Call Me Maybe A Simulation Based Curriculum for Telephone Triage Education in a Pediatric Residency.

Pediatrician communication with caregivers by phone has traditionally made a significant impact on patient care but remains a source of medical liability. Despite its importance, few publications exist regarding the education of pediatric residents on telephone triage. Our study involved the development of an educational curriculum aimed at expanding the pediatric resident skill set in telephone triage. Our method of curriculum development is based on Kolb's experiential learning theory. We utilized a combination of resource familiarization, didactic education, and simulation in the building of knowledge through reflection upon concrete experience, generalization of knowledge gained, and application of this new knowledge. We developed a 30-min PowerPoint presentation in which instructors reviewed the basic tenets of telephone triage. In the pilot study, residents were divided into two groups-a didactic-first group and a simulation-first group. Their performance was monitored during two scripted, symptom based "parent" phone call simulations. The didactic-first group received the PowerPoint didactic prior to the simulation, and the simulation-first group received the didactic after the simulation. A comparison of resident evaluations by faculty and self-documented confidence level revealed statistically significant higher evaluation scores in the didactic-first group, and an overall improvement in resident confidence with telephone triage. We conclude that this educational curriculum may improve pediatric resident performance in telephone triage.

Reflections on year one of a new residency program: Lessons for future leaders from residents and educators.

This article was migrated. The article was marked as recommended. As the number of graduating medical students increases, the number of primary care residency positions is not keeping pace. One solution to this problem is the creation and accreditation of new residencies, although there is little literature describing the perspectives of the residents and educators who found new programs. Seven out of ten resident physicians who served as the inaugural interns in a new residency training program in pediatrics provide their reflection on the distinctive perspective they had from this experience. They have identified consensus themes in topic areas of strengths, challenges, and lessons learned from training in a new program. Themes applying to strengths of participating in a new residency training program were the opportunity to shape the program, individualized learning experience, and enthusiastic faculty. Challenges of a new program included missing upper level residents, diverse faculty expectations, and morale. Themes under lessons learned included resident engagement, expectations and feedback, and wellness. Each theme was then considered in the context of the medical education literature, underscoring the important balance that new program leaders must strike between structure and flexibility. This inaugural resident class has identified key challenges and opportunities to inform education leaders who are planning new GME training programs.

If You Build It, Will They Come? An Analysis of Candidate Attitudes Toward A New Residency Program.

This article was migrated. The article was marked as recommended. Background: To address looming healthcare workforce shortages, the Association of American Medical Colleges (AAMC) has recommended a substantial increase in residency positions. However, new residency programs face unique recruitment challenges. Objective: To identify new program characteristics and recruitment practices that most influence candidate-ranking decisions. Methods: In a post-match survey, applicants who interviewed during the first two recruitment seasons of a new program were asked to rate program characteristics and recruitment techniques regarding the effects they had on ranking decisions, and to describe the most attractive and concerning features. Somers' D directional coefficients were calculated to determine the correlation between applicants' ranking of the program and ranking of survey items. Qualitative responses were analyzed as word clouds. Results: 163/349 surveys were returned (47%). The strongest correlating items included the opportunities to work closely with faculty, to help shape a new program, and to be one of the first graduates. Influential recruitment practices included program communications and website vividness. Concerns included lack of senior residents, fear of unforeseen difficulties, and no evidence of outcomes. Conclusion: New programs have unique features that influence candidates' ranking decisions. Recruitment practices should be designed to identify candidates who embrace the unique opportunities of a new program.

Starting a new residency program: a step-by-step guide for institutions, hospitals, and program directors.

Although our country faces a looming shortage of doctors, constraints of space, funding, and patient volume in many existing residency programs limit training opportunities for medical graduates. New residency programs need to be created for the expansion of graduate medical education training positions. Partnerships between existing academic institutions and community hospitals with a need for physicians can be a very successful means toward this end. Baylor College of Medicine and The Children's Hospital of San Antonio were affiliated in 2012, and subsequently, we developed and received accreditation for a new categorical pediatric residency program at that site in 2014. We share below a step-by-step guide through the process that includes building of the infrastructure, educational development, accreditation, marketing, and recruitment. It is our hope that the description of this process will help others to spur growth in graduate medical training positions.