Residency Positions Research Articles

816 Comparing Match Data for Neurological and Orthopaedic Surgery Applicants From 2016-2022: Is There a Point of Diminishing Return for Research Experiences and Publications?

INTRODUCTION: The application process for neurological surgery (NSGY) and orthopaedic surgery (Ortho) residency positions is highly competitive. Prior work has characterized variables associated with improved match rates; however, limited analyses have been published in recent years. METHODS: Data on the characteristics of NSGY and Ortho applicants was obtained from the National Residency Matching Program Interactive Charting Outcomes in the Match tool from 2016 to 2022. The POM was computed for each subgroup classification available for applicant characteristics. RESULTS: Applicant characteristics that correlated with an improved POM into both NSGY and Ortho included increasing USMLE Step 1 and Step 2 scores, being a US MD Senior, number (#) of contiguous ranks (a proxy for # of interviews), # of volunteer experiences, and being a member of AOA. An increasing # of publications correlated with an increased POM until 25+ were reported for NSGY applicants but only until more than 11-15 were reported for Ortho applicants. A PhD correlated positively with the POM for NSGY applicants but negatively for Ortho applicants. Non-PhD graduate degrees correlated negatively with the POM for both NSGY and Ortho applicants. An increasing # of work experiences correlated negatively with the POM for NSGY applicants at all levels, and correlated negatively with the POM for Ortho applicants after 3-5 were reported. CONCLUSIONS: There appeared to be a point of diminishing return where an increasing number of publications no longer increased the probability of matching for both NSGY and Ortho applicants. Non-PhD graduate degrees did not improve the POM. Ranking more programs was associated with a higher POM for both NSGY and Ortho applicants, suggesting an incentive to take as many interviews as possible if not otherwise restricted.

724 Population Per State Served by a Neurosurgery Resident: A National Review

INTRODUCTION: Neurosurgery residency remains challenging, with 7-years of post-graduate training offered at only 116 locations. It's typically the longest route to board certification of all surgical and medical specialties, yet its programs often consist of the smallest cohorts. Furthermore, the breadth of pathology and populations served by each neurological residency varies significantly. METHODS: Doximity residency “navigator” was used to query total residency programs that entered the 2022-2023 match cycle. U.S. state populations were collected from World Population Review Census January 2023. States were arranged from highest to lowest by census population. Each state population was divided by the NS resident positions in that state. The population per resident (PPR) were compared. RESULTS: California and Wyoming contained the largest and smallest state populations, respectively at 40,223,504 and 580,817. Vermont was the smallest state to contain a NS program with a population of 648,279 and 7 residency positions or roughly 92,611 PPR. California comparatively contained 151 positions or 266,381 PPR. Interestingly, New York and Florida each contain roughly 21 million people, yet they respectively contained 115,527 and 354,909 PPR. In total 65% of residents served between 127,920 to 306,528 people depending on the state. CONCLUSIONS: There is a wide range in the number of people served by each NS resident throughout the USA. Neurological Surgery residencies are not located uniformly by population and patients are free to travel across state boundaries. Currently the ACGME determines program expansion and creation by uniform specialty specific standards. Our data presents a new lens for discussing maximization of training opportunities across the continental United States.

Graduate Medical Education Financing in the US Department of Veterans Affairs.

The US Department of Veterans Affairs (VA) partners with 250 sponsors of graduate medical education (GME), annually providing $850 million for 11,000 full-time equivalent resident positions that support veteran patient care and provide educational opportunities for trainees from affiliated academic programs. Knowledge of VA GME financing is vital to maintain these partnerships. In response to increased scrutiny from several federal oversight bodies, the VA revised its GME reimbursement policy and procedures, including implementing new resident tracking and auditing mechanisms. This article describes the VA GME reimbursement policies and procedures and, to facilitate understanding, compares GME financing policies of the VA and Centers for Medicare and Medicaid Services. Similarities include counting full-time equivalent positions for reimbursable resident activities (eg, patient care and didactics) and ensuring reimbursement is limited to 1 payment per resident. Differences include funding of resident salaries and benefits, indirect funding to support education, and the calculations to determine reimbursement. The VA continues to refine its GME financing policies and procedures to maintain compliance with laws and regulations, and to provide accurate reimbursement to academic affiliates. This endeavor is essential to support the vital GME partnerships between the VA and its affiliate institutions.

Advancing pediatric perioperative care in India: Acontemporary overview.

In the last 30 years, significant advances have been made in pediatric medical care globally. However, there is a persistent urban-rural gap which is more pronounced in low middle-income countries than high-income countries, similar urban-rural gap exists in India. While on one hand, health care is on par or better than healthier nations thriving international medical tourism industry, some rural parts have reduced access to high-quality care. With this background, we aim to provide an overview of the present and future of healthcare in India. With the cumulative health experience of the authors or more than 100 years, we have provided our experience and expertise about healthcare in India in this narrative educational review. This is supplemented by the government plans and non government plans as appropriate. References are used to justify as applicable. With the high percentage of pediatric population like other low to middle-income countries, India faces challenges in pediatric surgery and anesthesia due to limited resources and paucity of specialized training, especially in rural areas. Data on the access and quality of care is scarce, and the vast rural population and uneven resource distribution add to the challenges along with the shortage of pediatric surgeons in these areas of specialized care . Addressing these challenges requires a multi faceted strategy that targets both immediate and long-term healthcare needs, focusing on improving the facilities and training healthcare professionals. Solutions could include compulsory rural service, district residency programs, increasing postgraduate or residency positions, and safety courses offered by national and international organizations like Safer Anesthesia from Education Pediatrics, Vital Anesthesia Simulation Training, and World Federation of Society of Anesthesiologists pediatric fellowships. India has achieved great strides in perioperative health care and safety. It has become the major international medical industry due to high-quality care, access and costs. Crucially, India needs to establish local hubs for pediatric perioperative care training to enhance healthcare delivery for children.

Factors that influence medical students'decision to pursue a career in orthopaedics: a comprehensive analysis.

Selecting a postgraduate medical or surgical specialty is a significant decision for medical students, influenced by factors such as demographics, academic performance, satisfaction, work environments, personal aspirations, passion for a specific specialty, exposure to different fields during medical education, lifestyle considerations, financial factors, job market conditions, and prospects. Our research focused on orthopaedic surgery, a highly competitive specialty with many applicants and a low acceptance rate. We aimed to investigate the factors that contribute to the sustained interest in this specialty despite the challenges of securing a residency position. Hence, this study aims to examine the potential factors that influence students' decision to pursue a career as an orthopaedic surgeon. This cross-sectional study explores the perspectives and attitudes of 211 fifth-year medical students towards orthopaedic surgery after completing their clinical rotation at Mutah University's School of Medicine in 2022. The inclusion criteria for the study were limited to fifth-year medical students who successfully finished the orthopaedic rotation. A questionnaire was employed to evaluate students' firm commitment to orthopaedics as a prospective career and the degree of their current interest in the specialty. The study involved 210 participants, with 99 selecting orthopaedics as their specialty and 111 pursuing alternatives. Furthermore, 41.4% expressed the intention to apply for orthopaedic residencies. Factors impacting orthopaedics selection included family/peer input (p = 0.002), prestige (p = 0.002), research prospects (p = 0.005), leadership potential (p = 0.011). Chi-square analysis showed associations between choosing orthopaedics and male gender (p = 0.028), parental occupation in musculoskeletal fields (p = 0.038), and elective rotations (p = 0.016). This study examines the factors that influence medical students' career preferences in orthopaedic surgery, highlighting the significance of familial and peer influences, job prestige perceptions, gender considerations, parental involvement, elective rotations, research and teaching potential assessments, and aspirations for leadership roles. These findings reveal the complex array of factors that guide medical students toward orthopaedic surgery.

Independent Plastic Surgery Match Regional Trends Comparing In-person and Virtual Interview Cycles.

There is a trend toward matching in a different region than previous training for the independent plastic surgery match cycles from 2019 to 2021, which differs from the trend to match within the same region for integrated plastic surgery programs. Notably, residency interviews transitioned from in-person to virtual in 2020 due to the coronavirus pandemic. Therefore, we compared in-person versus virtual interview match trends from 2019 to 2023. Zip codes and regions of each successfully matched plastic surgery applicant's medical school, residency, and plastic surgery program were gathered from publicly available data for the 2019 and 2020 in-person interview cycles and 2021, 2022, and 2023 virtual interview cycles. Although regions did not differ significantly in the proportions of positions each year (P = 0.85), there was a trend toward fewer positions in each region from 2019 to 2022. Overall, applicants were more likely to match in a different region as their medical school or residency during virtual compared with in-person interviews (P = 0.002 and P = 0.04). Applicants matched to programs further from their medical school zip code in virtual interview years (P = 0.02). There was no significant difference in distance between surgical residencies and plastic surgery residencies between the two time periods (P = 0.51). Trends toward matching into a different region than prior training after the switch to virtual interviews could be attributed to applicant accessibility to interview broadly. However, this could also be due to the decreased number of independent residency positions over the years, requiring applicants to move regions and travel further from where they began their training.

The Prevalence and Distribution of Osteopathic Chief Residents in Emergency Medicine.

Background The chief resident position fulfills important administrative and educational functions for emergency medicine (EM) residency programs and has been associated with advanced academic and career opportunities. This study seeks to determine the prevalence and distribution of Doctor of Osteopathic Medicine (D.O.) and allopathic Doctor of Medicine (M.D.) degrees among chief residents within EM residencies. Methodology EM residency program websites, affiliated social media accounts on X (formerly Twitter) and Instagram, and program coordinator surveys were used to collect data, including the number of current residents, chief residents, and the listed medical degrees for residents and program directors during the 2021-2022 and 2022-2023 academic years. A Pearson's chi-square test was used to compare the number of residents, chief residents, and program directors by medical degree. Results A total of 188/229 (82.1%) and 201/229 (87.8%) eligible EM residencies identified their current chief residents and the medical degrees of their residents for the academic year 2021-2022 and 2022-2023, respectively. Of 14,487 EM residents included during the study period, 3,676 (25.4%) were D.O.s, and of the 1,230 chief residents identified, 362 (29.4%) were D.O.s. Conclusions The proportion of D.O. chief residents was higher than the proportion of D.O. residents within EM residencies. However, osteopathic residents were asymmetrically distributed across programs and were most likely to serve as chief residents at programs with a higher proportion of D.O. trainees and at programs with osteopathic program directors.

Factors associated with attaining a pharmacy residency interview: A scoping review

AbstractPostgraduate pharmacy residencies are essential in preparing graduates for pharmacy careers. Residencies are highly competitive and despite efforts to increase the number of residency programs in the United States, the demand still outweighs the supply. Attaining a residency interview is a critical step in securing a residency position. The objective of this scoping review is to describe the published literature on factors associated with attaining a pharmacy residency interview. The updated Arksey and O'Malley scoping review framework was followed for this scoping review. The review is reported according to The Preferred Reporting Items for Systematic Reviews and Meta‐Analyses Extension for Protocols and Scoping Reviews (PRISMA‐ScR). The search strategy contained a combination of medical subject headings (MeSH) and keywords from a review of article title and abstracts. The inclusion and exclusion criteria were created a priori. English language studies describing pharmacy residency interview, selection, rubrics, and descriptive, quantitative, or qualitative data were included. Title and abstracts were independently reviewed, followed by independent full‐text reviews. Covidence©, an online systematic review platform, was used in the screening, review, and selection process. Thirteen studies assessing factors associated with a residency interview met inclusion criteria. The majority of these studies (n = 7) analyzed data from residency program director (RPD) surveys. Most of these studies found that RPDs highly value letters of recommendation when evaluating a candidate's application. Three studies analyzed retrospective data. Several studies focused on letters of recommendation. The studies described letters of recommendation, letters of intent, grade point average, and leadership experience as factors associated with attaining a residency interview. Most studies had limitations in generalizability, study design, and heterogeneous data.

Association of Academic Physiatrists Residency and Fellowship Program Directors' Resident Recruitment Subcouncil Position Paper on Residency Recruitment.

Residency recruitment practices have undergone significant changes in the last several years. Interviews are now conducted fully virtually leading to both positive and negative downstream effects, including decreased cost to applicants and programs, decreased time away from clinical activities, flexibility in scheduling, and increased applications for applicants and program directors. In response to these changes, the Association of Academic Physiatrists Residency and Fellowship Program Directors Council convened a workgroup consisting of program directors, program coordinators, residents, and medical students who reviewed the available literature to provide an evidence-based set of best practices for program leaders and applicants. Available data from the Association of American Medical Colleges and its relevance to future recruitment cycles are also discussed.

Medical brain drain: A critical challenge to Pakistan's healthcare sector.

Madam, Medical brain drain describes a condition where highly skilled healthcare workers leave their country of origin to work overseas in search of better working conditions, higher pay, or more opportunities for career advancement leading to deprivation of medical professionals and a loss of expertise and talent (1). Unfortunately, the exodus of skilled individuals from Pakistan is jeopardises country's intellectual assets and demands immediate attention. Skilled healthcare workers shortage is worsening in Pakistan due to the high number of talented professionals migrating for better career opportunities in the foreign land. According to the Bureau of Emigration and Overseas Employment in 2022 alone, approximately 765,000 Pakistanis, including 2,500 physicians, left the country, highlighting the severity of the situation (2) The medical profession is highly regarded in Pakistan and attracts a significant number of people. Despite this, Pakistan is among the 57 countries that lack sufficient human health resources to fulfil its healthcare requirements and objectives. The country is confronted with a considerable discrepancy in the ratio of doctors to patients which stands at 1:1300, significantly below the ratio of 1:1000 recommended by the World Health Organization (WHO) (3) The degradation of the healthcare system, shortage of residency positions and lower salaries during a period of high inflation, coupled with cultural biases and undervaluation of professions like nursing have led to a shortage of healthcare staff. Moreover, societal expectations for women to prioritize their domestic duties contribute to the disproportionate number of female doctors leaving the medical field. This further burdens the healthcare system by increasing the workload for the remaining healthcare professionals (4) Brain drain hampers economic growth and innovation by robbing the nation of its skilled professionals and their expertise. This issue can be addressed by adopting a comprehensive approach such. Improving the healthcare infrastructure and working conditions, increasing residency positions and salaries and providing better job opportunities could help retain competent doctors. Encouraging research on brain drain can aid policymakers in developing tailored policies based on the country's needs. These measures can help Pakistan build a robust healthcare system and provide quality medical services to its people.

Relationship between individual and country-level socio-economic background, USMLE step scores, and demographics of international medical graduates and residency match results

PurposeTwenty five percent of practicing physicians in the US are International Medical Graduates (IMGs) – physicians who completed their medical school training outside of the United States and Canada. There are multiple studies demonstrating higher socio-economic background is associated with medical school matriculation in the US. However, despite a substantial prevalence of IMGs in the American healthcare system, studies of the association between demographics, socio-economic background, and securing a residency position in the match are lacking.MethodsWe created a survey with questions on residency match-related data and information on personal socio-economic background. An invitation to participate in the study was sent to all IMGs that applied to the included residency programs after the conclusion of the 2022 residency match. We used multivariable logistic regression to compare survey responses to the odds of securing a residency match.ResultsThe total number of survey respondents was 744 (response rate 15.1%). We found that younger age, higher United States Medical License Examination (USMLE) scores, higher-income country of origin (including the United States), fewer match attempts, applying to fewer specialties, having parents with college degree or higher, and coming from higher-than-average or lower-than-average family income were independently associated with increased odds of matching. Gender, personal income, and visa status did not demonstrate significant associations with residency match.ConclusionsResidency match is a significant expense for IMGs, especially for those from lower-income countries. International applicants from higher socio-economic backgrounds might have advantages in securing medical residency positions in the United States when controlling for other variables.

Declining Rate of International Medical Graduates Matching Into Orthopedic Surgery Residency Programs in the United States: A 17-Year Analysis.

International medical graduates (IMGs) continue to play an important role in the US health care system, but little is known about their trends of matching into highly competitive residencies such as orthopedic surgery. The purpose of this study was to analyze temporal trends of IMG applicants matching into US orthopedic residency programs between 2008 and 2024 and compare them with US allopathic (MD) and osteopathic (DO) graduates. Orthopedic residency specific data for years 2008 to 2024 was obtained from the National Resident Match Program and Electronic Residency Application Service. Variables collected included total number of programs, total positions offered, number of applicants (MD, DO, and IMG), positions filled, and fill rate for each group. Trends were examined using simple linear regression modeling. The number of orthopedic residency programs increased from 160 (2008) to 218 (2024), with total positions increasing from 636 (2008) to 916 (2024). The IMG fill rate decreased from 2.99% in 2008 to 0.87% in 2024 (p < 0.01 for linear trend; β -0.069). This corresponds to an absolute number decrease of 19 IMGs in 2008 to 8 in 2024. More specifically, the proportion of US IMGs decreased from 0.94% to 0.66%, and the proportion of non-US IMGs decreased from 2.04% to 0.21%. Over the 17-year study period, a total of 105 US IMGs and 110 non-US IMGs matched into orthopedic surgery. The US MD applicant fill rate decreased significantly from 96.5% to 85.0% (p < 0.001; β -0.944). The DO applicant fill rate increased significantly from 0.31% to 13.97% (p < 0.0001; β 0.990). The declining rate of IMGs matching into orthopedic residency programs in the United States underscores the growing challenges faced by IMGs in accessing training in this competitive specialty. The notable increase in DO graduates securing orthopedic residency positions likely reflects the integration of a unified accreditation system for MD and DO residency programs established in 2020. Retrospective Cohort Study; IV.

Incidence and predictors of delays in starting fellowship training in urology.

The completion of residency and start of fellowship training marks a critical transition for urologists in the pursuit of subspeciality training. Most graduating urology residents are under contract until June 30, and most fellowships are scheduled to begin on July 1. There has been no investigation into the practical implications of fellowship delays in urology from a trainee perspective. Our research study aimed to investigate the incidence and predictors of delays in fellowship starts. Pediatric urology fellows that began their fellowship training between 2019 and 2023 and endourologic fellows that began their fellowship training between 2017 and 2022 were surveyed using SurveyMonkey®. A total of 250 endourology (EU) fellows and 90 pediatric urology (PU) fellows were contacted. A total of 26.0% and 14.3% of EU and PU fellows, respectively, experienced a delay in their training, despite many leaving their residency positions early (33.8% vs. 44.9%, p=0.2097); 11.7% and 8.2% of EU and PU fellows, respectively, experienced delays they reported to be "very stressful" and 9.1% and 4.1%, respectively, found them "somewhat stressful." Delays of 2-4 weeks were experienced by 5.2% and 6.1%, 4-6-week delays by 7.8% and 4.1%, and delays >6 weeks by 2.6% and 0% of EU and PU fellows, respectively (p=0.0007). Delays in fellowship training do occur at a notable rate, despite nearly half of urology fellows leaving their residency training positions early, with unclear impacts on patient care and resident colleague well-being. This research highlights the importance of fellowship programs considering delaying fellowship starts to mid-July or August, with support of the prior fellow cohorts.

Characterizing the initial effects of the single accreditation system merge on the ophthalmology residency match

ABSTRACT Introduction In 2020, the American Osteopathic Association merged its residency programs into one system under the Accreditation Council for Graduate Medical Education (ACGME). The effects of this transition on the ophthalmology match is not fully understood. The purpose of this study is to assess the early impact of the transition to ACGME accreditation on MD, DO, and IMG representation in ophthalmology residency programs. Materials and Methods Information about resident medical degree and resident medical school was gathered from ophthalmology residency program websites from a resident class before and after the Transition. Additionally, the medical degree of residency program directors (PD) was collected to analyze MD vs DO leadership in ophthalmology residency programs and to further stratify resident data to identify any trends in PD preference for different medical graduates. Results Data was obtained for 915 ophthalmology residents in 110 residency programs that met the study’s inclusion criteria. Of these programs, 102 were allopathic with MD leadership, 1 was allopathic with DO leadership, 3 were osteopathic with MD leadership, and 4 were osteopathic with DO leadership. Overall, MD representation increased while DO and IMG representation decreased although not significantly. For both classes analyzed, DO and IMG representation was disproportionately low. Discussion The transition to ACGME accreditation seems to have primarily harmed DO and IMG applicants in the ophthalmology match while benefitting MDs. Various factors such as loss of protected residency positions for DO applicants and the closure of osteopathic ophthalmology residency programs are likely reasons to blame for this decrease in osteopathic representation.

Anesthesiologist shortage in the United States: A call for action

Anesthesiology is a vital component of modern healthcare. The United States is facing a shortage of anesthesiologists complicating the ability of hospitals and surgical specialties to meet the ever-growing demand. Recent local crises demand a reexamination of the issues. This shortage is complex and multifactorial, with causes on both supply and demand sides. The lack of sufficient graduate medical education funding for residency positions, changes in practice patterns and the aging and retiring workforce are limits to the supply. Increasing demand for surgical services will continue to rise by 2–3% per year over the next decade fueled by population growth, particularly among the elderly with the number of people 65 and older growing by 55% over the next decade. The problem of anesthesia supply and demand is complicated by the rapid expansion of private equity firms into the market. The effect is potentially increased cost and an alteration in the standards of care. While there are short-term solutions that can be adopted, such as hiring temporary help and expanding the role of mid-level providers, long-term solutions require a collaborative effort between healthcare providers, administrators, and policymakers to ensure that decisions are based on the best interests of patients and providers.

Neurosurgery residency match for international medical graduates in the United States.

Training of international medical graduates (IMGs) offers opportunities for the US neurosurgery community to engage the global talent pool and impact national and international healthcare. Here, the authors analyzed the time trend of IMGs matching into US neurosurgery programs and identified potential opportunities for enhancing IMG engagement. The authors analyzed the National Resident Matching Program (NRMP) match results, NRMP program director (PD) surveys, and applicant surveys from 2013 to 2022. Regression methods were used to analyze time trends. Between 2013 and 2022, the number of US neurosurgery residency positions increased by 17.6% (from 204 to 240). During this period, the percentage of IMGs matching into neurosurgery increased from 3.5% to 7%, translating into a 6.8% increase in the likelihood of a successful IMG match per year (95% CI 0.3%-13.8%, p = 0.042). The likelihoods of a successful match for US MDs and IMGs scoring > 260 on the USMLE Step 1 were > 90% and approximately 55%, respectively. In PD surveys, approximately 90% of PDs indicated that they seldom/never interview or rank IMGs. In terms of factors that influenced the PD decision for interviewing/ranking, IMGs are disadvantaged in several categories, including the ability to secure an audition elective/rotation, and proper letters of recommendation, as well as the influence of the culture on the preconceived perception of poor interpersonal skills. The number of IMGs matching successfully in neurosurgery has increased marginally during the past decade. The authors outline the challenges that IMGs encounter in this process and suggest strategies for considerations of IMG training in NRMP-associated institutions.

The accreditation transition of Canadian medical schools: Possible implications for graduates applying for residency positions in the United States

The Liaison Committee on Medical Education (LCME) has accredited Canadian medical schools for over 50 years. This agency also serves as the accrediting body for medical colleges in the United States. Thus, graduates of Canadian medical programs seeking residency training in the United States are not considered international medical graduates. Due to this fact, degree holders of Canadian medical programs who wish to pursue residency training in the United States do not require Educational Commission for Foreign Medical Graduate (ECFMG) certification to attain medical licensure. By mutual agreement with the Committee on Accreditation of Canadian Medical Schools, the LCME accreditation of Canada’s 17 medical schools will end on June 30th, 2025. Beyond this date, Canadian medical graduates seeking training within the United States will be considered international medical graduates. As a result, this will require ECFMG certification to enter postgraduate training. Possible implications of this decision could mean fewer Canadian graduates attaining competitive specialties and the social stigma of being labeled an international medical graduate.

The impact of Saudi Arabia – United States clinical pharmacy post-graduate training programs agreements on clinical pharmacy faculty in Saudi universities: A retrospective descriptive study focused on history and future recommendations

BackgroundThere has been a growing demand for clinical pharmacy services in the Kingdom of Saudi Arabia (KSA) in the past 3 decades. The Ministry of Education has established agreements with several institutions in the United States to secure clinical pharmacy residency and research fellowship programs opportunities for Saudi scholars. The aims of this study were to describe the Saudi scholars’ clinical pharmacy training pathways and their contribution to the pharmacy profession in KSA. MethodsThis is a retrospective, descriptive study conducted on clinical pharmacy faculty in governmental Saudi universities who graduated from the US until 2023. The study outcomes included the post-graduate year-1 (PGY-1) residency match rate, post-graduate year-2 (PGY-2) acceptance rate, the PGY-2 specialties of Saudi scholars, and the number of clinical pharmacy programs established in KSA. ResultsIn total, 115 Saudi scholars have pursued clinical pharmacy pathway in the US. The PGY-1 residency match rate was 80 % (92/115). In contrast, the PGY-2 acceptance rate was 60.9 % (70/115). The most common PGY-2 specialty was in infectious diseases (N = 17; 24 %). Two pharmacy colleges had established residency programs and 1 pharmacy college had established a research fellowship. ConclusionThe Ministry of Education's efforts for clinical pharmacy program agreements were fundamental for advancing clinical pharmacy in Saudi universities. A significant number of Saudi scholars returned to KSA with clinical pharmacy degrees. There are more opportunities for further development, including expanding the clinical pharmacy program collaboration in the US and increasing the number of residency and research fellowship positions in KSA.

Navigating obstacles: Perspectives of US pharmacy residency directors on non‐US candidates for PGY‐1 residencies: A survey‐based research

AbstractIntroductionPharmacy education and postgraduate training in the United States (US) are esteemed, drawing international students to American Council for Pharmacy Education (ACPE)‐accredited schools and pursuing residency training after graduation. Despite this, limited literature addresses the obstacles international students face in pursuing American Society of Health‐System Pharmacists (ASHP) accredited residency programs.ObjectivesTo summarize potential eligibility barriers for international graduates of ACPE programs during the residency application process from residency program directors' (RPDs) perspectives.MethodsA 16‐question electronic survey was developed and distributed to all RPDs of US‐based ASHP‐accredited postgraduate year‐1 (PGY‐1) programs in July 2021. Questions addressed whether non‐US citizens were eligible to apply, barriers to recruiting non‐US citizen candidates, and barriers to offer visa sponsorships. Descriptive statistics were used to summarize the data.ResultsA total of 196 programs responded to the survey (response rate, 13.5%). Eighty‐nine (45.4%) programs reported that candidates with F‐1/optional practical training (OPT) status were eligible to apply for their program, while 86 programs (43.9%) reported candidates were not eligible. Barriers for recruiting candidates with F‐1/OPT status included lack of resources to support application process (n = 42), citizenship requirements (n = 41), institution policy (n = 33), department preference (n = 12), and unfamiliar with procedures in selecting these candidates (n = 18). Over 70% (n = 146) would not offer visa sponsorship for pharmacy resident positions. Barriers to offering sponsorship were lack of support resources (n = 62), cost (n = 60), time preparing applications (n = 46), citizenship requirements (n = 45), and department preference (n = 23).ConclusionThis study investigates the obstacles encountered by non‐US citizens in the residency application process, as perceived by program directors. The primary obstacle in recruiting candidates with F‐1/OPT status and providing visa sponsorships revolves around the inadequate support and resources available for the application process.

Education Research: Virtual Residency Interviews and the Second Look: The Mayo Clinic Neurology Tri-Site Experience.

The 2023 Match cycle was the third virtual interview season for adult neurology residency programs. This recruitment cycle differed from years prior because an in-person second-look event was offered by some programs to complement the virtual interview day. We sought feedback from those who interviewed for adult neurology residency positions at Mayo Clinic in Arizona, Florida, and Minnesota to gain applicants' perspectives on such events and identify best practices to improve the interview experience for future applicants. Virtual interviews were conducted for adult neurology residency positions at Mayo Clinic in Arizona, Florida, and Minnesota for the 2023 Match. Each site hosted optional, in-person, no-stakes second-look events after program rank lists were finalized. After Match Day, interviewees at all 3 sites were invited to complete an anonymous electronic survey using Qualtrics software to gather feedback on the in-person events. Of the 240 interviewees for adult neurology residency positions at Mayo Clinic, 52 candidates participated in the in-person second-look event on the Arizona, Florida, or Minnesota campus in 2023. One-third of applicants (80/240) completed the anonymous survey, and of them, 34% (27/80) of respondents had attended a Mayo Clinic second-look event. The desire to step foot on campus, meet the residents in person, and visit the geographic area were the most important reasons driving attendance. Those who did not participate cited financial burden, lack of time, and insufficient notice to make travel plans as the most common factors influencing their decision not to attend. Nearly half of attendees who responded to the survey (10/21, 48%) changed their rank order list after the in-person event. Most of them who participated in a Mayo Clinic second-look event (19/21, 91%) would encourage future applicants to partake. While there are many advantages to virtual residency interviews, most applicants who participated in second-look events found that having an opportunity to visit the program in person was valuable when determining their rank list. Offering an optional, no-stakes, in-person visit allows interviewees to make more informed rank lists. Second-look events have the potential to complement the virtual interview day and may ultimately lead to greater satisfaction for matched applicants.