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Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees
BACKGROUND: The Veterans Health Administration (VHA) provides care for over 500,000 women. In 2010 VHA instituted a policy requiring each facility to identify a designated women’s health provider (WH-PCP) who could offer comprehensive gender-specific primary care. Access to WH-PCPs remains a challen...
Autores principales: | , , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Springer International Publishing
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9427435/ https://www.ncbi.nlm.nih.gov/pubmed/36042098 http://dx.doi.org/10.1007/s11606-022-07575-5 |
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author | Farkas, Amy H. Merriam, Sarah Frayne, Susan Hardman, Lisa Schwartz, Rachel Kolehmainen, Christine |
author_facet | Farkas, Amy H. Merriam, Sarah Frayne, Susan Hardman, Lisa Schwartz, Rachel Kolehmainen, Christine |
author_sort | Farkas, Amy H. |
collection | PubMed |
description | BACKGROUND: The Veterans Health Administration (VHA) provides care for over 500,000 women. In 2010 VHA instituted a policy requiring each facility to identify a designated women’s health provider (WH-PCP) who could offer comprehensive gender-specific primary care. Access to WH-PCPs remains a challenge at some sites with high turnover among WH-PCPs. Faculty development programs have been demonstrated to foster professional development, networks, and mentorship; these can enhance job satisfaction and provide one potential solution to address WH-PCP turnover. One such program, the VHA’s Women’s Health Mini-Residency (WH-MR), was developed in 2011 to train WH-PCPs through case-based hands-on training. OBJECTIVE: The objective of this program evaluation was to determine the association of WH-MR participation with WH-PCP retention. DESIGN: Using the Women’s Health Assessment of Workforce Capacity-Primary Care survey, we assessed the relationship between WH-MR participation and retention of WH-PCP status between fiscal year 2018 and 2019. PARTICIPANTS: All WH-PCPs (N = 2664) at the end of fiscal year 2018 were included. MAIN MEASURES: We assessed retention of WH-PCP status the following year by WH-MR participation. For our adjusted analysis, we controlled for provider gender, provider degree (MD, DO, NP, PA), women’s health leadership position, number of clinical sessions per week, and clinical setting (general primary care clinic, designated women’s health clinic, or a combination). KEY RESULTS: WH-MR participants were more likely to remain WH-PCPs in FY2019 in both unadjusted analyses (OR 1.91, 95%CI 1.54–2.36) and adjusted analyses (OR 1.96, 95%CI 1.58–2.44). CONCLUSIONS: WH-PCPs who participate in WH-MRs are more likely to remain WH-PCPs in the VHA system. Given the negative impact of provider turnover on patient care and the significant financial cost of onboarding a new WH-PCP, the VHA should continue to encourage all WH-PCPs to participate in the WH-MR. |
format | Online Article Text |
id | pubmed-9427435 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | Springer International Publishing |
record_format | MEDLINE/PubMed |
spelling | pubmed-94274352022-08-31 Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees Farkas, Amy H. Merriam, Sarah Frayne, Susan Hardman, Lisa Schwartz, Rachel Kolehmainen, Christine J Gen Intern Med Original Research BACKGROUND: The Veterans Health Administration (VHA) provides care for over 500,000 women. In 2010 VHA instituted a policy requiring each facility to identify a designated women’s health provider (WH-PCP) who could offer comprehensive gender-specific primary care. Access to WH-PCPs remains a challenge at some sites with high turnover among WH-PCPs. Faculty development programs have been demonstrated to foster professional development, networks, and mentorship; these can enhance job satisfaction and provide one potential solution to address WH-PCP turnover. One such program, the VHA’s Women’s Health Mini-Residency (WH-MR), was developed in 2011 to train WH-PCPs through case-based hands-on training. OBJECTIVE: The objective of this program evaluation was to determine the association of WH-MR participation with WH-PCP retention. DESIGN: Using the Women’s Health Assessment of Workforce Capacity-Primary Care survey, we assessed the relationship between WH-MR participation and retention of WH-PCP status between fiscal year 2018 and 2019. PARTICIPANTS: All WH-PCPs (N = 2664) at the end of fiscal year 2018 were included. MAIN MEASURES: We assessed retention of WH-PCP status the following year by WH-MR participation. For our adjusted analysis, we controlled for provider gender, provider degree (MD, DO, NP, PA), women’s health leadership position, number of clinical sessions per week, and clinical setting (general primary care clinic, designated women’s health clinic, or a combination). KEY RESULTS: WH-MR participants were more likely to remain WH-PCPs in FY2019 in both unadjusted analyses (OR 1.91, 95%CI 1.54–2.36) and adjusted analyses (OR 1.96, 95%CI 1.58–2.44). CONCLUSIONS: WH-PCPs who participate in WH-MRs are more likely to remain WH-PCPs in the VHA system. Given the negative impact of provider turnover on patient care and the significant financial cost of onboarding a new WH-PCP, the VHA should continue to encourage all WH-PCPs to participate in the WH-MR. Springer International Publishing 2022-08-30 2022-09 /pmc/articles/PMC9427435/ /pubmed/36042098 http://dx.doi.org/10.1007/s11606-022-07575-5 Text en © The Author(s) 2022 https://creativecommons.org/licenses/by/4.0/This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article's Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article's Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/. (https://creativecommons.org/licenses/by/4.0/) |
spellingShingle | Original Research Farkas, Amy H. Merriam, Sarah Frayne, Susan Hardman, Lisa Schwartz, Rachel Kolehmainen, Christine Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title | Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title_full | Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title_fullStr | Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title_full_unstemmed | Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title_short | Retaining Providers with Women’s Health Expertise: Decreased Provider Loss Among VHA Women’s Health Faculty Development Program Attendees |
title_sort | retaining providers with women’s health expertise: decreased provider loss among vha women’s health faculty development program attendees |
topic | Original Research |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9427435/ https://www.ncbi.nlm.nih.gov/pubmed/36042098 http://dx.doi.org/10.1007/s11606-022-07575-5 |
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