Canadian anaesthesia physician resource planning — is it possible?

1995 ◽  
Vol 42 (4) ◽  
pp. 348-357 ◽  
Author(s):  
Neil Donen ◽  
Ian W. C. White ◽  
Lisa Snidal ◽  
Claudia A. Sanmartin
Keyword(s):  
Resource Planning ◽  
Physician Resource ◽  
Canadian Anaesthesia

scholarly journals Foreign trained doctors in Ontario: a review of the process, it's effectiveness, efficiency, and legitimacy

2021 ◽  
Author(s):  
Siu Aileen Wing Chi
Keyword(s):  
Case Studies ◽  
Resource Planning ◽  
Institutional Racism ◽  
Assessment Process ◽  
Physician Resource ◽  
Level Of Difficulty

With the level of difficulty a foreign trained doctor must endure to achieve doctor status in Ontario, there is an apparent flaw in the system that this paper suggests may be a result of institutional racism. The process for foreign trained doctors to undergo is examined in the context of the doctor shortage in Ontario, the assessment process, and case studies from other countries that suggest the difficulty foreign trained doctors experience may be a result of institutional racism. This paper argues that foreign trained doctors are important to physician resource planning in Ontario and there needs to be reform of the current licensing requirements to recognize their credentials.

scholarly journals Modernising physician resource planning: a national interactive web platform for Canadian medical trainees

2021 ◽  
Author(s):  
Dax Bourcier ◽  
Brandon W Collins ◽  
Stuti M. Tanya ◽  
Monisha Basu ◽  
Aman Pal Sayal ◽  
...  
Keyword(s):  
Medical Students ◽  
Career Planning ◽  
Resource Planning ◽  
Primary Care Providers ◽  
Specific Information ◽  
Care Providers ◽  
Map Comparison ◽  
Medical Specialties ◽  
Physician Resource ◽  
Distribution Of Physicians

Abstract Background: Healthcare systems rely heavily upon human resources to ensure high-quality access to care for the general population. With significant health worker shortages predicted worldwide in the coming decades, maximizing the current workforce by means of a physician resource planning (PRP) strategy that ensures the right number, mix, and distribution of physicians to meet population needs is warranted. In Canada, there is an insufficient number of primary care providers, and disproportionately low numbers of specialist physicians in rural compared to urban regions. Currently, Canadian medical students are not effectively included in PRP strategy and lack the required information for career orientation to help rebalance the population’s workforce needs. This paper aims to present the Health Human Resource (HHR) Platform, a comprehensive web tool that includes relevant workforce data to empower medical students in choosing a discipline based on both personal interests and social accountability.Methods: Physician workforce data were amalgamated from national public agencies. Comments from Canadian residency program directors and useful resources for career planning were collected by the Canadian Federation of Medical Student’s (CFMS) HHR Task Force. This information was consolidated to create the HHR Platform using a DigitalOcean server. The backend database utilizes MySQL, while the frontend utilizes React and Material UI, with additional aspects integrated through Leaflet and Google Charts. Results: A national interactive platform was created that uses a map, comparison table, and trends graph to illustrate over 500,000 unique data points from 37 datasets, including specific information and resources spanning 62 medical specialties from 2015 onwards. There was a 24.6% response rate for program director comments. During the first four months of the HHR Platform launch, there were 2463 different users, of which 998 were returning, with an average of 20.2 users per day spending on average 3 minutes and 4 seconds on the platform.Conclusions: The HHR Platform constitutes a bottom-up national approach to PRP informing medical students on the mix and distribution of physicians needed for a better alignment with residency positions, and ultimately meet the future healthcare demands of the Canadian population.

scholarly journals Updated Inventory and Projected Requirements for Specialist Physicians in Geriatrics

2021 ◽  
Vol 24 (3) ◽  
pp. 200-208
Author(s):  
Monisha Basu ◽  
Tracy Cooper ◽  
Kelly Kay ◽  
David B. Hogan ◽  
José A. Morais ◽  
...  
Keyword(s):  
Interdisciplinary Team ◽  
Resource Planning ◽  
The Elderly ◽  
Full Time ◽  
Physician Supply ◽  
Physician Resource ◽  
Specialist Physician ◽  
Resource Inventory ◽  
Resource Requirements ◽  
Team Based Care

Background The predicted growth of Canadians aged 65+ and the resultant rise in the demand for specialized geriatric services (SGS) requires physician resource planning. We updated the 2011 Canadian Geriatrics Society physician resource inventory and created projections for 2025 and 2030. Methods The number and full-time equivalents (FTEs) of geriatri­cians and Care of the Elderly (COE) physicians working in SGS were determined. FTE counts for 2025 and 2030 were estimated by accounting for retirements and trainees. A ratio of 1.25/10,000 population 65+ was used to predict physician resource requirements. Results Between 2011 and 2019 the number of geriatricians and COE physicians increased from 276 (235.8 FTEs) and 128 (89.9 FTEs), respectively, to 376 (319.6 FTEs) and 354 (115.5 FTEs). This increase did not keep pace with the 65+ population growth. The current gap between supply and need is expected to increase. Discussion The physician supply gap is projected to widen in 2025 and 2030. Increased recruitment and interdisciplinary team-based care, supported by enhanced funding models, and full integra­tion of COE physicians in SGS could reduce this increasing gap. In contrast to pediatrician supply in Canada, the specialist physician resources available to the population 65+ reflect a disparity.

scholarly journals Foreign trained doctors in Ontario: a review of the process, it's effectiveness, efficiency, and legitimacy

2021 ◽  
Author(s):  
Siu Aileen Wing Chi
Keyword(s):  
Case Studies ◽  
Resource Planning ◽  
Institutional Racism ◽  
Assessment Process ◽  
Physician Resource ◽  
Level Of Difficulty

With the level of difficulty a foreign trained doctor must endure to achieve doctor status in Ontario, there is an apparent flaw in the system that this paper suggests may be a result of institutional racism. The process for foreign trained doctors to undergo is examined in the context of the doctor shortage in Ontario, the assessment process, and case studies from other countries that suggest the difficulty foreign trained doctors experience may be a result of institutional racism. This paper argues that foreign trained doctors are important to physician resource planning in Ontario and there needs to be reform of the current licensing requirements to recognize their credentials.

scholarly journals Modernising Physician Resource Planning: A National Interactive Web Platform for Canadian Medical Trainees

2021 ◽  
Author(s):  
Bourcier D ◽  
Collins BW ◽  
Tanya SM ◽  
Basu M ◽  
Sayal AP ◽  
...  
Keyword(s):  
Medical Students ◽  
Career Planning ◽  
Resource Planning ◽  
Primary Care Providers ◽  
Specific Information ◽  
Care Providers ◽  
Map Comparison ◽  
Medical Specialties ◽  
Physician Resource ◽  
Distribution Of Physicians

Abstract Background: Healthcare systems rely heavily upon human resources to ensure high-quality access to care for the general population. With significant health worker shortages predicted worldwide in the coming decades, maximizing the current workforce by means of a physician resource planning (PRP) strategy that ensures the right number, mix, and distribution of physicians to meet population needs is warranted. In Canada, there is an insufficient number of primary care providers, and disproportionately low numbers of specialist physicians in rural compared to urban regions. Currently, Canadian medical students are not effectively included in PRP strategy and lack the required information for career orientation to help rebalance the population’s workforce needs. This paper aims to present the Health Human Resource (HHR) Platform, a comprehensive web tool that includes relevant workforce data to empower medical students in choosing a discipline based on both personal interests and social accountability.Results: Physician workforce data, comments from Canadian residency program directors, and career planning resources were collected by the Canadian Federation of Medical Student’s (CFMS) HHR Task Force. This information was consolidated to create a national interactive platform that uses a map, comparison table, and trends graph to illustrate over 500,000 unique data points from 37 datasets, including specific information and resources spanning 62 medical specialties from 2015 onwards. There was a 24.6% response rate for program director comments. During the first four months of the HHR Platform launch, there were 2463 different users, of which 998 were returning, with an average of 20.2 users per day spending on average 3 minutes and 4 seconds on the platform.Conclusions: The HHR Platform constitutes a bottom-up national approach to PRP informing medical students on the mix and distribution of physicians needed for a better alignment with residency positions, and ultimately meet the future healthcare demands of the Canadian population.

scholarly journals Radiation Oncology Workforce Recruitment Survey of 2000-2010 Graduates: Is There Need for Better Physician Resource Planning?

2012 ◽  
Vol 3 (1) ◽  
pp. e52-e63 ◽  
Author(s):  
Shaun Loewen ◽  
Michael Brundage ◽  
Keith Tankel ◽  
Alysa Fairchild ◽  
Theresa Trotter ◽  
...  
Keyword(s):  
Radiation Oncology ◽  
Resource Planning ◽  
Fellowship Training ◽  
Specialty Training ◽  
New Graduates ◽  
Medical Graduates ◽  
Extended Training ◽  
Physician Resource ◽  
Radiation Oncologists ◽  
School Training

Purpose of the Study: To survey employment and training characteristics of Canadian radiation oncology training program graduates and foreign medical graduates with Canadian radiation oncology post-graduate education or specialist certification. Methods: A 38-question, web-based survey was distributed to radiation oncologists who completed specialty training between 2000-2010. Results: Out of 256 radiation oncologists contacted, 148 completed the survey (58% response rate). Thirty-two respondents (22%) were foreign MD graduates. One-hundred and fifteen respondents (78%) undertook fellowship training after residency. Many Canadian MD graduates (77%) and foreign MD graduates (34%) had staff positions in Canada, while 11% of all respondents had staff positions outside Canada, and 21% did not have a commitment for staff employment. Of the 31 respondents without a staff position, 22 graduated from Canadian residency training in 2009 or 2010, and 21 had completed medical school training in Canada. Conclusions: The majority of respondents were successful in securing staff positions in Canada. A sizeable proportion extended training with fellowships. New graduates may have more difficulty in finding Canadian staff positions in radiation oncology in the near future. Implications for specialty training programs and for an improved national strategy for physician resource planning are discussed.

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