Public Policy

Changing of the Guard

References

  1. National Consensus Project for Quality Palliative Care: The development of practice guidelines 2004. Available at www.nationalconsensusproject.org. Last accessed April 28, 2006.
  2. Pistoria MJ, Amin AN, Dressler DD, et al. The core competencies in hospital medicine. J Hosp Med. 2006;1:2(S1).
  3. American Board of Hospice and Palliative Medicine. Available at www.abhpm.org. Last accessed April 28, 2006.
  4. Phillips DM. JCAHO pain management standards unveiled. JAMA. 2000;284:428-429.
  5. Sullivan AM, Lakoma MD, Block SD. The status of medical education in end-of-life care: a national report. J Gen Intern Med. 2003;18:685-695.
  6. Ripamonti C, De Conno F, Ventafridda V, et al. Management of bowel obstruction in advanced and terminal cancer patients. Ann Oncol. 1993 Jan;4(1):15-21.
  7. Buckman R. Communication in palliative care: a practical guide. In: Doyle D, Hanks GWC, MacDonald N, eds. Oxford Textbook of Palliative Medicine. New York: Oxford Community Press; 1993:47-61.
  8. Storey P, Knight CF. UNIPAC five—caring for the terminally ill—communication and the physician’s role in the interdisciplinary team. In: Hospice/Palliative Care Training for Physicians—A Self Study Program. New York: Mary Ann Liebert; 2003:1-147.
  9. Morrison RS, Meier DE. Palliative care. NEJM. 2004;350:2582-2590.
  10. Quill TE. Initiating end of life discussion with seriously ill patients: addressing the “elephant in the room.” JAMA. 2000;284:2502-2507.
  11. Berger, JT. The ethics of deactivating implanted cardioverter defibrillators. Ann Intern Med. 2005;142:631-634.
  12. Goldstein NE, Lampert R, Bradely E, et al. Management of implantable cardioverter defibrillators in end-of-life care. Ann Intern Med. 2004;141:835-838.
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  14. Meier D. Palliative care in hospitals. J Hosp Med. 2006;1:21-28.
  15. Morrison RS, et al. The growth of palliative care programs in United States hospitals. J Pall Med. 2006; 8 (6):1127-1133.

The confidentiality question

The Career Center site addresses two common registration concerns for users: spam and confidentiality. You can indicate that you do not want your information shared with advertisers while establishing your account. Confidentiality is addressed automatically. Your account information is never shared with potential employers. The only way potential employers will be able to see the name, address, phone number, or e-mail address attached to your profile is if you include it in your resume.

One way of blinding your resume is to replace your name with initials or the name of the position you occupy or seek, like “pediatric intensive care hospitalist” or “hospitalist educator.” Describing your current employer as “A Southeastern Managed Care Hospital,” demonstrates where you work, but blinds the reader to the actual employer.

Never disclose the following on any job search Web site:

  • You social security number;
  • Your personal details beyond phone numbers and e-mail addresses; or
  • Any details that may contribute to discrimination (birth dates, race, gender, or religious affiliations).—JW

Get a Job!

SHM Launches the first-ever career Web site exclusively for hospitalists

By Jeannette Wick

Job boards—Internet sites designed to allow employers and prospective employees to find each other electronically—are among the most active Internet sites. For many job seekers Monster.com, CareerBuilder.com, and Indeed.com (among others) have become essential job search tools. Until now, however, no site has catered to healthcare professionals in general—much less to hospitalists in particular.

Thanks to the new SHM Career Center (http://hospitalmedicine.org/careercenter), though, things are about to change. The Career Center is part of a comprehensive, “cradle-to-grave” approach SHM is taking to assist hospital medicine professionals in their career development pursuits. The site offers numerous advantages over traditional job-hunting tools, such as classified advertisements, personal contacts, and randomly mailing resumes to interesting employers—advantages such as the ability to post your resume in a searchable database, a database of open positions across North America that you can search using a variety of variables and the opportunity to receive a notification when a job that matches your criteria is posted online.

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