FM clerkship education often lacks structured POCUS training, despite most clerkship directors recognizing its value for family medicine, with few using POCUS themselves or integrating it into the curriculum. The clerkship in FM offers a potential avenue for expanding student POCUS experience, as POCUS continues to be incorporated into medical education.
Point-of-care ultrasound (POCUS) education within family medicine (FM) clerkships is often lacking a structured framework; while a significant number of clerkship directors value the application of POCUS in FM, individual utilization and integration into the clerkship program are underutilized. Given the ongoing integration of point-of-care ultrasound (POCUS) into family medicine (FM) medical training, the clerkship program offers the potential for substantial expansion of student POCUS learning.
Family medicine (FM) residency programs maintain a constant need for faculty recruitment, however, the procedures involved remain largely unknown. This research project explored the degree to which faculty positions within FM residency programs are filled by their previous residents, those from nearby programs, or from programs outside the region, and contrasted these figures according to specific program traits.
To further understand the composition of faculty, the 2022 survey of FM residency program directors contained specific questions concerning the percentage of faculty members hailing from the program itself, a program located regionally, or a program in a more distant area. see more Our objective was to quantify the level of respondent participation in recruiting their own residents for faculty positions, and to identify further program offerings and defining attributes.
298 of 719 potential respondents exhibited a remarkable 414% response rate. The hiring patterns of these programs showed a greater focus on recruiting their own graduates, compared to those from other regions or further away, with 40% of positions specifically targeting internal applicants. Programs actively recruiting their own graduates were disproportionately more likely to see a higher percentage of graduates on faculty, a trend also evident in larger, older, and more urban institutions, especially those offering clinical fellowships. A faculty development fellowship's availability was substantially tied to the presence of more faculty members from regional programs.
Programs seeking to enhance faculty recruitment from their own graduating students should proactively prioritize internal sourcing. An additional factor to weigh is the establishment of clinical and faculty development fellowships, aimed at attracting new hires from within the local and regional community.
Prioritizing internal recruitment of graduates is crucial for programs aiming to enhance faculty recruitment. They potentially should consider the formation of both clinical and faculty development fellowships for candidates in the local and regional areas.
A diverse primary care workforce plays a crucial role in ensuring improved health outcomes and lessening health inequities. While the knowledge about this topic is scarce, the racial and ethnic identities, medical training, and professional habits of family physicians who carry out abortions are not entirely clear.
To gather data, an anonymous electronic cross-sectional survey was used for family physicians who completed residency programs, containing routine abortion training, within the period 2015 to 2018. Our research investigated the extent of abortion training, the intention to provide abortions, and the frequency of abortion procedures, analyzing the differences between physicians from underrepresented in medicine (URM) and those who are not URM using binary logistic regression and a second testing method.
A 39% response rate resulted in two hundred ninety-eight survey participants, seventeen percent of whom were underrepresented minorities. The percentage of both underrepresented minority (URM) and non-URM respondents who underwent abortion training, and intended to provide abortions, was nearly identical. While a different trend emerged, a smaller proportion of underrepresented minorities (URMs) indicated offering procedural abortions in their postresidency practice (6% compared to 19%, P = .03) and providing abortion in the recent past (6% versus 20%, P = .023). In adjusted analyses, a lower likelihood of underrepresented minorities obtaining abortions was observed after their residency program, with an odds ratio of 0.383. Within the past year, a probability of 0.03 (P = 0.03) was demonstrated, along with an odds ratio of 0.217 (OR = 0.217). The observed P-value, compared to non-URMs, was 0.02. Regarding the 16 identified impediments to provision, minimal distinctions emerged between the groups when examining the measured indicators.
Variations in post-residency abortion provision existed among URM and non-URM family physicians, despite their comparable training and shared intention to provide such care. Examined impediments fail to account for the observed distinctions. A more in-depth study of the distinctive experiences of underrepresented minority physicians regarding abortion care is necessary to subsequently identify effective strategies for building a more diverse medical workforce.
Variations in abortion provision post-residency were observed between URM and non-URM family physicians, despite equal training and intentions to provide such services. Examined impediments do not illuminate these variations. A deeper investigation into the singular encounters of underrepresented minority physicians engaged in abortion care is crucial to subsequently determining the most effective strategies for cultivating a more diverse medical workforce.
A correlation exists between workforce diversity and enhanced health outcomes. see more Currently, in the underserved areas of medicine, primary care physicians underrepresented in medicine (URiM) work disproportionately. Imposter syndrome is a growing concern among URiM faculty, manifested by feelings of inadequacy and a lack of integration into their work environment, along with a perceived absence of recognition. Investigations into IS within the ranks of family medicine faculty are not widespread, and neither are the most relevant factors contributing to IS among URiMs and non-URiMs. This investigation sought to (1) determine the proportion of IS cases within the URiM faculty, in contrast with the non-URiM group, and (2) establish the factors associated with IS among both URiM and non-URiM faculty.
Four hundred thirty participants anonymously completed electronic surveys. see more Utilizing a validated 20-item scale, we ascertained IS.
The survey results show that 43% of all participants experienced frequent or intense IS. The incidence of IS reporting did not differ significantly between URiMs and non-URiMs. Inadequate mentorship was independently found to be associated with IS among both URiM and non-URiM respondents (P<.05). Professional belonging was demonstrably poor, correlated with other factors (P<.05). URiMs exhibited higher rates of inadequate mentorship, low professional integration and belonging, and exclusion from professional opportunities based on racial/ethnic discrimination, which was statistically significant for all categories (p<0.05), compared with non-URiMs.
Even with similar incidences of frequent or intense IS, URiMs are more likely to voice their experiences of racial/ethnic discrimination, a shortage of suitable mentorship, and feelings of low professional integration and belonging. The correlation between IS and these factors likely stems from institutionalized racism's impact on mentorship and the achievement of professional integration, potentially internalized and perceived as IS by URiM faculty. However, URiM's success in academic medicine is vital for fostering health equity.
Despite not facing a higher likelihood of experiencing frequent or intense stress compared to non-URiMs, URiMs exhibit a greater tendency to report racial/ethnic bias, a lack of suitable mentorship, and a sense of diminished professional belonging. IS, linked to these factors, might represent the manifestation of institutionalized racism's obstacles to mentorship and effective professional integration, as perceived and internalized by URiM faculty. Despite this, the accomplishments of URiM individuals in academic medicine are critical for advancing health equity.
The escalating number of senior citizens demands a corresponding rise in physicians proficient in managing the diverse medical complications frequently linked to the aging process. In order to bridge the gap in geriatric medical training and motivate medical student involvement in this field, we created a supportive phone call program pairing medical students with older adults through multiple weekly conversations. The impact of this program on first-year medical students' geriatric care competency, an essential skill for future primary care physicians, is analyzed in this investigation.
A mixed-methods framework was used to observe how medical students' self-evaluated geriatric knowledge was modified by their sustained interactions with senior individuals. Using a Mann-Whitney U test, we compared data from pre- and post-survey administrations. Themes within the narrative feedback were examined using the methodology of deductive qualitative analysis.
Students (n=29) demonstrated a statistically meaningful advancement in their self-reported geriatric care competencies, according to our results. Examining student feedback unveiled five prevalent themes: re-evaluating pre-existing views on older adults, cultivating relationships, deepening knowledge about older adults, strengthening communication, and fostering self-compassion.
This investigation underscores a new older-adult service-learning program, successfully impacting geriatric knowledge in medical students, given the shortfall of proficient geriatric physicians facing a rapidly aging demographic.
This study spotlights a novel service-learning program for older adults, effectively enhancing medical students' geriatric knowledge, given the critical shortage of geriatric physicians and the expanding elderly population.