Recent evidence on visual-spatial ability in surgical education: A scoping review

Kalun, Portia; Dunn, Krista; Wagner, Natalie; Pulakunta, Thejodhar; Sonnadara, Ranil

doi:10.36834/cmej.69051

Cited by 13 publications

(9 citation statements)

References 114 publications

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“…Although alluring to surgeons, evidence on selection using assessment instruments and procedures specific for surgical training, for instance assessing technical aptitude and visuospatial ability, has yet to be proven. In Ireland aptitude testing is conducted only for the first round of selection, i.e., for core surgical training [ 4 , 46 – 48 ]. Aptitude testing is costly and resource demanding.…”

Section: Discussionmentioning

confidence: 99%

Different approaches to selection of surgical trainees in the European Union

et al. 2021

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Background There is an increasing global interest in selection processes for candidates to surgical training. The aim of the present study is to compare selection processes to specialist surgeon training in the European Union (EU). A secondary goal is to provide guidance for evidence-based methods by a proposed minimum standard that would align countries within the EU. Methods Publications and grey literature describing selection strategies were sought. Correspondence with Union Européenne des Médecins Specialists (UEMS) Section of Surgery delegates was undertaken to solicit current information on national selection processes. Content analysis of 13 semi-structured interviews with experienced Swedish surgeons on the selection process. Two field trips to Ireland, a country with a centralized selection process were conducted. Based on collated information typical cases of selection in a centralized and decentralized setting, Ireland and Sweden, are described and compared. Results A multitude of methods for selection to surgical training programs were documented in the 27 investigated countries, ranging from locally run processes with unstructured interviews to national systems for selection of trainees with elaborate structured interviews, and non-technical and technical skills assessments. Associated with the difference between centralized and decentralized selection systems is whether surgical training is primarily governed by an employment or educational logic. Ireland had the most centralized and elaborate system, conducting a double selection process using evidence-based methods along an educational logic. On the opposite end of the scale Sweden has a decentralized, local selection process with a paucity of evidence-based methods, no national guidelines and operates along an employment logic, and Spain that rely solely on examination tests to rank candidates. Conclusion The studied European countries all have different processes for selection of surgical trainees and the use of evidence-based methods for selection is variable despite similar educational systems. Selection in decentralized systems is currently often conducted non-transparent and subjectively. A suggested improvement towards an evidence-based framework for selection applicable in centralized and decentralized systems as well as educational and employer logics is suggested.

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Section: Discussionmentioning

confidence: 99%

Different approaches to selection of surgical trainees in the European Union

et al. 2021

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“…Although alluring to surgeons, evidence on selection using assessment instruments and procedures speci c for surgical training, for instance assessing technical aptitude and visuospatial ability, has yet to be proven. In Ireland aptitude testing is conducted only for the rst round of selection, i.e., for core surgical training (4,(41)(42)(43). Aptitude testing is costly and resource demanding.…”

Section: Discussionmentioning

confidence: 99%

Different Approaches to Selection of Surgical Trainees in the European Union 

Hagelsteen

Pedersen

Bergenfelz

et al. 2021

Preprint

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Background: There is an increasing global interest in selection processes for candidates to surgical training. The aim of the present study is to compare selection processes to specialist surgeon training in the European Union (EU). A secondary goal is to provide guidance for evidence-based methods by a proposed minimum standard that would align countries within the EU.Methods: Publications and grey literature describing selection strategies were sought. Correspondence with Union Européenne des Médecins Specialists (UEMS) Section of Surgery delegates was undertaken to solicit current information on national selection processes. Content analysis of thirteen semi-structured interviews with experienced Swedish surgeons on the selection process. Two field trips to Ireland, a country with a centralized selection process were conducted. Based on collated information typical cases of selection in a centralized and decentralized setting, Ireland and Sweden, are described and compared.Results: A multitude of methods for selection to surgical training programs were documented in the 27 investigated countries, ranging from locally run processes with unstructured interviews to national systems for selection of trainees with elaborate structured interviews, and non-technical and technical skills assessments. Associated with the difference between centralized and decentralized selection systems is whether surgical training is primarily governed by an employment or educational logic. Ireland had the most centralized and elaborate system, conducting a double selection process using evidence-based methods along an educational logic. On the opposite end of the scale Sweden has a decentralized, local selection process with a paucity of evidence-based methods, no national guidelines and operates along an employment logic, and Spain that rely solely on examination tests to rank candidates.Conclusion: The studied European countries all have different processes for selection of surgical trainees and the use of evidence-based methods for selection is variable despite similar educational systems. Selection in decentralized systems is currently often conducted non-transparent and subjectively. A suggested improvement towards an evidence-based framework for selection applicable in centralized and decentralized systems as well as educational and employer logics is suggested.

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“…Finally, we leave you with some resources to guide your review writing. 3,7,8,10,11,16,17 We look forward to seeing your future work. One thing is certain, a better appreciation of what different reviews provide to the field will contribute to more purposeful exploration of the literature and better manuscript writing in general.…”

Section: How To Write and Review A Review Articlementioning

confidence: 99%