Conrad-Schnetz Kristen, Prabhu Ajita, Johnson Wali Rashad, Jenkins-Turner Megan, Simpson-Mason Bonnie, Terhune Kyla
Department of Surgery, Cleveland Clinic South Pointe Hospital, Warrensville Heights, OH.
Department of Surgery, Cleveland Clinical Main Campus, Cleveland, OH.
Ann Surg. 2025 Jan 1;281(1):11-15. doi: 10.1097/SLA.0000000000006499. Epub 2024 Aug 15.
Define recommendations for work-life integration and wellness and provide a pathway for supporting, teaching, and strengthening the skills needed to live as an authentic, empathic, compassionate, emotionally intelligent surgeon who provides the best care to patients.
Burnout is common during surgical residency. It is important to assess how we are addressing the human needs of surgical trainees. We report the recommendations of the work-life integration, wellness, and resilience subcommittee of the Blue Ribbon Committee II.
We met monthly via a virtual format and established the needs of the surgical trainee according to Maslow Triangle. Barriers to meeting needs were identified, classified (local, state, national, etc.), and assigned to "easy" or "hard to address." Recommendations were developed for each Maslow Triangle level and organized into 1- to 2- and 3- to 5-year goals. The Blue Ribbon Committee II (BRCII) narrowed these down to 6 recommendations that were included in a Delphi Analysis with 80% consensus needed to be included in the BRCII paper.
Six recommendations were developed by the BRCII and 4 met consensus. Final recommendations addressed resident wages, a culture of belonging, workplace safety, and reporting mistreatment.
Creating a culture of belonging by focusing on program culture through accountability, safety, and collaboration can lead surgical training programs to train highly successful surgeons.
确定工作与生活融合及健康的建议，并提供一条支持、教导和强化作为一名真实、有同理心、有同情心、情商高且能为患者提供最佳护理的外科医生所需技能的途径。
职业倦怠在外科住院医师培训期间很常见。评估我们如何满足外科实习生的人类需求很重要。我们报告蓝丝带委员会II的工作与生活融合、健康和恢复力小组委员会的建议。
我们通过虚拟形式每月开会一次，根据马斯洛需求层次理论确定外科实习生的需求。确定了满足需求的障碍，并进行分类（本地、州、国家等），并分为“易于解决”或“难以解决”。为马斯洛需求层次理论的每个层次制定了建议，并组织成1至2年和3至5年的目标。蓝丝带委员会II（BRCII）将这些建议缩减为6条，这些建议包含在德尔菲分析中，BRCII论文需要80%的共识才能纳入。
BRCII制定了6条建议，其中4条达成了共识。最终建议涉及住院医师工资、归属感文化、工作场所安全和举报不当行为。
通过问责制、安全性和协作关注项目文化来营造归属感文化，可以引导外科培训项目培养出非常成功的外科医生。
