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Biomedical subjects

Gary L Dunnington

Publications and source records attributed to Gary L Dunnington.

14 recordsLinked to original sources
PubMed2006

Effect of vitamin E on tamoxifen-treated breast cancer cells.

BACKGROUND: Induction of apoptosis by tamoxifen has been postulated to involve oxidative stress. Tamoxifen (TAM) may act on estrogen receptors (ER) located in the plasma membrane. Our hypothesis that supplemental antioxidant vitamin E (alpha-tocopherol) acts at the plasma membrane to alter the effectiveness of tamoxifen was tested in ER-positive breast cancer cell lines, MCF-7 and T47D. METHODS: Cells were treated in vitro with 20-muM TAM alone and in combination with 10-muM alpha-tocopherol (AT). Estrogen growth signals were quantified by immunohistochemical staining for the mitogen-activated protein kinase p-ERK. Rapid changes in intracellular calcium were detected in TAM-treated MCF-7 and T-47D cells by fluorescence microscopy of cells loaded with the calcium-sensitive dye Fluo 4AM. Apoptosis was assayed by flow cytometry. RESULTS: Proliferating cells in normal medium exhibited strong p-ERK staining. Addition of TAM abolished p-ERK staining and caused cell rounding and death. The addition of AT led to the restoration of cell proliferation and p-ERK expression even in the presence of high-dose TAM. Intracellular calcium rapidly increased in MCF-7 and T47D cells upon exposure to TAM, followed by an increase in caspase activation and eventual apoptosis. The increase in intracellular calcium was abolished by the addition of 10muM AT to TAM, and pan-caspase staining decreased at 5 hours from 72% to 41%. CONCLUSIONS: These studies suggest that supplemental vitamin E decreases the inhibitory effect of TAM on the proliferation of ER+ breast cancer cells and eliminates the rapid rise in intracellular calcium that leads to apoptosis stimulated by TAM. The use of vitamin E acetate supplements may be inadvisable for women taking tamoxifen.

Antineoplastic Agents, Hormonal↗
PubMed2006

Surgeon communication behaviors that lead patients to not recommend the surgeon to family members or friends: Analysis and impact.

BACKGROUND: This study analyzes specific elements of physician communication that lead patients to not recommend surgeons to family members or friends (FMoFs). METHODS: Patients completed questionnaires after surgery clinic encounters. Questionnaires addressed whether surgeons used optimal communication behaviors and whether patients would recommend the surgeon. RESULTS: A total of 1,514 questionnaires were completed for 39 surgeons. Patients reported the following communication lapses: failure to ask whether the patient had questions (6.9% of occasions), failure to sit down (6.5%), use of words patients could not understand (5%), failure to educate patients about their condition (4.3%), failure to introduce themselves (4%), lack of interest in patients as persons (2.4%), and inadequacies in answering questions (2%). Surgeons omitted at least one of these optimal behaviors in 16.3% of encounters. Surgeons were not recommended in 1.7% of encounters. Twelve surgeons (31%) were not recommended on at least 1 occasion. Behaviors omitted most commonly in encounters where patients wouldn't recommend surgeons included failure to show interest in the patient (52%), explain their medical condition (52%), invite questions (40%), and answer questions (36%). CONCLUSIONS: Extrapolating these results to 1,618 patient visits/surgeon/year, results in the following number of patients annually who do not recommend their surgeons: 15 for failure to adequately explain their medical condition, 15 for failure to show interest in them, 11 for failure to ask if the patient had questions, and 10 for failure to answer questions. Considering the ripple effect due to the number of a patient's FMoFs, surgeons should be aware of the significant impact of even occasional lapses in optimal communication behaviors.

Adolescent↗
PubMed2005

Assuring the reliability of resident performance appraisals: more items or more observations?

BACKGROUND: The tendency to add items to resident performance rating forms has accelerated due to new ACGME competency requirements. This study addresses the relative merits of adding items versus increasing number of observations. The specific questions addressed are (1) what is the reliability of single items used to assess resident performance, (2) what effect does adding items have on reliability, and (3) how many observations are required to obtain reliable resident performance ratings. METHODS: Surgeon ratings of resident performance were collected for 3 years. The rating instrument had 3 single items representing clinical performance, professional behavior, and comparisons to other house staff. Reliability analyses were performed separately for each year, and variance components were pooled across years to compute overall reliability coefficients. RESULTS: Single-item resident performance rating scales were equivalent to multiple-item scales using conventional reliability standards. Increasing the number of rating items had little effect on reliability. Increasing the number of observations had a much larger effect. CONCLUSIONS: Program directors should focus on increasing the number of observations per resident to improve performance sampling and reliability of assessment. Increasing the number of rating items had little effect on reliability and is unlikely to assess new ACGME competencies adequately.

Clinical Competence↗
PubMed2005

Feasibility, reliability and validity of an operative performance rating system for evaluating surgery residents.

BACKGROUND: Resident evaluation traditionally involves global assessments including clinical performance, professional behavior, technical skill, and number of procedures performed. These evaluations lack objective assessment of operative skills. We describe an operative performance rating system (OPRS) designed to provide objective operative performance ratings using a sentinel procedure format. METHODS: Ten-item procedure-specific rating instruments were developed. Items included technical skills, operative decision making, and general items. A 1 to 5 (5 = excellent) scale was used for evaluation. Six procedures had sufficient forms returned to allow evaluation. Inter-rater reliability was determined by having faculty evaluators view 2 videotaped operations. RESULTS: Return rates for the Internet-based form were full-time faculty (92%), volunteer faculty (27%), and overall (67%). Reliability, (average interitem correlation), and total procedures evaluated were excisional biopsy, 0.90, (0.48), 77; open inguinal herniorraphy, 0.94, (0.62), 51; laparoscopic cholecystectomy, 0.95, (0.64), 75; small-bowel and colon resection, 0.92, (0.58), 30; parathyroidectomy, 0.70, (0.19), 30; and lumpectomy, 0.92, (0.51), 38. Years of training accounted for 25% to 57% of the variation in scores. Inter-rater variability was observed; however, the average rater agreement was reliable. CONCLUSIONS: Internet-based management made obtaining the data feasible. The OPRS complements traditional evaluations by providing objective assessment of operative decision-making and technical skills. Interitem correlations indicate the average rating of items provides a reliable indicator of resident performance. The OPRS is useful in tracking resident development throughout postgraduate training and offers a structured means of certifying operative skills.

Biopsy↗
PubMed2005

Forecasting residents' performance--partly cloudy.

The authors offer a practical guide for improving the appraisal of a resident's performance. They identify six major factors that compromise the process of observing, measuring, and characterizing a resident's current performance, forecasting future performance, and making decisions about the resident's progress. Factors that compromise any of these steps lead to individual and collective uncertainty and decrease faculty confidence when making decisions on a resident's progress. The six factors, addressed in order of importance, are inaccuracies due to (1) incomplete sampling of performance, (2) rater memory constraints, (3) hidden performance deficits of the resident, (4) lack of performance benchmarks, (5) faculty members' hesitancy to act on negative performance information, and (6) systematic rater error. The description of each factor is followed by a number of specific suggestions on what residency programs can do to eliminate or minimize the impact of these factors. While this article is couched in the context of the performance evaluation of residents, everything included pertains to measuring and appraising medical students' and practicing physicians' clinical performance as well.

Academic Medical Centers↗
PubMed2005

The effects of group dynamics on resident progress committee deliberations.

BACKGROUND: Prior investigations suggest that resident progress decisions by committee provide a broader perspective on performance and result in less grade inflation. There is countervailing concern that group dynamics may compromise quality of progress decisions. PURPOSE: To determine whether and how group dynamics compromise decision making about resident progress. METHODS: Researchers recorded and analyzed participant comments during a resident progress committee meeting. End-of-rotation (EOR) evaluations were analyzed and compared to progress committee meeting results. RESULTS: EOR and progress committee comments were similar in content. The ratio of specific to general comments was higher for EOR evaluations (5:1) than for progress committee meetings (2:1). EOR evaluation comments provided more supporting evidence for assertions. Individual progress committee participants did not dominate discussion or sway decision making. Participant progress committee meeting comments were consistent with their EOR comments failing to support the presence of progress committee meeting "feeding frenzies." CONCLUSIONS: Results suggest that progress committee meeting group dynamics do not seriously compromise the validity of resident progress decisions.

Employee Performance Appraisal↗
PubMed2004

Prognostic value of resident clinical performance ratings.

BACKGROUND: This study investigated the concurrent and predictive validity of end-of-rotation (EOR) clinical performance ratings. STUDY DESIGN: Surgeon EOR ratings of residents were collected and compared with end-of-year (EOY) progress decisions and to EOR and EOY confidential judgments of resident ability to provide patient care without direct supervision. RESULTS: Eighty percent to 85% of EOR ratings were Excellent or Very Good. Five percent or fewer were Fair or Poor. Almost all residents receiving Excellent or Very Good EOR ratings also received positive EOR judgments about ability to provide patient care without direct supervision. Residents rated Fair or Poor received negative EOR judgments about ability to provide patient care without direct supervision. As the cumulative percent of Good, Fair, and Poor EOR ratings increased, the number of residents promoted without stipulations at the end of the year decreased and the percentage of faculty members who judged the residents capable of providing effective patient care without direct supervision at the end of the year declined. All residents receiving 40% or more EOR ratings below Very Good had stipulations associated with their promotion. CONCLUSIONS: Despite use of descriptive anchors on the scale, clinical performance ratings have no direct meaning. Their meaning needs to be established in the same manner as is done in setting normal values for diagnostic tests, ie, by establishing the relationship between EOR ratings and practice outcomes.

Clinical Competence↗
PubMed2004

Do individual attendings' post-rotation performance ratings detect residents' clinical performance deficiencies?

PURPOSE: To determine whether attending physicians' post-rotation performance ratings and written comments detect surgery residents' clinical performance deficits. METHOD: Residents' performance records from 1997-2002 in the Department of Surgery, Southern Illinois University School of Medicine, were reviewed to determine the percentage of times end-of-rotation performance ratings and/or comments detected deficiencies leading to negative end-of-year progress decisions. RESULTS: Thirteen of 1,986 individual post-rotation ratings (0.7%) nominally noted a deficit. Post-rotation ratings of "good" or below were predictive of negative end-of-year progress decisions. Eighteen percent of residents determined to have some deficiency requiring remediation received no post-rotation performance ratings indicating that deficiency. Written comments on post-rotation evaluation forms detected deficits more accurately than did numeric ratings. Physicians detected technical skills performance deficits more frequently than applied knowledge and professional behavior deficits. More physicians' post-rotation numeric ratings contradicted performance deficits than supported them. More written comments supported deficits than contradicted them in the technical skills area. In the applied knowledge and professional behavior areas, more written comments contradicted deficits than supported them. CONCLUSIONS: A large percentage of performance deficiencies only became apparent when the attending physicians discussed performance at the annual evaluation meetings. Annual evaluation meetings may (1) make patterns of residents' behavior apparent that were not previously apparent to individual physicians, (2) provide evidence that strengthens the individual attending's preexisting convictions about residents' performance deficiencies, or (3) lead to erroneous conclusions. The authors believe deficiencies were real and that their findings can be explained by a combination of reasons one and two.

Clinical Competence↗
PubMed2003

A model for teaching sentinel lymph node mapping and excision and axillary lymph node dissection.

BACKGROUND: The surgical skills laboratory increasingly provides opportunities for training and practice in basic surgical procedures. STUDY DESIGN: This article describes a new method for teaching trainees sentinel lymph node mapping and excision and level I/level II axillary dissection. The training session uses cadaver head and torso segments through T6 implanted with radioactive discs to simulate the sentinel node. This model is the first described to provide trainees the opportunity to practice mapping of the sentinel node and excision of the node once identified. RESULTS: A group of PGY2 and PGY3 residents participated in this laboratory experience with defined objectives, syllabus material, and training session. All participants successfully harvested the sentinel node and completed a level I/level II axillary dissection with faculty supervision and feedback. The residents rated the experience as outstanding and felt that it increased their confidence in their ability to perform the procedure in the operating room. CONCLUSIONS: Use of cadavers for surgical skills training is only one of a variety of options currently available to provide practice for surgical housestaff in the surgical skills laboratory. Such a model might well have application in training courses for surgeons in practice and courses accompanying clinical trials for sentinel lymph node mapping and excision.

Axilla↗
PubMed2003

Addressing the new competencies for residents' surgical training.

In July 2001 the Accreditation Council for Graduate Medical Education (ACGME) charged U.S. residency training programs to implement a curriculum and evaluation plan covering six competencies. The authors describe the curriculum and evaluation strategy of the first surgical training program developed to meet the competencies, and list each competency and the teaching method and measurement instruments used. Implementation began July 1, 2001, and the program was fully operational on July 1, 2002. Meeting the curriculum challenges required modification of the existing curriculum and the addition of new instructional units. Nine additional evaluation instruments were needed. The largest investment was in planning and implementation, a one-time development cost. Staff workload increased by 252 hours; this is expected to be a continuing annual requirement. Faculty workload increased by two hours per resident and each resident's workload increased by 112 hours per year (2.3 hours per week). The transition was smoother than expected. Faculty and residents' buy-in was crucial. Faculty and residents were alerted to upcoming changes at the beginning of the year in a grand rounds presentation on the ACGME competencies and the approach to meeting requirements. Updates were presented periodically. The authors recommend that residency programs engaged in similar efforts make effective use of instruments developed elsewhere and collaborate with other programs rather than develop everything locally. The program's benefits include time savings and the availability of validity data and norms to inform decision making on residents' and program progress.

Clinical Competence↗
PubMed2003

The impact of a program for systematically recognizing and rewarding academic performance.

PURPOSE: To describe an academic performance incentive system (APIS) and faculty perception of it; explore the impacts of incentive level, faculty rank, clinical practice volume, and administrative responsibility on academic productivity; and describe the APIS's use in maintaining congruence between department mission and activities. METHOD: A list of teaching, research, and academic service activities was developed, which full-time faculty (n = 33) used to report activities. Clinical faculty members received incentive income based on credits earned. APIS initially distributed 1% of practice plan receipts (subsequently increased to 3% and then 5%). Productivity was measured by differences in APIS points achieved. Satisfaction of all faculty participants was measured by survey. RESULTS: Faculty members (n = 20) who participated throughout averaged 22 credits per month (nine to 42 credits), and quarterly incentive bonuses ranged from 145 US dollars to 6,128 US dollars. Average credits earned per month were 24 for the 1% incentive, 23 for the 3% incentive, and 20 for the 5% incentive. Faculty members with administrative responsibilities were as productive academically as were their non-administrative counterparts. Senior faculty members were as productive as junior faculty. Faculty members who were more productive clinically were more productive academically. Seventy percent of respondents reported they were either very satisfied or somewhat satisfied with the APIS. Seventy-eight percent felt that the APIS accurately reflected their academic productivity. Most respondents (81%) felt that the amount of money allocated to the incentive system was appropriate (15% felt it should be increased and one respondent recommended reduction). CONCLUSIONS: The APIS system has been well accepted by faculty and allows for data-driven discussion of the department's mission and activities.

Efficiency↗
PubMedDate not supplied

Periareolar injection for localization of sentinel nodes in breast cancer patients.

The goal of this study was to evaluate the periareolar injection of technetium 99m sulfur colloid to identify axillary sentinel nodes and compare the number of sentinel lymph nodes identified with preoperative lymphoscintigraphy to intraoperative biopsy using a handheld gamma probe. A total of 104 consecutive patients diagnosed with invasive breast cancer participated in this prospective study, with 81 patients receiving an intradermal periareolar injection and 23 patients receiving an intradermal peritumoral injection of filtered technetium 99m sulfur colloid. Preoperative lymphoscintigraphy was performed for sentinel node mapping and localization. In addition to selective sentinel node biopsy, axillary dissection was performed on all patients to determine false-negative rates. Routine histologic staining was performed on all identified nodes, along with immunohistochemical staining of sentinel nodes negative on initial routine staining. With an intradermal periareolar injection, the sentinel node identification rate was 91.4% (74/81), axillary metastatic rate 35.1% (26/74), sentinel node positive only 61.5% (16/26), and false negative 3.8% (1/26). With an intradermal peritumoral injection, the sentinel node identification rate was 91.3% (21/23), axillary metastatic rate 42.9% (9/21), sentinel node positive only 88.9% (8/9), and false negative 0% (0/9). A total of 241 sentinel nodes were identified with biplanar lymphoscintigraphy and 173 sentinel nodes were harvested during surgery, yielding a 28.2% increase in sentinel nodes identified with lymphoscintigraphy. This study demonstrates that intradermal periareolar injection of filtered technetium 99m sulfur colloid is successful in identifying axillary sentinel nodes with a low false-negative rate. Preoperative lymphoscintigraphy aids in the identification and surgical planning of sentinel node biopsy and provides an objective measure of surgical performance.

Adult↗