The Great Reshuffle in GME: Program Administrators Have More Options
The talent shortage is causing workforce gaps across the country and a strain on GME program operations. There are several factors to consider when strategizing the best ways to deliver program support, recruit and retain top talent, and optimize staffing to maximize impact on training programs.
Redefine Program Support
Institutions are experiencing high Program Administrator turnover and budget constraints hindering new hires, while new accreditation requirements are being rolled out by the Accreditation Council for Graduate Medical Education (ACGME).
Effective July 1, 2022, the ACGME Specialty-Specific Program Requirements: Program Coordinator Dedicated Time states the Program Administrator must be provided with a minimum dedicated time and support specified by specialty for the administration of training programs. The calculation of FTE is important in human capital management, especially when decisions relating to the Program Administrator staffing complement are needed. These new requirements are sure to impact the bottom line. Fortunately, there is still time to act; ACGME will not be issuing citations for minimum FTE requirements until July 1, 2023.
Table 1 provides an example of how the required staffing changes impact the appropriate FTE coverage for cardiology fellowship subspecialties. Where previously 1.0 FTE may have been managing multiple fellowships, the newly mandated Minimum FTE Required Administrator Support is 1.5 FTE + 1.02 Aggregate FTE for a total of 2.52 FTE. This is an increase of 1.52 FTE of support that the sponsoring institution must obtain to remain in compliance with ACGME standards.
Table 1. Hypothetical Scenario showing the impact of FTE changes for a Cardiology department with multiple subspecialty training programs.
|CARDIOLOGY||Approved Fellow Positions||Before July 1, 2022||Effective July 1, 2022|
|Minimum FTE Required for Coordinator Support||Additional Aggregate FTE Required for Administration of the Program*|
|Cardiovascular Disease||21||1.0 FTE||.3 FTE||.62 FTE|
|Clinical Cardiac Electrophysiology||4||.3 FTE||.2 FTE|
|Adult Congenital Heart Disease||2||.3 FTE||-|
|Interventional Cardiology||2||.3 FTE||-|
|Advanced Heart Failure & Transplant Cardiology||4||.3 FTE||.2 FTE|
|TOTAL||35||1.0 FTE||1.5 FTE||+ 1.02 FTE|
Recruit and Retain Top Talent
As institutional leadership (Designated Institutional Officials, Program Directors, and Hospital Executives) review their human resource policies, staffing requirements and needs, and employee offerings, they should reflect on the following priorities to assist with hiring and retention:
- Offer flexible work environments and support
- Provide professional development opportunities
- Emphasize mental health and wellness
- Train managers to lead hybrid and remote teams
- Prioritize diversity, equity, and inclusion
Staffing to Maximize Impact
The talent shortage is becoming a priority area of concern among GME training programs and Germane Solutions is working to help solve the issue. With increasing oversight in the administration of GME, finding and retaining qualified Program Administrators is becoming increasingly challenging.
Germane can help fill in the gaps in program administrative duties. We are experts in GME and are equipped to provide continuous programmatic support, ensuring each teaching site maintains successful operations and accreditation standards.
Germane Solutions can help in the following ways:
- Provide interim Institutional and Program administrative services, with GME expert oversight
- Advise on best practices to optimize program administration and operations
- Reduce the administrative burden for staff across the organization
- Train and mentor newly hired program administrators to develop their expertise and administrative skillset as quickly as possible
For more information, contact Germane Solutions here.
Works Cited Kellett, A. (2022, February 11). The Texas A&M Professor Who Predicted ‘The Great Resignation’. Retrieved from Texas A&M Today: https://today.tamu.edu/2022/02/11/the-texas-am-professor-who-predicted-the-great-resignation/
 Olivier Sabella. (2021, December 19). The Great Reshuffle: 10 workforce trends that will shape 2022. Retrieved from LinkedIn: https://www.linkedin.com/pulse/great-reshuffle-10-workforce-trends-shape-2022-olivier-sabella/
 Common Program Requirements. (n.d.). Retrieved from ACGME: https://www.acgme.org/what-we-do/accreditation/common-program-requirements/
 Michelle Fox. (2022, February 4). The Great Reshuffle: Companies are reinventing rules as employees seek remote work, flexible hours, and life beyond work. Retrieved from CNBC: https://www.cnbc.com/2022/02/04/companies-are-reinventing-rules-as-employees-seek-remote-work-and-flexible-hours.html