Intake Of Trainees Research Articles

Understanding the drivers of bottlenecks in RANZCP training: modelling and a calculator to determining sustainable trainee intake.

Demand for places in postgraduate psychiatry training programmes has increased over recent years. All systems have capacity limits, and concerns have been raised regarding the sustainability of the current intake. This paper presents a modelling exercise to exploring the presence and strategies to resolve bottleneck in the Queensland training programme. Mathematical modelling based on the RANZCP training regulations and the characteristics of the accredited training programme. A training bottleneck was identified which has been impacted by increased training intake, demand for Advanced Training certificates, and location factors. This investigation raises important questions regarding the future management of postgraduate training in psychiatry in Queensland that may be applicable more widely across Australia and New Zealand. In particular, it highlights the large impact that can result from even small incremental increases in trainees across varying levels of the postgraduate programme and the importance of limiting trainee intake in a manner proportional to the availability of mandatory terms.

Challenges and Prospects of Technical and Vocational Education and Training (TVET): Evidence from Sawla TVET College, Gamo Gofa Zone, SNNPRS, Ethiopia

The main purpose of this study was to assess the challenges and prospects of Sawla TVET College located at Sawla town administration, South Nations Nationalities and Peoples Regional State. The study used descriptive survey method through both quantitative and qualitative approach. The current trainees and senior graduates of the college who are engaged at work in the study area were taken as sample frame from which 253 samples were selected using stratified and simple random sampling methods based on the strata of the population. The current trainees and senior graduates who are engaged at work, the trainers, college management, local government officials, unemployed youths and community representatives were selected as primary data sources whereas secondary data were collected from document analysis of the college and local government. Quantitative data were collected using Questionnaires and the qualitative data via interview, focus group discussions and observations. The collected data were analyzed by descriptive statistics using SPSS version 21 which provided the frequency count and the percentage of the responses. The major findings of the study shows that the perception of the public concerning TVET is discouraging that looks it as place of last resort for those who have no were to go, awareness creation of the stakeholders is weak, low access of job in the area is another demotivating factor of the youth not to join TVET, and hence the enrollment of the college is below the target. The trainees are selective in streaming thinking of the job opportunity after completion of the training. The integration of the TVET College with stakeholders is very weak and hence, they are not delivering their responsibilities. The internal capacity of the college is not satisfactory in that it lacks qualified trainers, unavailability of well-functioning machines, and provision of raw materials for practical skills training is not timely and enough. Finally, the study recommends the TVET together with the local government to work on awareness creation of the society about the TVET, to strengthen the integration with stakeholders for increased intake of trainees, employability of the graduates, provision of quality training and industry extension and deal with the region to develop its internal capacity. Addressing these issues would make the future prospect of Sawla TVET College better than ever before. Keywords: Sawla TVET College, Skilled manpower, Employment, MSEs, Industry extension, DOI: 10.7176/JESD/10-5-02 Publication date:March 31st 2019

Mindfulness Apprenticeship: A new Model of NHS-Based MBCT Teacher Training

A new, year-long, apprenticeship model of mindfulness-based cognitive therapy (MBCT) training within the UK State National Health Service is presented. The model has a strong emphasis on personal practice and on learning to teach in various settings with regular feedback through supervision and from peers. The development of the training programme is discussed in the context of UK training provision in MBCT. A quantitative and qualitative evaluation of the experience of the first intake of trainees is presented, demonstrating a very high level of satisfaction with the training. Issues arising in the continuing development of graduates of the programme and in the development of MBCT provision by graduates, are discussed. Strengths and limitations of the evaluation are considered.

Invest in the best or compensate the weak?

PurposeThe paper aims to test whether a firm's provision of training depends on the intake quality of trainees. While a firm may just treat each trainee equally, independent of his or her intake quality, firms may alternatively also provide more training to less able individuals or focus on the most able ones. The authors develop a theoretical framework that illustrates under what circumstances a firm chooses a particular training strategy.Design/methodology/approachThe paper uses representative administrative survey data for more than 1,400 Swiss establishments. To test their theoretical predictions about a firm's training strategy, the authors apply multivariate and instrumental variable (IV) regression models. In addition, they use case study evidence from a large Swiss retailer, allowing them to analyze how different instructors in a specific firm react when confronted with apprentices of different intake qualities.FindingsThe authors find that a firm's training strategy depends on a trainee's intake quality and the expected net costs of a particular training occupation. Although firms generally provide less training to less qualified trainees, the authors find that a firm is willing to compensate low‐ability trainees with additional training when training is on average profitable in the short run.Practical implicationsWhen training regulations force firms to follow an investment‐oriented training strategy (net costs in the short run), then low‐ability trainees will not receive additional instruction time and the dropout risk increases.Social implicationsGenerating a regulatory framework that allows firms to achieve a net benefit from work‐based training is crucial for low‐ability trainees to have the opportunity to receive additional training investments that compensate for a lack of competences when training commences.Originality/valueThis paper provides novel and direct empirical evidence on how firms adjust their training provision when faced with heterogeneity in the ability of their trainees.

Trajectory to fellowship: an analysis of the current pathway to becoming a psychiatrist

This study sought to examine the pathway and barriers to attaining The Royal Australian and New Zealand College of Psychiatrists'(RANZCP) Fellowship for those undergoing the current training program, which was implemented in November 2003. This program involved a new training structure, with basic (years 1-3) and advanced (years 4-5) requirements. All formal assessments occur during Basic Training, while either generalist or sub-specialty streams are available during Advanced Training. We assessed 3 years' intake of trainees who had commenced with the current program and have reached the minimum time to attain RANZCP Fellowship. Data were extracted from the College's database for all trainees who commenced training between December 2003 and February 2006; we analysed data on assessments, rotations, breaks in training, part-time status, and other items. The key elements evaluated were the time to complete mandatory training requirements and outcomes. For those attaining RANZCP Fellowship within this cohort, the median Training time was consistent with the structure of the 5-year training program. It was clear that the RANZCP Fellowship Training Program is flexible, because 43% of the trainees studied undertook periods of part-time training and/or breaks in training, plus a range of sub-speciality programs were commenced in the Advanced Training.

Airway Management in Critical Care - New Guidelines, Old Problems

Intensive care training in the UK is undergoing change. Traditionally, the majority of intensive care medicine (ICM) clinicians were from an anaesthetic background with trainees and consultants receiving specific training and experience in basic and advanced airway management. As ICM becomes a stand-alone specialty with intake of trainees from other acute medical backgrounds, these airway skills can no longer be taken for granted. Advanced ICM trainees require only six months of training in anaesthesia, which could mean that the management of the difficult airway from intubation through to successful extubation will become increasingly challenging for those without advanced airway skills. The recent Royal College of Anaesthetists NAP4 audit aimed to identify and study major complications of airway management in the UK. It described many of these events as likely to have been avoidable, with a disproportionately high number of adverse airway incidents occurring in the intensive care unit (ICU) and emergency department. 1 When compared with ‘anaesthetic’ airway incidents, ICU airway events were more likely to be managed by doctors with less airway experience, occur out of hours and lead to more frequent permanent harm and death. Similar findings are echoed in the report written on behalf of the UK National Patient Safety Agency. 2

A Training Programme for Clinical Photographers – The Cardiff Experience

The formal training and education of trainee clinical photographers started in Cardiff in 1969. Between 1974 and 1995 the trainees' foundation knowledge and skills were taught in purpose built accommodation, but since then has been in the main department, the Media Resources Centre, at the University Hospital of Wales. Prior to 1990 the trainee intake undertook the British Institute of Professional Photographers (BIPP) Qualifying Examination in Medical Photography, and between 1990 and 2001 they undertook this together with the Master of Science (MSc) in Medical Illustration. In preparation for state registration the Postgraduate Certificate (PGC) in Medical Illustration was developed with content that was appropriate to new entrants into the profession, and trainees were registered for this rather than the MSc in Medical Illustration. Since 2003 the on‐job training scheme has been developed to follow a more formal structure closely integrated with the PGC. The authors describe the rationale for and implementation of these changes.

Professional development, manpower education and training in information sciences in Kenya

Discusses issues relating to professional development and manpower training in Kenya. Provides background information on the libraries and information sciences training programmes situation. Gives attention to issues and trends affecting the information profession in training, curricula development, application of information technology, cost of information materials and the crisis in supply and demand in regard to manpower development in the information profession. Suggests that institutions for training information professionals need to observe the supply and demand trends in their environment and to adjust both the curricula and intake of trainees to the national situation. The training institutions also need to broaden the courses offered in their programmes to include computer skills, communication studies, economics of information, marketing, research methodologies, management, publishing and booktrade, resource sharing and continuing education. The market for information professionals needs to be provided with products with diversified knowledge and skills. Concludes with observations on how the problems of manpower development and training in information sciences in Kenya may be handled.

THE ORTHOPAEDIC WORKFORCE IN QUEENSLAND NOW AND INTO THE TWENTY-FIRST CENTURY

The objectives of this study were to determine the number and distribution of orthopaedic surgeons in Queensland at present and to assess the adequacy of trainee intake for the future. Characteristics of the orthopaedic workforce in Queensland in 1990 were analysed with regard to the total number of orthopaedic surgeons, their regional distribution, their ratio to the population and their age distribution. Similar statistics were derived for the years 1981 and 1986 and trends were examined. By projecting these trends, the number of surgeons likely to be practising in 2001 was estimated. Using projected population figures, the number of orthopaedic surgeons required in 2001 was calculated, assuming an optimum ratio of surgeons to population of one per 25,000. It was found that in 1990 sufficient orthopaedic surgeons were practising in Queensland but that there was some maldistribution. With the increased intake of five new training registrars per year, the number of orthopaedic surgeons in Queensland in 2001 should be appropriate, as long as current trends continue.