Addressing Healthcare Workforce Shortages: Oncology Oliver Bogler, PhD Sr Vice President, Academic Affairs
MD Anderson Cancer Center MD Anderson engages in a broad spectrum of training in oncology: *Total includes academic credit clinical placement only. Previous years data included outreach and 2 Cancer Prevention Research Institute of Texas education programs.
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 Axis Title Graduate Medical Education Programs Total GME Trainees % Residents who work in TX 1500 1000 1231 36.6 42 40 38.6 49.1 500 0 2009 2010 2011 2012 2013 Strategy: Established Manpower and Training Workgroup to match training to opportunities in MD Anderson s Regional Care Centers Percentage of physicians who received some/all residency training at MD Anderson & are practicing in Texas 2 years later. Data from Texas State Board of Medical Examiners 3
Graduate Medical Education Programs Ethnicity GME Fellows & Residents 2003-2013 5.7% 27.6% 3.2% 0.4% 0.1% 40.6% Number of Minority Residents 14 11 11 10 17 22.3% White, not Hispanic Asian Black, not Hispanic American Indian Alaskan Native Foreign Hispanic Not Indicated 2009 2010 2011 2012 2013 Number of residents who receive some/all their training at MD Anderson and are Hispanic (all categories), Black, American-Indian, or Alaskan Native. The definition includes permanent residents of the U.S. but excludes non-u.s. residents and Asian-Americans 4
Nursing Education Programs Nursing Student Clinical Placement 863 971 1133 1306 2010 2011 2012 2013 Nursing Residency 211 168 144 47 2010 2011 2012 2013 Nursing Academic Cohort Program Masters Doctoral 7 Strategic Goal: Through application of evidence-based management and leadership, continue building a culture of excellence and compassion, to engage, empower and value our nursing team. 5 1 17 1 4 27 25 44 2010 2011 2012 2013
Nursing Education Programs Strategy 2.1 Partner with HR to recruit, develop and retain exceptional nursing staff. Strategy 2.2 Progress programs that will support future nursing workforce needs, promote clinical staff career progression and mobility. Strategy 2.3 Continue the evolution of professional graduate nursing training programs in alignment with future nursing workforce needs. Strategy 2.4 Partnerships with nursing schools to broaden the pipeline of nursing graduates; enhance nursing workforce diversity; and develop innovative programs for formal nursing education. Strategy 2.5 Expand formal oncology-nursing fellowship/residency programs with emphasis on critical care, advanced practice and clinical research. 6
Graduate School of Biomedical Sciences For the last several decades, the numbers of graduate students pursuing careers in biomedical science have grown unchecked * Only 20% of 8,000 PhDs who graduate annually in the biological sciences go to academic positions* Strategy: focus on a smaller, more competitive group of students matriculating students % top rated who matriculated 27 24 68 66 48 51 9 4 2011 2012 2013 2014 2011 2012 2013 2014 applications have increased over this time; now >800 *Rescuing US biomedical research from its systemic flaws Bruce Alberts, Marc W. Kirschner, Shirley Tilghman and Harold Varmus (PNAS, April 22, 2014, vol. 111, 5773 5777) 7
% of Total Students Graduate School of Biomedical Sciences Strategy: collaborate with Texas universities to attract students e.g. summer student program with UT Brownsville 30 Percentage of Under Represented Minority PhD Students at the GSBS 20 10 0 2008 2009 2010 2011 2012 2013 2014 The following racial and ethnic groups have been shown to be under represented in biomedical research: African Americans, Hispanic Americans, Native Americans/Alaska Natives who maintain tribal affiliation or community attachment, Hawaiian Natives and natives of the U.S. Pacific Islands. 8
Graduate School of Biomedical Sciences Strategy: train GSBS students (and postdoctoral fellows) more broadly open doors to non-academic careers GSBS turns 50 this year and 40% of all active GSBS Alumni are in Texas Healthcare 14% Unknown 18% GSBS Alumni in TX Industry 4% Education 23% Research 41% 9
Center for Professional Development Started in 2013 to offer professional development to trainees at MD Anderson & beyond: Curriculum creating job opportunity awareness through courses designed to fill in gaps of knowledge Industry Insights with leaders from across many biorelated industries Advising providing guidance to trainees and building connections to job opportunities Programs establishing skill development opportunities through internships across the biomedical landscape Resources offering practical tools and events to enhance the development process such as networking events and mentoring opportunities 10
School of Health Professions (Allied Health - Undergraduate) Strategy: 1) offer unique / rare high quality programs in demand 2) grow the school: from 59 students in 2003 to 318 in 2013 Program (BS unless noted) in Texas in the nation Molecular Diagnostic Genetics, MS only one 1 of 3 Cytogenetic Technology only one 1 of 4 Histotechnology only one 1 of 7 Cytotechnology only one 1 of 19 Diagnostic Medical Sonography only one 1 of 32 Molecular Genetic Technology 1 of 2 1 of 4 Medical Dosimetry 1 of 2 1 of 17 Radiation Therapy 1 of 2 1 of 31 Diagnostic Imaging 1 of 2 1 of 36 Clinical Laboratory Science 1 of 14 1 of 225 Employment of Graduates >90% of job-seeking graduates are employed 6 months after graduation Other 25% Texas 18% MD Anderson 34% Houston 23% 11
School of Health Professions (Allied Health - Undergraduate) Ethnicity SHP Students Enrolled 2000-2013 13.2% 1.3% 16.4% Caucasian Hispanic 27.7% Not Indicated 41.5% Asian African American Strategy: Work with local high schools and community colleges to: 1) Educate potential students about technical careers in cancer care and 2) Prepare them with structured curricula for entry to the SHP 12