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Biomedical subjects

D L Libby

Publications and source records attributed to D L Libby.

7 recordsLinked to original sources

The feasibility of consortia for internal medicine graduate medical education: perspectives from a survey of residency directors.

PURPOSE: To assess the perspectives of internal medicine (IM) residency directors on issues that might determine the feasibility of consortia for IM graduate medical education (GME). METHOD: A self-administered questionnaire was mailed to all 413 U.S. IM program directors in June 1994. Of the 413 IM programs, 215 were located in community hospitals; 123 in university hospitals; and 75 in municipal, Veterans Administration, or military hospitals, or hospitals associated with multispecialty clinics ("other"). The questionnaire elicited responses concerning (1) perspectives on the quality of academic affiliations, (2) experience with formal institutional collaboration on GME issues and projection of consortium success, and (3) possible barriers to the success of consortia. Data were analyzed by comparing responses from the three program categories. RESULTS: In all, 330 (80%) program directors responded. Two-thirds reported ongoing academic affiliations. A larger percentage of university program directors considered these ties to be strong and advantageous than did their colleagues in community or other hospitals, who also considered their affiliations to be less equitable and less mutually trusting. Only 31% of community and university programs and 40% of other programs reported any prior experience with institutional collaboration on GME issues. A high percentage of those respondents considered these collaborative experiences to be successful and were optimistic about the projected success of consortia. Of seven possible barriers to consortium success, competition, governance, bureaucracy, and mistrust were most often perceived as major barriers. CONCLUSION: The data appear to indicate some optimism for the prospects of GME consortia, thereby supporting their feasibility for IM GME. Although many respondents perceived barriers to success, such perceptions were less common among program directors who had had direct experience with previous collaborative efforts. Nevertheless, these barriers may require attention if consortia are to succeed in achieving their many possible advantages.

Attitude of Health Personnel

Domestic production vs international immigration: Options for the US physician workforce.

OBJECTIVE: To determine alternate combinations for reductions in US medical school graduates (USMGs), international medical graduate (IMG) immigration, and graduate medical education (GME) residencies, based on future physician supply targets. DESIGN: A demographic projection model of the physician supply was constructed and calibrated to fit observed American Medical Association Physician Masterfile data and current supply forecasts. Total annual input to GME was backcast from given future supply targets, adjusting for the portion of IMGs in GME who do not enter the US workforce. MAIN OUTCOME MEASURES: The annual number of new physicians added to supply from domestic or international sources needed to reach future physician-to-population ratio targets. RESULTS: Because of the low rate of attrition from the physician supply, it takes up to 50 years for workforce policy to effectively stabilize the physician-to-population ratio at a target level. All target ratios considered here would require immediate reductions in the total number of GME positions. These reductions must be followed by gradual annual increases to account for population growth. The size of USMG and IMG reductions are interrelated and depend critically on the percentage of IMG trainees who remain to practice in the United States. CONCLUSIONS: Reductions in future physician supply can come from either the IMG or USMG component of physician production, or both. The model developed here allows the estimation of multiple combinations of both GME components.

Demography

Will minority physician supply meet U.S. needs?

We project the future racial and ethnic composition of the U.S. physician workforce under different assumptions. Our projections show that reaching racial and ethnic population parity with a managed care-based requirement of 218 physicians per 100,000 population would require the number of first-year residents to roughly double for Hispanic and black physicians, triple for Native American physicians, and be reduced by about two-fifths for white physicians and two-thirds for physicians of Asian or Pacific Island origin.

Cultural Diversity

Float pool orientation.

Orienting new staff members to competently deliver care on a single unit is a challenging endeavor. This challenge escalates when orienting float staff members to 10 medical/surgical and 2 parent-child units. In this article, the authors describe the process for development and implementation of a competency-based orientation for float pool staff members. These principles also may be used to cross-train nursing staff members who occasionally float.

Clinical Competence