skill development of research and scholarship and confidence in mentoring trainees in research and scholarship.