“Against all odds”: Head chefs profiled

This study based on a survey of 170 head chefs provides the first comprehensive empirical data on the profile of head chefs in the Republic of Ireland. Eighty-four percent of head chefs were male and the majority (48.8%) were in their thirties. There is an increased rise in the attainment of degrees (currently at 35%), but findings showed that it takes years to advance in the industry, where there is a high rate of turnover. This article both reviews and adds to the international literature on the occupation of chef and raises questions for further research such as: Why are there so few female head chefs in Ireland? What is the best way to manage talent and improve retention of head chefs? Why are there more migrant head chefs working in restaurants rather than hotels? Findings from this may benefit industry stakeholders, employers, educators, and prospective culinary students.     

Assessing objective and subjective factors of culinary career success: Exploring the influence of industry certifications

Amidst a growing industry, foodservice professionals are seeking certifications to differentiate themselves from the competition. The American Culinary Federation (ACF) provides the most comprehensive culinary certification program in the United States, promoting professional development through specialized training in the culinary arts. Proponents of the ACF certification program boast benefits such as increased pay and prestige. However, there has been limited research focusing on the relationship between professional foodservice certifications and perceived career success. This study examined the relationships between culinary certifications and objective (i.e. salary) and subjective (i.e. job satisfaction, self-efficacy) indicators of career success.     

Management competencies for medical practice executives: skills, knowledge and abilities required for the future

The purpose of this study was to obtain a consensus of opinion from a large and diverse population of experienced ambulatory health care administrators regarding the essential ambulatory health care management competencies, and their related skills, knowledge and abilities (SKA) requirements, that will be required for successful management performance in ambulatory health care delivery settings in the next five years. A literature review suggests limited research in this essential and rapidly developing area for the health care community. The research design and methods employed the Delphi technique. Three hundred and twenty (320) Fellows of the American College of Medical Practice Executives (ACMPE) were asked to respond to two rounds of a Delphi mail survey. The results indicate that the essential ambulatory management competencies could be discretely grouped into six Management Domains, each with related SKAs. The respondents rated leadership and strategic management as the most important Management Domains. The highest rated SKA emphasized interpersonal skills with the next highest SKA relating to ethical and moral dimensions. Patient care management, as well as two SKAs relating to computer skills, were rated lowest.     

Next generation leadership: a profile of self-rated competencies among administrative resident and fellows

Healthcare executives and program faculty have voiced concerns that early careerists lack needed competencies for future leadership in the increasingly complex healthcare industry. However, empirical studies of early careerists' competency levels are limited. We sought to describe administrative fellows' and residents' (n = 78, response rate 73.6%) self-rated competency in several key areas and assess how these ratings differed by individuals' gender, age, prior work experience, year of graduate training, and type of degree program. Respondents rated their competence particularly high (41.7% of respondents rated themselves "A") in the domain of interpersonal and emotional intelligence, which included being an effective team leader and member, coaching and developing others, self-awareness, and self-regulation. Lower ratings were in the domains of facilities management and in development and fundraising. Compared to males, females rated their competency in the financial skills domain lower (P-value = 0.04). Age, prior work experience, year of graduate training, and type of degree program were not significantly associated with self-rated competency in any area. These results provide early evidence that may help program faculty and preceptors consider pedagogical approaches that reflect students' vocalized needs and may help to design strategies that effectively cultivate next generation leadership.     

Identifying management competencies for health care executives: review of a series of Delphi studies

This analysis reviews a selected body of research that identifies the essential areas of management expertise required of future health care executives. To ensure consistency, six studies are analyzed, utilizing the Delphi technique, to query a broad spectrum of experts in different fields and sites of health care management. The analysis identifies a number of management competencies, i.e., managerial capabilities, which current and aspiring health care executives, in various settings and with differing educational backgrounds, should possess to enhance the probability of their success in current and future positions of responsibility. In addition, this review identifies the skills (technical expertise), knowledge (facts and principles) and abilities (physical, mental or legal power) required to support achievement of these competencies. Leadership and resource management, including cost and finance dimensions, are the highest-rated requisite management competencies. The dominant skills, knowledge and abilities (SKAs) are related to interpersonal skills. The lowest-rated SKAs are related to job-specific, technical skills. Recommendations include the review of this research by formal and continuing education programs to determine the content of their courses and areas for future research. Similarly, current health care executives should assess this research to assist in identifying competency gaps. Lastly, this analysis recommends that the Delphi technique, as a valid and replicable methodology, be applied toward the study of non-executive health care managers, e.g., students, clinicians, mid-level managers and integrated systems administrators, to determine their requisite management competencies and SKAs.     

Roles, skills, and competencies of middle managers in occupational therapy

This article describes the most essential roles, skills, and competencies needed by middle managers in occupational therapy organizations. Middle-level managers are responsible for a specific segment of the organization. They are uniquely positioned to foster changes in the department. Because of the challenges in the health care environment, it is important to discuss the roles that middle managers need to bring out the viability and growth of their departments and organization. These roles include planner, strategic planner, coordinator, leader, problem solver, and negotiator. To conduct these roles, skills and competencies that are closely linked to the effective performance of those roles are also described. Skills include human relations, marketing, and conceptual skills. Competencies include being able to manage attention, meaning, trust, and self, as well as being competent when conducting utilization reviews, program evaluations, documentation of services for quality and reimbursement purposes, and fiscal management. With these outlined roles, skills, and competencies, middle managers should be able to promote the mission of their organizations, support their employees, and navigate successfully in the competitive and ever-changing health care environment.     

Training of Registered Dietitian Nutritionists to Improve Culinary Skills and Food Literacy

ObjectiveTo understand if a culinary medicine training program increases food literacy, culinary skills, and knowledge among practicing registered dietitian nutritionists (RDN).MethodsPrepost study design evaluating pilot test of RDN train-the-trainer curriculum from September, 2019 to January, 2020.ResultsOn average, results indicate an increase in culinary nutrition skills (mean difference, 6.7 ± 4.4; P < 0.001; range, 10–30) and a significant increase in 5 of the 8 food literacy factors. Through process evaluation, RDNs rated the training as extremely useful to their practice (mean, 4.4 ± 0.3).Conclusions and ImplicationsRegistered dietitian nutritionist participants increased culinary nutrition skills with statistically significant scores across all individual measures. This study describes an RDN training curriculum in culinary medicine across a diverse group of practicing RDNs from a large county health care system. Culinary medicine shows a promising impact on promoting nutrition skills and confidence; however, it warrants further assessment.     

Longterm effects of problem-based learning: a comparison of competencies acquired by graduates of a problem-based and a conventional medical school

BACKGROUND: Problem-based learning (PBL) as an approach to the instruction of medical students has attracted much attention in recent years. However, its effect on the performance of its graduates is the subject of considerable debate. This article presents data from a large-scale study among graduates of a problem-based medical school and those of a conventional medical school to contribute to this discussion. PURPOSE: To study the longterm effects of problem-based medical training on the professional competencies of graduates. METHODS: A questionnaire was sent to all graduates since 1980 of a problem-based and a conventional medical school. Participants were requested to rate themselves on 18 professional competencies derived from the literature. RESULTS: The graduates of the PBL school scored higher on 14 of 18 professional competencies. Graduates of the problem-based school rated themselves as having much better interpersonal skills, better competencies in problem solving, self-directed learning and information gathering, and somewhat better task-supporting skills, such as the ability to work and plan efficiently. There were no sizeable differences with regard to general academic competencies, such as conducting research or writing a paper. Graduates from the conventional school rated themselves as having slightly more medical knowledge. The findings were shown to be valid and robust against possible response bias. CONCLUSION: The findings suggest that PBL not only affects the typical PBL-related competencies in the interpersonal and cognitive domains, but also the more general work-related skills that are deemed important for success in professional practice.     

Nutrition Training for Chefs: Taste as an Essential Determinant of Choice

The primary objective of Project LEAN (Low-fat Eating for Americans Now), a social marketing initiative of the Henry J. Kaiser Family Foundation, is to help Americans reduce their fat intake to less than 30% of total energy. In Las Vegas, Nev, one of the 10 community sites selected to implement this goal, Las Vegas LEAN acted to change the food environment for restaurant patrons. This program empowered chefs to use their culinary expertise in developing good-tasting, low-fat menu items. The literature shows that consumers, despite verbalizing health concerns, choose food on the basis of taste. This ambivalence between belief and behavior demonstrates the need for innovative culinary techniques to develop food dishes that consumers will not only accept, but will enjoy and order repeatedly. Entrepreneurial dietitians, thus, have an opportunity to market nutrition skills to restaurants and hotels wishing to implement low-fat cuisine with good taste. Our intervention demonstrated that nutrition education for chefs is the key to long-term and successful menu changes. If taste is what consumers are seeking in low-fat items, and improved taste will finally get ambivalent consumers to change their eating behavior, enlisting the expertise of chefs is key. J Am Diet Assoc. 1995; 95:1418-1421.     

Leadership in athletic training: implications for practice and education in allied health care

Leadership behaviors are an important aspect of athletic training and are needed within all allied health care disciples. A two-phase, exploratory, non-experimental research study using a Delphi technique and a randomly selected sample of athletic trainers (n = 161) was conducted to determine leadership competencies perceived to be important for athletic training practice and education. The Delphi technique (phase one) resulted in the Leadership Development in Athletic Training instrument (LDAT). In the national survey (phase two), respondents used the LDAT to rate the importance of leadership competencies for athletic training practice and for athletic training education. Coefficient alphas ranged from α = 0.83 to 0.97 and provided satisfactory estimates of internal consistency. Concurrent, construct, and convergent validity were established. Forty-nine leadership competencies were rated important for practice and 48 for education (M = 1.5, p ≤ 0.001). Exploratory factor analysis revealed that leadership competencies were organized by four constructs (with six emphases): 1) personality characteristics, 2) diagnosing context and people skills, 3) communication and initiative, and 4) strategic thinking. Repeated measures ANOVA with Sidak post-hoc adjustments indicated each leadership construct significantly increased in importance as the level of the ATEP progressed.     

Women Professional Progress to Chef’s Position: Results of an International Survey

Many researchers argue that gender is a cultural construction rather a natural one. Haute Cuisine and the culinary field is a good illustration to how gender influenced the evaluation and the recognition of the cooking task in two different spaces, the professional and domestic. To analyze the reasons behind the low number of women chefs, we run a survey that targeted professionals in the cooking field. It included both gender and participants from Europe and USA. The survey results confirm the main argument that women are under-represented due to the masculine culture of kitchen work and culinary industry. Women therefore need to deal with it and to keep developing themselves professionally in order to achieve their place. A change in the industry dynamics will assess the barriers encountered in general by all professionals. The same change should impact household arrangements to facilitate women’s evolution in the professional sphere.     

Development and Validation of Competencies for Return to Work Coordinators

Introduction Return to work (RTW) coordinators are a key element in programs that facilitate RTW of injured or ill workers, yet little research documents the competencies required for success in this role. Methods Competencies were defined as knowledge, skills, attitudes, and behaviors. Eight focus groups were conducted with 75 experienced RTW coordinators to identify 904 individual competencies. These were subsequently reduced to 234 unique items through affinity mapping, and sorted into eight groups: administration, individual personal attributes, information gathering, communication, professional credibility, evaluation, problem-solving, and conflict management. A subset of 100 items, including 88 items most often cited, were incorporated in an Internet-based survey that sampled a broad range of RTW coordinators from three countries. Results Eighty-three of the questionnaire items were rated 4 or 5 (very important or essential) by over half of the 148 respondents. There were no differences in affinity group mean ratings by country, employer, profession, or type of clients. The highest-rated items reflect general personal characteristics, or specific skills related to coordinating among all involved with the RTW process. RTW coordinators with nursing backgrounds provided slightly higher ratings for items related to medical knowledge, but otherwise their ratings were similar to non-nurses. Conclusions These findings indicate a consensus across a wide range of RTW coordinators, and results can be applied to improve coordinator selection, training, and development. Certain key competencies may be well-established individual attributes, and others may be best developed through mentorship. Most of these competencies are probably best evaluated by direct observation.     

Identificación de las competencias actuales y futuras de los profesionales de la salud pública

Objectives

To identify current and future competencies (managers and technicians) for public health professionals in Catalonia (Spain).

Methods

Qualitative research with a phenomenological approach. Between November 2009 and February 2010, 31 semistructured interviews were completed with public health professionals working in Catalonia. We purposely used a theoretical sample to include the maximum multiplicity of discourses. We conducted a thematic content analysis.

Results

We obtained a wide range of current professional competencies, as well as those required for the future, classified according to professional profile. The participants highlighted transversal competencies, such as the importance of sharing a general theoretical framework of the discipline and the institution. Among the most frequently reported competencies were knowledge management, communication skills, teamwork, multidisciplinary and intersectoral orientation, legal knowledge, computer skills and languages, particularly English. It was also important for individual professionals to have specific skills in their areas of activity. In terms of differences between managers and technicians, the study showed that technicians prioritize management skills concerning human and material resources, while managers emphasize organizational and professional public health expertise.

Conclusions

There is a need for transversal and specific competencies in distinct areas. Public health is a multidisciplinary field, which collaborates with a wide range of professionals and organizations.     

Enhancing occupational safety and health through use of the national skill standards

In a voluntary national effort, U.S. industry, education, labor, and government have initiated the development of standards for job skills and competencies in jobs in 15 economic sectors. The aim of the skill standards is to maintain a globally competitive workforce. Efforts to include occupational safety and health knowledge and skills as core elements in these standards are described. The first skill standards to include occupational safety and health competencies were developed for the manufacturing sector, evaluated by 3,800 workers in 700 companies, and published. National skill standards can stimulate extensive training in occupational safety and health, with resultant application to a larger percentage of workers than ever before.     

Medical leadership in an era of managed care and continual improvement

Because clinicians control more than 70% of the total costs of medical care, the success of managed care systems in containing expenditures depends to a large degree on their leadership. Clinicians must make cultural changes and develop core competencies and technical skills to promote the continuous improvement needed for the success of managed care.     

Development of financial management competencies for entry-level and advanced-level dietitians.

The major purposes in this study were to develop a list of financial management competencies for entry- and advanced-level dietitians, determine hospital foodservice directors'/chief dietitians' (practitioners) perceived importance of these competencies at both levels of practice, and determine educators' perceived importance of these competencies at the entry level. Drawing from the literature and the judgment of eight experts, we developed a list of 50 financial management competencies. Written questionnaires that included importance scales for the competencies were mailed to (a) practitioners in a random sample of 1,500 member hospitals of the American Hospital Association and (b) directors of Plan IV/V, Approved Preprofessional Practice, and Dietetic Internship programs. Response rates were 34% for the practitioners and 47% for the educators. Practitioners rated 8 competencies as important or very important for entry-level dietitians and 26 as important or very important for advanced-level dietitians. Practitioners rated all competencies higher for advanced-level dietitians than for those at the entry level, and educators rated all competencies higher than did practitioners. Content areas, identified by factor analysis, were similar for both levels of practice. Our findings indicate that emphasis in undergraduate and practice programs should be given to the eight competencies identified by practitioners and educators as most important. Our results also may be used for development and evaluation of graduate and continuing education programs and for specialty certification in foodservice management.     

Molecular Gastronomy in Spain

Beyond the overwhelming international success of Ferrán Adria, Spain has been one of the countries with a more active implication in molecular gastronomy as a scientific discipline but also in the use of ingredients, technologies, and equipment from the scientific and technological universe in the culinary area. Nowadays, this is a well-established discipline in Spain, with a number of research groups covering related topics, several companies commercializing appliances and additives worldwide, and renowned international chefs and many restaurants and companies committed to the collaboration with scientists for facing the future of Spanish gastronomy.     

Competencies for population-based clinical managers: A survey of managed care medical directors

Background: The evolution of American health care into integrated systems of delivery and finance requires a specialized set of population-based skills for physicians. The field of preventive medicine represents one source of this expertise. Specific competencies for the emerging area of managerial medicine have not been well delineated.Methods: Using concept documents from the Residency Review Committee for Preventive Medicine and the American Board of Preventive Medicine, a list of proposed competencies for managerial medicine was identified. Surveys were mailed to medical directors of all members of the American Association of Health Plans and to a random sample of diplomates of the American Board of Preventive Medicine. Respondents were asked to rate the importance of these competencies for a population-oriented clinician manager.Results: Areas rated highly by medical directors included health services research (including outcomes research), quality assurance and improvement, health risk assessment and reduction, programmatic skills, and clinical preventive skills. Responses from preventive medicine specialists were similar, but placed lower emphasis on these skills.Conclusion: Despite its limited response rate, this survey may be useful in the implementation of specialty training in managerial medicine. Residency training programs may choose to emphasize specific content areas that reflect the priorities expressed by physicians actively involved in management.