Interprofessional clinical training based in a federally qualified health center: a short report.

A.T. Still University and HealthPoint, a federally qualified health center, worked together to develop novel interprofessional educational clinical experiences for dental and medical students. This short report is focused on evaluating outcomes related to student and patient experiences. Dental and medical faculty designed the program to be as hands on as possible while minimizing disruption to clinic flow. Second-year medical and fourth-year dental students worked together to assess the physical and oral health of the patients. One hundred forty-eight students participated. Of 429 total patients assessed, 83 were referred from the medical clinic to the dental clinic. Caries was present in 24.9% of patients. Overwhelmingly, the patients enjoyed having teams of students care for them. These types of clinical interprofessional experiences give students valuable opportunities to learn with, from, and about each other while providing hands-on care to patients.

Should dental school faculty be measured and compensated using academic productivity models? Two viewpoints.

Operationalizing faculty contributions in ways that align with organizational mission can be difficult, particularly when monetizing effort. Conventional compensation methods may result in faculty effort going undefined, resulting in more subjectivity in recognition and compensation. Inequities lead to faculty marginalization, fragmentation, decreased motivation, and attrition. Dental faculty retirements are expected to increase, as 81% of men and 19% of women faculty aged 60 years and older in 2015-2016. We present opposing perspectives on the use of educational value units (EVUs) in academic dentistry. The first viewpoint articulates that such models improve recruitment and retention by objectifying (a) faculty performance measurement, (b) academic productivity improvements, and (c) compensation determination. The counterpoint suggests EVUs are deterrents to faculty retention due to challenges with objectively quantifying performance measures, a potential inherent bias linked to gender, and the undervaluing of teaching quality or collaborative practices.