Table 6. Factors impacting perceived valuation of program coordinators.
TAGME, Training Administrators of Graduate Medical Education
| Institution | Dept | Chairperson | Program director | Other faculty | Fellow | Residents | Other staff | |||||||||||||||||
| Unvalued N=15 | Valued N=48 | P-value | Unvalued N=9 | Valued N=60 | P-value | Unvalued N=8 | Valued N=59 | P-value | Unvalued N=5 | Valued N=48 | P-value | Unvalued N=9 | Valued N=48 | P-value | Unvalued N=4 | Valued N=41 | P-value | Unvalued N=3 | Valued N=65 | P-value | Unvalued N=13 | Valued N=42 | P-value | |
| Years in position | 0.8 | 0.7 | 0.9 | 0.006 | 0.3 | 0.5 | 0.2 | 0.4 | ||||||||||||||||
| <1 | 1 (6.7%) | 1 (2.1%) | 1 (11.1%) | 4 (6.7%) | 0 (0.0%) | 2 (3.4%) | 1 (20.0%) | 3 (4.3%) | 0 (0.0%) | 3 (6.2%) | 1 (25.0%) | 2 (4.9%) | 1 (33.3%) | 3 (4.6%) | 1 (7.7%) | 4 (9.5%) | ||||||||
| 1-2 | 2 (13.3%) | 6 (12.5%) | 1 (11.1%) | 8 (13.3%) | 1 (12.5%) | 7 (11.9%) | 2 (40.0%) | 8 (11.4%) | 3 (33.3%) | 6 (12.5%) | 1 (25.0%) | 5 (12.2%) | 1 (33.3%) | 7 (10.8%) | 2 (15.4%) | 6 (14.3%) | ||||||||
| 3-5 | 3 (20.0%) | 12 (25.0%) | 2 (22.2%) | 15 (25.0%) | 1 (12.5%) | 17 (28.8%) | 0 (0.0%) | 19 (27.1%) | 1 (11.1%) | 12 (25.0%) | 0 (0.0%) | 10 (24.4%) | 0 (0.0%) | 18 (27.7%) | 4 (30.8%) | 9 (21.4%) | ||||||||
| 5-10 | 4 (26.7%) | 11 (22.9%) | 7 (77.8%) | 15 (25.0%) | 2 (25.0%) | 13 (22.0%) | 1 (20.0%) | 17 (24.3%) | 4 (44.4%) | 12 (25.0%) | 1 (25.0%) | 11 (26.8%) | 1 (33.3%) | 14 (21.5%) | 3 (23.1%) | 9 (21.4%) | ||||||||
| 10-15 | 1 (6.7%) | 9 (18.8%) | 0 (0.0%) | 9 (15.0%) | 2 (25.0%) | 8 (13.6%) | 0 (0.0%) | 10 (14.3%) | 1 (11.1%) | 7 (14.6%) | 1 (25.0%) | 7 (17.1%) | 0 (0.0%) | 9 (13.8%) | 2 (15.4%) | 7 (16.7%) | ||||||||
| >15 | 4 (26.7%) | 9 (18.8%) | 3 (33.3%) | 9 (15.0%) | 2 (25.0%) | 12 (20.3%) | 1 (20.0%) | 13 (18.6%) | 0 (0.0%) | 8 (16.7%) | 0 (0.0%) | 6 (14.6%) | 0 (0.0%) | 14 (21.5%) | 1 (7.7%0 | 7 (16.7%) | ||||||||
| Formal training? | 4 (26.7%0 | 8 (16.7%) | 0.4 | 2 (22.2%) | 10 (16.7%) | 0.7 | 3 (37.5%) | 10 (16.9%) | 0.2 | 1 (20.0%) | 13 (18.6%) | 0.9 | 1 (11.1%) | 8 (16.7%) | 0.7 | 1 (25.0%) | 7 (17.1%) | 0.7 | 0 (0.0%) | 12 (18.5%) | 0.4 | 2 (15.4%0 | 10 (23.8%) | 0.5 |
| TAGME? | 2 (13.3%) | 9 (18.8%) | 0.6 | 2 (22.2%) | 9 (15.0%) | 0.6 | 2 (25.0%) | 9 (15.3%) | 0.5 | 0 (0.0%) | 11 (15.7%) | 0.3 | 1 (11.1%) | 8 (16.7%) | 0.7 | 0 (0.0%) | 5 (12.2%) | 0.5 | 0 (0.0%) | 10 (15.4%) | 0.5 | 1 (7.7%) | 6 (14.3%) | 0.5 |
| Adequate departmental training? | 4 (26.7%) | 24 (50.0%) | 0.1 | 1 (11.1%) | 27 (45.0%) | 0.05 | 2 (25.0%) | 26 (44.1%) | 0.3 | 0 (0.0%) | 31 (43.3%) | 0.05 | 3 (33.3%) | 23 (47.9%) | 0.4 | 1 (25.0%) | 18 (43.9%) | 0.5 | 0 (0.0%) | 28 (43.1%) | 0.1 | 4 (30.8%) | 20 (47.6%) | 0.3 |
| Adequate institutional training? | 3 (20.0%) | 24 (50.0%) | 0.04 | 5 (55.6%) | 26 (43.3%) | 0.5 | 3 (37.5%) | 27 (45.8%) | 0.7 | 2 (40.0%) | 31 (44.3%) | 0.9 | 3 (33.3%) | 24 (50.0%) | 0.8 | 3 (75.0%) | 20 (48.8%) | 0.3 | 3 (100.0%) | 29 (44.6%) | 0.06 | 4 (30.8%) | 24 (57.1%) | 0.1 |
| Number programs managed | 0.01 | 0.7 | 0.3 | 0.5 | 0.2 | 0.1 | 0.2 | 0.5 | ||||||||||||||||
| 1 | 5 (33.3%) | 18 (37.5%) | 5 (55.6%) | 19 (31.7%) | 4 (50.0%) | 21 (35.6%) | 3 (60.0%) | 25 (35.7%) | 2 (22.2%) | 19 (39.6%) | 1 (25.0%) | 8 (19.5%) | 1 (33.3%) | 24 (36.9%) | 4 (30.8%) | 14 (33.3%) | ||||||||
| 2 | 2 (13.3%) | 10 (20.8%) | 1 (11.1%) | 13 (21.7%) | 0 (0.0%) | 12 (20.3%) | 1 (20.0%) | 15 (21.4%) | 2 (22.2%) | 11 (22.9%) | 0 (0.0%) | 9 (22.0%) | 0 (0.0%) | 13 (20.0%) | 2 (15.4%) | 9 (21.4%) | ||||||||
| 3 | 3 (20.0%) | 12 (25.0%) | 1 (11.1%) | 16 (26.7%) | 1 (12.5%) | 15 (25.4%) | 0 (0.0%) | 17 (24.3%) | 1 (11.1%) | 12 (25.0%) | 0 (0.0%) | 14 (34.1%) | 0 (0.0%) | 17 (26.2%) | 3 (23.1%) | 12 (28.6%) | ||||||||
| 4 | 1 (6.7%) | 5 (10.4%) | 1 (11.1%) | 5 (8.3%) | 2 (25.0%) | 4 (6.8%) | 0 (0.0%) | 6 (8.6%) | 2 (22.2%) | 2 (4.2%) | 2 (50.0%) | 3 (7.3%) | 1 (33.3%) | 4 (6.2%) | 2 (15.4%) | 2 (4.8%) | ||||||||
| 5 | 4 (26.7%) | 0 (0.0%) | 1 (11.1%) | 4 (6.7%) | 1 (12.5%) | 4 (6.8%) | 1 (20.0%) | 4 (5.7%) | 2 (22.2%) | 3 (6.2%) | 1 (25.0%) | 4 (9.8%) | 1 (33.3%) | 4 (6.2%) | 2 (15.4%) | 2 (4.8%) | ||||||||
| >5 | 0 (0.0%) | 3 (6.2%) | 0 (0.0%) | 3 (5.0%) | 0 (0.0%) | 3 (5.1%) | 0 (0.0%) | 3 (4.3%) | 0 (0.0%) | 1 (2.1%) | 0 (0.0%) | 3 (7.3%) | 0 (0.0%) | 4 (6.2%) | 0 (0.0%) | 3 (7.1%) | ||||||||
| Hours per week | 0.3 | 0.4 | 0.3 | 0.7 | 0.5 | 0.7 | 0.3 | 0.6 | ||||||||||||||||
| 30-40 | 2 (13.3%) | 10 (20.8%) | 1 (11.1%) | 12 (20.0%) | 1 (12.5%) | 12 (20.3%) | 1 (20.0%) | 14 (20.0%) | 2 (22.2%) | 12 (25.0%) | 1 (25.0%) | 8 (19.5%) | 1 (33.3%) | 12 (18.5%) | 3 (23.1%) | 8 (19.0%) | ||||||||
| 40-50 | 10 (66.7%) | 35 (72.9%) | 6 (66.7%) | 43 (71.7%) | 5 (62.5%) | 42 (71.2%) | 3 (60.0%) | 50 (71.4%) | 5 (55.6%) | 32 (66.7%) | 2 (50.0%) | 28 (68.3%) | 1 (33.3%) | 47 (72.3%) | 8 (61.5%) | 31 (73.8%) | ||||||||
| >50 | 3 (20.0%) | 3 (6.2%) | 2 (22.2%) | 5 (8.3%) | 2 (25.0%) | 5 (8.5%) | 1 (20.0%) | 6 (8.6%) | 2 (22.2%) | 4 (8.3%) | 1 (25.0%) | 5 (12.2%) | 1 (33.3%) | 6 (9.2%) | 2 (15.4%) | 3 (7.1%) | ||||||||
| % of time program coordinator | 92±12 | 84±20 | 0.06 | 71±28 | 87±18 | 0.1 | 77±25 | 87±18 | 0.2 | 80±15 | 85±19 | 0.6 | 91±13 | 83±21 | 0.2 | 86±18 | 84±19 | 0.1 | 81±18 | 86±19 | 0.7 | 87±21 | 85±18 | 0.7 |
| Handle >1 dept? | 3 (20.0%) | 6 (12.5%) | 0.5 | 1 (11.1%) | 9 (15.0%) | 0.8 | 0 (0.0%) | 9 (15.3%) | 0.2 | 1 (20.0%) | 9 (12.9%) | 0.7 | 1 (11.1%) | 7 (14.6%) | 0.8 | 0 (0.0%) | 7 (17.1%) | 0.4 | 0 (0.0%) | 9 (13.8%) | 0.5 | 1 (7.7%) | 6 (14.3%) | 0.5 |
| Career advancement in dept? | 1 (6.7%) | 13 (27.1%) | 0.1 | 1 (11.1%) | 14 (23.3%) | 0.4 | 1 (12.5%) | 13 (22.0%) | 0.4 | 1 (20.0%) | 14 (20.0%) | 1.0 | 1 (11.1%) | 8 (16.7%) | 0.7 | 1 (25.0%) | 9 (22.0%) | 0.9 | 1 (33.3%) | 13 (20.0%) | 0.6 | 1 (7.7%) | 11 (26.2%) | 0.2 |
| Institutional organizing program? | 10 (66.7%) | 40 (83.3%) | 0.2 | 8 (88.9%) | 46 (76.7%) | 0.4 | 7 (87.5%) | 46 (78.0%) | 0.5 | 3 (60.0%) | 54 (77.1%) | 0.4 | 5 (55.6%) | 37 (77.1%) | 0.2 | 3 (75.0%) | 30 (73.2%) | 0.9 | 3 (100.0%) | 51 (78.5%) | 0.4 | 12 (92.3%) | 30 (71.4%) | 0.06 |
| Institution responsive to feedback? | 2 (13.3%) | 31 (64.6%) | 0.001 | 4 (44.4%) | 31 (51.7%) | 0.7 | 4 (50.0%) | 29 (49.2%) | 0.96 | 2 (40.0%) | 35 (50.0%) | 0.7 | 4 (44.4%) | 24 (50.0%) | 0.8 | 2 (50.0%) | 20 (48.8%) | 0.96 | 2 (66.7%) | 31 (47.7%) | 0.5 | 6 (46.2%) | 21 (50.0%) | 0.8 |
| Dept responsive to feedback? | 6 (40.0%) | 26 (54.2%) | 0.3 | 1 (11.1%) | 36 (60.0%) | 0.006 | 1 (12.5%) | 32 (54.2%) | 0.03 | 2 (40.0%) | 37 (52.9%) | 0.6 | 4 (44.4%) | 23 (47.9%) | 0.8 | 1 (25.0%0 | 23 (56.1%) | 0.2 | 1 (33.3%) | 33 (50.8%) | 0.6 | 4 (30.8%0 | 24 (57.1%) | 0.1 |