Profil dan Keragaman Ayam Kub yang Dipelihara Oleh RTM Peternak dalam Program Bekerja di Kabupaten Indramayu

The aim of this study was to determine the diversity of KUB chickens raised by farmer households in Indramayu Regency in the implementation of the 2019 BEKERJA program. The BEKERJA program is carried out in 8.189 farmer households by providing 50 DOC, chicken feed during 5 weeks, maintenance support facilities include feed tray, drinking bottles, brooder cages, cables, lights, and cage subsidy for 4 weeks chickens. The parameters observed were the number of chicken mortality, age of first egg laying and the number of egg production for the first time. The observations showed that the mortality of KUB chickens increased at 3 months of raised, which was caused by the sale and slaughter of chickens and the mortality of chickens due to improper raise management. Hens that lay eggs early in the District of Anjatan and District of Bongas 7.066 and 1.041, respectively. The results of the study showed that there was diversity at the beginning of egg-laying chicken due to improper feeding management, but KUB chicken had the potential to be developed as an egg and meat producer in Indramayu Regency. Keywords: BEKERJA Program; Diversity at the beginning of egg-laying chicken; KUB chicken Abstrak Kajian bertujuan untuk mengetahui keragaman ayam KUB yang dipelihara oleh RTM di Kabupaten Indramayu dalam pelaksanaan program BEKERJA tahun 2019. Program BEKERJA melibatkan 8.189 RTM dengan memberikan bantuan 50 ekor DOC ayam KUB, pakan selama 5 minggu pemeliharaan, bantuan sarana prasarana pemeliharaan meliputi tray tempat pakan, botol tempat minum, kandang brooder, kabel, lampu, dan bantuan subsidi kandang untuk ayam umur 4 minggu. Parameter yang diamati adalah jumlah kematian ayam, umur bertelur pertama kali dan produksi telur pertama kali. Hasil pengamatan menunjukkan bahwa kematian ayam KUB meningkat pada 3 bulan usia pemeliharaan, yang disebabkan oleh penjualan dan pemotongan ayam serta kematian akibat manajemen pemeliharaan yang kurang tepat. Jumlah produksi telur pertama kali di Kecamatan Anjatan dan Kecamatan Bongas masing-masing sebesar 7.066 butir dan 1.041 butir. Hasil kajian menunjukkan adanya keragaman pada awal bertelur ayam yang diakibatkan oleh manajemen pemberian pakan yang tidak tepat, namun ayam KUB berpotensi dikembangkan sebagai penghasil telur dan daging di kabupaten Indramayu Kata kunci : Ayam KUB; Keragaman awal bertelur; Program BEKERJA

What do participants value in a diversity mentorship program? Perspectives from a Canadian medical school

PurposeAs medical schools become increasingly diverse, there is a growing demand for schools to support their equity-seeking students. At the University of Toronto, the diversity mentorship program (DMP) is a new program created to support equity-seeking and diverse medical students in first- and second-year through didactic lectures, networking opportunities and mentorship from senior clinicians. This article aims to share participant perspectives on how diversity-focused mentorship benefits them, perceived barriers and insights for other institutions developing a similar program.Design/methodology/approachUsing a mixed methods design, students and mentors completed semi-structured surveys to assess broad perceptions of their mentorship experiences. Focus groups were conducted with both groups to gain deeper understandings of participants' experiences. The authors performed thematic analysis to identify qualities of successful experiences and barriers to participation.FindingsMost mentors and mentees found the DMP helpful and identified five themes contributing to a positive mentorship experience: (1) accessibility, (2) program diversity focus with clear expectations, (3) career guidance, (4) exposure to different perspectives and (5) community and shared identity. Uncertainty on how to help less assertive mentees, mentorship pair discordance where mentees paired by race did not share racial identities and logistical challenges was identified as barriers to maintaining mentoring relationships.Originality/valueTo the authors’ knowledge, this is the first qualitative study exploring the feelings and impressions of participants in a mentorship program at a medical school addressing the needs of equity-seeking groups. By understanding the characteristics and value of diversity-focused mentorship, this will inform the creation of similar supportive programs across various professional fields at other schools.

Influence of Gender and Racial Diversity on the Otolaryngology Residency Match

Objective (1) Understand attitudes of otolaryngology residency applicants regarding gender and racial diversity within programs. (2) Examine how program diversity affects applicant decisions during the residency match. (3) Compare the importance of racial and ethnic program diversity among applicants. Study Design Web-based survey distributed in February and March 2019. Setting Tertiary care university setting. Subjects and Methods An anonymous web-based survey was distributed to 418 applicants in the 2019 otolaryngology match. Respondents were queried about the importance of program diversity and its effects on the match process. Ratings were based on a scale of 1 to 5 (with 5 being extremely important or significant effect). Results The response rate was 35%; 53% of responders were male; and 59% were white, 25% Asian, 6% black, and 6% Hispanic/Latino. Applicants rated the importance of having female faculty and residents as 4.1 (SD = 1.1) and 4.2 (SD = 1.1), respectively. Applicants rated the importance of having diverse faculty and residents as 3.9 (SD = 1.1) and 4 (SD = 1.2). Overall, 7.6% of applicants canceled interviews due to a lack of female residents and 5.5% due to a lack of female faculty; furthermore, 5.5% of applicants canceled interviews due to a lack of diverse residents and 4.9% due to a lack of diverse faculty. Female and nonwhite applicants prioritized females and diversity within programs more so than male and white applicants. Conclusions Although residency applicants felt that program diversity was important, this did not significantly affect decision making during the match process, likely due to the competitive nature of the match. Women and nonwhite applicants prioritized program diversity more than white male applicants.

Do I Have to Take the GRE? Standardized Testing in MPA Admissions

ABSTRACTGraduate-program decision makers face a similar challenge: how to design an admissions process that screens out applicants who are unlikely to succeed but does not provide too high an entry barrier for students who can be successful. This study catalogs the use of standardized testing in Master of Public Administration admissions and finds that less than one third of programs require standardized tests for all applicants. Moreover, program prestige, program diversity, and program size do not affect the likelihood that a program requires the Graduate Record Examination. This study also reviews the various standards that universities use to provide test waivers and also discusses other common application materials. The results should be of interest to undergraduate academic advisers and graduate-program directors as well as scholars and practitioners of higher-education administration more generally.

Does Prior Interprofessional Experience Influence the Attitudes of Graduate Healthcare Students about Interprofessional Education?

Background: Educational background and students’ preparedness influence interprofessional education (IPE). We studied if healthcare students’ prior exposure tointerprofessional collaborations and education influenced their attitudes andreadiness for IPE.Methods: Graduate students were surveyed in this cross-sectional study using the Readiness for Interprofessional Learning Survey (RIPLS). Independent variables included age, gender, type of healthcare program, diversity of clinical observation settings, and previous IPE coursework.Findings: Sixty-eight completed surveys included 60 percent in the 20 to 25-yearold group and 78 percent females. Controlling for age and gender, MANCOVA showed no group mean differences in the RIPLS.Conclusions: Students’ attitudes toward IPE are not associated with their professional program, previous IPE coursework, or exposure to interprofessional interactions in diverse clinical observations.