Implementation of dedicated social worker coaching for emergency medicine residents - Lessons learned.

Emergency medicine training is associated with high levels of stress and burnout, which were exacerbated by the COVID-19 pandemic. The pandemic further exposed a mismatch between trainees' mental health needs and timely support services; therefore, the objective of our innovation was to create an opportunity for residents to access a social worker who could provide consistent coaching. The residency leadership team partnered with our graduate medical education (GME) office to identify a clinical social worker and professionally-trained coach to lead sessions. The project was budgeted at an initial cost of $15,000 over 1 year. Residents participated in 49 group and 73 individual sessions. Post implementation in 2021, we compared this intervention to all other wellness initiatives. Resident response rate was 80.88% (n = 55/68) and median interquartile range (IQR) score of the initiative was 2 (1 = detrimental and 4 = beneficial) versus 3.79 (3.69-3.88) the median IQR of all wellness initiatives. A notable number, 22%, rated the program as detrimental, which could be related to summary comments regarding ability to attend sessions, lack of session structure, loss of personal/educational time, and capacity of the social worker to relate with them. Summary comments also revealed the innovation was useful, with individual sessions preferred to group sessions. Application of a social worker coaching program in an emergency medicine residency program appears to be a feasible novel intervention. Lessons learned after implementation include the importance of recruiting someone with emergency department/GME experience, orienting them to culture before implementation and framing coaching as an integrated residency resource.

Implementation of holistic review into emergency medicine residency application screening to improve recruitment of underrepresented in medicine applicants.

INTRODUCTION: Increasing the diversity of the emergency medicine (EM) workforce is imperative, with more diverse teams showing improved patient care and increased innovation. Holistic review, adapted from the Association of American Medical Colleges (AAMC), focuses on screening applicants with a balanced method, valuing their experiences, attributes, and academic metrics equally. A core tenet to holistic review is that diversity is essential to excellence. OBJECTIVE: Implementation of holistic review into the residency application screening process is effective at improving exposure to underrepresented in medicine (URiM) applicants. METHODS: After adjustment of our residency application screening rubric, improving our balance across the experience, attributes, and metrics domains, we conducted a retrospective cohort study comparing the representation of URiM applicants invited to interview, interviewed, and ranked by composite score compared to our previous primarily metric-based process. RESULTS: A total of 8,343 applicants were included in the study. Following implementation of holistic review, we saw an increase in the absolute percent of URiM applicants invited to interview (+11%, 95% confidence interview [CI] = 6.9% to 15.4%, p < 0.01), interviewed (+7.9%, 95% CI = 3.6% to 12.2%, p < 0.01), and represented in the top 75 through top 200 cutpoints based on composite score rank. The mean composite score for URiM applicants increased significantly compared to non-URiM applicants (+9.7, 95% CI = 8.2 to 11.2, p < 0.01 vs. +4.7, 95% CI = 3.5 to 5.9, p < 0.01). CONCLUSION: Holistic review can be used as a systematic and equitable tool to increase the exposure and recruitment of URiM applicants in EM training programs.

Defining "county": A mixed-methods inquiry of county emergency medicine residency programs.

INTRODUCTION: There is no clear unified definition of "county programs" in emergency medicine (EM). Key residency directories are varied in designation, despite it being one of the most important match factors for applicants. The Council of Residency Directors EM County Program Community of Practice consists of residency program leadership from a unified collective of programs that identify as "county." This paper's framework was spurred from numerous group discussions to better understand unifying themes that define county programs. METHODOLOGY: This institutional review board-exempt work provides qualitative descriptive results via a mixed-methods inquiry utilizing survey data and quantitative data from programs that self-designate as county. UNIQUE TREATMENT ANALYSIS AND CRITIQUE: Most respondents work, identify, and trained at a county program. The majority defined county programs by commitment to care for the underserved, funding from the city or state, low-resourced, and urban setting. Major qualitative themes included mission, clinical environment, research, training, and applicant recommendations. Comparing the attributes of programs by self-described type of training environment, county programs are typically larger, older, in central metro areas, and more likely to be 4 years in duration and have higher patient volumes when compared to community or university programs. When comparing hospital-level attributes of primary training sites county programs are more likely to be owned and operated by local governments or governmental hospital districts and authorities and see more disproportionate-share hospital patients. IMPLICATIONS FOR EDUCATION AND TRAINING IN EM: To be considered a county program we recommend some or most of the following attributes be present: a shared mission to medically underserved and vulnerable patients, an urban location with city or county funding, an ED with high patient volumes, supportive of resident autonomy, and research expertise focusing on underserved populations.

Teaching emergency medicine residents health equity through simulation immersion.

OBJECTIVE: Our aim was to conduct a large, case-based diversity, equity, and inclusion (DEI) simulation exercise with a goal to improve the DEI pillars of cultural and structural awareness for residents. METHODS: Utilizing data resulting in poor health outcomes, the top eight themes were utilized, and via a modified Delphi approach, a diverse group of faculty developed representative cases. A mass simulation effort was organized with the assistance of our local simulation office. Twenty residents in groups of two to three rotated through all scenarios. Each resident group was allotted 15 min for each scenario. After each case, resident teams received feedback from standardized patients and a debrief together with the simulation directors. Pre- and postsimulation surveys were developed and distributed to residents. RESULTS: Twenty residents completed the simulation. Eighteen completed a pre- and postsimulation survey. Every resident rated the overall usefulness of this activity as a 5.0 on a scale of 1 to 5 with 5 being the highest score. All cases demonstrated an improvement in the residents perceived confidence on a 9-point Likert scale. All residents reported improved understanding of key concepts in health care disparities as related to race/ethnicity, homelessness, LGBTQIA, and their own biases. The largest improvement was seen in the overarching theme of "difficult conversations" with a presimulation survey mean of 3.9 and postsimulation survey mean of 6.5 (delta = +2.6, 95% confidence interval = 1.9 to 3.3, p < 0.01). CONCLUSIONS: Emergency medicine residency programs must fulfill their obligation to DEI efforts and national requirements while ensuring competency clinically. Mass simulation exercises are a way to incorporate this training. This preliminary data shows promise for a solution and can be easily duplicated. Diversity, health equity, inclusivity, and cultural humility can be effectively taught by an innovative mass simulation effort.

A Novel Approach to Neonatal Resuscitation Education for Senior Emergency Medicine Residents.

The majority of pediatric visits occur in general emergency departments. Caring for critically ill neonates is a low-frequency but high-stakes event for emergency physicians, which requires specialized knowledge and hands-on training. We describe a novel clinical rotation for emergency medicine (EM) residents that specifically augments skills in neonatal resuscitation through direct participation as a member of the neonatal resuscitation team. The neonatal resuscitation rotation evaluation median score of 4 (interquartile range [IQR] 3,4) was higher compared to all other off-service senior resident rotations combined (median 3, IQR 3,4) for the academic year 2018-2019. Ninety-two percent of residents evaluated the curriculum change as beneficial (median 4, IQR 4,4). The neonatal resuscitation rotation was rated more favorably than the pediatric intensive care rotation (median 4 IQR 3,4 vs median 3, IQR 2, 3) at a tertiary care children's hospital during the third year. Residency programs may want to consider implementing a directed neonatal resuscitation experience as part of a comprehensive pediatric curriculum for EM residents.