Training Directors Research Articles

Child and Adolescent Psychiatry Fellowship Program Participation in the National Resident Matching Program Match: Trends and Implications for Recruitment.

Recruitment is one of the most important missions for the Child and Adolescent Psychiatry (CAP) Caucus of the American Association of Directors of Psychiatric Residency Training, the American Academy of Child and Adolescent Psychiatry, and the American Association of Directors of Child and Adolescent Psychiatry. A review of the National Resident Matching Program (NRMP) Match data is needed to inform current and future practices. The NRMP, Accreditation Council for Graduate Medical Education, and Association of American Medical College databases were queried from 1996 to 2021. The NRMP data show that the number of programs participating in the Match has increased from 87 in 1996 to 106 in 2021 and that the percentage of programs that fill their positions in the Match is increasing and has increased from 41% in 1996 to 67% in 2021. However, each year, a percentage of programs do not fill their positions offered in the Match. The numbers indicate a surplus of positions for the number of applicants that appears to be increasing, and there are currently 49 more positions than applicants. Trends in the CAP Match are encouraging, and importantly, more programs and applicants are using the Match. One concerning trend is the surplus of positions while there is a great need for child psychiatrists. More research is needed on the incentives for programs and applicants to participate in the Match and how to increase interest in child and adolescent psychiatry.

A Survey of Doctoral Internships Offering Clinical Neuropsychology Training: Updated Expectations for Competitive Applicants.

The specialty of clinical neuropsychology has experienced significant professional growth and increasing standardization of educational and training guidelines over the past 20years. Previous literature demonstrated the importance of routine distribution of selection criteria used by training directors and supervising neuropsychologists for competitive applicants aiming to specialize in neuropsychology during internship. This study examined supervisors' updated expectations for competitive applicants from a more diverse sample of doctoral internship programs offering neuropsychological training. These data also provide cross-sectional and longitudinal comparisons to help trainees tailor their graduate training experiences. The sample included training directors and/or supervising neuropsychologists from 80 internship programs (73.4% of submitted surveys). Spearman correlations, analyses of variance, and chi-square tests of independence were conducted for cross-sectional and longitudinal comparisons. Clinical experience in assessment and the personal interview were consistently the two most prioritized criteria across all groups, whereas prioritization of the additional criteria was variable based on the program's characteristics. Internship programs generally preferred practica experience at university-affiliated medical centers, Veterans Affairs medical centers, and private/community-based hospitals. University-affiliated medical centers and internships offering ≥50% neuropsychology training showed similar preferences for applicants with a depth and breadth of graduate school experience in neuropsychology. Longitudinally, the applicant expectations for programs offering ≥50% neuropsychology training remained largely unchanged between 2000 and 2020. This study updated expectations for competitive applicants from a diverse sample of neuropsychology training programs, underscored the importance of fit between trainee and program, and demonstrated consistency over time for trainees seeking neuropsychology training during internship.

17.1 TRAINING THE NEXT GENERATION OF PSYCHIATRISTS TO TREAT INDIVIDUALS WITH AUTISM SPECTRUM DISORDER AND INTELLECTUAL AND DEVELOPMENTAL DISABILITY FROM BASELINE TO SOLUTIONS

The objectives of this session are to: 1) review data exploring the training and education by psychiatric trainees for working with individuals with autism spectrum disorder (ASD) and intellectual and developmental disability (IDD); 2) understand the process by which the AACAP Autism and Intellectual Disability Committee’s working group on training and education undertook the task to improve training by developing a curriculum including video lectures; and 3) explore preliminary data from training directors and psychiatry trainees on the utility of the video lectures.

Impact of Covid-19 Virus on Ophthalmology Residents and Fellows in a Tertiary Care Hospital

Purpose: To determine the impact of COVID-19 pandemic on the training of Ophthalmology residents and fellows in a tertiary care hospital.
 Study Design: Cross sectional survey.
 Place and Duration of Study: The study was conducted in a tertiary care hospital, Peshawar from august 1st to august 20th 2020.
 Methods: A self-designed questionnaire was distributed among 50 ophthalmology residents and fellows. Under-graduate students, house officers and post-graduate trainees from other specialties were excluded. Questions comprised of demographic data, and questions which were meant to investigate the changes experienced by the trainees during COVID-19. The data was analyzed by SPSS Software (Version 19).
 Results: Among 50 participants of this study, 16 (32%) were females and 34 (68%) were males. The age ranged from 27 to 35 years. There was no statistically significant difference in the perspectives of resident trainees and fellows regarding negative impact of COVID-19 on their training. Ninety-five percent of the residents and fifty five percent of the fellows had effect on their clinical skills with p values of less than 0.05. Hundred percent residents agreed that online case presentation could not replace the traditional long rounds and simulator based training could improve the surgical skills in pandemic. Twenty five (60.97%) trainees and 6 (66.66%) fellows mentioned that pandemic affected them psychologically and they felt fear while working.
 Conclusion: COVID-19 has adversely affected the training of post graduate trainees. Training directors should ensure to provide modern technological tools to improve trainees’ clinical and surgical skills until the crisis is over.
 Key Words: COVID-19, Ophthalmology, Training, Conference.

Neuropsychology trainee concerns during the COVID-19 pandemic: A 2021 follow-up survey

ABSTRACT Objective As the COVID-19 pandemic continues, the impact on neuropsychology trainees continues to evolve. This paper describes the results of a survey of neuropsychology trainee (graduate student through postdoctoral resident) perspectives on the COVID-19 pandemic and compares them to a previous survey conducted in Spring 2020. Method The survey used several questions from the 2020 survey and added applicable new questions based on the results of the 2020 survey. The survey was distributed to listservs, training directors, and student organizations in neuropsychology with snowball sampling used. Results Respondents were primarily female (82.4%) and white (63%). The majority of trainees (66%) reported loss of clinical hours. Interestingly, the average training time missed was approximately 3.36 weeks (SD = 9.27). Trainees continue to report that they have experienced increased anxiety, depression, and stress since the beginning of the pandemic; however, compared to a prior survey, rates of increased anxiety/stress remained stable, but more trainees reported increased depression. Approximately 31% of trainees reported that they were differentially impacted by the pandemic due to racial/ethnic background and female trainees were more likely to report increased personal stress, anxiety and depression than their male counterparts Conclusions Results suggest continued wide-reaching pandemic related impacts on neuropsychology trainees. For example, trainees continue to be concerned about the impact of lost clinical hours on their professional futures. The most notable of the personal impacts included increased rates of mental health concerns and differential impacts on trainees from ethnoracial minority communities. Recommendations are provided to assist trainees in coping with pandemic-related disruptions.

Michael Thompson, MD

Michael Thompson, MD

Palliative Care Training for Geriatric Psychiatry Fellows: A National Survey Project

ObjectivesPalliative care is an essential part of the standard of care for individuals with serious medical illnesses. Integration of palliative care and mental health is important for elderly patients with medical and psychiatric comorbidities. Geriatric psychiatrists are natural stewards of palliative care-mental health integration, however this is contingent on palliative care training. Currently, palliative care training in geriatric psychiatry fellowship programs is uncharacterized. We surveyed geriatric psychiatry fellowship program directors in the United States to assess current palliative care training practices. MethodsWeb-based anonymous survey of geriatric psychiatry fellowship training directors ResultsForty-six percent (28/61) of program directors responded. Seventy one percent (20/28) of programs provide didactics on palliative care. Seventy-seven percent (20/26) of programs provide clinical experiences in palliative care. Sixty-three percent (15/24) have formalized interactions between geriatric psychiatry and palliative care fellows. ConclusionsPalliative care training for geriatric psychiatry fellows is robust but unstandardized. Operationalizing palliative care training for geriatric psychiatrists may improve mental health integration into serious illness care.

What makes for a competitive fellowship candidate? A survey of clinical neuropsychology postdoctoral training directors

Objective: To obtain objective data about the factors that clinical neuropsychology postdoctoral training directors (TDs) look for and prioritize in their review and selection of fellowship candidates. Method: We identified 167 TDs who were overseeing postdoctoral training programs that provided training consistent with the Houston Conference Guidelines. We invited all TDs to complete an anonymous online survey that assessed their expectations as they relate to the selection of fellowship candidates. Eighty-eight TDs completed the survey in full. We used descriptive statistics to analyze the data and investigate potential between-group differences in TDs’ responses across patient populations, training settings, and APPCN member program status. Results: TDs ranked the intensity of candidates’ neuropsychology education and training experiences, their fellowship interviews, and letters of recommendation as most important. Increasing the representation of under-represented minorities and other factors were ranked lower. Minimum benchmarks related to candidates’ scholarly productivity, dissertation progress, and the time they spent engaged in clinical neuropsychology activities during internship were revealed. There were relatively few differences in TDs’ responses when compared across patient populations, training settings, or APPCN member program status. Conclusions: Students may increase their competitiveness for clinical neuropsychology fellowships by obtaining intensive education and training experiences in the specialty, which includes clinical training and coursework, and by producing scholarly work. Students may also benefit from improving their interviewing skills, completing an internship with at least 40% of time spent in neuropsychological activities, and at minimum by having their dissertation data collected before their fellowship interviews.

Growing the Psychiatry Workforce Through Expansion or Creation of Residencies and Fellowships: the Results of a Survey by the AADPRT Workforce Task Force.

ObjectiveThe USA needs to produce more psychiatrists to meet projected workforce deficits. The American Association of Directors of Psychiatric Residency Training Directors (AADPRT) sought to examine opportunities for and obstacles to expanding or creating residencies and fellowships.MethodsIn November 2019, the authors conducted a survey of residency and fellowship directors. The survey gathered information about new positions, new programs, participation in interprofessional education, and loss of residency or fellowship positions.ResultsThe survey was distributed to psychiatry residency (N=231) and fellowship (N=194) directors, with a response rate of 33.4%. One quarter of responding residencies and fellowships reported creating new programs; 24.7% of residency and 17.5% of fellowships reported expansion. The most common reason to develop or expand programs was the shortage of psychiatrists, with the local institution as the most common funding source. Fifty-seven percent reported that they had wanted to expand, but faced barriers, primarily lack of funding. Recruitment and retention of faculty are major challenges. Psychiatry departments frequently (87.5%) participate in interprofessional education, generally perceived as positive. Unfortunately, 15.7% of respondents reported loss of positions or closure of programs.ConclusionsCreating and expanding residencies and fellowships are common strategies for addressing the shortage of psychiatrists. Barriers include lack of funding and challenges recruiting/retaining faculty. The loss of residency/fellowship positions or closure of programs is a worrisome trend.

Not Even Pandemic Can Stop APA’s Popular MindGames!

Back to table of contents Previous article Next article APA & MeetingsFull AccessNot Even Pandemic Can Stop APA’s Popular MindGames!Search for more papers by this authorPublished Online:24 Jun 2021https://doi.org/10.1176/appi.pn.2021.7.48AbstractResidents from the University of Texas Health San Antonio won this year’s MindGames, the popular Jeopardy-like APA competition pitting residents from psychiatry programs across the country against each other to test their knowledge of patient care, medicine, and psychiatric history. The winning team members were (from left) Eric Parmon, M.D., Morgan Hardy, M.D., and Anna Zampese, M.D.The other teams were from Cooper Medical School of Rowan University and SUNY Upstate Medical University. Playing for Cooper Medical School were Garrett Rossi, M.D., Roshi DeSilva, D.O., and Michelle Mergenthal, M.D. Playing for SUNY Upstate were Mark Wiener, M.D., James Gilfert, M.D., and Sutanaya Pal, M.D.MindGames is traditionally held at APA’s Annual Meeting but this year had to be held virtually over Zoom.Art Walaszek, M.D., director of residency training at the University of Wisconsin, hosted this year’s event. Special judges were past APA President Michelle Riba, M.D., M.S., a clinical professor of psychiatry at the University of Michigan, and Philip Muskin, M.D., a professor of psychiatry at Columbia University Medical Center. ■ ISSUES NewArchived

Utilization of heat-mapping tools to match a resident staffing template to emergency department arrival patterns.

Academic emergency departments (ED) rely on a steady flow of patients to provide residents with good clinical training. Understanding institutional volume patterns allows training directors to create a schedule that maximizes learning opportunities while also adequately staffing the ED. Our primary objective of this study was to utilize heat-mapping software to optimize resident staffing in an academic ED. Heat-mapping tools within Microsoft Excel were utilized to overlay ED patient arrival patterns on top of the potential patients per hour based on published productivity data for trainees and historical averages for advanced practice providers at our institution. Time frames for under- and overstaffing were identified and color-coded. This analysis informed a revised schedule template and the same heat-mapping process was used to determine the appropriateness of the revised staffing template. The heat map for the original schedule template revealed understaffing in the morning and overstaffing the rest of the day. Informed by these findings, schedule adjustments were made. There was no net increase in the number of resident or advanced practice provider coverage hours. Prior to implementation, the ED was understaffed by 5% or more during 18.4% of operating hours. Following changes to the staffing template, only 5.9% of operating hours were understaffed (p<0.001). Furthermore, significant understaffing (20% or more) decreased from 16.6% to 3.1% (p<0.001). Novel use of heat-mapping software has the potential to successfully match ED patient arrival patterns to an optimal resident staffing template. Future directions include incorporation of variable resident productivity to account for fatigue as the shift progresses.

Entrustable Professional Activities: Reflecting on Where We Are to Define a Path for the Next Decade.

Entrustable Professional Activities: Reflecting on Where We Are to Define a Path for the Next Decade.

The future of work in Africa in the era of 4IR – The South African perspective

ABSTRACT Although the correlation between technology and the changing labor landscape has been the subject of much research, there are growing concerns regarding the rise of automation and its impact on the job market. Research focus has been on jobs that are most likely to be affected by automation in the era of the fourth industrial revolution (4IR). Very little, if any research has examined universities’ readiness to meet the current and future 4IR curriculum demand needs, and their capabilities to produce graduates or skill sets that support the current and future labor market and technology changes. This insight paper explores South African universities’ 4IR readiness against the backdrop of general industry 4IR adoption. An interpretive interview with three leading 4IR education training and industrial automation company directors offers insight into industry 4IR adoption in Africa, as seen against the available skills sets and/or labor force readiness. This paper has implications for curriculum redesign and planning.

Applicant factors contributing to interview selection, ranking determination, and judgement of "Fit" among health service psychology internship training programs.

The predoctoral internshipAQ4 training year is the capstone training experience for health service doctoral students. Previous research has explored what applicant characteristics are desired by internship sites and has not thoroughly explored differences between types of sites or criteria importance at different stages of applicant consideration (interview vs. ranking). We evaluate current perceptions of doctoral student internship applications by training directors. Internship training directors of APA-accredited sites report on the importance of different application materials during interview and ranking decisions. We also compare these rankings across site types. Results indicate that internship sites were generally consistent in their criteria rankings; however, there were also some differences. Intern applicant "fit" continues to be the most important criteria by which applicants are judged at all stages of consideration. Qualitative analysis found that "fit" varied by site across themes of treatment, applicant, and site characteristics. We discuss implications in their preparation of internship applications. In addition to the practical guidance for students, we discuss how program changes can increase applicant site competitiveness.

Core Cardiology Training Symposium (COCATS) Standards and Board Certifications: Implications for Fellows-in-Training Seeking Employment.

The Core Cardiology Training Symposium (COCATS) standards are recommendations endorsed by the American College of Cardiology to assist cardiology fellowship program training directors in curricular design. In addition to seeking COCATS standards as evidence of proficiency in cardiovascular skills, Fellows-In-Training (FITs) often pursue board certifications to maximize their hiring potential. The costs and barriers with COCATS standards and board certification processes are not insignificant, however the degree to which the job marketplace demands them has not been well characterized. The intent of this investigation study was to estimate the demand for COCATS standards and board certification in cardiology job advertisements. We conducted a cross-sectional survey of job listings on the American College of Cardiology's "Cardiology Careers" page, to establish how often advanced COCATS standards and certifications are requested. Of a total of 314 total cardiology job postings (including 133 academic positions), only eight (2.5%) job postings explicitly noted COCATS standards. Aside from American Board of Internal Medicine subspecialty certification, only 8.60% required certification in another cardiology related board certification. Despite the perception that COCATS standards and subspecialty certifications are vital to the cardiology job application process, our analysis suggests that few job postings require them. Concern regarding COCATS standards and subspecialty certification of FITs may be out of proportion to the relevance of these achievements on the current job market.

COVID-19 Adaptations for Health Service Psychology Internship Training in a Medical School.

Health service psychology internship directors confronted a myriad of training challenges in response to the COVID-19 pandemic. Specifically, internship training directors were tasked with ensuring that interns received appropriate training in each of the nine profession-wide competency (PWCs) areas while also ensuring the physical and emotional well-being of staff and trainees. The purpose of this paper is to describe one internship’s approach to adapting the nine PWCs during COVID-19 in the context of an academic medical setting. Successes and challenges associated with training adaptations in the context of each of the nine PWCs will be shared along with considerations for improving academic medical training programs’ ability to support interns’ educational goals and training requirements throughout and following the COVID-19 pandemic.

Psychiatry Residency Match Numbers Climb Again After Unprecedented Year in Medical Education

Psychiatry Residency Match Numbers Climb Again After Unprecedented Year in Medical Education

Resource Document Calls for Improved Residency Training on SUDs

Resource Document Calls for Improved Residency Training on SUDs

دور إدارة الجودة الشاملة في تحقيق الميزة التنافسية المستدامة

With the beginning of the 20th century, the interest in quality began to grow, and this interest grew even more after the Second World War. This concept was expanded with the increase in customer expectations and the intensity of the competition in terms of quality, to include quality at the organization level as a whole. This study is aimed at identifying the role of TQM in achieving the competitive competitive advantage of the staff of the Directorate of Preparation and Training, and what is exposed to this Directorate of competition as strong as other departments Internal and external pressures affect Especially in terms of performance and competitive position. This led the Directorate to use TQM to maintain its competitive advantage and to enhance its competitive position. In order to achieve this, the analytical description was used. The researchers designed a questionnaire consisting of (30) ) A questionnaire on the sample of the sample has been mobilized through the staff of the Directorate has been used several statistical methods (SPSS) to achieve the objectives of the study. The researchers concluded that the implementation of TQM through the continuous training and education of all the human resources working in the Directorate, and the need to emphasize the accreditation of business organizations TQM as a modern and declared administrative approach to all leaders and employees, build a culture of quality and abandon the traditional methods of management

On Trial for Being Victims of Trauma: Sexual Abuse of Migrants in ICE Custody

On Trial for Being Victims of Trauma: Sexual Abuse of Migrants in ICE Custody