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Simulation Testing for Selection of Critical Care Medicine Trainees. A Pilot Feasibility Study
Adriano G Cocciante1, Martin N Nguyen1, Candida F Marane1
11 Department of Anaesthesia and Pain Medicine.
Annals of the American Thoracic Society
|March 12, 2016
Summary
This study explored a new selection process for critical care residency, incorporating simulation and personality tests alongside traditional methods. While feasible and valid, the high faculty requirement presents a challenge for widespread adoption.
Area of Science:
- Medical Education
- Physician Training
- Healthcare Simulation
Background:
- Traditional physician selection methods (CVs, recommendations, interviews) poorly predict workplace performance.
- Anesthesiology, intensive care, and emergency medicine training selection needs improved predictive validity.
Purpose of the Study:
- To assess the feasibility and face validity of a junior doctor selection framework incorporating nontechnical skills assessment via simulation and personality traits.
- To evaluate a novel selection process for critical care residency positions.
Main Methods:
- Candidates for critical care residency underwent a multistation assessment including interviews, a simulation scenario with debriefing, and a personality test (16PF).
- Nontechnical skills were evaluated using the Ottawa Crisis Resource Management Global Rating Scale (Ottawa GRS).
- Rankings from the new method were compared to traditional selection rankings; interrater reliability was assessed.
Main Results:
- The multistation process was feasible, with participants completing stations without significant delays.
- Participants found the simulation component acceptable, fair, and relevant for demonstrating abilities.
- Moderate concordance was observed between traditional selection rankings and Ottawa GRS rankings (ρ = 0.52, P = 0.06).
Conclusions:
- A multistation selection process combining interviews, simulation, and personality testing demonstrates feasibility and face validity for junior doctor selection.
- Simulation was rated favorably by candidates, while personality testing received mixed reviews.
- A significant barrier to implementing this enhanced selection process is the substantial faculty time and number required.
