Pediatric clerkship education often lacks structured Point-of-Care Ultrasound (POCUS) training, although a significant portion of clerkship directors in family medicine feel that POCUS is essential for family medicine education, with few utilizing it personally or integrating it into the teaching 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. As point-of-care ultrasound (POCUS) steadily becomes part of family medicine (FM) medical training, the clerkship rotation can be a platform to provide students with expanded POCUS experiences.
The recruitment of faculty by family medicine (FM) residency programs is a continuing process, but the exact methods employed remain largely unstudied. This study sought to determine the dependence of FM residency programs on alumni recruitment, regional program recruitment, or out-of-region program recruitment to fill faculty positions, and to contrast these findings based on the characteristics of the respective programs.
Our 2022 large-scale survey of FM residency program directors delved into the specific question of faculty member origins, focusing on the percentage of graduates from the surveyed program, programs located nearby, or programs located further away geographically. Rosuvastatin ic50 We sought to ascertain the degree to which respondents engaged in recruiting their own residents for faculty positions, and to pinpoint supplementary program offerings and distinguishing characteristics.
The response rate reached a remarkable 414%, representing 298 responses out of a total of 719. Compared to graduates from outside the program's network, a higher proportion of hires were from the program's own graduating class, with 40% of new positions earmarked for alumni. Programs exhibiting a focus on recruiting their own graduates exhibited a higher likelihood of having a greater portion of their alumni on faculty, especially larger, older, urban institutions with clinical fellowship programs. A faculty development fellowship's presence was strongly correlated with a higher representation of faculty members hailing from regional programs.
Programs that seek to recruit faculty from their own graduate pool should prioritize internal recruitment mechanisms. They could additionally investigate the creation of fellowships in clinical and faculty development, targeted at recruiting individuals from local and regional areas.
Programs seeking to build their faculty from their own graduating students should put a premium on internal recruitment. In addition, they might explore creating clinical and faculty development fellowships for local and regional hires.
A diverse primary care workforce is fundamentally vital for both improved health outcomes and the mitigation of health inequities. Although details are limited, the racial and ethnic demographics, training backgrounds, and clinical practices of family physicians offering abortions remain largely unknown.
An anonymous electronic cross-sectional survey was undertaken by family physicians who graduated from residency programs, with routine abortion training, from 2015 to 2018. Our study investigated abortion training, planned abortion provision, and observed abortion practices, examining disparities between underrepresented in medicine (URM) and non-URM physicians through two statistical approaches, including binary logistic regression.
A 39% response rate resulted in two hundred ninety-eight survey participants, seventeen percent of whom were underrepresented minorities. A similar percentage of URM and non-URM respondents reported both having received abortion training and having the intention to provide abortions. Nevertheless, a smaller percentage of underrepresented minorities (URMs) reported performing procedural abortions during their post-residency practice (6% versus 19%, P = .03), and a smaller proportion also reported providing abortions within the past year (6% versus 20%, P = .023). Adjusted research on abortion rates post-residency found underrepresented minorities demonstrated a reduced tendency to have abortions, measured at an odds ratio of 0.383. In the past twelve months, a probability of 0.03 (P = 0.03) was found; furthermore, the odds ratio was 0.217 (OR = 0.217). The observed P-value, compared to non-URMs, was 0.02. Evaluated across the 16 documented hurdles to provision, the measured indicators revealed scant differences amongst the groups.
Although URM and non-URM family physicians underwent the same training and sought to offer post-residency abortion services, practical access to providing these services differed. The examination of these obstacles does not elucidate these divergences. To determine appropriate strategies for cultivating a more diverse medical workforce, further research is necessary on the specific experiences of underrepresented minority physicians delivering abortion care.
Variations in abortion provision post-residency were observed between URM and non-URM family physicians, despite equal training and intentions to provide such services. The impediments scrutinized provide no explanation for these differences. To effectively devise strategies for a more diverse medical workforce, additional research is essential to understand the unique experiences of physicians from underrepresented minority groups in abortion care.
Workforce diversity frequently contributes to better health outcomes for employees. Rosuvastatin ic50 Primary care physicians underrepresented in medicine (URiM) currently hold a disproportionate presence in underserved regions. 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. There is a dearth of research on IS conducted among family medicine faculty, and the crucial elements associated with IS amongst URiMs and non-URiMs remain largely unexplored. 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 engaged in the completion of anonymous electronic surveys. Rosuvastatin ic50 A 20-item validated scale was used to quantify IS.
Among the participants surveyed, 43% reported experiencing frequent/intense IS. The incidence of IS reporting did not differ significantly between URiMs and non-URiMs. In both URiM and non-URiM respondent groups, inadequate mentorship displayed an independent association with IS, reaching statistical significance (P<.05). There was a notable deficit in professional belonging, statistically linked to other factors (P<.05). URiMs encountered more issues with inadequate mentorship, limited professional integration and belonging, and exclusion from professional opportunities on the basis of racial/ethnic discrimination than non-URiMs (all p<0.05).
URiMs, despite not experiencing a heightened likelihood of frequent or intense IS compared to non-URiMs, experience a disproportionately higher likelihood of reporting racial/ethnic discrimination, a lack of suitable mentorship, and feelings of low professional belonging and integration. IS is linked to these factors, potentially reflecting how institutionalized racism impedes mentorship and successful professional integration, a phenomenon potentially internalized and perceived as IS among URiM faculty. Yet, URiM's professional growth within the context of academic medicine is absolutely necessary to advance health equity.
URiMs, no more predisposed to experiencing frequent or intense stress compared to non-URiMs, demonstrate a higher incidence of reporting racial/ethnic discrimination, the absence of adequate mentorship, and a sense of limited integration and belonging in their professional sphere. 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. However, URiM career achievements in academic medicine are paramount for the pursuit of health equity.
The substantial rise in the elderly population necessitates a proportional increase in the medical professionals adept at treating the array of medical conditions common among the aging population. Recognizing the educational deficit in geriatric medicine and the reluctance of medical students to pursue it, we initiated a friendly phone program that links medical students with older individuals via multiple weekly calls. This study explores the program's effect on geriatric care competency, an indispensable skill for primary care physicians, in first-year medical students.
A mixed-methods study explored the relationship between medical students' self-perceived geriatric knowledge and their extended interactions with senior members. A comparison of pre- and post-survey data was conducted using the Mann-Whitney U test. Qualitative deductive analysis was employed to explore the themes arising from the narrative feedback.
Our findings indicated a statistically significant enhancement in self-evaluated geriatric care skills amongst the student participants (n=29). Student feedback analysis illustrated five recurring themes: changing perspectives on older adults, improving relationships, growing understanding of older adults, mastering communication techniques, and increasing self-compassion.
The scarcity of geriatric specialists among physicians, exacerbated by the rapid growth in the older adult population, prompted this study, which spotlights a novel service-learning program for older adults, demonstrably improving the geriatric knowledge of medical students.
Due to the increasing number of older adults and the inadequate supply of physicians proficient in geriatrics, this study emphasizes a novel service-learning program that positively influences medical students' geriatric knowledge.