Assessment of residency program outcomes via alumni surveys

Abstract

BackgroundOne trend in medical education is outcomes-oriented training. Outcomes usually refer to individuals’ acquisition of competencies, for example, during training in residency programs. However, little is known about outcomes of these programs. In order to fill this gap, human resource (HR) data were analyzed and alumni of a pediatric residency program were surveyed at the Department of Pediatrics, Bern University Hospital, Switzerland.MethodsResidency program outcomes (demographics, career choices, part-time or full-time work status, competencies, feedback) were assessed through in-house HR databases, publicly available data on the Internet (physician directory and practice homepages), and 2 alumni surveys (S1, S2).ResultsIn all, 109 alumni met the inclusion criteria. Retention rate at the hospital was low (14%). Forty-six alumni (42%) in private practice were eligible for alumni surveys. Response rates were 87% (S1) and 61% (S2). Time intervals between 2 career decisions (selecting specialty of pediatrics vs selecting setting of private practice) varied widely (late-training decision to enter private practice). Mean employment level in private practice was 60% (range 20%–100%). Most valued rotation was emergency medicine; most desired competencies in future colleagues were the ability to work in a team, proficiency in pediatrics, and working economically.ConclusionA broadened view on outcomes – beyond individuals’ competency acquisition – provides informative insights into a training program, can allow for informed program updates, and guide future program development.

Attracting and retaining physicians in less attractive specialties: the role of continuing medical education

“…Physicians' needs for CME and professional development could be determined by conducting surveys and tracking alumni or physicians' career paths [87]. Their reflection and feedback will be vital for CME quality assurance and development [88].…”

“…CME could foster feelings of confidence and autonomy in LASs physicians by allowing them to apply new knowledge and skills to their own problems in the workplace [ 84 ] or by offering distance supervision and support from more experienced colleagues [ 43 ]. Finally, making CME attendance a requirement of the licensing procedure could be a strong extrinsic motivator for LASs physicians [ 88 , 89 ]. However, to promote learners’ participation in CME activities and boost their personal and professional development, there must be an adequate balance between pressure and support in the work setting [ 90 ].…”

Neonatal resuscitation workshop for trainees in standardized medical residency training—a pilot practice in Shenzhen, China

“…Weekly multidisciplinary in-situ simulation training involving residents in our center was associated with decreased incidence of asphyxia, severe asphyxia, hypoxic-ischemic encephalopathy and meconium aspiration syndrome ( 37 ). Medical training, from undergraduate to resident and beyond with continuing medical education, will benefit the individual if each stage is closely linked who also fully understands needs, trends and changes ( 38 ).…”

Assistenzärztinnen und -ärzte in der Pädiatrie

“…So auch die Praxispädiatrie: Eine Studie bei den Jungen Hausärztinnen und Hausärzten Schweiz zeigt, dass die nächste Generation vor allem in kleinen Ge-meinschaftspraxen in Teilzeit arbeiten möchte [7]. Das durchschnittliche Wunschpensum von AAs am Ende ihrer Weiterbildung entsprach gemäss einer schweizerischen Studie 60% [8]. Eine suffiziente Grundversorgung ist neben dem selbstverständlichen Gesundheitsaspekt auch von wirtschaftlichem Interesse, da Haus-und Kinderärzte 94,3% der Gesund-heitsprobleme abschliessend lösen und dabei nur 7,9% der Gesundheitskosten verursachen [9].…”