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Assessing Family Medicine

Residency Coordinators’ Work Stress

and Well-beingCheryl Haynes, BA, C-TAGME

Residency Manager, Duke/Southern Regional AHEC Family Medicine Residency

Robert Freelove, MDProgram Director, KUSM-W Family Medicine Residency Program at Smoky Hill, Salina, Kansas

Samuel Ofei-Dodoo, PhDResearch Scientist, Assistant Professor, University of Kansas –Wichita, Dept. of Family & Community Medicine

Objectives• Determine prevalence of burnout and job

satisfaction among AFMA members.

• Determine job satisfaction factors that relate to

coordinators’ burnout.

• Determine the relationship between, job

satisfaction and burnout among AFMA members.

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Methods• Professional Quality of Life Scale Version 5.

• 39-item anonymous survey to 407 AFMA members.

– Assess job satisfaction.

– Assess burnout.

– Demographic profile

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Assessing Job Satisfaction

• Compassion satisfaction subscale of the QOL

– 10-item scale

– scored on a five-point Likert scale

– ranges from “never” to “very often.”

Example: “My work makes me feel satisfied.”

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Assessing Burnout

• Burnout subscale of the QOL scale

– 10-item scale

– scored on a five-point Likert scale

– ranges from “never” to “very often.”

Example: “I feel overwhelmed because my work

load seems endless.”

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Results • Response rate of 75.4% (307/407).

• 51% have been on the job for less than 5 years.

• Job satisfaction

– 44% high

– 56% average

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Results

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• Burnout

– No high

– 95% moderate degree

• All job satisfaction scale items negatively

correlated with burnout

Take Home Message

• Happy

• Enjoy our work

• Proud of our accomplishments

• At risk of burnout

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FMR Coordinators’ Professional

Development Study • Objectives:

– Assess institutional/program support for

professional development/education;

– To best advise programs on how to support

coordinators.

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Methods

• 28-item survey questionnaire

– Professional development questions

– Demographic questions

• SurveyMonkey

– Polled 468 AFMA Members

• 60% (281/468) response rate

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Results

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9%

47%

16%

9%

19%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Less than 1 year

1 to 5 years

6 to 10 years

11 to 15 years

16 years or more

How long have you been on the job? (N = 279)

Results

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64%

36%

Did you receive training for your position? (N = 275)

Yes No

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Results

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92%

8%

Did you receive financial support for professional development? (N = 174)

Yes No

Results

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12%

18%

5%

13%

27%

17%

8%

0% 5% 10% 15% 20% 25% 30%

Other

None

Less than $500.00

$500.00 to  $999.99

$1000.00 to $1999.99

$2000.00 to $2999.99

$3000.00 or more

Annual Budget for Professional Development (N = 269)

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Results

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39%

23%

16%

8%

3%

11%

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

None

Funding

Time off

Lack of support from employer

Lack of interest

Other*

Barriers to obtaining professional development (N = 302 responses)

Take Home Message

• It’s not the money, it’s the time and

support.

“Time away from my position makes it extremely difficult to

keep up with my workload. It is very stressful before I

leave and when I come back due to workload.”

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From the heart of a seasoned

coordinator…

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“Sometimes I’m very passionate, have an

abundance of energy to advocate and hit

every task on my list while putting fires out

simultaneously…

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…Other times, I can barely cross off two

things on my list in one day because I’m

creeping down that path of frequent

fatigue/burnout.”

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Angela Womble, C-TAGMEEducation CoordinatorUniversity of WisconsinDept. of Family Medicine & Community Health

Coordinators’ Burnout Factors

• Workload

• Lack of support

• Underappreciated

• Non-compliant residents

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My Favorite Response

“Love the work – too much of it.”

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Joy Gray, C-TAGMEUnited Family Medicine Residency ProgramGraduate Medical Education Administration

Thoughts from a

Program Director

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Please

complete the

session evaluation.

Thank you.

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