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Burnout is common among physicians and physician leaders, including residency program directors (PDs). The effects of the COVID-19 pandemic and other stressors in 2020 on PDs is unknown.To measure the prevalence of burnout among internal medicine (IM) residency PDs 6 months into the COVID-19 pandemic.A total of 429 IM PDs, representing 83% of accredited residency programs, were surveyed from August to December 2020. Burnout, using a 2-item screening tool, and self-reported consideration of resigning in 2020, were compared to their annual prevalence since 2012 and tested for possible associations with pandemic stressors and program characteristics.The survey response rate was 61.5% (264 of 429). One-third (33.6%, 87 of 259) of PD respondents met burnout criteria, and 45.1% (110 of 244) reported considering resigning in the past year, which were within the range of preceding years. PDs who reported feeling highly supported by institutional leadership were less likely to meet burnout criteria and to have considered resigning. There were no associations between burnout or consideration of resigning and the amount of clinical time PDs spent in their roles, duration of maximum stress on programs, budget cuts to programs, or geographic region.The prevalence of burnout among PDs in fall 2020 was similar to the prevalence of burnout in pre-pandemic years despite uniquely extreme stressors. PDs' perception of being highly supported by institutional leadership was associated with lower prevalence of burnout and consideration of resigning. Perceived leadership support may be a protective factor against burnout during periods of high stress.

Burnout is defined as a syndrome of emotional exhaustion, depersonalisation and reduced efficacy (Maslach & Jackson, 1981). With burnout becoming increasingly prevalent within policing, this study aimed to expand awareness by exploring the lived experience of this syndrome for serving officers. Utilising a qualitative approach, data was derived from five participants using semi-structured interviews and an interpretative phenomenological methodology (IPA) for analysis. Six categories of themes emerged: perceived causes, personal impact factors, experiencing burnout, changed feelings and behaviour, the underlying meaning, and learning derived from the experience. Participants perceived organisational issues as the main cause of their burnout. They also described other aspects of their experience which contributed towards their long-term suffering. The relationship between burnout and spiritual crisis is discussed, an area rarely explored, but one that provides rich material for those focused on burnout research. It is hoped that this study will help inform work-based solutions and provide a platform for future investigation.

OBJECTIVE: Pandemics negatively impact healthcare workers' (HCW's) mental health and well-being causing additional feelings of anxiety, depression, moral distress and post-traumatic stress. A comprehensive review and evidence synthesis of HCW's mental health and well-being interventions through pandemics reporting mental health outcomes was conducted addressing two questions: (1) What mental health support interventions have been reported in recent pandemics, and have they been effective in improving the mental health and well-being of HCWs? (2) Have any mobile apps been designed and implemented to support HCWs' mental health and well-being during pandemics? DESIGN: A narrative evidence synthesis was conducted using Cochrane criteria for synthesising and presenting findings when systematic review and pooling data for statistical analysis are not suitable due to the heterogeneity of the studies. DATA SOURCES: Evidence summary resources, bibliographic databases, grey literature sources, clinical trial registries and protocol registries were searched. ELIGIBILITY CRITERIA: Subject heading terms and keywords covering three key concepts were searched: SARS-CoV-2 coronavirus (or similar infectious diseases) epidemics, health workforce and mental health support interventions. Searches were limited to English-language items published from 1 January 2000 to 14 June 2022. No publication-type limit was used. DATA EXTRACTION AND SYNTHESIS: Two authors determined eligibility and extracted data from identified manuscripts. Data was synthesised into tables and refined by coauthors. RESULTS: 2694 studies were identified and 27 papers were included. Interventions were directed at individuals and/or organisations and most were COVID-19 focused. Interventions had some positive impacts on HCW's mental health and well-being, but variable study quality, low sample sizes and lack of control conditions were limitations. Two mobile apps were identified with mixed outcomes. CONCLUSION: HCW interventions were rapidly designed and implemented with few comprehensively described or evaluated. Tailored interventions that respond to HCWs' needs using experience co-design for mental health and well-being are required with process and outcome evaluation.

This resource is found in our Actionable Strategies for Health Organizations: Ensuring Physical & Mental Health (Stress/Trauma & Resilience).

Managing the uncertainty of clinical practice represents a significant source of stress for clinicians, including medical students transitioning into the clinical workplace. Self-compassion, a strategy to better cope with stress and burnout, may represent a skill that can be leveraged to better prepare learners for the uncertainty inherent in clinical practice. A negative correlation between intolerance of uncertainty and self-compassion has been demonstrated in undergraduate students and in the general population. An examination of this relationship in medical students may help inform future curricular development for addressing burnout in undergraduate medical education. We electronically administered the Intolerance of Uncertainty Short Scale and the Self-Compassion Short Form to 273 third-year medical students from a single institution and analyzed data via regression. A significant negative correlation was found between intolerance of uncertainty and self-compassion (p?

Home healthcare (HHC) nurses are experiencing stress and burnout related to high workloads, isolation on the job, and COVID-19 restrictions. A literature review found numerous interventions effective in reducing nurse burnout through building resiliency and decreasing moral distress. The purpose of this evidence-based project was to improve resiliency and decrease the risk of burnout in HHC nurses through the introduction of a resiliency bundle. The following resiliency bundle interventions were implemented: a) gratitude strategies, b) connecting with co-workers, c) storytelling, and d) resiliency training. Duffy's Quality-Caring Model and Neal's Theory of Home Health Nursing Practice framed the project. The interventions were implemented in an HHC department at a large Midwestern pediatric hospital. Outcomes were measured using a pre- and postimplementation resiliency and burnout survey, which used a Likert scale to allow for quantitative analysis. Fourteen nurses completed the presurvey, 11 completed the postsurvey, and 10 completed both pre- and postsurveys. Results showed no statistically significant change in resiliency or burnout after implementation; however, nurses expressed desire to continue using the bundle pieces, especially the gratitude strategies, connecting with co-workers, and sharing stories. Leadership should take burnout risk in HHC nurses seriously and look for innovative ways to promote resiliency.

Cynicism and burnout are well-described among new medical school graduates. At the new medical school in Washington state, the trend toward placing importance on wellness and creating a culture of healing was present from the outset. To encourage reflective practice, Balint groups were introduced as a method to teach students to think deeply about patient relationships and to address particular curricular objectives, including to demonstrate empathy for healthcare trainees and for patients, and to practice active listening skills in the context of the student Balint groups. The approach presented here will focus on the introduction of Balint groups into the pre-clerkship curriculum as a longitudinal tool to prepare students to use the method with more facility in their clerkships. The presentation at the 2022 American Balint Society Annual Meeting highlighted the introduction of Balint groups to the clinician faculty using the Intensive on the Road format, the introduction of Balint groups to pre-clerkship medical students, and the use of Balint groups in the pre-clerkship curriculum. The operational aspects, including faculty recruitment and retention, as well as student groupings and scheduling, were addressed in the context of the overall theme of monitoring student progress toward open communication about their challenging patient relationships. Programmatic evaluation and current trends were emphasized, along with the anticipated evolution and future directions of the program at our community-based medical school.

OBJECTIVE: Past literature establishes high prevalence of burn-out among intensive care unit (ICU) nurses, and the influence of the COVID-19 pandemic in intensifying burn-out. However, the specific pandemic-related contributors and practical approaches to address burn-out have not been thoroughly explored. To address this gap, this work focuses on investigating the effect of the COVID-19 pandemic on the burn-out experiences of ICU nurses and identifying practical approaches for burn-out mitigation. DESIGN: Semistructured focus group interviews were conducted via convenience sampling and qualitatively analysed to identify burn-out contributors and mitigators. Maslach Burnout Inventory for Medical Personnel (MBI-MP) and Post-traumatic Stress Disorder Checklist (PCL-5) were employed to quantify the prevalence of burn-out of the participants at the time of study. SETTING: Two ICUs designated as COVID-19 ICUs in a large metropolitan tertiary care hospital in the Greater Houston area (Texas, USA). PARTICIPANTS: Twenty registered ICU nurses (10 from each unit). RESULTS: Participants experienced high emotional exhaustion (MBI-MP mean score 32.35, SD 10.66), moderate depersonalisation (M 9.75, SD 7.10) and moderate personal achievement (M 32.05, SD 7.59) during the pandemic. Ten out of the 20 participants exhibited post-traumatic stress disorder symptoms (PCL-5 score >33). Regarding contributors to burn-out in nurses during the pandemic, five thematic levels emerged-personal, patient related, coworker related, organisational and societal-with each factor comprising several subthemes (eg, emotional detachment from patients, constant need to justify motives to patients' family, lack of staffing and resources, and politicisation of COVID-19 and vaccination). Participants revealed several practical interventions to help overcome burn-out, ranging from mental health coverage to educating public on the severity of the pandemic and importance of vaccination. CONCLUSIONS: By identifying the contributors to burn-out in ICU nurses at a systems level, the study findings inform the design and implementation of effective interventions to prevent or mitigate pandemic-related burn-out among nurses.

Resident physician burnout and well-being are increasingly important and salient topics in medical training. Unfortunately, limited research exists regarding the efficacy of various burnout and wellness interventions for resident physicians. Better characterization of the causes of burnout and the components of well-being must necessarily precede implementation and evaluation of interventions. The authors advocate for an increased role for technology in implementing and studying wellness programming for resident physicians. In addition, they describe an intervention under development at the University of Colorado School of Medicine that uses a "Gratitude Journal" smartphone app to support trainee wellness.

Succinct clinical documentation is vital to effective twenty-first-century healthcare. Recent changes in outpatient and inpatient evaluation and management (E/M) guidelines have allowed neurology practices to make changes that reduce the documentation burden and enhance clinical note usability. Despite favorable changes in E/M guidelines, some neurology practices have not moved quickly to change their documentation philosophy. We argue in favor of changes in the design, structure, and implementation of clinical notes that make them shorter yet still information-rich. A move from physician-centric to team documentation can reduce work for physicians. Changing the documentation philosophy from "bigger is better" to "short but sweet" can reduce the documentation burden, streamline the writing and reading of clinical notes, and enhance their utility for medical decision-making, patient education, medical education, and clinical research. We believe that these changes can favorably affect physician well-being without adversely affecting reimbursement.

BACKGROUND: Leadership is a key driver of health care worker well-being and engagement, and feedback is an essential leadership behavior. Methods for evaluating interaction norms of local leaders are not well developed. Moreover, associations between local leadership and related domains are poorly understood. This study sought to evaluate health care worker leadership behaviors in relation to burnout, safety culture, and engagement using the Local Leadership scale of the Safety, Communication, Operational Reliability, and Engagement (SCORE) survey. METHODS: The SCORE survey was administered to 31 Midwestern hospitals as part of a broad effort to measure care context, with domains including Local Leadership, Emotional Exhaustion/Burnout, Safety Climate, and Engagement. Mixed-effects hierarchical logistic regression was used to evaluate the relationships between local leadership scores and related domains, adjusted for role and work-setting characteristics. RESULTS: Of the 23,853 distributed surveys, 16,797 (70.4%) were returned. Local leadership scores averaged 68.8 ± 29.1, with 7,338 (44.2%) reporting emotional exhaustion, 9,147 (55.9%) reporting concerning safety climate, 10,974 (68.4%) reporting concerning teamwork climate, 7,857 (47.5%) reporting high workload, and 3,436 (20.7%) reporting intentions to leave. Each 10-point increase in local leadership score was associated with odds ratios of 0.72 (95% confidence interval [CI] 0.71-0.73) for burnout, 0.48 (95% CI 0.47-0.49) for concerning safety climate, 0.64 (95% CI 0.63-0.66) for concerning teamwork climate, 0.90 (95% CI 0.89-0.92) for high workload, and 0.80 (95% CI 0.78-0.81) for intentions to leave, after adjustment for unit and provider characteristics. CONCLUSION: Local leadership behaviors are readily measurable using a five-item scale and strongly associate with established domains of health care worker well-being, safety culture, and engagement.

One way to increase the number of RNs during a global nursing shortage is to recruit those currently not working in health care to rejoin the workforce. The goal of this project was to assess the attitudes and perceived learning needs of nurses who are not working in health care. An online survey was distributed via social media nursing groups to a self-selected sample of nurses not working in health care for the previous 2 years. Although the response rate was low (n = 18), there was interesting discussion on re-entry to nursing practice. Top reasons stated for not re-entering the workforce included burnout/stress, workplace conditions, lack of education/skills, and pay. Pharmacology, skills, and technology were the top three self-identified learning needs of the participants. Limited programs offer education for re-entry to practice. Nurse educators should develop learning materials to meet the needs of this special population. [J Contin Educ Nurs. 2022;53(11):486-490.].

Self-compassion has previously been shown to buffer healthcare professionals from burnout and other forms of mental distress, yet research is lacking on how self-compassion can be developed and integrated into the healthcare work environment. The purpose of this pilot study was to examine the potential precursors, mechanisms, and outcomes of change regarding how healthcare professionals learned self-compassion from attending a 6-week Self-Compassion for Healthcare Communities (SCHC) training. Social connections at work enhanced the trustworthiness of the program and helped participants learn to apply self-compassion within the healthcare context. Participants described practicing self-compassion with ?small daily gifts? and by offering themselves ?grace.? They felt their relationships with patients, coworkers, and family members had improved as a result of the emotion regulation and self-care skills they had gained. Findings suggest the SCHC program may address HCP burnout and empathy fatigue by providing tools that help individuals replenish their energy throughout the day and emotionally separate from others? experiences of pain. Situating programs within healthcare settings may help to reinforce and contextualize self-compassion concepts and facilitate the implementation and benefits of these tools and skills.

Limited research is available on the COVID-19 response experiences of local, state, and federal public health workers in the United States. Although the response to COVID-19 is still presenting challenges to the public health workforce, public health systems must also begin to consider lessons learned that can be applied to future disasters. During July and August 2021, a random sample of participants from a cross-sectional study of the public health workforce was invited to participate in interviews to obtain information on the current state of public health operations, the ongoing response to the COVID-19 crisis, and takeaways for improving future preparedness and response planning. Interviews were transcribed and inductively coded to identify themes. Twenty-four initial interview invitations were sent, and random substitutions were made until thematic saturation was reached when 17 interviews were completed. Four thematic categories were identified, including challenges related to (1) ongoing lack of political support or policy guidance; (2) fluctuations in, and uncertainty about, future funding and associated requirements; (3) job expectations, including remote work and data-sharing capabilities; and (4) the mental health toll of sustained response and related burnout. As the public health response to the COVID-19 pandemic continues in its third year, it is crucial to identify lessons learned that can inform future investment in order to sustain a public health workforce and a public health preparedness and response system that is resilient to future disasters.

PHENOMENON: Many academic medical centers (AMCs) have a history of separating patients on the basis of insurance status. In New York State, where Black and Latino patients are more than twice as likely to have Medicaid as white patients, this practice leads to de facto racial segregation in healthcare. Emerging evidence suggests that this segregation of care is detrimental to both patient care and medical education. Medical students are uniquely positioned to be change makers in this space but face significant barriers to speaking out about these disparities and successfully advocating for institutional change. APPROACH: The authors designed, piloted, and distributed a 16-item survey on segregated care to third-year medical students at a large academic medical center in New York City. Students were asked both open- and close-ended questions about witnessing separation and differences in patient care on the basis of insurance during their clinical rotations. The survey was shared with 140 students in March 2019 with a response rate of 46.4% (n?=?65). Preliminary findings were presented to school and hospital administrators. FINDINGS: More than half of survey respondents reported witnessing separation of patient care or differences in patient care on the basis of insurance (56.3%, n?=?36 and 51.6%, n?=?33 respectively). Many students reported that these experiences contributed to cynicism and burnout. The authors leveraged these results to advocate for quality improvement measures. In Ob-Gyn, department leadership launched a clinical transformation taskforce and recruited a new Vice Chair of Clinical Transformation/Chief Patient Experience Officer, whose role includes addressing segregated care and disparities in health outcomes. The hospital committed to establishing integrated practices in new clinical spaces and launching a similar survey among house staff. INSIGHTS: Many medical students experience and participate in segregated care during their clerkships and this has the potential to impact their education. Medical students are well-positioned to recognize segregated care across health systems and leverage their experiences for advocacy. A survey-based approach can be a powerful tool enabling students to collect these experiences to address segregated care and other health equity issues.

PURPOSE: The on-going COVID-19 pandemic has drastically impacted healthcare systems worldwide. Understanding the perspectives and insights of frontline healthcare workers caring for and interacting with patients with COVID-19 represents a timely, topical, and important area of research. The purpose of this qualitative action research study was to assist one US healthcare system that has an expansive footprint with the implementation of a needs assessment among its frontline healthcare workers. The leadership within this healthcare system wanted to obtain a deeper understanding of how the COVID-19 pandemic was impacting the personal and professional lives of its workers. Further, the organisation wanted to solicit employees' feedback about what they needed, understand the issues they were facing, and solicit their ideas to help the organisation know where to take action. DESIGN/METHODOLOGY/APPROACH: This qualitative research employed 45 focus groups, referred to as virtual listening calls (LCs) in this organisation, which were held over a four-week period. A total of 241 nursing staff, representing healthcare facilities across the country, attended 26 of the LCs. A total of 19 LCs were held with 116 healthcare workers who are employed in other clinical roles (e.g. therapists) or administrative functions. FINDINGS: Extending beyond the available research at the time, this study was initiated from within a US healthcare system and informed by the frontline healthcare employees who participated in the LCs, the findings of this study include the perspectives of both nursing and other healthcare workers, the latter of which have not received considerable attention. The findings underscore that the COVID-19 pandemic has wreaked havoc on the personal and professional lives of all of these healthcare workers and has exacted an emotional toll as noted in other studies. However, this study also highlights the importance of listening to employees' concerns, but more importantly, their recommendations for improving their experiences. Notably, the organisation is in the midst of making changes to address these frontline workers' needs. ORIGINALITY/VALUE: The study, inclusive of nursing and other healthcare staff, demonstrates how an organisation can adapt to a crisis by listening and learning from its frontline employees.

This resource is found in our Actionable Strategies for Health Organizations: Empowering Worker & Learner Voice (Worker & Learner Engagement).

Researchers explored travel nurses' and permanent staff nurses' COVID-19 pandemic work experiences, seeking to understand, “How do these experiences influence nurses' motivation, happiness, stress, and career decisions?” The COVID-19 pandemic took a heavy physical and psychological toll on health care providers. Demand outweighed resources as nurses accepted the monumental task of caring for communities affected by the catastrophe. We aimed to gain insight into nurses' lived pandemic experiences in the United States, while exploring the impact of these experiences on their motives to remain in current positions or alter their career paths. In this descriptive, phenomenological study, interview data collected from 30 nurses were analyzed using qualitative content analysis. Physical and emotional trauma experienced during the early and peak months of the pandemic led nurses to evaluate their current work arrangements and to ponder alternatives. Our results suggest that pandemic work environments contributed to a change in nursing workforce distribution and exacerbated widening nurse shortage gaps. A call to action bids leaders to institute retention measures based on factors influencing nurses' career trajectory decisions in the current environment. Our findings led to recommendations for leadership approaches to promote nurses' emotional healing and mental wellness.

The COVID-19 pandemic has had a considerable impact on the mental health of the general population.Reference Pierce, Hope, Ford, Hatch, Hotopf and John1 However, there is also concern that the mental health of healthcare professionals (HCPs) has been disproportionately affectedReference Hacimusalar, Kahve, Yasar and Aydin2-Reference Luo, Liu, Chen, Huang, Chen and Yang4 because of the stress related to caring and working with patients with COVID-19,Reference Kisely, Warren, McMahon, Dalais, Henry and Siskind5-Reference Siddiqui, Aurelio, Gupta, Blythe and Khanji8 increased exposure to COVID-19, concern regarding infecting family members,Reference Billings, Ching, Gkofa, Greene and Bloomfield9-Reference Han, Choi, Cho, Lee and Yun11 and other unique stressors such as moral injuryReference Williamson, Murphy, Phelps, Forbes and Greenberg12 and stigma.Reference Han, Choi, Cho, Lee and Yun11 This is likely in addition to the mental health impact related to the growing economic insecurityReference Kousoulis, McDaid, Crepaz-Keay, Solomon, Lombardo and Yap13 and financial problemsReference Kwong, Pearson, Adams, Northstone, Tilling and Smith14 faced by the general public, and issues such as staff shortages resulting from cuts to public health services in the UK. The mental health impact is likely to result in increased work absences and significant attrition in some job roles, thus it is a priority to broadly understand the impact, dimensions and severity of the COVID-19 pandemic on the mental health of HCPs.Reference Billings, Ching, Gkofa, Greene and Bloomfield9 Nonetheless, there is conflicting data regarding the relative impact on the mental health of front-line HCPs (those who work with patients) compared with ‘non-front-line’ HCPs, or HCPs compared with non-HCPs, during this pandemic.Reference Alshekaili, Hassan, Al Said, Al Sulaimani, Jayapal and Al-Mawali15-Reference Norhayati, Che Yusof and Azman18 Largely these studies have been cross-sectional only,Reference Hacimusalar, Kahve, Yasar and Aydin2,Reference Li, Ge, Yang, Feng, Qiao and Jiang17-Reference Buselli, Corsi, Baldanzi, Chiumiento, Del Lupo and Dell'Oste19 or, in the case of the few longitudinal studies, have not repeatedly sampled the same population,Reference Mosolova, Sosin and Mosolov20 thereby limiting our understanding of the evolution of mental health changes throughout the pandemic. [...]although there has been great media interest in burnout, this has not been systematically evaluated in the different professional groups described above over time. Aims To address these gaps, we devised the COVID-19 Disease and Physical and Emotional Wellbeing of Health Care Professionals (CoPE-HCP) studyReference Khanji, Maniero C, Siddiqui, Gupta and Crosby21 as an international, observational cohort study assessing mental health, well-being and burnout in HCPs and non-HCPs across three distinct phases for evaluation of multiple domains over time. The validated mental health, burnout and well-being measures asked at all phases were as follows: the nine-item Patient Health Questionnaire (PHQ-9) to measure depression;Reference Kroenke, Spitzer and Williams22 the seven-item Generalised Anxiety Disorder (GAD-7) to measure anxiety;Reference Spitzer, Kroenke, Williams and Lowe23 the seven-item Insomnia Severity Index (ISI) to measure clinical insomnia;Reference Morin, Belleville, Belanger and Ivers24 burnout was measured with single-item indicators of emotional exhaustion and depersonalisation, abbreviated from the Maslach Burnout Inventory;Reference Li-Sauerwine, Rebillot, Melamed, Addo and Lin25 and the Short Warwick-Edinburgh Mental Well-Being Scale (SWEMWBS) to measure well-being.Reference Tennant, Hiller, Fishwick, Platt, Joseph and Weich26 These measures were selected because they are widely used and freely available, allowing comparable rates with similar research elsewhere, and have validated cut-off points.

Mental health and wellness is a major concern among trainees, where challenges may be associated with higher perceived stress, burnout, depression, and suicide.1,2 Although struggles with mental health are not new, awareness has been heightened by increasing depression and anxiety among all medical specialties, including oral and maxillofacial surgery (OMS). Stress during residency is something we can all identify with, and the era of grinning and bearing with it, sucking it up, or taking one for the team is a strategy of the past. We can all remember sleepless nights and stressful emergency department encounters, but we must also recognize that not every surgical resident or practicing surgeon handles stress in an identical manner. Making sure oral and maxillofacial surgeons have access to mental health care providers and outlets is imperative, and it all starts during residency. We must foster a culture where senior residents advocate for their juniors, faculty advocate for their residents, and practicing oral and maxillofacial surgeons or senior faculty advocate for their junior colleagues. Only in this way will we reduce the stigma of seeking help for mental health issues. Identifying stress, anxiety, and depression not only is important for the well-being of the surgeon but also optimizes professional effectiveness and limits medical errors, emotional exhaustion, and depersonalization.

[This is an excerpt.] Male physicians consistently earn more than women. For every dollar a man earns, a woman earns only 74 cents. This translates to between $0.9 million and $2.5 million less in career earnings for women physicians compared to men, depending on the type of medicine practiced. The number of women physicians has been consistently increasing; more than half of medical students are women. But despite this growing representation, women continue to make less than men. As part of the focus on addressing discrimination and bias in health care and diversifying the workforce, we should also consider the physician gender compensation gap. The gender pay gap for physicians is substantially wider than in most other occupations in the U.S. While women across occupations earn less than men, often owing to a range of factors including family obligations and fewer opportunities for raises and promotions, how much and how we pay for health care in the U.S. uniquely contributes to the gender compensation gap among physicians. [To read more, click View Resource.]

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This resource is found in our Actionable Strategies for Health Organizations: Meaningful Rewards& Recognition (Adequate Compensation)

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OBJECTIVE: There is a high prevalance of burnout and mental health illness among trainees. Through structured meetings, Program Directors (PDs) have an opportunity to screen and aid residents that may be affected by mental health concerns. However, barriers to this process exist. This study sought to evaluate the perspectives of PDs regarding mental health screening for trainees. DESIGN: A 13-item survey-based study. SETTING: Electronic distribution of the survey was performed via three individualized requests sent via e-mail to PDs. PARTICIPANTS: PDs of 5 ACGME specialties, including Internal Medicine, Pediatrics, Emergency Medicine, General Surgery, and Psychiatry were invited to participate. RESULTS: In total, 595 PDs responded to the survey (response rate = 40.0%) In general, PDs expressed dissatisfaction with the management of burnout and mental health. Most PDs supported periodic screening of residents for burnout (87.0%) and mental health (73.9%). For a resident that could screen positive for mental illness, most PDs were concerned about the possibility of harm to a patient (70.7%) and implications for future licensing (65.7%). Only 30.2% of PDs currently use some form of standardized screening to identify residents struggling with mental health and burnout concerns. CONCLUSION: The majority of PDs across 5 ACGME specialties support the use of periodic screening of