EVATS: a proactive solution to improve surgical education and maintain flexibility in the new training era.
OBJECTIVE
To describe the development of the EVATS rotation.


METHODS
Descriptive document.


METHODS
University teaching hospital.


METHODS
Faculty and residents of the University of Washington.


METHODS
In July 2003 we identified the need for a new, independent, educational module within our residency training. Requirements for this rotation included dedicated time for technical skills training on simulators, independent competency learning modules, academic research project time, vacation time and coverage, and flexibility for unplanned leave (eg, interview travel, m/paternity leave).


RESULTS
An EVATS rotation was created in July 2003 that is provided at each training level and lasts from 4 to 8 weeks depending on R-level. EVATS meets the following challenges: Emergency coverage (EVATS residents available for last-minute service coverage), vacation time/vacation coverage (2 weeks vacation + 1 week vacation coverage; this maintains vacations for all residents every 6 months), academic time (residents now must complete 1 academic project for graduation) and ACGME competency learning and assessment, and technical skills training (includes simulator work for open/lap skills). Initial implementation indices are high and include resident satisfaction, 80-hour work week compliance, academic productivity, and patient continuity of care.


CONCLUSIONS
The 21st century brought new challenges for surgical training. Increased societal demands for skills training in a laboratory setting using simulators and the 6 ACGME competencies all require classroom-type training periods. Paradoxically, the 80-hour work week restricted the time available for these educational activities and made it more difficult for programs to accommodate resident vacations and emergencies. These challenges provided an opportunity to enhance the educational experience for our residency program. The product was the EVATS rotation. Early data after implementation are favorable.
Horvath
Karen D
KD
Department of Surgery, University of Washington, Seattle, Washington 98195, USA. khorvath@u.washington.edu
Mann
Gary N
GN
Pellegrini
Carlos
C
D000328:Adult; D002983:Clinical Competence; D003162:Competency-Based Education; D004503:Education, Medical, Graduate / Q000458:organization & administration*; D005260:Female; D013502:General Surgery / Q000193:education*; D006784:Hospitals, Teaching; D006801:Humans; D007396:Internship and Residency / Q000458:organization & administration*; D007588:Job Satisfaction; D008297:Male; D010561:Personnel Staffing and Scheduling / Q000458:organization & administration*; D010816:Physician Incentive Plans / Q000458:organization & administration*; D015397:Program Evaluation; D014481:United States; D016526:Workload