Hostname: page-component-78c5997874-g7gxr Total loading time: 0 Render date: 2024-11-07T15:25:37.161Z Has data issue: false hasContentIssue false

Performance criteria for emergency medicine residents: a job analysis

Published online by Cambridge University Press:  21 May 2015

Danielle Blouin*
Affiliation:
Department of Emergency Medicine, Queen's University, Kingston, Ont.
Jeffrey Damon Dagnone
Affiliation:
Department of Emergency Medicine, Queen's University, Kingston, Ont.
*
Emergency Department, Kingston General Hospital, 76 Stuart St., Kingston ON K7L 2V7; [email protected]

Abstract

Core share and HTML view are not available for this content. However, as you have access to this content, a full PDF is available via the ‘Save PDF’ action button.
Objective:

A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions.

Methods:

The “critical incident technique” was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached.

Results:

Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. “Professionalism” was the most valued performance dimension, represented in 56% of the incidents, followed by “self-confidence” (22%), “experience” (20%) and “knowledge” (20%).

Conclusion:

“Professionalism,” “self-confidence,” “experience” and “knowledge” were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.

Type
Education • Enseignment
Copyright
Copyright © Canadian Association of Emergency Physicians 2008

References

1.Galazka, SS, Kikano, GE, Zyzanski, S. Methods of recruiting and selecting residents for U.S. family practice residencies. Acad Med 1994;69:304–6.CrossRefGoogle ScholarPubMed
2.Davis, JL, Platt, LD, Sandhu, M, et al.Evaluating factors in the selection of residents. Acad Med 1995;70:176–7.CrossRefGoogle ScholarPubMed
3.Provan, JL, Cuttress, L. Preferences of program directors for evaluation of candidates for postgraduate training. CMAJ 1995;153:919–23.Google ScholarPubMed
4.Wagoner, NE, Suriano, JR, Stoner, JA. Factors used by program directors to select residents. J Med Educ 1986;61:1021.Google Scholar
5.Baker, HG, Spier, MS. The employment interview: guaranteed improvement in reliability. Public Pers Manage 1990;19:8590.Google Scholar
6.Garden, FH, Smith, BS. Criteria for selection of physical medicine and rehabilitation residents. A survey of current practices and suggested changes. Am J Phys Med Rehabil 1989;68:123–7.CrossRefGoogle ScholarPubMed
7.Taylor, CA, Weinstein, L, Mayhew, HE. The process of resident selection: a view from the residency director’s desk. Obstet Gynecol 1995;85:299303.CrossRefGoogle ScholarPubMed
8.Slone, RM. Resident selection: part 3. The interview. Invest Radiol 1991;26:396–9.CrossRefGoogle ScholarPubMed
9.Johnson, EK, Edwards, JC. Current practices in admission interviews at U.S. medical schools. Acad Med 1991;66:408–12.CrossRefGoogle ScholarPubMed
10.Hermelin, E, Robertson, IT. A critique and standardization of meta-analytic validity coefficients in personnel selection. J Occup Organ Psychol 2001;74:253–77.CrossRefGoogle Scholar
11.Patrick, LE, Altmaier, EM, Kuperman, S, et al.A structured interview for medical school admission, phase 1: initial procedures and results. Acad Med 2001;76:6671.Google Scholar
12.Altmaier, EM, Smith, WL, O’Halloran, CM, et al.The predictive utility of behavior-based interviewing compared with traditional interviewing in the selection of radiology residents. Invest Radiol 1992;27:385–9.CrossRefGoogle ScholarPubMed
13.Latham, GP, Saari, LM, Pursell, ED, et al.The situational interview. J Appl Psychol 1980;65:422–7.Google Scholar
14.Campion, MA, Palmer, DK, Campion, JE. A review of structure in the selection interview. Person Psychol 1997;50:655702.CrossRefGoogle Scholar
15.Campion, MA, Pursell, ED, Brown, BK. Structured interviewing: raising the psychometric properties of the employment interview. Person Psychol 1988;41:2542.Google Scholar
16.Lowry, PE. The structured interview: An alternative to the assessment center? Public Pers Manage 1994;23:201–15.CrossRefGoogle Scholar
17.Edwards, JC, Johnson, EK, Molidor, JB. The interview in the admission process. Acad Med 1990;65:167–77.CrossRefGoogle ScholarPubMed
18.Latham, GP, Sue-Chan, C. A meta-analysis of the situational interview: an enumerative review of reasons for its validity. Can Psychol 1999;40:5667.CrossRefGoogle Scholar
19.Flanagan, JC. The critical incident technique. Psychol Bull 1954;51:327–58.Google Scholar
20.Gilbart, MK, Cusimano, MD, Regehr, G. Evaluating surgical resident selection procedures. Am J Surg 2001;181:221–5.Google Scholar
21.Tarico, V, Smith, WL, Altmaier, E, et al.Critical incident interviewing in evaluation of resident performance. Radiology 1984;152:327–9.CrossRefGoogle ScholarPubMed
22.Tarico, VS, Altmaier, EM, Smith, WL, et al.A resident perspective on the radiology residency. The critical incident technique. Invest Radiol 1986;21:877–80.CrossRefGoogle ScholarPubMed
23.Altmaier, E, Smith, WL, Wood, P, et al.Cross-institutional stability of behavioral criteria desirable for success in radiology residency. Invest Radiol 1989;24:249–51.CrossRefGoogle ScholarPubMed
24.Altmaier, EM, From, RP, Pearson, KS, et al.A prospective study to select and evaluate anesthesiology residents: phase I, the critical incident technique. J Clin Anesth 1997;9:629–36.CrossRefGoogle ScholarPubMed
25.Bandiera, G, Regehr, G. Reliability of a structured interview scoring instrument for a Canadian postgraduate emergency medicine training program. Acad Emerg Med 2004;11:2732.Google Scholar
26.Poirier, MP, Pruitt, CW. Factors used by pediatric emergency medicine program directors to select their fellows. Pediatr Emerg Care 2003;19:157–61.CrossRefGoogle ScholarPubMed
27.DeLisa, JA, Jain, SS, Campagnolo, DI. Factors used by physical medicine and rehabilitation residency training directors to select their residents. Am J Phys Med Rehabil 1994;73:152–6.CrossRefGoogle ScholarPubMed
28.Balentine, J, Gaeta, T, Spevack, T. Evaluating applicants to emergency medicine residency programs. J Emerg Med 1999;17:131–4.CrossRefGoogle ScholarPubMed
29.Crane, JT, Ferraro, CM. Selection criteria for emergency medicine residency applicants. Acad Emerg Med 2000;7:5460.CrossRefGoogle ScholarPubMed
30.Hayden, SR, Hayden, M, Gamst, A. What characteristics of applicants to emergency medicine residency programs predict future success as an emergency medicine resident? Acad Emerg Med 2005;12:206–10.Google Scholar
31.The Royal College of Physicians and Surgeons of Canada. The CanMEDS Physician Competency Framework. Ottawa (ON): The College; 2007. Available: http://rcpsc.medical.org/canmeds (accessed 2008 Sept 22).Google Scholar
32.Accreditation Council for Graduate Medical Education. Outcome Project: Enhancing Residency Education Through Outcomes Assessment. Available: http://www.acgme.org/outcome/comp/GeneralCompetenciesStandards21307.pdf (accessed 2008 Apr 22).Google Scholar