2019 HSC Section 2 - Practice Management

Rudmik L, Hopkins C, Peters A, et al. Patient-reported outcome measures for adult chronic rhinosinusitis: a systematic review and quality assessment. J Allergy Clin Immunol . 2015; 136(6):1532-1540. EBM level 3...............................................................................................21-31 Summary : This article provides an example of how various patient-reported outcome measures are used to assess quality after an intervention for chronic rhinosinusitis. It critically assesses the ability of questionnaires to measure quality. C. Diversity & gender gaps in otolaryngology Abelson JS, Wong NZ, Symer M, et al. Racial and ethnic disparities in promotion and retention of academic surgeons. Am J Surg . 2018; 216(4):678-682. EBM level 4...............................32-36 Summary : Using FAMOUS (Faculty Administrative Management Online User System), a national database of medical school faculty in the US, rates of retention and promotion at 10 years were determined for underrepresented minority academic surgeons between 2003-2006. This study found a lower 10-year promotion rate for black assistant professors across all specialities. The 10-year retention rate for assistant professors was higher for white academic surgeons than for Asian, black, Hispanic, or other minorities. There was no difference in race for promotion or retention at 10 years for associate professors. Lin SY, Francis HW, Minor LB, Eisele DW. Faculty diversity and inclusion program outcomes at an academic otolaryngology department. Laryngoscope . 2016; 126(2):352-356. EBM level 4........................................................................................................................................37-41 Summary : A multi-faceted inclusion and diversity initiative was taken on at an academic otolaryngology department between 2004-2014 to recruit and retain women and underrepresented minorities (URM). Female clinical faculty increased from 5% to 23%, and female basic science faculty increased from 11% to 38%. Women promoted from assistant to associate professor increased from 0 to 8. URM faculty increased from 2 to 4 and full professor from 0 to 1. In 2004, women earned up to 12% less than their male counterparts; there was no salary difference for URM. By the end of the study, salary was equal based on rank and subspecialty training, with no differences by gender or race. D. RUC process Barbieri JS, Nguyen HP, Forman HP, et al. Future considerations for clinical dermatology in the setting of 21st century American policy reform: The Relative Value Scale Update Committee. J Am Acad Dermatol . 2018; 78(4):816-820. EBM level N/A....................................................42-46 Summary : This article explains the history and composition of the Relative Value Scale Update Committee (RUC). The article also describes the RUC update process and addresses some issues such as alternative payment models and global periods.

Jacobs JP, Lahey SJ, Nichols FC, et al. How is physician work valued? Ann Thorac Surg . 2017; 103(2):373-380. EBM level 4...................................................................................................47-54

Summary : This article provides an excellent overview of the history of and process for how physician work is valued.