Academic medicine : journal of the Association of American Medical Colleges
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Comparative Study
Psychometric properties of a standardized-patient checklist and rating-scale form used to assess interpersonal and communication skills.
The results show that the SP checklist scores and the SP ratings of interpersonal and communication skills have comparable psychometric properties. The reliabilities of the five-item rating form (.76) and the single global rating of patient satisfaction (.70) were slightly higher than the reliability of the 17-item checklist (.65); this finding is of particular significance, given the greater length of the checklist. Also, the checklist scores and ratings appear to be measuring the same underlying dimension, with correlations of the checklist with the five ratings and with the single global rating being .82 and .81, respectively. ⋯ Thus, the faculty ratings would provide a basis for case development and refinement, including scoring and standard setting, and scores on the checklist would serve as a proxy for the gold-standard faculty ratings. The study suggests that SP ratings may be more efficient and more reliable than SP checklists for assessing interpersonal and communication skills. The study also demonstrates that global ratings by SPs (or by expert physician observers) can provide a basis for SP-test construction.
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The authors describe the development, implementation, and institutionalization at Harvard Medical School of a promotion ladder that recognizes the teaching and scholarly contributions of full-time clinical faculty. They also discuss the challenges that arose during this process, for example, how to make the new track creditable and attractive to both the appointed faculty and the faculty at large. The criteria developed for promotion focus on a candidate's skills and accomplishments in teaching, scholarship, clinical work, and departmental service. ⋯ The development of this teacher-clinician ladder has had a positive influence on faculty who are committed to teaching by allowing recognition of their contributions in a track held to be the equal of the other full-time tracks in a medical faculty traditionally committed to research and patient care. Data are given for the 70 faculty who were promoted over the five years from 1989 to 1994. The true success of this promotion ladder will be measured only over time through its impact on the educational enterprise within the medical school and its hospitals, and its capacity to both successfully advance the careers of qualified medical educators and further the development of the field of medical education.
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Little is known about how internal medicine residents train for and practice telephone management. To address this deficiency, a national survey of program directors at accredited internal medicine training sites was conducted to evaluate residents' training for and practice of telephone medicine. ⋯ Few internal medicine programs offered training in telephone management. When training occurred, it was usually limited and informal. Most program directors felt that training was important and that current training efforts were unsatisfactory, emphasizing the need for curriculum development and implementation in telephone management.