An online survey of 373 medical professionals was conducted between April 18-29, 2016 to understand salaries, benefits, job satisfaction, and future career intentions. Key findings included:
- Less than 40% were satisfied with their total remuneration package.
- Almost half anticipated a 12% pay rise would motivate them to stay in their current role, while a 31% increase would motivate them to change roles.
- Over 80% were actively looking or considering changing jobs in the next 12 months, with almost three-quarters open to relocating internationally.
This study looks at the impact of the Affordable Care Act (ACA) on organizations. Three-quarters of organizations (77%) had increased costs for health care benefits from 2014 to 2015.
This study looks at the impact of the Affordable Care Act (ACA) on organizations. Three-quarters of organizations (77%) had increased costs for health care benefits from 2014 to 2015.
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...shrm
This is part one of the five-part series conducted in collaboration with MassMutual. The majority (84%) of organizations provide group long-term disability insurance plans to their employees, but will the maximum benefit amount be enough for all employees to support themselves and their families?
SHRM’s 2014 Strategic Benefits Survey collected comprehensive information on wellness initiatives, including use, return on investment and cost savings, as well as the use of incentives and rewards.
This research found that about three-quarters (76%) of respondents indicated their organization offered some type of a wellness program, resource or service to employees. Among these respondents, about one-half reported that employee participation increased last year compared with the year before; the same was true in 2013 and 2012 (56% and 54%, respectively), indicating a pattern of increased use of wellness initiatives over time. More than two-thirds of respondents from organizations that offered wellness initiatives indicated these initiatives were “somewhat effective” or “very effective” in reducing the costs of health care in 2014 (72%), 2013 (71%) and 2012 (68%).
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employeesshrm
SHRM’s 2014 Strategic Benefits Survey collected data on how organizations leverage benefits to recruit employees, including employees at all levels of the organization and highly skilled employees.
This research found that more than one-quarter (29%) of respondents indicated their organization leveraged their benefits program to recruit employees at all levels of the organization in the past 12 months; about one-third (32%) reported their organization leveraged their benefits program to recruit highly skilled employees.
Health care was the benefit most frequently cited as being leveraged to recruit employees at all levels of the organization (85%) and highly skilled employees (77%); retirement savings and planning were also frequently cited as being leveraged to recruit employees at all levels of the organization (72%) and highly skilled employees (57%).
The Ongoing Impact of the Recession—Recruiting and Skill Gapsshrm
Two-thirds (66%) of organizations that are currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 52% reported in 2011. HR professionals indicated that the top four applied skills gaps for job applicants are critical thinking/problem solving (53%), professionalism/work ethic (46%), written communications (41%) and leadership (38%).
AmCham Taipei released the 2020 Taiwan Business Climate Survey results at a press conference at the AmCham Taipei Lincoln Room on March 4. ➤ Download the complete survey: bit.ly/2GSS6SY
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Comp...shrm
This is part two of the five-part series conducted in collaboration with MassMutual. Approximately one quarter (22%) of organizations include variable compensation (e.g., bonuses and commission) in their group long-term disability plan. Among the organizations that do protect variable compensation in their long-term disability plan, 93% indicate the compensation is protected at the same percentage as the base plan selection.
Opportunity Arabia The Health Care Sector and Vision 2030 Saudi Arabia 2016Odyssey Recruitment
Vision 2030 is set to transform the Saudi Health Care Sector with 15 goals and 18 initiatives designed to increase the quality and effectiveness of medical care in the Kingdom.
Nationalisation of the work force is a strong feature with a big push for more Saudi citizens to train in Medicine, Nursing and Allied Healthcare specialisms providing them with much needed employment opportunities and simultaneously reducing the demand for expatriate labour which is all too often transient and of variable quality.
Constraints on budgets as a consequence of the low oil price mean that resources must be used efficiently and governance transparent and robust.
Primary and Community Care are to be developed to reduce the burden on the hospitals and public health programmes will attempt to inculcate in the population a sense of individual and familial responsibility for health, particularly with regard to smoking, diet and exercise, all presently major causes of morbidity in the population.
Infrastructure has been developed with the construction of new medical cities, hospitals and clinics. This will continue and future public private partnerships are planned to expand the facilities further until bed capacity, currently very low per head of population reaches the level of international norms.
Private sector involvement is encouraged and indeed sought for greater investment in the sector and take over of some services. At the moment private sector healthcare is just 25% of the total, the remainder being entirely publicly financed. A figure of 35% is the goal for 2020.
This is just a brief overview of the goals and initiatives and further details can be viewed in the Vision 2030 document available on line.
Jobs in Saudi Arabia can be viewed www.odysseyrecruitment.com
Blog Articles can be viewed: https://www.odysseyrecruitment.com/blog.aspx
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base...shrm
This is part one of the five-part series conducted in collaboration with MassMutual. The majority (84%) of organizations provide group long-term disability insurance plans to their employees, but will the maximum benefit amount be enough for all employees to support themselves and their families?
SHRM’s 2014 Strategic Benefits Survey collected comprehensive information on wellness initiatives, including use, return on investment and cost savings, as well as the use of incentives and rewards.
This research found that about three-quarters (76%) of respondents indicated their organization offered some type of a wellness program, resource or service to employees. Among these respondents, about one-half reported that employee participation increased last year compared with the year before; the same was true in 2013 and 2012 (56% and 54%, respectively), indicating a pattern of increased use of wellness initiatives over time. More than two-thirds of respondents from organizations that offered wellness initiatives indicated these initiatives were “somewhat effective” or “very effective” in reducing the costs of health care in 2014 (72%), 2013 (71%) and 2012 (68%).
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
SHRM’s 2014 Strategic Benefits Survey: Leveraging Benefits to Recruit Employeesshrm
SHRM’s 2014 Strategic Benefits Survey collected data on how organizations leverage benefits to recruit employees, including employees at all levels of the organization and highly skilled employees.
This research found that more than one-quarter (29%) of respondents indicated their organization leveraged their benefits program to recruit employees at all levels of the organization in the past 12 months; about one-third (32%) reported their organization leveraged their benefits program to recruit highly skilled employees.
Health care was the benefit most frequently cited as being leveraged to recruit employees at all levels of the organization (85%) and highly skilled employees (77%); retirement savings and planning were also frequently cited as being leveraged to recruit employees at all levels of the organization (72%) and highly skilled employees (57%).
The Ongoing Impact of the Recession—Recruiting and Skill Gapsshrm
Two-thirds (66%) of organizations that are currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 52% reported in 2011. HR professionals indicated that the top four applied skills gaps for job applicants are critical thinking/problem solving (53%), professionalism/work ethic (46%), written communications (41%) and leadership (38%).
AmCham Taipei released the 2020 Taiwan Business Climate Survey results at a press conference at the AmCham Taipei Lincoln Room on March 4. ➤ Download the complete survey: bit.ly/2GSS6SY
SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Comp...shrm
This is part two of the five-part series conducted in collaboration with MassMutual. Approximately one quarter (22%) of organizations include variable compensation (e.g., bonuses and commission) in their group long-term disability plan. Among the organizations that do protect variable compensation in their long-term disability plan, 93% indicate the compensation is protected at the same percentage as the base plan selection.
Opportunity Arabia The Health Care Sector and Vision 2030 Saudi Arabia 2016Odyssey Recruitment
Vision 2030 is set to transform the Saudi Health Care Sector with 15 goals and 18 initiatives designed to increase the quality and effectiveness of medical care in the Kingdom.
Nationalisation of the work force is a strong feature with a big push for more Saudi citizens to train in Medicine, Nursing and Allied Healthcare specialisms providing them with much needed employment opportunities and simultaneously reducing the demand for expatriate labour which is all too often transient and of variable quality.
Constraints on budgets as a consequence of the low oil price mean that resources must be used efficiently and governance transparent and robust.
Primary and Community Care are to be developed to reduce the burden on the hospitals and public health programmes will attempt to inculcate in the population a sense of individual and familial responsibility for health, particularly with regard to smoking, diet and exercise, all presently major causes of morbidity in the population.
Infrastructure has been developed with the construction of new medical cities, hospitals and clinics. This will continue and future public private partnerships are planned to expand the facilities further until bed capacity, currently very low per head of population reaches the level of international norms.
Private sector involvement is encouraged and indeed sought for greater investment in the sector and take over of some services. At the moment private sector healthcare is just 25% of the total, the remainder being entirely publicly financed. A figure of 35% is the goal for 2020.
This is just a brief overview of the goals and initiatives and further details can be viewed in the Vision 2030 document available on line.
Jobs in Saudi Arabia can be viewed www.odysseyrecruitment.com
Blog Articles can be viewed: https://www.odysseyrecruitment.com/blog.aspx
Here's the powerpoint of the presentation Nuts&Bold gave to the Museum Computer Network 2013 (#MCN2013).
The first part is all about our inspirations, the second one is the presentation of the process used for Variations, an entirely crowdsourced online exhibit, and the final part is about our current research.
Have fun and if you'd like more info connect yourself to our Facebook page www.facebook.com/nutsandbold.ca or linkedIn or twitter (@nutsbold) or contact us at info@nutsandbold.ca. We will be happy to talk to you some more about our process, the possibilities, etc.
Have fun and let us know what you thinker of the exhibit !
http://commissairesglaneurs.wix.com/variations
nutsandbold.ca
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
Presentation from HIMSS17 shares introductory findings from Navicure's first Patient Payment Check-Up™. Conducted by HIMSS Analytics and fielded in January 2017, the national survey reveals key differences in attitudes and behavior between those billing for healthcare and those paying for it.
Nigel Wright Recruitment surveyed over 1,000 North East respondents working across different disciplines and levels, in sectors such as industrial and manufacturing; business support and professional services; public and third sectors; consumer; and digital and creative.
Using our large data set, we gathered information on the average salary and benefits people receive within the region, as well as data on job satisfaction, the reasons for leaving jobs, gender differences in pay, and the methods used by candidates in their job search.
2015 Nonprofit compensation survey discusses insights into trends, but also goes a step beyond, with expanded coverage and detail on:
• Compensation philosophy and practice
• Incentive design data
• C-suite position data, highlighting practices for disqualified persons and key employees
• Board compensation practices
Visit our ordering site for a copy of the full survey. http://www.gtnonprofitcompensationreport.com/
What do Physicians want to Hear from Recruiters: Learn what the Latest Resear...PracticeMatch
Residents and practicing physicians are busy and are deluged with communications. Many efforts to communicate open positions do not reach their target. What new approach or tactics, based on the latest research, may motivate them to respond to open position and solicitation materials? How can we understand them better, so that they will be more receptive receiving our communications?
Consumers’ top reasons for delaying healthcare visits in the UAE include concerns around exposure to other people coupled with a lack of trust in facility safety.
The national survey of NHS leaders was conducted by Populus, on behalf of the NHS Confederation, over the period 13 April to 5 May 2015. All survey responses were anonymous.
Optimize the Role of Medical Affairs in Health Economics & Outcomes Research ...Best Practices
The Medical Affairs function plays an important role in health outcomes (HO) information exchange between bio-pharmaceutical organizations and key external stakeholders.
Development of robust health outcomes capabilities within Medical Affairs function requires an increase in the function’s involvement with health outcomes groups, development of field-based health outcomes capabilities, customization of health outcomes data as per stakeholders’ needs, and building real world data capabilities to generate and utilize health outcomes information.
This benchmarking research from Best Practices, LLC is designed to assist companies focused on oncology therapies find better ways to develop effective health outcomes groups. It provides current data and best practices from Medical Affairs leaders with an oncology focus at leading bio-pharmaceutical companies.
Download Full Report: http://bit.ly/2e3sl9Q
Leveraging Disruptive Technologies to Succeed In Bundled PaymentsDylan Strecker
A presentation given at the Future of Healthcare in Washington Summit. An unprecedented assembly of Washington healthcare thought and action leaders for a day of executive briefing, connection and inspiration.
The 2016 Wiley Society Membership Survey ResultsWiley
Wiley surveyed 13,000 people (Wiley contacts) in the academic research community about what they felt about scholarly society or association membership. Over half of the respondents were members of a society and the other half give valuable insights into what would get them to join one and why they were not members.
Top 10 Findings From the 2015 Health Care Workforce StudyCareerBuilder
This guide highlights 10 key findings from CareerBuilder’s 2015 Health Care Work Force Study related to the areas of satisfaction, training, the job search, mobile optimization, referrals and retirement. It also reveals the implications for your organization and opportunities to readjust your recruitment and retention strategies to better meet the needs of today’s health care employees — while staying ahead of the competition.
College Grads and Students Health Reform Survey 2010eHealth , Inc.
The eHealthInsurance Grad Survey was conducted by Kelton Research between March 9th and March 15th, 2010 using an email invitation and an online survey.
Results of any sample are subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. For the recent graduates portion of this survey, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 4.4 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample. For the college student portion of this survey, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 4.3 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample
Our 2015 Financial Executive Compensation Survey with the Financial Executives Research Foundation—This survey examines the growth in executive salary both in the public and private sectors as well gives an exclusive look into the salaries of financial executives across the US.
Similar to Odyssey Recruitment Medical Professionals Salary Survey Presentation 2016 (20)
International Medical Careers Forum is a series of events designed to give delegates the knowledge, support and connections to confidently work internationally.
The topics covered in this session include building a successful career and expat lifestyle in the Gulf, getting your personal tax status and residency right, managing your finances in different currencies, getting the right visas and immigration status and selecting the best education for your children.
International Medical Careers Forum Oct 15 2016 Sharing My Own Trip Dr Ameed ...Odyssey Recruitment
Dr Ameed Hamid, International Dentist of the Year 2011 and Director of the Saudi British Medical Forum, shares his trip from Iraq to UK to Saudi Arabia and the brilliant career he has built between these countries. He shares tips for making your career a success in the Gulf states, the advantages the Gulf has to offer and how to make the best of the opportunities which are available.
Natasha Persun of Santa Fe Relocations showed the procedures for obtaining visas and immigrating whilst remaining within the legal requirements of destination countries. Singapore was taken as a specific example as it is the No 1 Expat location according to the most recent HSBC Expat Survey. The presentation examines the requirements you need to meet in educational, professional and employment categories.
Dr Antonio Gallucci is a Consultant in General Surgery who moved from Europe to Saudi Arabia to work in Al Ahsa in the Eastern Province. He talks knowledgeably about all the important things you need to know about working in the Gulf before you go so that you arrive prepared for the cultural change.
Introduction to the International Medical Careers Forum Oct 15
2016 in London outlining the healthcare sectors and medical recruitment into these markets.
The Commonwealth Fund 2015 International Health Care Policy Survey of Primary...Odyssey Recruitment
This study looks at primary care services in industrialised countries comparing access to the various systems. Switzerland and Germany have the best results with swift access to Family Physicians.
Health Care and Diagnostics Sector Saudi Arabia - Opportunity Arabia 11, 2014Odyssey Recruitment
This presentation was shown at Opportunity Arabia 11, 2014. It looks at the Saudi Arabian Health Care Sector and the opportunities in this sector for UK businesses. The sector is developing quickly and there are opportunities in all areas but especially high tech medicine, diagnostic equipment, IT and hospital management.
Presentation for Conference Opportunity Arabia 10 in Manchester on October 4th 2013. This presentation outlines the health care sector in the Kingdom of Saudi Arabia and business opportunities there.
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
micro teaching on communication m.sc nursing.pdfAnurag Sharma
Microteaching is a unique model of practice teaching. It is a viable instrument for the. desired change in the teaching behavior or the behavior potential which, in specified types of real. classroom situations, tends to facilitate the achievement of specified types of objectives.
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
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New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
2. Approach & Methodology
An online survey was developed by Odyssey Recruitment to better understand the
global medical employment marketplace
The survey covered a number of key areas including salaries, benefits, moving job roles,
job security and recruitment challenges
The survey was distributed via email to respondents in the medical profession -
fieldwork took place between 18th – 29th April 2016
A total of 373 respondents completed the survey
Survey design, fieldwork, analysis & reporting was handled by Robust Insight Ltd, a third
party market research agency
The following report details the aggregated results from the survey
Sub group analysis has also been conducted using gender, age, time in medicine,
country of work (top 5) and medical speciality (top 5)
2
3. Executive Summary
Less than four out of ten medical professionals surveyed were satisfied with their total
remuneration package
Almost half had received a pay increase in the last 12 months, whilst one in ten had
received a pay cut
Almost half anticipated a pay increase in the next 12 months - on average a 12% pay rise
was considered acceptable to stay in the same role and a 31% pay increase would be
enough motivation to move job roles
Over a quarter received a bonus in the last year - the average bonus was 26% of basic pay
Medical professionals were most likely to have found their current position through a
direct approach from the organisation or a personal contact
Salary and location were the two main reasons why medical professionals left their last job
Over eight out of ten were actively looking or were considering a new role in the next 12
months - almost three quarters of these would consider relocating internationally
They were most likely to use a recruitment company, personal contacts or networking to
look for a new role
The most important benefits for medical professionals were 25 days paid annual leave,
medical cover and malpractice insurance
− Although salary / income was the most important factor in accepting a job offer
Poor financial remuneration and poor management were seen as the two biggest
recruitment challenges for hospitals and clinics
3
4. Respondent Demographics
4
88%
12%
42% 36%22%
Gender Age
21-39 40-49 50+
Time in Medicine
25%
11-16 yrs
17%
10 yrs or less
58%
Over 16 yrs
Country (Top 5)
14%
13%
13%
12%
5%
Consultant
73%
Job Title (Top 3)
GP
6%
Director
9%
Medical Speciality (Top 3)
15%
General Surgery /
Family Medicine
Intensive Care
7% 7%
Paediatrics
Please see Appendix for full
demographic breakdown
5. Employment Status & Working Hours
Most medical professionals were employed on a full time basis (95%) and received
some form of salary (87%)
Females were significantly more likely than males to work part time hours (9% vs. 2%)
Medical professionals in the USA (22%) were significantly more likely than those
working in UAE (4%) or KSA (0%) to be employed on a fee for service contract
52%
20%
14%
13%
Salary
Salary with benefits package
Salary with incentive scheme
Fee for Service
How are you employed?
95%
3%
2%
Full time (30 hours per week or
more)
Part time (less than 30 hours
per week)
Flexible locum
What are your typical working hours?
5Sample size n=373
6. Annual Salary
Basic annual salary & total annual salary including bonus
6
Top 5 currencies Sample size
Basic Annual Salary Annual salary including bonus
Mean Median Mean Median
EUR 66 € 169,198 € 77,500 € 138,636 € 92,500
USD 57 $300,619 $300,000 $320,513 $334,000
GBP 52 £90,624 £85,000 £106,234 £99,000
AED 51 AED 619,108 AED 400,000 AED 702,079 AED 650,000
SAR 50 SAR 522,141 SAR 360,000 SAR 525,800 SAR 500,000
NB: Due to small sample size (n=<20) other currencies could not be analysed
7. Benefits
Medical professionals were
most likely to receive medical
cover (47%) and malpractice
insurance (38%) as benefits
Over a quarter (27%) received
no benefits
Those who had worked in the
profession for more than 16
years were significantly more
likely than those who had
worked in the profession for 10
years or less to receive
accommodation (36% vs. 21%)
and flights (36% vs. 25%)
7
47%
38%
32%
32%
31%
27%
17%
10%
8%
27%
Medical cover
Malpractice insurance
Accommodation
Flights
Education allowance
Transport allowance
Relocation allowance
Utility allowance
Other
I do not receive any benefits
Do you receive any of the following benefits?
Sample size n=373
8. Satisfaction with Pay Increase
Almost half had received a pay increase in
the last 12 months
Those aged 21-39 were significantly more
likely than those aged 40 or older to have
received a pay increase (59% vs. 43%)
8
47%
53%
Did you receive a pay increase in the
last 12 months?
Yes
No
13% 17% 30% 29% 11%
How satisfied were you with your pay increase?
Very dissatisfied Fairly dissatisfied Neither Fairly satisfied Very satisfied
Four out of 10 were fairly or
very satisfied with their pay
increase
Those aged 21-39 were
significantly more likely than
those aged 40 or older to be
satisfied (53% vs. 35%)
Sample size n=373
Sample size n=174
9. Pays Cuts and Increases
Only 1 out of 10 had received a pay cut in the last 12 months – those working in the UK
were the most likely to have received a pay cut (14%)
Almost half anticipated a pay increase in the next 12 months – those working in the USA
were the most likely to anticipate a pay increase (60%)
9
47%
53%
Do you anticipate a pay increase in the next
12 months?
Yes
No
10%
90%
Have you experienced a pay cut in the last
12 months?
Yes
No
Sample size n=373
10. Acceptable Pay Rise
On average respondents felt a 12% pay rise would be acceptable
Females demanded significantly higher pay rises than males (16% vs. 11%)
10
5%
29%
27%
16%
8%
3%
2%
9%
Less than 3% 3-5% 6-10% 11-15% 16-20% 21-25% 26-30% Above 30%
What percentage of your annual basic salary would you consider acceptable as a pay rise?
12%
Average acceptable
pay increase
Sample size n=373 Average based on midpoints
11. Acceptable Pay Increase To Move
11
1%
2%
7%
11%
20%
13%
6%
15%
25%
Less than 3% 3-5% 6-10% 11-15% 16-20% 21-25% 26-30% 31-50% Above 50%
If you were considering changing your job, what would be an acceptable pay increase to
motivate you to move?
31%
Average acceptable
pay increase to move
On average respondents felt a 31% pay increase would be acceptable motivation to
move job roles
UK-based medical professionals demanded the largest average pay increase to move
(40% compared to 22% in USA)
Sample size n=373 Average based on midpoints
12. Bonus
Over a quarter received a bonus in the last year
Those working in the USA were the most likely to
have received a bonus (62% vs. 4% in the UK)
The average bonus was 26% of basic pay
Seven out of 10 of those who had received a
bonus said it had remained the same as last year
12
27%
73%
Did you receive a bonus this year?
Yes
No
10%
71%
19%
How did that differ from last year’s
bonus?
Increased
Remained the
same
Decreased
28%
24%
18%
11%
4%
7% 7%
Less than
10%
10-19% 20-29% 30-39% 40-49% 50-59% 60% or
more
What percentage of basic pay was the bonus?
Sample size n=373 Sample size n=99
Sample size n=99
Average based on midpoints
13. Satisfaction with remuneration package
Less than 4 out of 10 medical professionals (38%) were
satisfied with their total remuneration package
A further quarter were neither satisfied nor dissatisfied
(25%) and 37% were dissatisfied
13
13% 24% 25% 30% 8%
How satisfied are you with your total remuneration
package?
Very dissatisfied Fairly dissatisfied Neither Fairly satisfied Very satisfied
MOST LIKELY GROUPS
TO BE SATISFIED
- USA 62%
- Intensive Care 56%
- Aged 21-39 46%
- Males 39%
LEAST LIKELY GROUPS
TO BE SATISFIED
- Aged 50 or older 33%
- Females 30%
- UK 22%
- General Surgery 20%
Sample size n=373
14. Current Medical Position
Over half (55%) had been in their current job role for less than 5 years
It took an average of 7 months for medical professionals to find their current position
14
11%
21%
23%
13%
9%
4%
19%
Less than a year
1-2 years
3-4 years
5-6 years
7-8 years
9-10 years
Over 10 years
How long have you been in your current
role?
24%
28%
20%
10%
8%
11%
Up to 1 month
1-3 months
4-6 months
7-12 months
1-2 years
Over 2 years
How long did it take to find your current
position?
Sample size n=373 Average based on midpoints
15. Finding Current Position
Over a third of medical
professionals were approached
directly for their current
position (36%) and a quarter
used a personal contact (24%)
Less than 1 out of 20 found
their current position through
LinkedIn or other social media
websites (4%)
UK medical professionals were
the most likely to have found
their current position through
online advertising (46%
compared to 7% in USA)
15
36%
24%
16%
15%
10%
8%
7%
6%
3%
1%
3%
2%
Direct approach
Personal contact
Recruitment agency
Advertising online
Networking
Headhunting
Internal promotion
Advertising print media
LinkedIn
Social media other than LinkedIn
Other
Don't know / can't remember
How did you find your current position?
Sample size n=373
16. Reasons for Leaving Last Job
Salary (31%) and location
(26%) were the two main
reasons why medical
professionals left their last job
A further quarter left for
personal reasons (24%) and
18% sought better benefits
Those aged 21-39 were
significantly more likely than
those aged 50 or older to
leave due to lack of training
opportunities (29% vs. 4%),
stress of the job (16 vs. 6%) or
culture (16% vs. 5%)
16
31%
26%
24%
18%
14%
12%
11%
11%
8%
8%
8%
5%
3%
2%
6%
3%
Better salary
Location
Personal reasons
Better benefits
Career change
Training opportunity
Promotion
Stressful job
Contract expired
Move to private practice
Cultural Fit
Better bonus
Move to fee for service
Redundancy
Other
Don't know / can't remember
What were the main reasons you left your last job?
Sample size n=373
17. Job security
Over half (57%) felt fairly or very secure in their job
A further quarter (27%) were neutral and 17% felt insecure
17
5% 12% 27% 33% 24%
How would you rate your current job security?
Very insecure Fairly insecure Neutral Fairly secure Very secure
MOST LIKELY GROUPS
TO FEEL SECURE
- USA 80%
- Paediatrics 72%
- Aged 50 or older 59%
- Males 58%
LEAST LIKELY GROUPS
TO FEEL SECURE
- Aged 21-39 53%
- Females 50%
- General Surgery 43%
- KSA 48%
Sample size n=373
18. Career in 5 Years’ Time
Around two-thirds expected to
continue in their same job role
in 5 year’s time
Almost 1 out of 10 planned to
apply for a managerial role
Those with 10 years
experience or less were
significantly more likely than
those with over 16 years
experience to move from
general practice to specialist
training (8% vs. 0%)
18
64%
8%
2%
1%
1%
0%
9%
15%
Continue in the same role
Leave clinical medicine for a
managerial role
Move from general practice to
specialist training
Change speciality
Leave medicine altogether
Move from specialist training to
general practice
Other
Don’t know
Where do you see your career in medicine in 5 years’
time?
Sample size n=373
19. Changing Job Role
Over 8 out of 10 medical professionals (83%) were actively looking or were considering
a new role in the next 12 months
− UK medical professionals were the most likely to be actively looking or considering a new role
(92% compared to 74% in KSA)
Almost three quarters would consider relocating internationally for a new role
− UK medical professionals were the most likely to consider relocating internationally for a new
role (85% compared to 65% in UAE) 19
31%
52%
17%
Yes, I will actively look for a
new role
Maybe, I may consider a
new role if the right job
arises
No, I will not look for a new
role
Do you anticipate changing jobs within the
next 12 months?
Sample size n=373
74%
23%
2%
Yes
Maybe
No
Would you consider relocating
internationally for a new role?
Sample size n=311
20. Looking for a New Role
Medical professionals actively
looking or considering a new
role in the next 12 months were
most likely to use a recruitment
company (66%), personal
contacts (50%) or networking
(45%)
Medical professionals in
different countries used
alternative methods for looking
for a new role:-
- UK: BMJ (70% vs. 3% USA)
- UAE: LinkedIn (42% vs. 22% UK)
- KSA: Recruitment Company (82% vs.
56% USA)
- USA: Networking (53% vs. 44% UAE)
20
66%
50%
45%
30%
26%
10%
4%
3%
2%
7%
6%
Recruitment Company
Personal contacts
Networking
LinkedIn
BMJ
Social Media other than LinkedIn
Lancet
New England Journal of
Medicine
CMAJ
Other
Don’t know
Where would you look for a new role?
Sample size n=311
21. New Role Preferences
Over 7 out of 10 (72%) preferred a salary package in their new role
Almost 6 out of 10 preferred (58%) to work in the public sector and 36% preferred the
private sector
− Those working in KSA (81%) or UK (74%) were the most likely to prefer the public sector,
whilst those working in USA were the most likely to prefer the private sector (50%)
21
72%
10%
18%
Salary
Fee for service
No preference
Which package would you prefer in your
new role?
58%
36%
6%
Public hospitals
and clinics
Private hospital
sector
In house company
work e.g. oil
company
Which sector would you prefer in your new
role?
Sample size n=311
22. Importance of Benefits
The most important/
vital benefits for medical
professionals were 25
days paid annual leave
(86%), medical cover
(80%) and malpractice
insurance (78%)
Medical cover, housing
and flights were
significantly more
important to medical
professionals in KSA
A retention bonus was
significantly more
important to medical
professionals in USA
22
2%
4%
5%
8%
9%
10%
14%
14%
19%
10%
18%
12%
16%
17%
21%
25%
26%
24%
25%
20%
32%
28%
34%
34%
35%
38%
38%
49%
40%
38%
40%
42%
42%
52%
46%
42%
34%
28%
15%
21%
23%
21%
16%
13%
25 days paid annual leave
Medical Cover
Malpractice Insurance
Accommodation
Housing Contributions
Incentive Scheme
Education Contributions
Flights
Pension scheme
Retention Bonus
Sign Up Bonus
How important are the following benefits to you?
Not important Quite important Important Vital
Sample size n=373
23. Most Important Factor
Almost half of medical
professionals felt salary / income
was the most important factor in
accepting a job offer
Males were significantly more
likely than females to select salary
/ income (50% vs. 33%)
Whereas females were
significantly more likely than
males to select career change
(11% vs. 2%)
Those aged 21-39 were
significantly more likely than those
aged 40 or older to select training
opportunities (15% vs. 2%)
23
48%
11%
9%
8%
6%
5%
5%
3%
3%
1%
0%
Salary / income
Job security
Location
Benefits package
Family reasons
Training opportunities
Company culture
Career change
Promotion
Private practice
Other
What is the ONE most important factor in
accepting a job offer?
Sample size n=373
24. Medical Team
There were an average of 20 people in each medical team
Over half (51%) expected their medical team to grow this year
24
25%
22%
15%
9%
28%
Less than 5
6-10
11-19
20-29
30 or more
How many people are in your medical
team?
7%
42%
28%
17%
7%
Decreased head count
No head count growth
1-5% growth
6-10% growth
Above 10% growth
How do you expect headcount to change
this year?
Average based on midpointsSample size n=373
25. Recruitment Challenges
Poor financial
remuneration (43%) and
poor management (42%)
were seen as the two
biggest recruitment
challenges for hospitals
and clinics
A third also mentioned
either organisational
culture (33%), lack of
career progression (33%)
or lack of financial
resources (33%)
25
43%
42%
33%
33%
33%
31%
30%
22%
8%
1%
6%
Poor financial remuneration
Poor management
Organisation culture
Lack of career progression
Lack of financial resources
Lack of skilled staff
Poor working conditions
Poor training opportunities
Outsourcing
Other
Don't know
What do you think are the biggest recruitment challenges
for hospitals and clinics?
Sample size n=373
27. Gender and Age
27
88%
12%
What is your gender?
Male
Female
2%
20%
42%
31%
4%
1%
21- 29
30-39
40-49
50-59
60-64
65 and over
What age category do you fall within?
Sample size n=373
28. Time in Medicine
28
0% 0%
3% 5% 5% 4%
6%
3%
7% 8%
58%
Less than
1 year
1-2 years 3-4 years 5-6 years 7-8 years 9-10 years 11-12
years
12-13
years
13-14
years
15-16
years
Over 16
years
How long have you practiced medicine?
Sample size n=373
30. Job Title
30
5%
2%
7%
54%
17%
3%
1%
6%
1%
5%
Professor
Clinical Director
Medical Director
Consultant
Associate Consultant / Specialist
Registrar / Assistant Consultant
Senior House officer / Resident
General Practitioner / Family Physician
Hospitalist
Other
Which of the following best describes your job title?
Sample size n=373
31. Medical Speciality
31
8%
7%
7%
7%
6%
6%
6%
5%
4%
3%
3%
3%
3%
3%
2%
2%
2%
2%
2%
2%
2%
2%
1%
1%
1%
1%
1%
1%
1%
1%
0%
0%
0%
0%
5%
General Surgery
Family Medicine / General Practice
Intensive Care Medicine
Paediatrics
Anaesthesia
Radiology
Orthopaedic Surgery
Internal Medicine
Obstetrics and Gynaecology
Emergency Medicine
Ophthalmology
Neurology
Urology
Oncology
Neurosurgery
Pathology and Laboratory Medicine
Plastic Surgery
Vascular Surgery
ENT Surgery
Cardiology
Pulmonology
Nephrology
Gastroenterology
Psychiatry
Cardiac Surgery
Endocrinology
Allergy and Immunology
Rheumatology
Dermatology
Public Health Medicine
Haematology
Geriatrics
Thoracic Surgery
Infectious Diseases Medicine
Other
In which speciality do you work?
Sample size n=373