Updated Inventory and Projected Requirements for Specialist Physicians in Geriatrics

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.

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

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.

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

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.

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

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.

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

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.

Publications Rates for Podium and Poster Presentations From the American Orthopaedic Foot & Ankle Society: 2008-2012

Background: National orthopaedic meetings are used to disseminate current research through podium and poster abstract presentations. Not all of these abstracts go on to full-text journal publication. The purpose of this study was to determine the publication rates of podium and poster presentations from the American Orthopaedic Foot & Ankle Society (AOFAS) annual meetings between 2008 and 2012. Methods: All accepted podium and poster abstracts from the 2008-2012 AOFAS annual meetings were compiled from the AOFAS office, Physician Resource Center website, and hardcopy meeting programs. PubMed and Google Scholar searches were performed for journal publications using key words in the presentation abstracts and authors’ names. Full-text journal publication rates for the presentations were calculated per year, as were the most common journals of publication. Results: Overall full-text publication rate was 73.7% for podium presentations and 55.8% for posters. Podium presentations were published in a journal significantly more often than posters ( P < .0001; odds ratio 2.17 [95% confidence interval (CI), 1.64-2.86]). The mean time to publication was 1.5 and 1.4 years for podium and poster presentations, respectively ( P = .124). The most common journal for podium and poster publications was Foot & Ankle International. Conclusion: Podium abstracts were significantly more likely to be published compared to posters. The AOFAS overall full-text journal publication rate was one of the higher reported rates compared with other national orthopedic society meetings, which have ranged from 34% to 73%.