Nondesignated preliminary residents in general surgery: 25-year outcomes.

BACKGROUND: This study assesses the outcomes of nondesignated preliminary (NDP) residents in general surgery (GS) at an independent, nonuniversity training program. METHODS: Records of all NDP residents from 1984-1985 through 2008-2009 were reviewed, and residents' careers were followed. Designated preliminary and categorical residents were excluded. RESULTS: Sixty-two residents completed the NDP year. Three of these residents also completed a second postgraduate NDP year. A total of 60 NDPs (97%) continued in accredited postgraduate programs. Forty-eight graduates (77%) pursued surgery-associated careers: 26 (42%) in GS and 22 (35%) in other surgery-related specialties. Eleven of the 26 NDPs who entered GS (42%) became categorical residents in our program. All NDP GS graduates are board certified, board eligible, or are residents in training. CONCLUSIONS: After a preliminary year in GS, NDPs continued in postgraduate medical education followed by board certification, usually in GS or surgery-related specialties. NDPs often obtain categorical positions in the parent GS program.

Do men and women use the same criteria in selecting a general surgery residency program? Results of a 20-year study in a non-university program.

BACKGROUND: To assess applicant preferences in general surgery program selection, we surveyed current and former residents of our non-university general surgery residency program over the last 20 years, with particular emphasis on male and female selection preferences. METHODS: Surveys were distributed to current and former categorical residents. Respondents were asked to rate 25 residency criteria using a Likert scale. Responses by males and females were compared using the Mann-Whitney U-test. Results are reported as mean scores, with p-values indicating statistical significance of trends toward higher scores. RESULTS: Of 50 former (76% male, 24% female) and 18 current residents (56% male, 44% female), 56 responded (38 male, 18 female), for an overall response rate of 82%. For both male and female respondents, the top 4 selection criteria by mean average score were identical: variety and number of cases, friendly training environment, camaraderie among residents, and quality of relationships with attendings. Selection criteria that received significantly higher scores among women were camaraderie among residents, the number of female residents, and the number of female attendings (p < 0.05). For men, a suburban location, compensation and benefits, and the reputation of the program director received significantly higher scores (p < 0.05). Gender-related selection preference was most marked for the number of female residents (mean, 2.4 for women vs 1.3 for men) and the number of female attendings (mean, 2.3 for women vs 1.4 for men). These 2 criteria, however, were ranked 20th and 21st (of the 25), respectively, by the female respondents. CONCLUSIONS: The most important selection criteria, regardless of gender, relate to operative experience, training environment, and quality relationships. Gender-based preferences seem to play only a minor role in general surgery program selection.

Has the 80-hour work week had an impact on voluntary attrition in general surgery residency programs?

BACKGROUND: This article attempts to assess the effect of the duty-hour limitations implemented in 2003 on voluntary withdrawal of general surgery residents. STUDY DESIGN: A questionnaire asked the program directors how many categorical general surgery residents left voluntarily in 2003 to 2004, their training levels, why they left, and where they went. Results were compared with an identical study of 2000 to 2001 and analyzed statistically using chi-square analysis. RESULTS: A total of 215 programs (85%) responded, compared with 206 programs (81%) in the previous study. One hundred two programs (48%) reported voluntary attrition of 148 residents, compared with 110 programs (53%) and 167 residents previously. An average of 1.5 residents per program left in programs that reported attrition and 0.7 residents per program in all responders, compared with 1.5 and 0.8 residents in the previous study. In both studies, most programs with attrition lost one (66% [2000 to 2001] and 65% [2003 to 2004]) or two residents (21% [2000 to 2001] and 27% [2003 to 2004]). Most attrition occurred at PGY1 (47%) and PGY2 (28%) levels; a total of 75% of all attrition occurred at these levels, compared with a total of 76% in the previous study. One hundred eleven residents (75%) entered other medical specialties, and 23 (16%) transferred to other general surgery programs, compared with 105 residents (63%) and 40 residents (24%) in the previous study. In both studies, personal issues and work hours/lifestyle were cited as the most common reasons for leaving. In each study, the net loss to general surgery (the number of residents who left voluntarily divided by the total resident population at risk) was 3% for that academic year. Analysis showed no statistically significant difference. CONCLUSIONS: Rates and patterns of attrition seem to have been unaffected by Accreditation Council for Graduate Medical Education work-hours limitations.

How do general surgery replacement residents match up with those recruited through the National Resident Matching Program?

BACKGROUND: Although the scope and patterns of attrition of general surgery residents have been reported, no study has examined the residents who replaced them. The purpose of this study was to assess the quality of replacement residents (RRs). METHODS: A questionnaire asked program directors (PDs) about the prevalence, characteristics, and disposition of RRs in general surgery residency programs from 2001 to 2002. RESULTS: PDs from 169 programs (67%) responded, and 109 (64%) of these programs had RRs. Of 244 RRs (7%), 18 (7%) were postgraduate year (PGY)-1 residents; 64 (26%) were PGY-2 residents; 77 (32%) were PGY-3 residents; 52 (21%) were PGY-4 residents; and 33 (14%) were PGY-5 residents. RRs averaged 1.9 years in their programs. One hundred seventy-five (72%) came from outside the current institution, and 142 had (58%) graduated from U.S. medical schools. PDs judged RRs to be superior (20%), comparable (55%), or inferior (25%) to their peers. Neither internal recruitment nor United States medical school graduation predicted performance. Disposition included promotion and graduation (88%), leaving the program voluntarily (5%), repeating the year (4%), and dismissal (3%). Successful RR performance occurred in 71% of RRs. CONCLUSIONS: Typically, RRs were U.S. medical school graduates, were recruited from outside the institution, and have performed satisfactorily.

General surgery residency program websites: usefulness and usability for resident applicants.

OBJECTIVE: To assess the content of general surgery residency program websites, the websites' potential as tools in resident recruitment, and their "usability." DESIGN: The homepages of general surgery residency programs were evaluated for accessibility, ease-of-use, adherence to established principles of website design, and content. Investigators completed a questionnaire on aspects of their online search, including number of mouse-clicks used, number of errors encountered, and number of returns to the residency homepage. SETTING: The World Wide Web listings on the Fellowship and Residency Electronic Interactive Database (FREIDA) of the American Medical Association (AMA). PARTICIPANTS: A total of 251 ACGME-accredited general surgery residency programs. RESULTS: One hundred sixty-seven programs (67%) provided a viable link to the program's website. Evaluators found an average of 5.9 of 16 content items; 2 (1.2%) websites provided as many as 12 content items. Five of the 16 content items (program description, conference schedules, listing of faculty, caseload, and salary) were found on more than half of the sites. An average of 24 mouse-clicks was required to complete the questionnaire for each site. Forty-six sites (28%) generated at least 1 error during our search. The residency homepage was revisited an average of 5 times during each search. On average, programs adhered to 6 of the 10 design principles; only 6 (3.6%) sites adhered to all 10 design principles. Two of the 10 design principles (use of familiar fonts, absence of frames) were adhered to in more than half of the sites. Our overall success rate when searching residency websites was 38%. CONCLUSIONS: General surgery residency programs do not use the World Wide Web optimally, particularly for users who are potential residency candidates. The usability of these websites could be increased by providing relevant content, making that content easier to find, and adhering to established web design principles.

Voluntary changes in surgery career paths: a survey of the program directors in surgery.

BACKGROUND: This article attempts to quantify the current scope of attrition, identify the reasons why categorical residents are leaving general surgery residency programs voluntarily, and correlate the program directors' and residents' perspectives. STUDY DESIGN: A questionnaire asked the Program Directors of general surgery residency programs how many categorical residents left voluntarily in the 2000-2001 academic year, their postgraduate (PGY) levels, why they left, and where they went. Another questionnaire asked the residents why they entered surgery and why they left. The surveys' responses were compared. RESULTS: A total of 206 programs (81%) responded. One hundred ten programs (53%) reported voluntarily attrition of 167 categorical residents (mean: 0.8 residents per program for all responders and 1.5 residents per program for programs that reported attrition). Seventy-three programs (66%) lost one resident; 23 programs (21%), 2 residents; 9 programs (8%), 3 residents; 4 programs (4%), 4 residents; and 1 program (<1%), 5 residents. Eighty-five PGY-1 residents (51%), 42 PGY-2 residents (25%), 27 PGY-3 residents (16%), and 13 PGY-4 residents (8%) left. The most common reasons for attrition cited by the program directors were personal and work hours/lifestyle in 40% and 35%, respectively. One hundred five residents (63%) entered other fields of medicine; 40 residents transferred to other general surgery programs. Net voluntary attrition, defined as the number of residents who left general surgery voluntarily (127) divided by the resident population at risk, was 3%, indicating that 97% of the residents at risk in the responding programs remained in general surgery. CONCLUSIONS: Most surgery programs that responded were affected by attrition in 2000-2001, with approximately one-third losing more than one resident. Attrition tends to occur early in training. Most residents enter other specialties, primarily for quality-of-life reasons. But many stay in general surgery.