Mewhort Holly E M, Quantz Mackenzie A, Hassan Ansar, Rubens Fraser D, Pozeg Zlatko I, Perrault Louis P, Feindel Christopher M, Ouzounian Maral
Division of Cardiac Surgery, Libin Cardiovascular Institute of Alberta, University of Calgary, Calgary, Alberta, Canada.
Department of Cardiac Surgery, University of Western Ontario, London, Ontario, Canada.
Can J Cardiol. 2017 Apr;33(4):535-539. doi: 10.1016/j.cjca.2016.10.012. Epub 2016 Oct 20.
Management of cardiac surgery health human resources (HHR) has been challenging, with recent graduates struggling to secure employment and a shortage of cardiac surgeons predicted as early as 2020. The length of cardiac surgery training prevents HHR supply from adapting in a timely fashion to changes in demand, resulting in a critical need for active workforce management. This study details the results of the 2015 Canadian Society of Cardiac Surgeons (CSCS) workforce survey undertaken as part of the CSCS strategy for active workforce management. The 38-question survey was administered electronically to all 96 trainees identified as being registered in a Canadian cardiac surgery residency program for the 2015-2016 academic year. Eighty-four of 96 (88%) trainees responded. The majority of participants were satisfied with their training experience. However, 29% stated that their clinical and operative exposure needed improvement, and 57% of graduating trainees did not believe that they would be competent to practice independently at the conclusion of their training. Although 51% of participants believe the job market is improving, 94% of senior trainees found it competitive or extremely difficult to secure an attending staff position. Participants highlighted a need for improved career counselling and formal mentorship. Although the job market is perceived to be improving, a mismatch in the cardiac surgery workforce supply and demand remains because current trainees continue to experience difficulty securing employment after the completion of residency training. Trainees have identified improved career counselling and mentorship as potential strategies to aid graduates in securing employment.
心脏外科卫生人力资源（HHR）的管理一直具有挑战性，近期毕业生难以找到工作，早在2020年就预计心脏外科医生短缺。心脏外科培训的时长使得卫生人力资源供应无法及时适应需求变化，因此迫切需要积极的劳动力管理。本研究详细介绍了作为加拿大心脏外科医生协会（CSCS）积极劳动力管理战略一部分而开展的2015年CSCS劳动力调查结果。这项包含38个问题的调查以电子方式发给了所有96名被确定在2015 - 2016学年参加加拿大心脏外科住院医师培训项目的学员。96名学员中有84名（88%）做出了回应。大多数参与者对他们的培训经历感到满意。然而，29%的人表示他们的临床和手术接触需要改进，57%的即将毕业的学员认为在培训结束时他们没有能力独立执业。尽管51%的参与者认为就业市场正在改善，但94%的高年级学员发现获得主治医师职位竞争激烈或极其困难。参与者强调需要改善职业咨询和正式的导师指导。尽管就业市场被认为在改善，但心脏外科劳动力供需不匹配的情况仍然存在，因为当前的学员在完成住院医师培训后仍难以找到工作。学员们已将改善职业咨询和导师指导确定为帮助毕业生就业的潜在策略。
