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PubMed1999

Cost-effective syphilis screening in military recruit applicants.

A cost-effectiveness analysis of syphilis screening was performed. Strategies included no screening, universal testing at military entrance processing stations, universal testing at basic training centers, and contracting centralized screening. Probabilities derived from data retained on recruit applicants from 1989 through 1991 (N = 1,588,143) and from the published literature were used. Cost estimates were derived from costs incurred by the military and costs projected from implementing new strategies. Sensitivity analyses were performed. Modifying the existing contract for human immunodeficiency virus screening to include syphilis screening would maximize the effectiveness of screening at a cost to the Department of Defense of $9.52 per additional year of service received. The no-screening option was significantly more cost-saving than the current method of testing. Syphilis is rare and treatable, and individuals with syphilis will be identified by other means in many cases. Syphilis screening of recruit applicants at the military entrance processing stations should cease, saving the military $2,541,000 per year.

Algorithms↗
PubMedDate not supplied

An orientation for inexperienced educators.

For the past several years, an orientation program for novice educators at Long Island College Hospital has had a measure of success. A process was developed to encourage qualified applicants to participate in a program designed to develop their competency in the teaching-learning process. This article describes the strategies used as well as challenges in hiring novice educators.

Competency-Based Education↗
PubMed2005

Cost considerations and applicant characteristics for the Pediatric Surgery Match.

BACKGROUND/PURPOSE: Formal training in pediatric surgery is highly competitive. The limited number of accredited positions has historically favored applicants with basic science experience, numerous publications, national presentations, and exposure to well-known pediatric surgeons. This review analyzes characteristics of successful applicants and cost associated with the Match. METHODS: A survey was e-mailed to 45 applicants after the 2003 Match. Geographic provenance, demographics, qualifications, costs, and valued program characteristics were assessed. Statistics were formulated by chi2 and Student's t test. RESULTS: Thirty-six applicants (80%) responded. Successful characteristics for matched vs unmatched included number of publications, 11.2 vs 5.7 (P < .01); first-author designation, 6.4 vs 3.1 (P = .02); basic science papers, 5.7 vs 1.7 (P < .01); national presentations, 5.8 vs 2.4 (P = .02); and presentations at pediatric surgical meetings, 2.0 vs 0.6 (P = .04). Ninety percent of matched applicants took time off to perform basic science research (P < .01). Average candidate expense was $6974, which represented 14% of pretax salary. Forty-one percent of applicants noted that cost limited the number of interviews taken. Fifty percent preferred a regional interview process to limit expense. Candidates ranked case diversity, volume, and mentor's advice as the most valued program characteristics. Successful applicants matched at their fifth rank on average. Eighty-six percent of unsuccessful applicants will reapply. CONCLUSIONS: Results of this study are important to those interested in the future of pediatric surgery. Successful applicants were shown to have several national presentations and multiple scientific publications, especially in basic sciences. Applicant costs are high, totaling more than $236,000 for survey respondents.

Adult↗
PubMed1992

Application form items as predictors of performance and longevity among respiratory therapists: a multiple regression analysis.

UNLABELLED: Errors in employee selection and consequent high turnover rates are expensive and can result in poor staff morale and possible harm to patients and personnel. METHOD: We investigated the predictive validity of commonly used application blank items as measures of future performance, absenteeism, tardiness, and tenure (the criterion variables) among 100 hospital-employed respiratory therapists and looked at the relationships among the criterion variables. RESULTS: Regression analysis showed the most significant predictive variables to be grade point average in respiratory therapy school, college education in addition to respiratory therapy training (particularly an associate degree in health sciences or a baccalaureate degree), and, surprisingly, the neatness of the application form itself. No important differences were found among the types of respiratory therapy program attended or the length of previous respiratory therapy experience. CONCLUSION: The data offer cautious evidence for the validity of some application items to predict some employee behaviors. The relatively low correlations among the criterion variables (absenteeism, tardiness, tenure, and performance) suggest that these items may be assessing substantially different aspects of employee behavior.

Absenteeism↗
PubMedDate not supplied

Do general surgery applicants really want to be general surgeons?

OBJECTIVE: The authors sought to compare categorical general surgery applicants with applicants in other specialties regarding their final specialty-choice ranking for residency positions. METHOD: The authors analyzed the 2004-match year applicant-pool data from the Electronic Residency Application Service and Common Application Service as well as rank-list data from the National Resident Matching Program (NRMP), the Urology Match Program, and the San Francisco Matching Program for 20 different specialties. Two-tailed chi-square tests measured differences between the proportions of applicants who ultimately ranked programs in categorical general surgery and each of 19 other specialties and between the proportions of U.S. students who ranked categorical general surgery and each of 19 other specialties as a non-preferred choice. A Bonferroni-adjusted alpha was set at 0.0013 to reduce the likelihood of a type I error. RESULTS: The proportion of applicants ranking each specialty ranged from 42% (786/1859) in pathology to 91% (282/31l) in neurological surgery. The proportion of categorical general surgery applicants ranking categorical general surgery programs was 51% (2004/3900), which was significantly lower than the proportions ranking 12 of 19 other specialties (each p < 0.001). Of the 2004 categorical general surgery applicants ranking categorical general surgery programs, 278 (278/2004, 14%) ranked categorical general surgery as a non-preferred specialty. Among 1230 U.S. students ranking categorical general surgery programs, 144 (12%) did so as a non-preferred specialty-a proportion significantly higher compared with U.S. students ranking 15 of 19 other specialties as non-preferred (each p < 0.001). CONCLUSIONS: In 2004, the categorical general surgery applicant pool was relatively uncommitted to the specialty of general surgery. The number of applicants ranking categorical general surgery as a non-preferred specialty was likely even higher than these data indicate, as unmatched applicants in non-NRMP matches who then ranked categorical general surgery programs in the NRMP were tabulated by the NRMP as having ranked categorical general surgery as their preferred specialty.

Career Choice↗
PubMed2002

Substance versus style: a new look at social desirability in motivating contexts.

Although there is an emerging consensus that social desirability does not meaningfully affect criterion-related validity, several researchers have reaffirmed the argument that social desirability degrades the construct validity of personality measures. Yet, most research demonstrating the adverse consequences of faking for construct validity uses a fake-good instruction set. The consequence of such a manipulation is to exacerbate the effects of response distortion beyond what would be expected under realistic circumstances (e.g., an applicant setting). The research reported in this article was designed to assess these issues by using real-world contexts not influenced by artificial instructions. Results suggest that response distortion has little impact on the construct validity of personality measures used in selection contexts.

Adult↗
PubMedDate not supplied

Special considerations for hiring an associate.

If you 're thinking about hiring an associate for your medical practice, you will have many things to consider and many decisions to make. This article weighs the pros and cons of associateships and provides a 12-question quiz to help you determine whether an associate will be a good fit for your goal, philosophy, needs, and personality. It suggests helpful tips for recruiting and interviewing top-notch applicants to your associateship, including effective interview questions. It also offers advice about evaluating associateship applicants and suggests typical compensation arrangements. This article also includes questions to answer in your associateship contract and practical advice about restrictive covenants and externships. Finally, the article offers 12 suggestions for getting your new associate up to speed right away in your practice.

Advertising↗
PubMed2005

Web-based residency training program reviews influence applicants who use them.

Scutwork.com is an online, peer-based residency review system. We report preliminary results of an online survey designed to investigate the impact of Scutwork on the residency application process. Overall, 68% of respondents believe that the reviews influenced their decision-making and 91% would use Scutwork again. These results and others reported below suggest that Scutwork may play a significant role in the residency selection process.

Attitude to Computers↗
PubMed2003

Misrepresentation of research publications among orthopedic surgery fellowship applicants: a comparison with documented misrepresentations in other fields.

Study Design. A retrospective study was used to review fellowship applications over 3 years. Objectives. To assess the prevalence of research misrepresentation in orthopedic fellowship applications, and to compare such activity between subspecialties (e.g. spine, sports, hand). Summary of Background Data. Competition for orthopedic surgery fellowships is intense. The applicant pool includes orthopedic, plastic, and general surgeons, as well as neurosurgeons. Residency and fellowship training programs in other disciplines have documented shocking levels of misrepresentation in the curriculum vitae of prospective applicants. However, no study has looked at orthopedic residents applying for subspecialty fellowship programs. Methods. A retrospective analysis investigated 280 applications for fellowship positions in the department of orthopedic surgery at the authors' academic institution from 1996 to 1998 inclusively. To allow for press and publication delays, a minimum 24-month follow-up period was instituted. The listings of applicants' research publications were analyzed for evidence of misrepresentation through an exhaustive literature search. Only the most obvious confirmable discrepancies were labeled as misrepresentations. The results then were compared with those found in studies conducted in other fields: gastroenterology fellowship, emergency medicine residency, pediatric residency, dermatology residency, orthopedic residency, and medical faculty applications. Results. Among 280 (54%) applicants for orthopedic surgery candidates, 151 claimed journal publications. It was found that 16 (10.6%) of these 151 applicants had misrepresented their citations. This rate was highest in spine fellowship applicants (20%). However, considering the numbers available, this was not significantly different among the various subspecialty fellowship applicants (P>0.1). In addition, various demographic data did not correlate with the rate of misrepresentation (P>0.1). These results are comparable with those reported in other medical fields (P>0.1). Conclusions. Misrepresentation occurs in orthopedic fellowship applications at a rate comparable with that observed in other fields. This rate is not different among the various subspecialties in orthopedics. Policies that may lessen the incidence of falsification on curriculum vitae should be instituted in an attempt to curb such activity.

Fellowships and Scholarships↗
PubMed2005

A new selection system to recruit general practice registrars: preliminary findings from a validation study.

OBJECTIVE: To design and validate a new competency based selection system to recruit general practice registrars, comprising a competency based application form, referees' reports, and an assessment centre. DESIGN: Longitudinal predictive validity study and a matched case comparison. SETTING: South Yorkshire and East Midlands region, United Kingdom, comprising three deaneries. PARTICIPANTS: 46 of 167 doctors were followed up in training after three months in practice, and 20 general practice trainers were selected by using traditional recruitment methods. MAIN OUTCOME MEASURES: Trainer ratings of trainee performance in practice on targeted competencies. RESULTS: Performance ratings of targeted competencies at the assessment centre predicted trainer ratings of performance in the job. Furthermore, those trainees recruited through the new competency based process performed significantly better in the job than those recruited through traditional recruitment processes. CONCLUSION: A new competency based selection process using assessment centres improves the validity of selection of general practice registrars compared with traditional selection techniques.

Adult↗
PubMed2003

[Curriculum vitae organization: the Lattes software platform].

Curriculum vitae is a Latin expression meaning "career" or "life course". That means the data set concerning name, age, marital status, situation, studies, diplomas, published works and other activities of a student, an applicant for a position, for an exam or for a public office, and others. In short, it is the document that provides an outlook of the person as an individual; that is why this document must be carefully prepared as to precise and true contents, as to presentation and as to writing.

Brazil↗
PubMed1993

Selection of anesthesiology residents.

BACKGROUND: CARCS (computer-assisted resident candidate selection) is a database application developed in 1983 at the Department of Anesthesiology of the Medical University of South Carolina to deal with the greatly increased quantity of applicant information. This article relates a representative sample of CARCS data to the process of selecting residents in general. METHOD AND RESULTS: CARCS files were analyzed for 1985-86, 1986-87, 1990-91, and 1991-92, and data for each year were derived as simple averages and percentages for two groups: (1) the entire pool of residency applicants (approximately 200 per year) and (2) the eight residency candidates per year who actually matched with the program through the National Resident Matching Program, Analyses showed that the standardized test scores, grades, and class ranks of the matched candidates were not significantly higher than those of the applicants; however, the matched candidates' scores for letters of reference and for interviews were consistently higher than those for the applicant pool. CONCLUSIONS: The results support the view of medical educators that the traditional academic criteria are not sufficiently predictive of clinical performance or interpersonal skills. Research relating residents' performances to personality, learning style, and other neuropsychological factors may provide needed alternatives to knowledge testing by developing combined cognitive-noncognitive profiles. The anesthesiology clerkship experience is now almost universal among applicants and could be structured to provide pertinent information about potential residents through direct observation as well as behavioral testing.

Anesthesiology↗
PubMed2005

Identifying inaccuracies on emergency medicine residency applications.

BACKGROUND: Previous trials have showed a 10-30% rate of inaccuracies on applications to individual residency programs. No studies have attempted to corroborate this on a national level. Attempts by residency programs to diminish the frequency of inaccuracies on applications have not been reported. We seek to clarify the national incidence of inaccuracies on applications to emergency medicine residency programs. METHODS: This is a multi-center, single-blinded, randomized, cohort study of all applicants from LCME accredited schools to involved EM residency programs. Applications were randomly selected to investigate claims of AOA election, advanced degrees and publications. Errors were reported to applicants' deans and the NRMP. RESULTS: Nine residencies reviewed 493 applications (28.6% of all applicants who applied to any EM program). 56 applications (11.4%, 95%CI 8.6-14.2%) contained at least one error. Excluding "benign" errors, 9.8% (95% CI 7.2-12.4%), contained at least one error. 41% (95% CI 35.0-47.0%) of all publications contained an error. All AOA membership claims were verified, but 13.7% (95%CI 4.4-23.1%) of claimed advanced degrees were inaccurate. Inter-rater reliability of evaluations was good. Investigators were reluctant to notify applicants' dean's offices and the NRMP. CONCLUSION: This is the largest study to date of accuracy on application for residency and the first such multi-centered trial. High rates of incorrect data were found on applications. This data will serve as a baseline for future years of the project, with emphasis on reporting inaccuracies and warning applicants of the project's goals.

Adult↗
PubMed1992

Recommendations for changing the residency selection process based on a survey of program directors.

The authors conducted a nationwide survey of program directors participating in the 1990-91 National Resident Matching Program (NRMP) in order to solicit the directors' responses to elements of the current residency selection process and to suggested revisions. Of 680 randomly selected directors, 469 (69%) responded to the survey questionnaire, using a five-point scale, from 1, indicating strong agreement, to 5, indicating strong disagreement. The directors agreed that the senior year was distorted by the selection process, that students were pressured into making early career decisions, and that there needed to be more structure to the senior year. The directors were also in agreement that interviews, the NRMP, and the uniform notification date were working well. But deans' letters, other letters of recommendation, the Universal Application, and appointment of unmatched students were considered to be in need of improvement. The development of a centralized residency application service with the electronic transmission of data received the directors' support. The authors recommend that a task force be convened to consider changes that would improve the selection process and would reduce disruption of the students' senior year of medical education.

Career Choice↗
PubMed1988

What a CEO applicant needs to know.

The CEO applicant needs to assess--and the hospital needs to provide--as much information as possible in the limited time available for interviewing. The hospital planner plays a critical role in gathering this information and in helping the board to answer questions about ownership, governance, quality of care, financial expectations and the hospital's future.

Governing Board↗
PubMed2004

Is there value in routinely obtaining a report from the general practitioner as part of pre-entry health screening of students for nursing studies?

BACKGROUND: Reports from general practitioners (GPs) are requested on applicants for nurse training, but there is no published evidence of the merit of this practice. AIMS: To assess the benefit of GP report in health assessments of student nurse applicants. METHODS: An audit was made of information obtained by health declaration form (HDF), nurse's assessment, GP report and, when performed, a physician's assessment for each applicant. Agreement between the health questionnaire and GP report was analysed by kappa statistics. RESULTS: Of 254 applicants, 246 (97%) were declared 'fit to work', four (1.6%) were deemed 'fit with restrictions' and four (1.6%) were considered 'unfit to work'. The most common problems declared were psychiatric and skin problems. The agreement between health declaration and the information provided by GPs was classed as almost perfect for diabetes and only fair to moderate for all other measures. The reports provided additional information on problems not declared by applicants, but all of these were passive problems. The four unfit candidates all had psychiatric illness, but in all cases the occupational health assessment was sufficient to make this decision or to request further information. In the 'fit with restrictions' category, three of the four GP reports (75%) helped in correctly assigning the applicants to this category. In one of these eight cases a passive problem had not been declared. CONCLUSIONS: The additional information in GP reports does not affect the conclusion regarding fitness for training in most cases and does not provide sufficient information to merit it being sought routinely.

Adolescent↗
PubMed1992

Sources and means of acquiring grant support for selected projects.

This article provides AANA members who are interested in seeking external funding with information that will assist them in the process. The process of seeking external funding for a grant application is discussed, as are the ways and means of identifying potential sources of funding such as federal agencies, corporations, and foundations. Some publications are identified that will serve as sources of information for the novice fund-seeker. A second article scheduled to appear in an upcoming issue of the AANA Journal will address the process of writing the grant.

Databases, Factual↗
PubMed2003

How to get on a SpR rotation in emergency medicine (and make the most of it).

Emergency medicine is now proving a popular specialty in the United Kingdom. A recent report ranks emergency medicine second in specialties attracting the most applications for specialist registrar (SpR) interview. Numbered posts are becoming increasingly competitive as a result. This paper offers advice to aspiring emergency department SpRs. It identifies areas in which a curriculum vitae may be improved. It should also enable emergency department trainees to set objectives for their early SpR years.

Biomedical Research↗