Resident Matching Research Articles

Workforce Analysis of Laryngologists in the United States Between 1993 and 2022.

This study queries the US laryngology workforce geographic distribution and density and models laryngology workforce trends through 2050. A national database of fellowship-trained laryngologists (FTLs) and nonfellowship-trained laryngologists (nFTLs) practicing primarily laryngology was formed by identifying laryngologists via internet search, with validation by regional laryngologists and senior laryngologists on this manuscript. Demographic variables included residency and/or fellowship graduation year, institutional affiliation, and practice zip code. US Census Bureau population data and projections were grouped by hospital referral region (HRR), as defined by the Dartmouth Healthcare Atlas. The National Resident Matching Program (NRMP) provided annual fellowship match data from 2012 to 2022. As of May 2023, there were 349 active laryngologists in the United States, including 303 FTLs. The median practice length for all laryngologists was 11 years. HRRs with the largest number of laryngologists were Manhattan, Boston, and Los Angeles, with 23, 16, and 14 respectively. One hundred and ninety-four of 306 (63%) HRRs did not have an active, primary laryngologist. The national median density of people per laryngologist including HRRs with at least one laryngologist was 645,160. Assuming a 35-year practice horizon prior to workforce exit and holding the 2018-2022 NRMP average of 18 fellows constant, the number of forecasted laryngologists by 2040 would be 568-an increase of 66%. To date, no comprehensive database of practicing US laryngologists nor laryngology workforce forecast exists. Based on current benchmarks, the laryngology workforce would increase by 66% by 2040, ideally addressing the current dearth of laryngologists in low-density areas. NA Laryngoscope, 2024.

Analysis of Orthopaedic Surgery Residency Match Results: 2016 to 2022

Analysis of Orthopaedic Surgery Residency Match Results: 2016 to 2022

Trends in Specialty Training and National Institutes of Health Funding Among Surgeon-Scientists

Purpose: To determine if dual-degree training [ie, completion of a National Institutes of Health (NIH)-funded MD/PhD program], among other professional development and demographic variables, predicted academic productivity (eg, K-to-R conversion, number of publications, etc.) among early-career surgeon-scientists. Methods: We analyzed publicly available data from the National MD/PhD Program Outcomes Study and the Association of American Medical Colleges Graduate Medical Education Track database to identify trends in the number and proportion of MD/PhD graduates pursuing surgical specialties. NIH Research Portfolio Online Reporting Tool Expenditures and Results was interrogated to identify a cohort of early-career academic surgeon-scientists receiving K-awards from 2011 to 2021. Results: The total number of MD/PhD program graduates completing Graduate Medical Education training increased each decade after the Medical Scientist Training Program was established by the National Institute of General Medical Sciences, but the proportion completing surgical specialties did not change significantly (P = 0.96) from 1965 to 2014. More recent residency match trends demonstrate an increase in both the proportion and number of MD/PhD graduates entering surgical specialties, with 21.5% entering surgical residency training in 2020. Among 476 early-career academic surgeon-scientists receiving K-awards at 70 institutions, 27% were faculty members at only 4 universities, suggesting that federally funded surgeon-scientists are concentrated at a small number of institutions. Although MD/PhD graduates represented only 2.3% of active surgical residents from 2011 to 2020, they constituted a much higher fraction of K-awardees (29%). Of 296 surgeon-scientists who completed K-awards, 35% successfully obtained an R01-equivalent award. Conclusions: These findings emphasize the need for comprehensive career development and institutional resources to support early-career surgeon-scientists.

The Future of Dermatological Research: Ethical Implications of Artificial Intelligence Integration for Medical Students.

This letter examines the increasing reliance on artificial intelligence (AI) tools like ChatGPT among medical students in dermatology research, driven by the competitive nature of residency matching. While AI can significantly boost research productivity, it also introduces ethical concerns, including risks of academic dishonesty, data privacy issues, and potential over-reliance on technology that may undermine students’ critical thinking and intellectual development. Balancing AI's benefits with a commitment to ethical standards is crucial to preserving the integrity and quality of medical research.

Declining pain medicine fellowship applications from 2019 to 2024: A concerning trend among anesthesia residents and a growing gender disparity.

The fields of anesthesiology and pain medicine are experiencing significant changes driven by market forces and professional preferences. While demand for anesthesiologists is rising, pain medicine is facing a decline in fellowship applications. This study analyzed data from the Electronic Residency Application Service (ERAS) and the National Resident Matching Program (NRMP) from 2019 to 2023, focusing on trends in fellowship applications to pain medicine programs. Additionally, preliminary data from the 2024 match cycle were examined. There has been a notable decrease in anesthesiology residents applying to pain medicine fellowships, with applications dropping from 351 in 2019 to 193 in 2023. The overall decline in anesthesia-based applicants to pain medicine fellowships was 45%, signaling the highest detriment among anesthesiology applicants compared to other specialties. Gender disparities have been prevalent, with the absolute number of female applicants decreasing every year since 2019. Additionally, the 2023 match saw a significant number of unfilled programs, with 35 out of 115 programs failing to fill all positions. Preliminary data from the 2024 match cycle suggest this downward trend is continuing. The decline in pain medicine fellowship applications, particularly among anesthesiology residents, signals potential future workforce shortages and challenges in patient care. Recruitment strategies should include early exposure to pain medicine during residency, enhanced mentorship programs, and robust recruitment efforts (including virtual options). Addressing these issues is essential to ensure enough trained specialists to meet the growing need for pain specialists nationally.

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.

Residency program directors’ views on ideal applicant: a national survey

PurposeThe aim of this study is to investigate and highlight the most important factors influencing the candidate’s selection for residency matching by program directors of surgical and non-surgical specialties in Saudi Arabia.MethodThis cross-sectional study was conducted in the Central, Eastern, Western, Northern, and Southern regions of Saudi Arabia from February 1, 2023, to August 31, 2023. A total of sixty-one program directors completed a questionnaire, which was adapted and validated from a previous study with permission and tailored to meet the objectives of this research.ResultsThe mean age of the study population was 40.2 years, with surgical specialty program directors being older at 41.7 years and nonsurgical specialty program directors being younger at 39.6 years. In both cases, the highest importance was given to ‘Applicant’s attitude and professionalism’, followed in surgical specialties by ‘Doing clinical rotations in the PD institution’ and ‘Performance in clinical rotation during internship’ in non-surgical specialties. with a mean score of 4.13 and 4.95, respectively. The importance of ‘The impression/opinion of current residents’ has had a certain importance in both specialties. While the number of research projects was prioritized more by surgical PDs (38.6%) compared to non-surgical PDs (29.4%).ConclusionThis study highlights the critical role of professionalism and a positive attitude in clinical rotations and interviews for program acceptance in Saudi Arabia. The significance of letters of recommendation and research focus varies between surgical and non-surgical program directors. Program directors should adopt effective recruitment strategies that incorporate practical implications during internships.

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.

Increasing Trends in Matriculant Publications in the Residency Match: A Scoping Review.

The National Resident Matching Program (NRMP), which is responsible for matching medical students with residency programs in the United States, quantifies an applicant's research by aggregating their total number of publications, presentations, and abstracts (PPA).However, the program does not differentiate between peer-reviewed publications, which are typically academic studies evaluated by peers in the field, and other types of research output. While several studies have examined the peer-reviewed publications of matriculants in specific specialties, none have compared these specialties to identify trends across the residency match. Comparing peer-reviewed publications across specialties helps the NRMP, medical schools, and applicants identify evolving research expectations and align efforts with specialty-specific benchmarks.Therefore, this scoping review aimed to comprehensively synthesize studies that investigated the peer-reviewed publications of matched medical students. A systematic literature search was performed in September 2023 to identify and extract bibliometric variables from studies analyzing the peer-reviewed publications of matriculated medical students. Of 164 articles screened, 18 studies across 10 specialties were included. Neurosurgery matriculants had the most publications (4.67), whereas ophthalmology had the least (1.23). The proportion of students with zero peer-reviewed publications at application ranged from 22% (neurosurgery) to 47% (orthopedic surgery) and decreased over time for orthopedicand plastic surgery. Publications increased over time for nearly all reported specialties. Higher publication quantity and author H-index were associated with matching into higher-tiered residency programs across all analyzed specialties. The quantity and quality of medical student peer-reviewed publications continueto increase, and higher quality and quantity are associated with matching into higher-tiered programs. Given these trends, medical schools/advisors should continue fostering research mentorship, and students should prioritize both research quantity and quality to optimally prepare for the match. Simultaneously, residency selection committees and policymakers should critically assess whether strong research backgrounds are an optimal method to stratify future physicians and whether there are other avenues to prevent a growing research arms race.

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.

Anesthesiology Residency Matching - A DEI Perspective.

Anesthesiology Residency Matching - A DEI Perspective.

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.

Assessing students' perception of gender as a barrier in Orthopedic residency matching: A pilot survey study

BackgroundGender disparity in orthopedic residency programs is evident. Limited research investigates if gender attitudes deter women from applying to orthopedic surgery residency programs. MethodsA questionnaire was distributed to a single medical school which explored medical students' perceptions regarding their gender's influence on matching into orthopedic surgery residency, alongside motivators and barriers for applying. Descriptive statistics and chi-square tests analyzed potential association and trends using SPSS computation with alpha set at 0.05. Results202 medical students completed the questionnaire. Women respondents were found to be 10.6 times more likely to report their own gender as a barrier to matching to orthopedic surgery residency compared to men. ConclusionA significant proportion of women perceive their gender as a barrier to matching. Dismantling gender stereotypes may increase consideration of women medical students of orthopedic surgery as a career option.

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.

Demographic Differences in the Radiology Residency Match, 2022 to 2024

PurposeRanking preferences by residency programs in the Match could shape the diversity of selective specialties. We investigated demographic characteristics of applicants and matched residents in radiology and other specialties to identify changes in representation. MethodsSurvey data from the National Resident Matching Program were obtained for applicants to radiology (diagnostic radiology, interventional radiology, and combined diagnostic radiology and nuclear medicine) and nonradiology programs in the 2022 to 2024 Main Residency Matches. Demographics among applicants preferring a specialty, and matched residents were compared using χ2 tests. ResultsRadiology had a 73.9% match rate (3,486 of 4,718 applicants). Women represented 29.0% of radiology applicants compared with 52.0% in other specialties. In radiology, only US citizenship had higher representation among matched residents compared with applicants (+4.0%, 95% confidence interval [CI], 2.8%-5.3%) (P = .001). Other demographics were not significantly different between applicants and matched residents in radiology overall. A higher representation of women was observed in matched residents compared with applicants in diagnostic radiology (+2.4%, 95% CI, 0.2%-4.6%) (P = .031) but not interventional radiology (+0.2%, 95% CI, −5.1% to 5.5%) (P = .944). In nonradiology specialties, female gender, nonheterosexual orientation, White race, US citizenship, first-generation medical graduate, and nonurban childhood were associated with higher match rates. ConclusionUS citizenship but not other demographic variables was associated with higher rates of matching into radiology. Women are underrepresented among radiology applicants and have slightly higher match rates in diagnostic radiology but not interventional radiology.

Preference Signals and Interview Invitations: Insight Into Recent Updates to the Oto-HNS Residency Application Process.

While students in the 2023 Otolaryngology-Head and Neck Surgery (Oto-HNS) residency match were allowed 7 preference signals, this number increased to 25 for the 2024 match with the goal of reducing the overall application volume. We sought to understand the impact of this change to application volume and interview patterns. Cross-sectional survey. Program directors of US Oto-HNS residency programs were invited to participate in an anonymous, electronic survey. An anonymous REDCap questionnaire was sent via email to all current Oto-HNS program directors in January 2024. Data were analyzed using R Version 4.3.1. Forty-four program directors completed the survey. While programs received a median [interquartile range] of 400 [363, 445] applications last year, this year they reported receiving 295 [233, 339] applications of which a median of 110 applicants (40%) signaled the program. While the median percent of applicants who were interviewed by a program was 16%, the percent of interviews among applicants who had signaled the program was 37%. Of all interviews, nearly all (median 100% [91, 100]) were of applicants who had signaled the program. Finally, 40 (91%) of program directors reported that signaling played an important role in deciding to interview a candidate. Preference signals play an important role in a residency program's decision to interview a candidate. Our findings suggest that the implementation of preference signals successfully decreased the average number of applications received by each program and that medical students applying to more programs than available signals may experience diminishing returns.

Higher Grit Scores Are Associated With Greater Scholarly Productivity Among Orthopaedic Surgery Residents

Introduction: Scholarly research is a core component of resident education, designed to advance the orthopaedic field while facilitating an evidence-based approach to patient care. Grit, defined as trait-level perseverance, has been shown in prior studies to predict clinical performance, burnout rates, and residency match rates. No previous study has investigated the relationship between grit and research productivity. Study Description: This study is a cross-sectional survey of orthopaedic surgery residents from the American Academy of Orthopaedic Surgeons. Residents were assessed via online survey of scholarly productivity and the 12-item grit scale. Methods: Surveys distributed to the Academy of Orthopaedic Surgeons residents assessed the number of peer-reviewed publications, presentations, first author publications, book chapters, and articles. Respondents were also evaluated through the 12-item grit scale, with scores ranging from 1 (minimum grit) to 5 (maximum grit). Residents were divided into low (score ≤3.4), medium (score: 3.5 to 3.9), and high grit (score ≥4.0) cohorts. Analysis of variance analysis compared the cohorts regarding the scholarly productivity metrics. Linear regression models analyzed grit score as a continuous variable. Findings were statistically significant at P &lt; 0.05. Results: The mean grit score was 3.8. The high grit cohort was more likely to have increased publications, presentations, articles, and first authorship (P &lt; 0.0001). Analyzed as a continuous variable, increased grit positively correlated with increased publications, presentations, articles, first authorship, and book chapters (P &lt; 0.0001). Conclusions: The results suggest that higher grit scores are associated with scholarly productivity.

Beyond Single Accreditation: Exploring Factors Influencing Selection of Osteopathic Medical Students in the Orthopaedic Surgery Residency Match

Introduction: The purpose of this study was to evaluate DO orthopaedic surgery residents compared with their MD counterparts in traditionally allopathic programs, assessing research productivity, number of departmental DO faculty and alumni, and geographical ties to the residency program. Methods: The Fellowship and Residency Electronic Interactive Database was used to retrospectively identify traditionally allopathic ACGME-accredited orthopaedic surgery residency programs for the 2023 to 2024 year. Residency program websites Scopus, PubMed, and Doximity were used to collect data. Results: A total of 150 orthopedic surgery residency programs were identified, with 3,712 residents. Of these residents, 58 (1.6%) were DOs and 3,654 (98.4%) were MDs. MDs had a median H-index of 2 (interquartile range [IQR] 1-4) and median 4 publications (IQR 2-10), whereas DOs had a median H-index of 0 (IQR 0-1) and median 1 publication (IQR 1-3). Sixty-one programs (40%) had DO faculty (138), with 65% (38) matching at a program with ≥1 DO faculty member (20 programs; 13.3%). Conclusions: Despite a unified accreditation system, this study demonstrates that orthopaedic surgery continues to favor allopathic applicants, with 1.6% of traditionally allopathic program residents being DOs. The presence of DO faculty, alumni, or residents in a program does not significantly impact DO match rates, emphasizing the multifactorial nature of resident selection. Understanding these dynamics is crucial for addressing selection biases and promoting equity in orthopaedic surgery resident selection.

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 U.S. Census Bureau state populations. These 2 cohorts were also examined together using simple linear regression and geographic mapping. This study included 3,399 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 5 states with the lowest densities of vascular surgeons are AR, ND, NV, OK, and WY, averaging 0.4/100,000 persons. 8 states (AK, ID, KS, ND, NM, NV, RI, WY) had 0 training programs offering positions in 2023 and ranked in the lowest quartile for the number of practicing vascular surgeons. Simple linear regression demonstrated a statistically significant correlation between state rates of vascular surgeons and trainees (P<0.001). States with 0 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.

Does the geographic region of plastic surgery away rotations influence residency match success by region?

Integrated plastic surgery is consistently one of the most competitive residency specialties to successfully match. Students, advisors, and mentors are constantly looking for strategies to increase the odds of successfully matching. Away rotations (AR) give students and residency programs a chance to experience each other and get a gage of program fit and gives the student ability to show interest in a geographic region. The purpose of this study is to determine if completing an away rotation in a specific geographic region increases the chances of matching there. U.S. medical student seniors from 2018-2023 applying into integrated plastic surgery were analyzed. The Texas STAR survey was used as a data source. Data was collected on the number of applications, interviews, AR, applicant home region, and match outcome and stratified into 4 regions, central, northeast, south, and west based on AAMC program listings. Applicant statistics such as standardized exam scores were also collected. Linear and logistic regression were conducted assess associations with increased interviews and successfully matching in specific geographic regions. χ² and independent T-tests were used to assess associations between match outcome and applicant statistics. 401 applicants with 28561 applications were included for analysis. Match success was 78.3%. Most applicants completed at least 1 AR (85.9%) with a mean of 2.04 per applicant. Completing more AR in a region resulted in significantly more interview offers in that area, with an average increase of 1.3 interviews for each AR completed (p<.001). Completing more AR and having more interviews in a particular region increased the odds of matching in that region (p<.05). Number of interviews, completing an AR, USMLE Step 2 score, alpha omega alpha membership, and cumulative quartile rank were associated with increased match success. Completing AR in specific geographic regions increased the number of interviews and chances of matching in the same region.