Training Posts Research Articles

Distribution of Currents in 2 × 25 kV Electric Railway Systems under Normal Conditions

This article shows a detailed analysis of the distribution of currents in 2 × 25 kV electric railway systems under normal conditions. The network equations are clearly formulated in a way that enables the presentation of a novel simplified analytical solution as well as the traditional numerical solution of the equation set. The simplified analytical solution is obtained when the transformer impedances are neglected, and under these conditions: (a) the distributions of currents are analytically deduced for cases with only one train; (b) the distribution of currents among autotransformers and between catenary and feeder can be easily understood, as well as the effect of the train position on the distribution of currents; and (c) the superposition method is applied for cases with multiple trains in order to clearly explain the distribution of currents from the results with only one train. On the other hand, the network equations are also numerically solved, including autotransformer impedances, and it is shown that their effect is very low, especially because these impedances are typically small. Therefore, the proposed analytical method is a good tool to obtain an easy and approximate solution for the distribution of currents in these systems, as well as an excellent tool to facilitate the understanding of that distribution.

Frailty nurse and GP-led models of care in care homes: the role of contextual factors impacting Enhanced health in care homes framework implementation

BackgroundThe Enhanced Health for Care homes (EHCH) framework is an innovative response to provide more proactive, preventative approaches to care for residents living in care homes. It involves co-producing a shared vision with primary care. As part of EHCH a UK clinical commissioning group supported GP’s in two localities to implement their preferred delivery approach involving a new Frailty Nurse-led (FN-led) model in care homes alongside an existing General Practitioner-led (GP-led) model. This paper focuses on implementation of the new FN-led model.MethodsA qualitative study design was adopted. Forty-eight qualitative semi-structured interviews were undertaken across six care home sites in a Northern locality: three implementing the FN-led and three engaged in an existing GP-led model. Participants included residents, family members, care home managers, care staff, and health professionals working within the EHCH framework.ResultsTwo overarching themes were generated from data analysis: Unanticipated implementation issues and Unintended consequences. Unsuccessful attempts to recruit Frailty Nurses (FN) with enhanced clinical skills working at the desired level (UK NHS Band 7) led to an unanticipated evolution in the implementation process of the FN-led model towards ‘training posts’. This prompted misaligned role expectations subsequently provoking unexpected temporary outcomes regarding role-based trust. The existing, well understood nature of the GP-led model may have further exacerbated these unintended consequences.ConclusionWithin the broader remit of embedding EHCH frameworks, the implementation of new FN roles needed to evolve due to unforeseen recruitment issues. Wider contextual factors are not in the control of those developing new initiatives and cannot always be foreseen, highlighting how wider factors can force evolution of planned implementation processes with unintended consequences. However, the unintended consequences in this study highlight the need for careful consideration of information dissemination (content and timing) to key stakeholders, and the influence of existing ways of working.

Pemberdayaan Petani Melalui Penyuluhan Kesehatan dan Keselamatan Kerja (K3) Di Desa Pucak, Kec. Tompobulu, Kab. Maros

Farmers who are physically and mentally healthy will increase work productivity, thereby increasing the welfare of their families. An unergonomic working position for farmers while working can cause fatigue, injury and work accidents. Problems of farmers in Pucak Village, Kec. Tompobulu as a partner namely; do not know the impact of fatigue and work accidents, do not know and measure ergonomic work positions, and do not do gymnastics and ergonomic work positions before work. The solutions offered are: (1) Counseling on work fatigue and accidents, (2) Measurement of ergonomic work positions and (3) Exercise training and ergonomic work positions. The results of the activity are (1) increased knowledge about the effects of fatigue and work accidents, (2) the working position of farmers is generally at risk of experiencing musculoskeletal disorders. Farmers also know ergonomic work positions, as well as (3) ergonomic exercises before work and ergonomic positions when working according to farmers' conditions. It is recommended that cross-sectoral involvement in creating a Safety Farming Village, training in providing first aid for musculoskeletal disorders.

The role of career development in ensuring effective quality management of training

Orientation: It is widely acknowledged that career development needs to be viewed as a critical element by organisations to capacitate employees and contribute to organisational success. The role of career development in capacitating leaders to ensure effective quality management (QM) of training is not well known.Research purpose: This research aimed to investigate officers in corps training units’ perceptions regarding the role of career development in managing the quality of training in the South African (SA) Army.Motivation for the study: Limited research exists concerning the career development of leaders responsible for the QM of training internationally and nationally. This study intended to fill the gap.Research design and method: Qualitative focus group interviews were conducted using a sample comprising 49 officers at six SA Army corps training units.Main findings: The appointment of unqualified and incompetent leaders in critical positions, lack of continuity in the staffing of personnel, the appointment of incompetent personnel in training positions and the lack of mentors and opportunities for mentoring of officers adversely affected the QM of training in the SA Army.Practical/managerial implications: There is a need for leaders in the SA Army to ensure that career development strategies are adequately planned and managed in the training context. This will ensure that leaders with adequate potential are appointed and developed to guarantee high-quality training.Contribution/value-add: This research provided an empirical description of the role that career development plays in the organisational system to ensure adequate QM of training.

Fragmentation or focus? The precarious nature of initial teacher training within the english further education sector

ABSTRACT There has been an increased emphasis on how teacher quality impacts the effectiveness of student learning, and this has placed a greater focus on the effectiveness of teacher preparation programmes. Meanwhile, there has been a general neglect of the English further education (FE) sector both politically, and in academic research. Therefore, this paper considers the current position of initial teacher training (ITT) for the further education sector, amidst recent educational policy developments to improve the consistency and quality of the provision of teacher education. This paper first considers the political changes that have impacted this setting since New Labour came into power in 1997 and draws on reports of how teacher preparation programmes have evolved and been delivered during this time. It is argued that given the lack of cohesion of educational policy that has seemingly plagued the FE sector, this trend is likely to continue, but government rhetoric is certainly indicating that the new developments for initial teacher training may have a more lasting effect. However, this paper concludes that if the changes are to last, there are some key factors which must be considered, including that of political consensus and stability for the sector.

South Africa's Psychiatric training capacity in 2008 and in 2018. Has training capacity improved?

There is a deficit of psychiatrists in South Africa, and to our knowledge, there is no situational analysis of training posts for psychiatrists in the country. To compare the number of specialists and subspecialists in training and training posts available in 2008 and 2018. South African medical schools with departments of psychiatry. A situational analysis involving data collection through a survey completed by eight heads of academic psychiatric departments followed by a comparative analysis of the two aforementioned years. Data shows an 11% increase in funded and unfunded posts combined and a 9.3% increase in funded posts. The occupancy of funded posts decreased (92% in 2008 to 82% in 2018). When considering both funded and unfunded posts, only three more psychiatrists were being trained in 2018. Supernumeraries appointed in unfunded posts can be expected to return to their countries of origin. As such, a decrease in filled funded posts likely reflects a decrease in training psychiatrists destined to work in South Africa. While child and adolescent psychiatry was the only sub-speciality with accredited training posts in 2008, all sub-specialities included on the questionnaire had accredited training posts in 2018, and the number of accredited training posts in child and adolescent psychiatry doubled. That said, many of the posts were unfunded and vacant. While there was an increase in posts from 2008 to 2018, many posts remained unfilled. As such, not only are additional funded training posts required but also strategies to increase post-occupancy and successful completion of training. This study is the first situational analysis of specialist and subspecialist training posts in Psychiatry in South Africa, at two time points over a 10 year period, that draws on academic heads of departments of psychiatry as respondents. The study highlights the nominal increase in funded training posts over this period, especially subspecialist training posts. The majority of Health Professions Council of South Africa (HPCSA) accredited subspecialities in Psychiatry have no funded training posts which is particularly concerning.

Train-Centric Communication Based Autonomous Train Control System

Driverless train control systems are becoming popular in the world. Notably, this technology has already been applied for several years. However, these kinds of Automatic Train Operation systems are still under the framework that network elements and movement authority are generated from the ground control center. Hence, the aforementioned rail systems are “automated” but not “autonomous,” and the architecture utilization and train tracking interval are limited. With the development of advanced sensors and control algorithms, the train intends to be equipped with a decision-making capability. In order to further improve train movement coordination and efficiency, an Autonomous Train Control System (ATCS) is proposed. This paper provides three main contributions: Firstly, the system structure is described, and the information following in ATCS is discussed with general operation scenarios. Secondly, data isolation is broken under ATCS, and data prediction and edge-based information fusion are applied to process the real dynamic data and estimate the train's speed and position. Thirdly, with the assistant of data fusion, model predictive and data-based control methodologies are discussed.

Vascular surgery exposure differentiates successful integrated vascular surgery Applicants

BackgroundThe number of applicants to integrated vascular residencies continues to rise faster than available training positions. Numerous stakeholders in vascular surgery (VS) are invested in improving resources for medical student mentorship and VS exposure throughout medical school. The purpose of our study was to assess VS exposure factors for integrated VS applicants from the 2021 application cycle and determine which factors are related to matching successfully into VS residency. MethodsA 15-question anonymous survey evaluating applicant VS exposure, resources, and match outcome was developed. VS exposure in the following areas was specifically evaluated: VS conference attendance, VS student interest groups, vascular subinternship away rotations, and mentorship by vascular surgeons. The survey was disseminated on the 2021 Integrated VS Applicant Cycle GroupMe chat forum from April 2022 to August 2022. We used χ2 and Wilcoxon rank-sum tests to compare summary statistics between respondents who self-identified as having successfully matched vs respondents who did not match into an integrated VS program. ResultsA total of 125 applicants were identified and 54 applicants (44%) responded, including 48 who successfully matched into an integrated VS residency. The median regional and national VS conference attendance over the preceding year was 1 (interquartile range [IQR], 1-2), with greatest attendance reported at the Society for Vascular Surgery Vascular Annual Meeting (57% of respondents). A VS away rotation was completed by 42 (78%) respondents overall, with out-of-pocket expenditure reported as >$1000 and >$3000 by 69% and 21% of these applicants, respectively. If given the opportunity to visit interview sites in person after virtual interviews, applicants would have chosen to visit median of three 3 sites (IQR, 3-5 sites) on average. Most of the applicants who matched (77%) had a VS student interest group at their home institution. Those who matched assigned higher rating of perceived vascular mentorship during the application cycle (median, 10 [IQR, 9-10] vs median 5.5 [IQR, 4-9] on a 1-10 scale; P = .04). Applicants who matched also endorsed interest in VS earlier in medical school (median, year 2 [IQR, years 1-3] vs median, year 3 [IQR, years 3-3]; P = .03). Only 19% of applicants who matched and completed a VS away rotation reported matching at the same institution where they had completed their away rotation. ConclusionsVascular mentorship and early VS exposure are variables associated with a successful match into an integrated VS residency. Although exposure to an institution occurs with an away rotation, the cost to the applicant is not insignificant and most applicants do not match at the institution where the rotation occurred.

(Dis)positions for teacher training in a pedagogy course: university extension contributions

Resumo O artigo apresenta resultados de uma pesquisa que teve por objetivo analisar como a participação de estudantes de um curso de pedagogia em ações de extensão universitária pode contribuir para o desenvolvimento de (dis)posições para sua formação docente. Teoricamente, ancora-se nos conceitos de (dis)posições para a formação docente, de Nóvoa, e de “terceiro espaço”, de Zeichner. A contextualização acerca da extensão universitária foi elaborada com o apoio do Fórum de Pró-Reitores de Extensão das Instituições Públicas de Educação Superior Brasileiras (Forproex) e estudos da área. Metodologicamente, a pesquisa desenvolveu-se a partir de uma análise documental das ações extensionistas com abertura para a formação de professores registradas na instituição perscrutada, seguida de uma análise de entrevistas feitas com os sujeitos envolvidos com a realização de tais ações e ligados ao curso de pedagogia em questão. Os resultados indicam que as posições para a formação docente são desenvolvidas pela via da extensão, porém algumas mais frequentemente que outras. Considerando as ações de extensão que compuseram o estudo, as posições mais desenvolvidas, por ordem e razões, são: recomposição investigativa, pela relação com a pesquisa; exposição pública, pela relação com a sociedade; interposição profissional, pela articulação com escolas e professores; composição pedagógica, pela dialogicidade e trabalho colaborativo; e disposição pessoal, pelo autoconhecimento e autoconstrução.

English Language Medical Schools in China: An Analysis of International Medical Graduates Practicing in the UK.

From 2006, the Ministry of Education in China has approved universities to provide undergraduate medical training in English, targeting fee-paying international students. Students on these courses can face challenges in their clinical training, particularly in the domains of communication and professionalism. This study examines the proportion of doctors qualified from such medical schools who are currently listed on the UK medical register. The UK General Medical Council register of medical practitioners was searched to identify doctors qualified from 33 Chinese medical schools who provide education in the English language. As of February 2022, 502 doctors whose primary medical qualification is from a university offering English language education in China were registered on the UK medical register. Four hundred twenty-five (84.7%) of these doctors were aged 39 and under, approximately double the proportion of doctors in this age bracket overall. Three hundred forty nine (69.5%) were staff grade and associate specialist doctors, 109 (21.7%) were doctors in training, 36 (7.2%) were on the General Practitioner (GP) register, and 20 (4.0%) were on the specialist register. Among doctors in training, the most common specialty areas were in general practice and psychiatry that are both facing recruitment shortages in the UK at present. A small but significant number of graduates whose medical training was in the English language in China are practicing medicine in the UK. These doctors are in younger age groups than the overall medical workforce, and are less likely to be in training, and specialist or GP posts. Among those in training, a high proportion are in GP and psychiatry training and could contribute to alleviating UK medical workforce shortages. Policymakers and educators should be mindful of the growing numbers of doctors qualified from these schools, and the additional support they may require considering the unique training environments they have encountered.

Office of inspector general-An atypical job for a psychologist.

This article outlines the career of Dr. Dana Moore, who began her federal career as a clinical psychologist at the VA Medical Center in Nashville, TN. Following her husband's transfer to Washington, DC, she moved into VA Central Office training and management positions, which eventually led her to become a Senior Executive in VA's Office of Inspector General. She encourages readers to consider making career choices that open up new opportunities for their future. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Using normalisation process theory to understand implementation of integrated multi-sector pre-registration trainee pharmacy technician training.

The pre-registration trainee pharmacy technician (PTPT) integrated training programme is a workforce intervention designed to train PTPTs in multiple sectors. The programme recruited 35 PTPTs to 2-year training posts which involved employment in one sector, and a minimum of 12 weeks' work-based training in ≥2 further settings each year. To identify facilitating and inhibiting factors to implementation of the PTPT integrated training programme and make recommendations on ways to embed and maintain PTPT integrated training in routine practice. Normalisation Process Theory (NPT) constructs were used as a framework for analysis. Semi-structured interviews (14 PTPTs, 15 supervisors) explored PTPTs' learning and practice experiences over their 2-year training. A survey explored training outcomes (confidence and preparedness to practise) of integrated (n=31) and single sector PTPTs (n=39). Whilst some understood the intervention well, others had differing understandings of its purpose and potential benefits (coherence). Educational and practice supervisors acknowledged the importance of regular communication but reported difficulties implementing this due to time constraints (cognitive participation). PTPTs benefitted from having an educational supervisor oversee learning and progress over 2-years, and a practice supervisor for their day-to-day learning. PTPTs' experiences of supervision were inconsistent due to variation in supervisors' availability, knowledge, experience, and level of support (collective action). Participants perceived the PTPT integrated training as supporting development of a flexible pharmacy technician workforce able to work across sectors. The survey found that integrated PTPTs felt significantly more prepared than single-sector PTPTs to work in different settings (reflective monitoring). PTPTs on the programme had better ability to work in different sectors. Improving implementation requires clear understanding of the intervention's purpose by all stakeholders; clarity on supervisors' roles/contributions; and effective communication between supervisors to create effective learning opportunities. Findings can inform implementation of future multi-sector education and training globally.

(Dis)posições para a formação docente em um curso de pedagogia: contribuições da extensão universitária

Abstract This study describes results of research that aimed at analyzing how pedagogy students’ participation in university extension activities can contribute to the development of (dis)positions for their teacher education. This study uses Nóvoa’s theoretical concepts of (dis)positions and Zeichner’s “third space”. We contextualized university extension programs with the support of the Forum of Extension Pro-Rectors in Brazilian Higher Education Public Institutions - Forproex) and related studies. This research was methodologically developed from a documental analysis of the available extension actions to train teachers in the scrutinized institution, followed by an analysis of interviews with subjects involved with such actions and linked to the pedagogy course in question. Results indicate that extension develops teacher training positions, though some more frequently than others. Considering the extension actions that composed this study, the most developed positions in order (with reasons), are investigative recomposition, by its relation with research; public exposition, by its relation with society; professional interposition, by its articulation with schools and teachers; pedagogical composition, by dialogism and collaborative work; and personal disposition, by self-knowledge and self-construction.

Asymmetric Training in RealnessGAN

Generative adversarial networks (GANs) have demonstrated superior performances in image generation. In recent years, various improvements of network structure and learning theory related to GANs have undergone numerous advancement. Among these improvement techniques, the asymmetric training on the generator and discriminator networks has been widely adopted. For example, the batch normalization is used in generator while the spectral normalization is used in discriminator, or using different learning rates for the generator and discriminator. However, the asymmetric training on the real and generated samples has not been taken into consideration till now. In this paper, we proposed a novel asymmetric training-based RealnessGAN (ATRGAN) which applies the idea of asymmetric training on both samples and networks. Specifically, the asymmetric training on samples refers to performing the differential learning on the real and generated samples by controlling the information entropies of real and fake anchor distributions. The asymmetric training on networks is realized via the sampling transmission <inline-formula xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink"><tex-math notation="LaTeX">$G2D$</tex-math></inline-formula> , which abandons the commonly used independent random sampling. With the help of <inline-formula xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink"><tex-math notation="LaTeX">$G2D$</tex-math></inline-formula> , the discriminator can obtain a dominant training position than the generator, so as to ensure that the discriminator can guide the generator more effectively during training. In addition, we proposed the floating anchor distribution technique and constructed the objective function of generator for ATRGAN. Through comparative experiments, we demonstrated ATRGAN's ability of achieving better generation performance than various SOTA GANs on CIFAR-10, CAT, and CelebA-HQ datasets.

Racial and Gender Diversity of Physicians Accepted to American Military Orthopaedic and Surgical Residencies: An 18-Year Analysis.

We performed a retrospective cohort study evaluating matriculation into first year of residency training in US military surgical training programs between 2002 and 2020. In total, 9,124 applicants were reviewed. We collected matriculant self-reported race/ethnicity and sex and the medical/specialty program. We considered under-represented minorities as those who reported their race as African American, Indian/Alaskan Native, and Native, other, or who reported ethnicity as Hispanic. We calculated changes in persons accepted to training positions over time and used linear regression to model trends in diversity among orthopaedic matriculating residents when compared with other surgical subspecialities over time. Across all surgical subspecialities, the average change in percent women was 0.94% per year for the study period (p < 0.01). The average annual percent women entering orthopaedic surgery residency programs was 14% for the 18-year study period. Across all surgical subspecialties, the average change for accepted applicants from groups underrepresented in medicine (URiM) was 1.01% per year for the study period (p < 0.01). The average annual percent URiM entering orthopaedic surgery residency programs was 17% for the 18-year study period. The annual change of women and URiM entering military orthopaedic residencies was 0.10% and 1.52%, respectively. Despite statistically significant improvements, recruitment efforts as used to date fall far short of reversing sexual, racial, and ethnic disparities in military orthopaedic residencies. Orthopaedics has a lower representation of both women and physicians with minority backgrounds when compared with many surgical subspecialties. Additional interventions are still necessary to increase diversity for military orthopaedic surgeons.

Study on key technologies of GNSS-based train state perception for train-centric railway signaling

The application of Global Navigation Satellite Systems (GNSSs) in the intelligent railway systems is rapidly developing all over the world. With the GNSS-based train positioning and moving state perception, the autonomy and flexibility of a novel train control system can be greatly enhanced over the existing solutions relying on the track-side facilities. Considering the safety critical features of the railway signaling applications, the GNSS stand-alone mode may not be sufficient to satisfy the practical requirements. In this paper, the key technologies for applying GNSS in novel train-centric railway signaling systems are investigated, including the multi-sensor data fusion, Virtual Balise (VB) capturing and messaging, train integrity monitoring and system performance evaluation. According to the practical characteristics of the novel train control system under the moving block mode, the details of the key technologies are introduced. Field demonstration results of a novel train control system using the presented technologies under the practical railway operation conditions are presented to illustrate the achievable performance feature of autonomous train state perception using BeiDou Navigation Satellite System (BDS) and related solutions. It reveals the great potentials of these key technologies in the next generation train control system and other GNSS-based railway implementations.

Paradigm Shift in Vascular Surgery Training: Independent versus Integrated Match Outcomes

Currently, 2 predominant pathways exist for vascular surgery training: integrated and independent training pathways. We hypothesized that match rates would increase with time and be higher in the independent pathway than in the integrated pathway. The National Resident Matching Program provided data from the Vascular Surgery Match (VSM) (2008-2021). Match rates were defined as the percentage of applicants who matched. Chi-squared tests were used to evaluate temporal trends and interpathway differences. Over the study period, the annual number of training positions increased for both the independent (119 to 129, 8% increase) and integrated (9 to 79, 778% increase) training pathways. From 2008 to 2021, the annual match rate was stable in the independent pathway (97% to 96%, P>0.05). In the integrated pathway, the annual match rate increased from 29% to 44% (P<0.001). During each year, match rates in the independent pathway exceeded those in the integrated pathway (P<0.001). US allopathic graduates had higher match rates than non-US allopathic graduates in both the independent (92% vs. 82%, P<0.001) and the integrated pathway (70% vs. 17%, P<0.001). In the independent pathway, the percentage of applicants that matched at 1 of their top 3 choices decreased from 67% to 58% (P<0.001). Over the study period, more training positions went unmatched in the Independent (n=130, 8%) versus the Integrated (n=17, 3%) pathway (P<0.001). VSM match rates have increased for the integrated pathway and remains competitive especially for non-US allopathic graduates. More research is needed to understand applicant variables that modulate match rates.

Modeling the Urology Residency Application and Match Process: A Mathematical Argument for Application and Interview Caps

ObjectiveTo develop a mathematical model to predict the effects of an application and interview cap on the urology match success rate. Materials and MethodsUsing 2020-2021 AUA data, we created a mathematical model in MATLAB that simulated 481 applicants applying to a total of 357 training positions distributed across 143 urology residency programs. Applicants were divided into top (16%), middle (68%), and bottom (16%) strata based on a normal distribution. Programs were divided into 3 equally sized strata (1/3, 1/3, 1/3) based on Doximity rankings. Outcomes include results of a simulated AUA Match: percentage of training positions filled, percentage of interview spots filled, percentage of applicants matching from each stratum, applicant preference distribution (the percentage breakdown of applicants matching at their first, second, third, fourth, or >fourth choice), and cost/time savings of a capped application process. ResultsBased on the results of our simulated model, match parameters were optimized with caps of 50 applications and 20 interviews per applicant. Programs filled all training positions and nearly all interview spots. Top applicants matched more frequently than middle applicants who matched more frequently than bottom applicants. Applicant preference distribution remained stable with these caps compared to the true match results. ConclusionApplication and interview caps of 50 and 20, respectively, would reduce average applications by at least 39% from the 2021-2022 cycle. This would lead to over 17,000 fewer applications, $832 saved per applicant, and over 4400 hours of time saved across all Urology programs.

Creating a circuit training model to improve the agility of seven-year-olds

The objective of this study is to create an efficient circuit training model for 7-year-old kids. Research and development from borg and gall are the research methods used. There are 24 variations as a result of this research and development. Four training posts were developed by researchers, each of which tries to train one or two aspects of physical fitness. Strength, Endurance, Muscular Power, Speed, Flexibility, Agility, Coordination, and Balance are the 10 elements of physical fitness. Following a review of the literature on the characteristics of children aged 7 years, the researchers only created 4 posts, each of which may train one to two physical fitness components. On elementary school pupils in grade 1, this circuit training model's development and research were tested. The test results can be correctly implemented. Following the phases of study and development, it has been determined that this model can be used in schools.

Match Outcomes for Cardiovascular Disease Fellowship Training: 2010 to 2021.

Background This study elucidates recent trends in application and match rates in the Cardiovascular Disease Fellowship Match. We hypothesized that (1) match rates have increased with time; (2) match rates are highest for US allopathic graduates; and (3) most candidates match at 1 of their top 3 ranked fellowship choices. Methods and Results This was a retrospective cohort study of all applicants in the Cardiovascular Disease Fellowship Match from 2010 to 2021 (n=14 674). Chi-square tests were used to compare trends over time and match rates by applicant archetype (US allopathic graduates and non-US allopathic graduates). The annual number of applicants increased from 1184 to 1575 (33% increase) while training positions increased 718 to 1045 (46% increase) over the study period. The percentage of applicants that matched increased from 61% in 2010 to 66% in 2021 (P=0.090). The average match rate was 70% over the study period. During each year, US allopathic graduates had higher match rates than non-US allopathic graduates (P<0.001), but this disparity narrowed with time (83% versus 41% in 2010 and 83% versus 54% in 2021). Most applicants matched at 1 of their top 3 choices (first, 37%; second, 12%; third, 7%). Applicants matching at 1 of their top 3 choices decreased from 51% in 2010 to 48% in 2021 (P=0.704). Conclusions The Cardiovascular Disease Fellowship Match has remained equally competitive over the past decade. US allopathic graduates have an advantage over non-US allopathic graduates. Most applicants match at 1 of their top 3 ranked fellowship choices.