Matching Program Research Articles

Determinants of Access to Bank Credit by Smallholder Agricultural Households in Uganda: Evidence from UNHS 2019/2020

Agricultural credit plays a significant role in boosting cash and food crop production for household consumption, domestic and foreign markets. The purpose of this study was to investigate the determinants that affect smallholder farmer’s access to bank credit in Uganda. The study used data from the Uganda National Household Survey 2019/2020 (UNHS). The study utilized a logit regression model for the analysis of data. The findings from the model showed that farmer’s access to bank credit in Uganda was positively and significantly influenced by sex of the household head, income level of the household head, marital status of the household head, age of the household head and ownership of a bank savings account. The study’s conclusions led to the development of key policy recommendations. These include promoting a savings culture through various initiatives, providing incentives such as special savings accounts or matching deposit programs, creating customized banking products to carter to farmers needs and offering free tertiary education to graduates of Universal Primary Education, Universal Secondary Education, and Universal Post O Level Education and Training

The ASRA Pain Medicine Mentor Match Program: nationally awarded and locally realized

The ASRA Pain Medicine Mentor Match Program: nationally awarded and locally realized

Regional Distribution of Foreign-Born Medical Graduates in US Primary Care Specialty Residencies from 2010 to 2022.

The United States has more foreign-born (FB) individuals than any other country and a large international medical graduate (IMG) workforce. Yet little is known about the trends of FB IMGs matching into primary care specialties residency programs or the alignment between FB individuals and FB IMGs. This study examined the recent trends in FB IMGs entry into primary care specialty residency programs and their distribution in relation to the US FB population. In this retrospective study, we used archives of National Resident Matching Program (NRMP) data on the main residency match from 2010 to 2022. We extracted match data and program directors' policies for internal medicine, pediatrics, family medicine, and internal medicine/pediatrics. We also extracted data on the total population and FB individuals from the US Census Bureau for each US state from 2010 to 2022. From 2010 to 2022, 17.2% of primary care specialty positions were filled by FB IMGs, with 22.1% for internal medicine, 11.3% for pediatrics, 10.7% for family medicine, and 3.2% for internal medicine/pediatrics. The percentage of primary care specialty positions filled by FB IMGs was significantly higher than the percentage of FB people in the US overall and 7 of 9 US regions (p < 0.001) (excepting Pacific and Mountain). The percentage of family medicine, pediatrics, and internal medicine/pediatrics positions filled by FB IMGs was significantly lower than the proportion of FB people (p < 0.001). Internal medicine had a higher proportion of positions filled by FB IMGs compared to the proportion of FB individuals in the general population (p < 0.001). Distribution of FB IMGs varies in primary care specialties compared to FB people in the US. Given the importance of aligning medical education with patients' needs, programs could take into account population demographics while assessing and admitting the applicants.

What Military Applicants Value When Choosing a Residency in Gynecologic Surgery and Obstetrics.

Military medical students participate in a separate residency match program, distinct from their civilian counterparts. There is limited information regarding factors that applicants find important when selecting a residency program in Gynecologic Surgery and Obstetrics (GSO). We aimed to identify factors that influence applicant program selection. A voluntary, anonymous, 45-question survey was distributed to military candidates pursuing GSO residency training in the fall of 2023. Participants were asked to rate the factors they considered most important when ranking residency programs. Thirty-seven of the sixty (61.7%) applicants completed the survey. The culture of the residency program was deemed "important" by most participants (94.6%), followed by surgical volume (70.3%) and obstetric volume (70.3%). When asked to rank selection factors, the culture of the residency program, geographic location, and surgical volume were among the top 5 influential factors for the majority of applicants. Participants considered the following factors "not important": Salary (military pay versus civilian salary) (43.2%), research opportunities (32.4%), and availability of abortion training (21.6%). Most military applicants (62.2%) stated that abortion restrictions would not affect program selection, while 37.8% reported that this would affect their rankings. Gynecologic Surgery and Obstetrics military applicants deemed the residency program's culture, surgical volume, and obstetrical volume to be the most important factors impacting residency program selection. Residency programs can use these findings to promote program strengths, improve program shortfalls, and guide applicant recruitment.

Social media adoption and utilization by Physical Medicine & Rehabilitation residency programs and implications for remote resident recruitment.

We aim to investigate the association of Instagram and Twitter (rebranded X) adoption by Physical Medicine & Rehabilitation (PM&R) residencies with the number of National Resident Matching Program (NRMP) applications received in the 2020-2021 application cycle. Among 88 PM&R residency programs, 67 (77%) had Instagram accounts, 45 (51%) had Twitter accounts, and 41 (47%) had both. Forty (60%) Instagram accounts and 19 (42%) Twitter accounts were opened during the 2020-2021 application cycle, correlating with the introduction of virtual interviews and the COVID-19 pandemic. Residency programs with active Instagram or Twitter accounts had more NRMP applications (F(2,85) = 7.49, P = 0.001). Simple main effects analysis showed that programs with an Instagram account (P = 0.03) or a Twitter account (P = 0.03) received more residency applications. In multivariate linear regression analysis including presence of an Instagram account, program size, program setting, and program region, the presence of a Twitter account (coefficient 37.3, P = 0.04, 95% CI 1.71-72.96) and ≥ 16 residents in the residency program (coefficient 77.9, P < 0.001, 95% CI 44.43-111.31) were positively correlated with the number of residency applications. In conclusion, residency programs that were larger and adopted Twitter had more applicants in 2020-2021. Future research is needed to determine how social media activity impacts residency applicant decision-making.

Determinants of financial planning decisions for salaried individuals: Evidence from India

In the Indian context, financial planning for salaried individuals has gained increased importance due to economic fluctuations, rising living costs, and the need for robust retirement planning. Despite its importance, there is limited research on the specific factors that influence financial decision-making among salaried employees in India. Understanding these determinants is essential for developing effective strategies to enhance financial well-being among employees. This study explores the key factors influencing financial decision-making among employees, including financial goals, emergency savings, retirement planning, budgeting, financial confidence and literacy, financial stress, use of tax-saving instruments, income level, risk tolerance, and debt levels. A sample of 549 employees from diverse sectors in Uttar Pradesh participated in this research, highlighting the critical aspects of personal financial management that impact financial well-being. The study used a questionnaire-based survey to gather data on factors affecting financial decision-making. Descriptive statistics, correlation, and regression analyses were employed to identify significant predictors. The results reveal that financial literacy, access to resources, attitudes toward retirement planning, and cultural norms significantly influence financial decisions. Additionally, income level, job stability, and social support are crucial in shaping employees’ financial planning. The study recommends enhancing employees’ financial decision-making by offering financial education programs, budgeting tools, retirement planning assistance, debt management programs, tax planning workshops, financial counselling services, and employer match programs for retirement savings. These initiatives aim to boost financial literacy and confidence, enabling employees to make informed financial decisions and improve their financial well-being.

Gender and Racial Demographic Trends in the US Laryngology Workforce (1993-2022).

To analyze demographic trends in laryngology fellowship training in the United States from 1993 to 2022, comparing periods before and after formalization of the fellowship within the National Resident Matching Program (NRMP) in 2012. A national database of fellowship-trained laryngologists (FTLs) and non-fellowship-trained laryngologists (nFTLs) practicing primarily laryngology was created by methodically compiling laryngologists via Internet search, with corroboration by regional laryngologists and vetting by senior laryngologists on this manuscript. Demographic variables included residency and/or fellowship graduation year, gender, race and ethnicity inferred through individuals' photos and surnames. NRMP match data from 2012 to 2022 were obtained from the American Laryngological Association. An average of 21 programs offered 23 positions in the NRMP match, with 14 programs (66.4%) filling 16 positions (68.8%) from 2012 to 2022. The 10-year FTL growth rate decreased from 25.4% (1993-2002) to 10.5% and 6.6% in subsequent periods. In May 2023, there were 349 active laryngologists, including 303 FTLs, in the United States. A total of 189 (62.4%) FTLs were men, 114 (37.6%) were women; 201 (66.2%) were White, 102 (33.8%) were non-White. Between the pre-NRMP and post-NRMP periods, the percentage of male FTLs decreased from 71.5% to 55.5%, female FTLs increased from 28.5% to 44.5%, and White FTLs decreased from 69.2% to 64.2%. Chi-squared analysis yielded a statistically significant association between gender and training period for FTLs (p = 0.004), but no statistically significant difference between race and training period. The post-NRMP period saw an expansion of laryngology fellowships and workforce diversification, reflecting trends observed in otolaryngology and medicine overall. NA Laryngoscope, 2024.

Evaluating production optimization strategies for carbon dioxide recovery: insights from a natural carbon dioxide processing plant

This article investigates production optimization strategies for carbon dioxide recovery using a natural Carbon dioxide Processing Plant as a case study. The study assesses various optimization techniques including hydraulic fracturing, matrix acidizing, and drilling new wells based on productivity, optimal producing time, financial analysis, risk assessment, and environmental impact assessment. The analysis employs a least summation score ranking method to estimate the most suitable technique. Findings reveal that drilling a new carbon dioxide producing well emerges as the preferred option due to its favorable scores across all criteria, including high productivity, extended optimal producing time, low risk, minimal environmental impact, and positive incremental net present value, signifying its profitability and project viability. The study recommends a five year model verification, improvement and history matching program should be adopted in order to understand reservoir processes taking and detect operational issues together with identifying opportunities to improve reservoir description and data acquisition program.

Preparing for Virtual Interviews: A Pilot Study to Understand the Needs of Interviewees.

Virtual interviews play a crucial role in the ranking process. National Resident Matching Program (NRMP) data shows a median number of 23.5 interviews per applicant. Considering this volume of interviews, graduate medical education programs must leverage the virtual pre-interview materials to impact applicants' attitudes and perceptions of the interview beforehand. This study is a secondary data analysis of an anonymous cross-sectional survey collected during two orientation sessions held in June and July 2022. Responses from 123 residents and fellows rated the usefulness of available print and virtual pre-interview resources. Using a 5-point Likert scale, social media sites scored an average usefulness score of 4.0, while the information packet and program website scored 3.88 and 3.90, respectively. This article provides recommendations for restructuring virtual resources to aid residents and fellows, specifically under-represented minorities in medicine (UiM) applicants, in having a quality interview experience.

Peer-Reviewed Publications by Successfully Matched Orthopedic Surgery Residency Applicants in the 2022-2023 Match.

The Orthopaedic Surgery Match is highly competitive, with more applicants than residency spots. With the Step 1 Exam moving to a pass/fail result, residency programs and applicants have fewer objective data to determine applicants' relative competitiveness. Through this study, we sought to provide the mean number of accepted publications on PubMed a successfully matched orthopedic surgery applicant has by the time of submission of their application. Orthopedic surgery residency programs participating in the National Resident Matching Program were identified by their ranking on the Doximity Residency Navigator. Each program's intern class and their medical schools were identified. Their names were searched in PubMed and Scopus and articles with their name and affiliations were recorded. In total, 877 orthopedic surgery interns published a mean of 3.30±5.27 articles each on PubMed. They were first or second author on 1.44±2.58, and 1.96±3.89 publications were related to orthopedic surgery. There were no statistical differences between degree, sex, or residency program rank from the Doximity Residency Navigator. The mean number of publications from a successful applicant was approximately 3. There was a great range in the number of publications, and 27.3% of successful applicants did not have a single publication. Future applicants and programs can use this number to gauge relative research output. [Orthopedics. 202x;4x(x):xx-xx.].

A 12-Year Analysis of Demand and Supply for Hand Surgery Training in the United States.

The consistent recruitment of quality applicants is critical to the integrity of the US surgical workforce. This study assesses the demand and supply for hand surgery training in the US. This was a cross-sectional analysis of US hand surgery fellowship applicants from 2012 to 2023. Data were obtained from the National Resident Matching Program. Primary outcomes were annual number of hand surgery fellowship applicants, training positions, training programs, and unfilled training positions. Temporal trends were assessed with linear regression. The annual number of hand surgery programs (73 to 93, 27.4% increase, P<0.001) and training positions (150 to 193, 28.7% increase, P<0.001) increased over the study period while the annual number of applicants remained unchanged (199 to 198, P=0.431). The applicant-to-training position ratio decreased over the study period (1.3 to 1.0, P=0.001). The overall match rate increased (73.4% to 95.5%, P<0.001) along with the mean number of submitted ranks per applicant (8.2 to 14.9, P<0.001). The distribution of US allopathic graduates, (91.9%), US osteopathic graduates (4.6%) and international medical graduates (3.5%) was similar over the study period. The rate of applicants matching at their first-choice fellowship increased over the study period (28.1% to 38.4%, P=0.003) while the rate of unmatched applicants decreased (26.6% to 4.5%, P<0.001). There was consistent growth in the number of hand surgery programs and training positions without a commensurate increase in the number of interested applicants. Increased recruitment efforts are necessary to ensure adequate demand for available training positions in hand surgery.

The Geographic Distribution of Vascular Surgeons and Trainees by State in 2023

Approximately 1.4 vascular surgeons/100,000 persons are estimated to fulfill current patient needs in the United States (US), but an ongoing shortage exists. The aims of this study are to provide an updated nationwide state-by-state workforce analysis and compare the distribution of practicing vascular surgeons and training opportunities. Vascular surgeons in the US were identified using the National Provider Identifier registry in 2023. Only board-certified and actively licensed vascular surgeons were included. To estimate the number of vascular surgery graduates per year in each state, integrated residency and fellowship-matched positions (trainees) were ascertained from the National Resident Matching Program website. Surgeons and trainees were totaled by state, and densities were calculated using the 2020 US Census Bureau state populations. These two cohorts were also examined together using simple linear regression and geographic mapping. This study included 3399 board-certified vascular surgeons and 228 newly matched trainees. The average densities of vascular surgeons and trainees in the US are 1/100,000 persons and 0.06/100,000 persons, respectively. The five states with the lowest densities of vascular surgeons are AR, ND, NV, OK, and WY, averaging 0.4/100,000 persons. Eight states (AK, ID, KS, ND, NM, NV, RI, WY) had zero training programs offering positions in 2023 and ranked in the lowest quartile for the number of practicing vascular surgeons (Figure 1). Simple linear regression demonstrated a statistically significant correlation between state rates of vascular surgeons and trainees (p < 0.001). States with zero training positions also have the fewest vascular surgeons per capita. Statewide attention to expanding vascular surgery training opportunities targeted in these areas could positively impact the current maldistribution and shortage of vascular surgeons.

Geographic Trends in the Oral and Maxillofacial Surgery Residency Match

Matching into Oral and Maxillofacial Surgery (OMS) residency in the United States (US) is competitive. Various surgical and medical specialties found that a relationship exists between the geographic location where an applicant attends medical school and the location where they attend residency. However, information regarding this geographic relationship does not exist in OMS. The purpose of this study was to investigate if a relationship exists between the location of an applicant's dental school and the location of the OMS program where they match for residency. Study team conducted a cross-sectional review of all civilian OMS applicants who participated in the Postdoctoral OMS Matching Program from 2012 to 2022. US States and the District of Columbia were subdivided into a specific Region and Division as defined by the US Census Bureau. The primary predictor variable was the geographic location of the applicant's dental school. The outcome variable was the geographic location where the applicant matched for residency. There were no covariates analyzed in the study. Frequency tables were created for the expected and observed values for each possible combination of dental school and residency location. MATLAB R2023a software was used for statistical analysis. χ2 test, odds ratio and confidence interval were calculated to investigate association between variables. P values were <.05. 1768 applicants were reviewed. The inclusion criteria consisted of civilian OMS applicants from 2012 to 2022 who matched into residency. Of the 968 applicants who met the inclusion criteria, 48.45% (469/968, P -value < .001) matched into a residency in the same US Region as their dental school; 36.26% (351/968, P value < .001) matched into the same US Division. Applicants were found to be significantly more likely to match into a program in the same US Region and Division as their dental school. It is likely that individuals will match into OMS residency in the same US Region and Division as their dental school. This information helps applicants and residency programs during the match process.

Program Signaling and Geographic Preferences in the United States Residency Match for Neurosurgery.

Postgraduateresidency training has long been the cornerstone of academic medicine in the United States. The Electronic Residency Application Service (ERAS), managed by the Association of American Medical Colleges (AAMC), is the central residency application platform in the United States for most clinical specialties, with the National Residency Matching Program (NRMP) being the algorithm for matching residency programs with applicants. However, the determination of the best fit between ERAS applicants and programs has been increasingly challenged by the rising number of applicants per residency spot. This application overburdening across competitive specialties led to several adverse downstream effects, which affected all stakeholders. While several changes and proposals were made to rectify the issue of application overburdening, the 2020-2021 ERAS Match Cycle finally saw several competitive specialties, including otolaryngology and urology, utilize a new system of supplemental residency application based on preference signals/tokens. These tokens permit applicants to electronically signal a selectnumber of programs in a specialty of choice, with the program reviewing the application now cognizant that they have been signaled, i.e., the applicant has chosen to use up a limited set of signals for their program. Initial results from otolaryngology and urology, as described in this article, indicated the value of this new system to both applicants and educators. Given the favorable outcomes and broader uptake of the system among other specialties, the field of neurosurgery adopted the utilization of the ERAS-based program signalingand geographic preferencefor the first time for the 2022-2023 Residency Application Cycle and later opted to continue them for the 2023-2024 and 2024-2025 cycles. For the 2024-2025 Match Cycle, neurosurgery applicants have 25 signals, i.e., a "high-signal" approach, where non-signaled programs have alow interview conversion rate. This literature review discusses the rationale behind the change, the outcomes of other competitive specialties from prior cycles, the evolving nature of the change, and the potential impact on applicants and programs. As we describe in this review, signaling may potentially represent a surrogate form of an application cap.Other considerations relate to cost savings for both applicants and programs from a high-signal approach in neurosurgery. These modifications represent a foundational attempt to alleviate the application overburdening and non-holistic review in the residency application process, including for neurosurgery. While these changes have been a welcomed addition for all stakeholders in residency match cycles so far, further prospectively directed surveys along with qualitative research studies are warranted to better delineate the downstream impact of these changes and guide further optimization of the application system.

International medical graduates in orthopaedic surgery: An opportunity to improve diversity and inclusion?

Background/aimsRacial and ethnic minorities are under-represented in orthopaedic surgery despite efforts to promote diversity and inclusion in the specialty. The purpose of this study was to determine the proportion of international medical graduates (IMGs) in the surgical workforce and future residency pipeline. We further analyze IMG applicant qualifications relative to their US-based counterparts to assess the viability of recruiting IMG candidates as one strategy to advance diversity and inclusion in orthopaedic surgery. MethodsPhysician workforce data from the American Medical Association and residency match data from the National Resident Match Program were analyzed for Orthopaedic Surgery. Trends in the proportion of IMG applicants were compared with those from other specialties. Qualifications of applicants were compared including board exam scores, number of abstracts/publications, and additional graduate degrees. ResultsIn 2020, orthopaedic surgery had the lowest percentage of IMGs relative to otolaryngology (5.8 %, p < 0.001), neurosurgery (12.1 %, p < 0.001), obstetrics & gynecology (14.0 %, p < 0.001), and general surgery (19.1 %, p < 0.001). From 1986 to 2021, IMG Graduates who matched into orthopaedic surgery increased from 1 (0.3 %) to 8 (0.9 %). Compared to other surgical specialties, orthopaedic surgery had among the lowest annual rates of incoming IMG residents. In 2021, most respondents to the orthopaedic surgery residency program directors survey reported never selecting IMG applicants for interview (74 % for non-US IMG applicants and 53 % for US IMG applicants). From 2020 to 2021, non-US IMG applicants (17 %) and US IMG applicants (26 %) had lower match rates than DO Senior (74 %) and MD Senior (80 %) applicants (p < 0.001). In 2020, matched non-US IMGs had similar board scores as matched US MD Senior applicants, but more abstracts/publications. ConclusionThe recruitment of IMGs into orthopaedic surgery residency remains limited and lower than other surgical specialties. IMGs have similar board scores and more abstracts/publications, thus representing a potential pipeline for workforce diversity. More research is needed to understand the special needs of IMGs in the orthopaedic surgery match.

Development of the Link and Match Learning Program through the Application of the Dual-System Method to Support the Industrial Revolution 4.0 in Sinergy with Freedom to Learn

This study aims to describe a Link and Match program used on dual-system models that is valid, practical, and effective to support industrial revolution 4.0 in profile freedom to learn. This type of research is development research with the ADDIE development design which includes analyze, design, development, implementation, and evaluation. The data analysis technique uses a mixed method which combines qualitative and quantitative methods. The results showed that: The Link and Match program using a dual-system model is declared valid, including syllabus, RPP, e-LKPD and e-Handout whose learning process is designed to include activities that adapt to Indonesian national work competency standards (SKKNI Level II) by maximizing the use of various representation that can support the industrial revolution 4.0 with the profile of independent learning. The presentation of e-LKPD and e-Handouts has been adapted to the local wisdom competencies available in Lampung Province and the needs of students to study independently or in groups so that they can support the industrial revolution 4.0 with the profile of independent learning; The practicality of the Link and Match program using a dual-system model is reviewed based on student responses which include responses to the learning process, responses to e-LKPD and e-Handouts so that they can be used as a productive learning topic on Rubber Processing in SMK class XI semester odd; The effectiveness of the Link and Match program using a dual-system model is categorized as high which show that there is an average difference between the experimental class and the control class. The output of this development is the establishment of MoU (Memorandum of Understanding) with various DUDI in Lampung Province.

Investigating Graduate Youth Unemployment in Puntland: Causes, Consequences, and Solutions

Globally, youth unemployment is a serious problem that affects political stability and socioeconomic growth. In Puntland, a semi-autonomous area in northeastern Somalia, this study investigates the problem of graduate youth unemployment, concentrating on its causes, effects, and possible solutions. Many Puntland graduates have significant obstacles in finding work, despite greater access to education and increasing participation in postsecondary institutions. This underscores a serious mismatch between the demands of the labor market and educational attainment. Beyond just personal difficulties, unemployment has a negative impact on the economy, productivity, social inequity, and political instability. This study uses a mixed-methods approach to collect data from 582 respondents, including stakeholders, policymakers, and graduates. The main causes of unemployment, according to the findings, are a lack of job prospects, a mismatch in skills, unstable economic conditions, and a lack of work experience. The study emphasizes the detrimental effects that unemployment has on graduates' social, mental, and financial well-being; many of them think about leaving their home country in search of better prospects. Addressing graduate youth unemployment in Puntland requires complete policy reforms, educational enhancements, and strategic investments in job-creating sectors. Among the suggestions are matching educational programs to industry demands, encouraging career services, encouraging entrepreneurship, and supporting vocational training. To foster an environment that is conducive to long-term economic growth and the generation of jobs, cooperation between government agencies, academic institutions, and the private sector is essential. The objective of this research is to enhance policy discussions and stimulate practical approaches to mitigate graduate joblessness, hence promoting Puntland's sustainable growth

Diversity, Equity, and Inclusion in US Anesthesiology Residency Matching.

Patient outcomes are improved with physician-patient gender, racial, and ethnic concordance. However, female, Black, Hispanic or Latino, Native Hawaiian-Pacific Islander (NH-PI), and American Indian-Native Alaskan (AI-AN) physicians are underrepresented in anesthesiology. The American Association of Medical Colleges 2018 Diversity in Medicine Report revealed that women comprise only 35% of anesthesiologists yet nearly half of medical school graduates are women. More than 77% of anesthesiologists are White or Asian. Anesthesiology applicant and match trends may provide insights needed to address underrepresentation within anesthesiology. We hypothesized that proportionally fewer women and racially and ethnically minoritized applicants apply and match into anesthesiology. This retrospective observational study identified 47,117 anesthesiology applicants among the 546,298 residency applicants in the Electronic Residency Application Service (ERAS) system between 2011 and 2022 and stratified applicants by self-reported gender, race, and ethnicity. The demographics of anesthesiology trainees reported in the 2014 to 2015, 2018 to 2019, and 2022 to 2023 Accreditation Counsel of Graduate Medical Education (ACGME) Data Resource Books were used as surrogates for matched applicants as demographics are not reported by the National Residency Match Program. To facilitate comparisons, ERAS applicants were grouped into 4-year epochs to align with consolidated ACGME reports corresponding to the application years. Odds ratios (OR); 95% confidence interval of applying to and matching into anesthesiology were analyzed. Women had lower odds of applying to anesthesiology compared to men overall (OR, 0.55; 95% CI, 0.54-0.56, P < .0001) and maintained significantly lowered odds of applying within each epoch. Women had similar odds of matching into anesthesiology residency compared to men (OR, 1.10; 95% CI, 1.06-1.14, P < .0001). Black, Hispanic or Latino, Asian and NH-PI, and AI-AN applicants had similar odds to White applicants of applying to anesthesiology but odds of matching were significantly lower overall (P < .0001) for Asian and NH-PI (OR, 0.66; 95% CI, 0.63-0.70), Black (OR, 0.49; 95% CI, 0.45-0.53), Hispanic or Latino (OR, 0.50; 95% CI, 0.46-0.54), and AI-AN (OR, 0.20; 95% CI, 0.15-0.28) applicants. The odds of matching among some minoritized applicants increased in the ACGME 2022 to 2023 report year. From 2011 to 2022, women had lower odds of applying to anesthesiology residency than men yet had similar odds of matching. Racial and ethnic minoritized groups had significantly lower odds of matching compared to White applicants despite similar odds of applying. These findings highlight disparities in the anesthesiology match and may help identify opportunities to promote workforce diversity within the field. More detailed reporting of gender, race, and ethnicity in annual match data may better define barriers to entry and identify opportunities for improvement.

Predicting a successful match among applicants to reproductive endocrinology and infertility fellowship

To identify independent predictors of a successful match to reproductive endocrinology and infertility (REI) fellowships, and to develop and internally validate a prediction model for REI match results. Retrospective cohort study. REI fellowship applications sent to the University of Pennsylvania from 2019 to 2023 (excluding 2020), which represented nearly all REI applicants nationally according to National Resident Matching Program (NRMP) data. Demographics, education, training, and academic achievements. Match result, confirmed through online search and communication with program administrators. Univariate analyses identified variables associated with match, which were then included in multivariable models to identify independent predictors. Bootstrapping was used to assess model discrimination and calibration. The final model was integrated into a web-based tool. Of 286 applications (99.0% of REI applications to the NRMP), 199 (69.6%) resulted in a successful match. In univariate analyses, variables associated with match were younger age, attendance at an allopathic U.S. medical school, USMLE and CREOG scores, residency rank, residency affiliation with a fellowship, research experiences, first-author publications, abstracts/articles in progress, and poster presentations. In the adjusted model, independent predictors of match included residency affiliation with an REI fellowship (aOR 5.43, 2.02-14.64), residency rank (aOR 1.77, 1.25-2.50), USMLE score (aOR 1.05, 1.02-1.08), at least one first-author publication (aOR 2.32, 1.08-4.96), projects in progress (aOR 1.26 (1.02-1.55), and poster presentations (aOR 1.07, 1.00-1.15). Attendance at an international medical school was a negative predictor (aOR 0.32, 0.11-0.88). The model achieved an area under the curve (AUC) of 0.883, with 88.5% sensitivity and 65.8% specificity. A refined model without USMLE scores maintained strong performance (C-statistic 0.85, 0.81-0.91; calibration slope 0.91, 0.72-1.24). Affiliation with an REI fellowship, residency reputation, and research output strongly predicted match success. Gender, race, and ethnicity were not major predictors, yet underrepresentation of certain racial and ethnic groups limited the power to detect potential differences. Our prediction model correctly classified >75% of candidates' match results. These findings may help candidates optimize applications and estimate chances of a successful match into REI fellowship, as well as assist programs in critically reviewing their selection criteria for fellowship match.

Perspectives of US Medical Residency and Fellowship Applicants on No-Stakes Campus Visits.

Background Virtual interviews may limit an applicant's ability to ascertain the culture of a training program. No-stakes campus visits (NSCVs) have been offered but their value is unknown. Objective The purpose of our study was to determine factors that influence applicants' rank lists and determine barriers to and perceptions of NSCVs and their impact on applicants' final rank lists. Methods All interviewed applicants of graduate medical education (GME) programs who agreed to participate in the study were emailed a survey after the 2023 National Resident Matching Program Match. The survey contained sections on demographics, perspectives on factors affecting ranking decisions, and perceptions of NSCVs. Results Of 796 applicants, 183 (22.9%) who interviewed at 16 different Mayo Clinic GME programs responded to the survey. Of 131 respondents who answered whether they accepted an NSCV offer, 39 (29.8%) accepted. Of 35 respondents who answered whether they thought attending NSCVs impacted their rank, 19 (54.3%) were either uncertain or said yes. Of 34 respondents who answered whether the NSCV influenced their ranking of the program, 16 (47.1%) said their rank did not change, 12 (35.3%) said they ranked the program higher, and 5 (14.7%) said they ranked the program lower. For respondents who did not attend NSCVs, financial burden and lack of time were primary reasons. Conclusions NSCVs are perceived positively by most respondents. Many either believed they influenced their position on the program's rank list or were unsure. Most respondents said NSCVs either improved or did not change their ranking of the program.