Changes in United Kingdom oral and maxillofacial surgical specialty trainees since 1995 – numbers,gender, first degrees,and nations of origin

Training in UK surgery has changed dramatically since 1995, from a relative lack of structure to time-limited and highly documented programmes. Training in oral and maxillofacial surgery (OMFS) has shared these changes and included some significant changes of its own. Minutes from the OMFS Specialty Advisory Committee (SAC) were reviewed over the last 25 years to record the number and location of newly approved posts. The General Medicine Council’s (GMC) OMFS specialist list in 2019 was combined with the records of OMFS specialists’ dental qualifications held by the General Dental Council (GDC) and augmented from a database of OMFS trainees and consultants in the UK. Data on demographics, location, and nature of the first medical or dental degree were noted for analysis.A total of 691 OMFS specialists and trainees were identified from GMC, OMFS SAC and consultant databases. Of these, 12 consultants held only dental qualification/registration. First degree data could not be obtained for 12 specialists (all male). A further 20 OMFS specialists, whose training was outside the UK, were also excluded from further analysis.In 1995 there were 95 national training posts, by 2013 there were 150. Over the last quarter of a century, there has been an increase in medicine first trainees, an increase in female trainees and specialists, and a relative decrease in OMFS trainees from the Indian subcontinent. The varied origins of the OMFS workforce has contributed to greater diversity and inclusion within the specialty. In the UK, OMFS appears to have produced the correct number of specialists whilst maintaining a high standard of training. The next change in OMFS training programmes is to deliver The Postgraduate Medical Education and Training Board’s (PMETB) recommendations. As we move to achieve this it is imperative that as new doors open, we do not close others.     

What becomes of dental research trainees once they leave the Dental Research Institute? An analysis over 53 years

The careers of 131 dental research trainees were followed (1954–2007) to establish whether and how they utilised their research training in keeping with clinical research workforce needs. The Dental Research Institute database was used to obtain trainee demographic, teaching and research outputs which were examined according to degree types: PhD (18); MSc (55); MDent (42) and dropout (16). Current careers show that 48% are in exclusive private practice and 15% in exclusive academia with further 15% practitioners having academic links via sessional teaching or research at a dental school. Most (63%) have remained in South Africa but emigration is high amongst the PhD and MSc groups. Forty‐one per cent of the cohort is of age ≤55 years and 16% <40 years old. The 131 trainees have published 2287 peer‐reviewed journal papers over their careers: quantity of research output is skewed towards degree type (PhD) and individuals (10% trainees produced 65% of all publications). Recent trainees have little research experience prior to their training and a lower subsequent research output than earlier trainees. PhDs have participated in research for the greatest length of time (29.1 years). Academic teaching is heavily reliant on older and PhD trainees. It is proposed that a threshold of four publications be used to indicate minimum research skills and a period of formal academic teaching taken into account when advocating criteria to assess clinical research workforce requirements.     

Training in oral and maxillofacial surgery: a medicine-first perspective

Specialist registration in oral and maxillofacial surgery (OMFS) requires dual medical and dental qualification involving at least eight years of undergraduate study. Training has continued to evolve since dual qualification was introduced and has often resulted in unwarranted repetition. If a time-based curriculum is necessary, second degree trainees should be allowed to pursue research and audit, and gain relevant clinical experience in lieu of repeating previously covered material. Junior surgical training could be integrated into the second degree. A programme that records competencies during the second degree may demonstrate equivalent to other aspects of junior training. One barrier is timetabling, which often restricts the integration of second degree trainees with OMFS units. Junior training in OMFS could be streamlined if the content was agreed nationally. This would also offer the opportunity for those key institutions that implement these changes to take on a prominent role in OMFS training.     

Exploring the concerns of second-degree dental students on entering specialist OMFS training and their attitudes towards the second-degree curriculum

Within the UK, oral and maxillofacial surgery (OMFS) is a competitive specialty with a rigorous training programme that currently requires dual degrees in both medicine and dentistry. Training in OMFS can present various challenges in terms of finances, length of training, and work-life balance. The current study explores the concerns of second-degree dental students in trying to obtain an OMFS specialty training post, as well as their views on the second-degree curriculum. An online survey was distributed via social media to second-degree dental students across the UK and 51 responses were received. Respondents cited a lack of publications (29%), specialty interviews (29%), and the OMFS logbook (29%) as the primary concerns about securing a higher training post. Eighty-eight per cent felt there were elements of repetition within the second degree for which competencies had already been achieved, and 88% agreed with streamlining the curriculum within the second degree. We propose that the second degree should incorporate ways to build the OMFS ST1/ST3 portfolio as part of a tailored curriculum, removing or condensing the repetitive elements, and instead emphasising areas of concern for trainees such as research, operative experience, and interview guidance. Second-degree students should be provided with mentors with an interest in research and academia to provide guidance and promote early interest in academia.     

The specialty of oral and maxillofacial surgery (OMFS) in Europe – Part 1: service configuration,regulation, and provision

Oral and maxillofacial surgical (OMFS) practice and training in Europe is supported by the OMFS Section of the Union of European Medical Specialists (UEMS). Across Europe the number of OMFS specialists per 100,000 varies from 3.0 (Switzerland) to 0.28 (Ireland). The two types of OMFS within the European Union (EU) under Directive 2005/36 and European Free Trade Association (EFTA) treaties are dual degree dental, oral and maxillofacial surgery (DOMFS) and single medical degree maxillofacial surgery (MFS). Automatic recognition of OMFS specialist qualifications is possible only between nations which have the same (or both) types of medical OMFS. Otherwise, individual specialists must apply for a Certificate of Eligibility for Specialist Registration (CESR). DOMFS: 20 European nations have dual degree OMFS. Of these, 12 EU nations are DOMFS in Annex V, 3 are DOMFS in the European Free Trade Association (EFTA) Treaty, and one has mandated dual degree OMFS but is a dental specialty. The United Kingdom has dual degree OMFS. Two MFS nations have had mandated dual degree training for more than 10 years and one has both DOMFS and MFS training, with DOMFS recommended. Although no nation with dual degree DOMFS has transitioned back to single degree MFS, there are pressures to do so within Finland and Norway. MFS: 11 EU nations have single medical degree MFS (and 4 DOMFS nations also have MFS as a legacy specialty). Four nations in the EU/EFTA do not yet have a medical specialty of OMFS: Sweden, Iceland, Denmark, and Estonia.     

Changing the Oral and Maxillofacial Surgery (OMFS) training pathway in the United Kingdom – an illustrative retrospective

OMFS training is perceived as a long and expensive pathway although papers have shown it compares favourably with other surgical specialties. Every OMFS clinician has a vested interest and duty continually to improve the quality of training and minimise costs, especially to trainees at junior levels. Any serious proposal to fundamentally change the format of training, must be given due consideration by all stakeholders. In 2016, a British Medical Journal article whose authors included the BAOMS President of that year and OMFS Specialty Advisory Committee (SAC) Chair, posed the question - should the future of OMFS training revert to single dental degree, change to single medical degree - or continue as a dual degree specialty? The BMJ publication was discussed at the British Association of Oral and Maxillofacial Surgeons (BAOMS) Council in March 2016 and all present unanimously supported the dual degree pathway. Later that year a formal proposal was made by the BAOMS immediate past President that training in the UK change to single medical degree ‘Maxillofacial Surgery’ similar to the training in Spain, France or Italy. Evidence around the risks and benefits of making this change to OMFS training was assembled and reviewed by BAOMS Council in March 2017. BAOMS Council once again unanimously supported continuing OMFS as a dual degree specialty with the observation that the quality of patient care which this training provided was the specialty’s Unique Selling Point or USP. The requirement for both degrees to provide care for OMFS patients had been confirmed by external scrutiny on two separate occasions by the responsible regulators. In this paper, we outline the key steps to be considered when making major changes in the OMFS training pathways using this event as an example and the suggestion that those proposing changes should assemble and present evidence to support their proposal using the template provided.     

First degree hotspots for OMFS recruitment 1967–2010: dental and medical schools where OMFS specialists and trainees were more likely to start their careers

Evidence around careers shows that many surgeons were inspired early in their career and this was often based on their undergraduate experience. In this context we have reviewed the location of the first degrees of oral and maxillofacial surgery (OMFS) consultants and specialty trainees to look for any patterns or trends. It has been shown that there is variation across medical schools when core surgical trainee recruitment is analysed. To our knowledge no previous paper has undertaken a similar analysis of medical and dental schools in the context of OMFS. The first-degree universities of OMFS specialists and trainees were compiled from the Medical and Dental Register, tabulated and analysed. There were 680 entries in total with dates of graduation ranging from 1967 - 2010. The relative frequency of first-degree locations based on the number of current places for medical and dental students was calculated to aid comparison. There are ‘hot-spots’ from where many OMFS specialists originate and also universities that rarely or never produce OMF surgeons. Reviewing these figures in the context of the number of places available to students and against time, points to areas where OMFS appears to be promoted, and others were the specialty has a low impact. The University of London leads the way for both medicine and dentistry-first trainees by a considerable margin. Glasgow is the next most productive for dentistry and Nottingham for medicine. The 13 current medical schools from which no OMFS specialists or trainees have originated are Brighton, Cambridge, Anglia Ruskin, Exeter, Hull, Keele, Lancaster, Norwich, Plymouth, Swansea, University of Central Lancashire (UCLan), and Warwick. Other new medical schools are opening this year. There are opportunities for all OMFS units and training rotations to look at ‘best practice’ for OMFS recruitment and apply as many inspiring interventions as they can in their local medical and dental schools, and in foundation and core training programmes.     

Specialist paediatric dentistry in Sweden 2008 – a 25‐year perspective

International Journal of Paediatric Dentistry 2010; 20: 313–321 Background. Paediatric dentistry in Sweden has been surveyed four times over the past 25 years. During this period postgraduate training, dental health, and the organization of child dental care have changed considerably. Aim. To investigate services provided by specialists in paediatric dentistry in Sweden in 2008, and to compare with data from previous surveys. Design. The same questionnaire was sent to all 30 specialist paediatric dental clinics in Sweden that had been used in previous surveys. Comparisons were made with data from 1983, 1989, 1996 and 2003. Results. Despite an unchanged number of specialists (N = 81 in 2008), the number of referrals had increased by 16% since 2003 and by almost 50% since 1983. There was greater variation in reasons for referrals. The main reason was still dental anxiety/behaviour management problems in combination with dental treatment needs (27%), followed by medical conditions/disability (18%), and high caries activity (15%). The use of different techniques for conscious sedation as well as general anaesthesia had also increased. Conclusions. The referrals to paediatric dentistry continue to increase, leading to a heavy work load for the same number of specialists. Thus, the need for more paediatric dentists remains.     

Dental Public Health Postdoctoral Education: a Survey on the Status of Funding and Career Opportunities

Objectives : This paper reports the results of a survey to determine the consequences of budget reductions on the status of dental public health postdoctoral training in the United States, and opinions of experts in education and practice regarding career opportunities in dental public health. Methods : A survey was mailed to 154 dental and public health education and service institutions. Results : Most respondents (74 of 103; 72%) agreed that training opportunities depend on funding, and 73 percent ( n =75) expressed the view that more dental public health specialists are needed. Respondents reported that funding for current dental public health master's degree and residency programs is less than satisfactory. Respondents involved in training of dental public health professionals held marginally statistically significant different opinions regarding career opportunities than those who were not involved. No significant differences in opinions of respondents existed by type of institution. Conclusion : With decreased numbers of dental graduates, improved funding for dental public health programs will be critical, particularly at the specialty entry level, to ensure that adequate numbers of specialists are trained and available to meet the oral health needs of all the US population.     

European OMFS in the time of Brexit – where did the UK fit and how might the future look?

IntroductionThe specialty of OMFS in the UK is a dual degree specialty which was recognised in Europe within Annex V of Directive 2005/36/EU. Currently UK law matches that of the EU. Brexit may change this.Directive 2005/36/EUDefines two specialties within European nations, Dental, Oro-Maxillo-Facial Training DOMFS (Basic dental & medical training) and Maxillofacial Surgery (basic medical training). The UK sat within DOMFS and so specialists from DOMFS nations could travel and work in the UK. Specialists from all other nations were required to use the Certificate of Eligibility for Specialist Registration (CESR) route.Directive 2013/55/EUThis directive updated 2005/36/EU regarding Mutually Recognised Professional Qualifications (MRPQ) including creating an international alert system for doctors in difficultEntry onto the UK OMFS Specialist List by CESR RouteCESR application is a large and complex portfolio of evidence to demonstrate knowledge, skills and experience are equivalent to a Certificate of Completion of Training (CCT) holder. To date, no EU applicants have successfully completed a CESR application.Union of European Medical Specialists (UEMS)Even after Brexit, the UK will remain a full member of UEMS. The OMFS Section of UEMS is a source of information and support for specialists wishing to work in other nations and for nations wishing to develop an OMFS specialty in their nation.Access to UK OMFS training for non-UK traineesApplicants meeting the person specifications for approved OMFS specialty training (ST) posts in the UK are welcome to apply to the national selection process for OMFS specialty training in the UK. Many have done so successfully. Fixed term appointments and Fellowships are advertised and represent a useful route to gain support for application for training or through the CESR Route.ConclusionsThe UK remains part of the diverse OMFS community in Europe. There is support from within the UK and from UEMS for trainees and specialists interested in coming to the UK to train or to work.     

Dental foundation year 2 training in oral and maxillofacial surgery units – the trainees’ perspective

Most dental foundation year 2 (DF2) training takes place in oral and maxillofacial surgery (OMFS) units. We did a survey of DF2 trainees in these units by telephone interviews and an online questionnaire to find out about their experience of training and their career aspirations. A total of 123 responded, which is roughly 41% of the total estimated number of trainees. Trainees applied for these posts mainly to improve their dentoalveolar skills (50%), and this was cited as the best aspect of the training. Most (81%) were on-call at night and this was generally thought to be a valuable training experience (77%), but 20% thought that it was the worst aspect of the job. Most did not regret taking up the post although the experience had caused 75% to alter their intentions about their future career; general dental practice was the commonest choice. In conclusion, trainees are generally satisfied with their training and these positions have guided their choices about future careers.     

Are Dutch dental students and dental‐care providers competent prescribers of drugs?

Dental students and dental‐care providers should be able to prescribe drugs safely and effectively. As it is unknown whether this is the case, we assessed and compared the prescribing competence of dental students and dental‐care providers in the Netherlands. In 2017, all Dutch final‐year dental students and a random sample of all qualified general dental practitioners and dental specialists (oral and maxillofacial surgeons and orthodontists) were invited to complete validated prescribing knowledge‐assessment and skills‐assessment instruments. The knowledge assessment comprised 40 multiple‐choice questions covering important drug topics. The skills assessment comprised three common clinical case scenarios. For the knowledge assessment, the response rates were 26 (20%) dental students, 28 (8%) general dental practitioners, and 19 (19%) dental specialists, and for the skills assessment the response rates were 14 (11%) dental students, eight (2%) general dental practitioners, and eight (8%) dental specialists. Dental specialists had higher knowledge scores (78% correct answers) than either dental practitioners (69% correct answers) or dental students (69% correct answers). A substantial proportion of all three groups made inappropriate treatment choices (35%–49%) and prescribing errors (47%–70%). Although there were some differences, dental students and dental‐care providers in the Netherlands lack prescribing competence, which is probably because of poor prescribing education during under‐ and postgraduate dental training. Educational interventions are urgently needed.     

We need to drive change for the future and support junior trainees whilst maintaining the highest training standards

The oral and maxillofacial surgery (OMFS) community in the UK has always felt distinguished to be the only surgical specialty requiring dual qualification. There is no doubt that OMFS recruitment in the UK is in crisis, and we believe that the time has arrived to review the long training pathway. Policy-makers should think of alternative options to make the training programme more sustainable whilst maintaining the highest standards. The problem is serious, and the onus is on all consultants and higher surgical trainees. An urgent multi-pronged, structured approach is required to improve recruitment. It is important to find ways to reduce the training time whilst supporting trainees through their second degree. Consultants and higher surgical trainees need to come forward to participate in the BAOMS working group to create regional career mentors and part-time career development posts for potential trainees. We need to drive change for the future and support junior trainees whilst maintaining the highest training standards.     

Qualitative comparison of curricula in oral and maxillofacial surgery training. Part 1: dental foundation training

Dental foundation training (DFT) is a two-year programme being introduced for new dental graduates. It is not currently compulsory but there are plans to make it so. Those studying oral and maxillofacial surgery (OMFS) must complete both medical and dental degrees, and training, and if DFT becomes a requirement for dental registration, the process could be lengthened. We aimed to examine the overlap between DFT and medical foundation and core surgical training, to highlight areas of potential duplication for those who completed their surgical training before graduating from dental school. Relevant curricula for OMFS trainees were identified and compared with the DFT curriculum, and a qualitative assessment tool was developed to measure overlap between non-analogous curricula. Depending on previous experience, an OMFS trainee who completed core training in surgery before studying dentistry may already have covered 76% of the DFT curriculum. Areas with the least duplication in clinical skills (53%) were notably those related to restorative dentistry, prosthodontics, and periodontology, but there was considerable overlap in non-clinical areas such as communication skills (100%) and professionalism (90%). A method of standardised assessment of previous experience may allow for DFT to be shortened for OMFS trainees.     

Perceptions of vocational trainees on gender and racial disadvantage within the Thames vocational training programme

BACKGROUND: A recent report has suggested that vocational trainees within London experienced racial or gender disadvantage during their selection. This exploratory study did not investigate the extent or the nature of this disadvantage. AIM: To undertake a survey using a pre-tested questionnaire with dental vocational trainees on the Thames Scheme. The questionnaire explored perceived and experienced aspects of gender and racial disadvantage during their vocational training programme. RESULTS: 127 trainees completed the questionnaire (response rate 92%). Minority ethnic respondents were more than twice as likely to feel their selection was influenced by gender (odds ratio [OR] 2.25, 95% Confidence Interval [CI] 1.02, 5.10) and more than three times likely to feel selection was influenced by their race when compared with their white colleagues (OR 3.05, 95%; CI 1.01,11.45). The majority of trainees did not perceive any disadvantage whilst on the vocational training course. For example, only five respondents (4%) felt that minority ethnic individuals were treated less favourably during the vocational training course. CONCLUSION: In conclusion, this preliminary study has attempted to explore inter-ethnic differences within the profession on perceived racial disadvantage and possible strategies for change. It is clear that the perception of disadvantage is greater than the reality within the experience of most trainees.     

Dental specialist training in South Africa--demographic characteristics 1985-2004.

This short communication complements a recently published dental undergraduate analysis, and analyses the demographic profile of dental specialists trained from 1985-2004, as well as that of the registrars in training (in 2005). A total of 309 dental specialists were trained from 1985-2004, of these 86% were males and 74% White. Of the registrars, two-thirds are males and a quarter Black. The dental faculties and the Health Professions Council of South Africa (HPCSA) face a significant challenge to find innovative ways to address these disparities, as well as the urban/rural and private/public sector maldistribution of dental specialists, and to develop a more rational basis for training dental specialists for the country. Dealing with these disparities should improve access to dental specialist care for the poor and rural populations.     

Evaluation of mouthguards for the prevention of orofacial injuries during United States Army basic military training.

Beginning in January 2000, all individuals participating in basic military training at Fort Leonard Wood, Missouri, were issued boil-and-bite mouthguards. From January 2000 to March 2001, trainees were required to wear mouthguards only for a single activity, pugil stick training. After March 2001, mouthguards were required for four activities including pugil stick training, unarmed combat, rifle/bayonet training, and the confidence/obstacle course. Dentists systematically tracked trainees who reported to the dental clinic with orofacial injuries during three periods: January 2000-March 2001 (phase 1), April-September 2001 (phase 2) and September 2002-June 2003 (phase 3). Orofacial injury rates were 3.35, 1.89 and 1.91 cases/10,000 person-years in phases 1, 2 and 3, respectively. The overall risk of an orofacial injury was 1.76 (95% confidence interval = 1.03-3.02) times higher in phase 1 compared with the combined phases 2 and 3 (P = 0.006). Thus, orofacial injury rates were lower when mouthguards were required for four training activities as opposed to one training activity. Mouthguards are now required at all five Army basic training sites when trainees are performing any of the four training activities.     

The development of an assessment system for dental vocational training and general professional training: a Scottish approach

The role of competencies in postgraduate dental education and training has been a major topic of interest in recent years. Concerns have been voiced from all sides of the profession about how the competence of trainees and the quality of training can be assured so that high standards of patient care can be maintained. A three year project which seeks to develop a competency-based assessment system for general professional training is underway which hopes to answer some of the concerns and provide an evidence-based system of assessment for the early postgraduate years. This paper looks at the reasoning behind the project, its aims, and the progress made to date.