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SAEM E-Newsletters Archive

SAEM eNewsletter September 6, 2012

by SAEM Staff | Sep 06, 2012
Last Call for Didactic Proposals - SAEM Annual Meeting 2013

Deadline is Friday September 7th at 5:00 pm CST

We are seeking proposals for didactic sessions at the Annual Meeting in 2013.  The proposals can be aimed at medical students, residents, junior faculty or senior faculty.  Formats accepted include lecture, panel discussion, or workshop.  The didactic must be in keeping with SAEM's mission and fall into one of these categories:  State-of-the-Art, Research, Education, or Career Development.

Submissions are only being taken online now until the deadline of September 7th at 5:00 pm CST.  Access the submission platform and get more details from the SAEM website, www.saem.org.  The submission template can be accessed here: http://www.saem.org/didactic-submissions.

For questions, please contact Drs. Megan Ranney, megan_ranney@brown.edu, Sarah Ronan-Bentle, ronanse@uc.edu or Chris Ross, cross@cookcountyhhs.org.

AEUS Membership Survey

The Academy of Emergency Ultrasound (AEUS) requests your assistance in determining how our Academy can best serve the SAEM membership. The following web link will take you to a short 9-question survey designed to determine the ultrasound needs of SAEM members. Please take a few minutes to complete this survey and help us serve you.

NIH Loan Repayment Plan

This is a great opportunity for clinical researchers who are spending at least 50% of their time in research.  The NIH will repay up to 90% of your student loans (up to certain amounts).   

The NIH website is: http://www.lrp.nih.gov

Application guide: http://www.lrp.nih.gov/infographic.html#lrp

Eligibility is open to any US citizen with a doctoral degree conducting qualified clinical research, with qualified educational debt &gt20% of their clinical base salary, who is supported by domestic nonprofit research funding to conduct research for &gt=20 hours per week (50% effort).  Importantly, both NIH and university salaries are considered eligible funding. 

Nominations to the ABEM BOD

SAEM is seeking individuals to be considered for nomination to serve on the Board of Directors of the American Board of Emergency Medicine (ABEM).  Candidates should submit their completed documents to Mr. Ronald Moen, Executive Director of SAEM at rmoen@saem.org by November 1 to be considered by the Board of Directors for nomination to ABEM. More information and nomination form>>

AACEM/SAEM Joint Session AAMC Annual Meeting

The Society for Emergency Medicine  (SAEM) and the Association of Academic Chairs of Emergency Medicine (AACEM) cordially invite all members to attend our jointly sponsored session at the annual meeting of the American Association of Medical Colleges (AAMC). SAEM is a member of the AAMC Council of Academic Societies.Function information and Speakers>>

Request for Abstracts: National Update on Behavioral Emergencies

The Third Annual National Update on Behavioral Emergencies scheduled for December 5-7, 2012, in Las Vegas is sponsoring a scientific session. Authors are invited to submit an abstract of original research in the area of behavioral emergencies such as the evaluation and treatment of psychiatric patients in the emergency setting. The abstracts must not have been presented elsewhere, limited to 300 words and need to be in a format that includes title, objectives, methods, results, and conclusion.   The scientific committee composed of psychiatrists and emergency physicians encourages submission from residents in emergency medicine and psychiatry. The deadline for submission is October 1, 2012 and should be emailed to Dr Les Zun at zunl@sinai.org.  If you have any questions, please contact Dr Zun at zunl@sinai.org or (773) 257-6957.

8 Comments

  1. 1 car insurance rates 16 Apr
    If having a particular team member was critical, for the team to be able to obtain useful outcomes to the problem, I would not start the session. If this is not the case I would suggest that the team works on the problem and the missing team member is included only if a follow up session is necessary. My reasoning would be that having a team member come in at a later stage is just as bad as a team member wanting to leave early. It has the same disruptive factor. I have coached a session were a potential team member indicated that they would have to leave early and as he was not critical to the team, I asked him to exclude himself from the session.
  2. 2 insurance auto 16 Apr
    If having a particular team member was critical, for the team to be able to obtain useful outcomes to the problem, I would not start the session. If this is not the case I would suggest that the team works on the problem and the missing team member is included only if a follow up session is necessary. My reasoning would be that having a team member come in at a later stage is just as bad as a team member wanting to leave early. It has the same disruptive factor. I have coached a session were a potential team member indicated that they would have to leave early and as he was not critical to the team, I asked him to exclude himself from the session.
  3. 3 car insurance rates 16 Apr
    If having a particular team member was critical, for the team to be able to obtain useful outcomes to the problem, I would not start the session. If this is not the case I would suggest that the team works on the problem and the missing team member is included only if a follow up session is necessary. My reasoning would be that having a team member come in at a later stage is just as bad as a team member wanting to leave early. It has the same disruptive factor. I have coached a session were a potential team member indicated that they would have to leave early and as he was not critical to the team, I asked him to exclude himself from the session.
  4. 4 standard life insurance 09 Apr
    I definitely agree with all the comments that lead us to trust the team to decide how to handle the absence and re-integration of the team member. Also, I like the questions that focus attention on how we define an emergency as a group. I would also ask some future oriented questions about what our guidelines should be in the future when a crisis pulls a team member away. What norms will the team agree to with regard to cancellations? Would it be appropriate for the missing person to send an appointed replacement for one session? How does a missing member impact our progress? How will absent members be informed of session outcomes? How can we inform our supervisors about the importance of being fully committed to the Action Learning process? and so on.
  5. 5 auto owners insurance 09 Apr
    I definitely agree with all the comments that lead us to trust the team to decide how to handle the absence and re-integration of the team member. Also, I like the questions that focus attention on how we define an emergency as a group. I would also ask some future oriented questions about what our guidelines should be in the future when a crisis pulls a team member away. What norms will the team agree to with regard to cancellations? Would it be appropriate for the missing person to send an appointed replacement for one session? How does a missing member impact our progress? How will absent members be informed of session outcomes? How can we inform our supervisors about the importance of being fully committed to the Action Learning process? and so on.
  6. 6 Essence 30 Mar
    Thanks for sharnig. What a pleasure to read!
  7. 7 Sadam 28 Mar
    Love Yourself. Stop trying to be soemone you are not. Stop talking about one another and help uplift one another. You can be sexy and look good without looking sleazy. Look in the mirror before you go outside. If you have an doubts you shouldn't wear the cloths or a bunch of makeup. Learn to dress. Stop going to your college class looking like you just left the club or strip club. Learn to dress for an interview the right way. Listen and learn.
  8. 8 Ibrahim 27 Mar
    Good answers. We just need to be caurefl not to cross the line into telling them how to fix it. Many folks indicated they would ask how the team would get the late comer caught up. I've worked with teams that they realized the team member was not a vital part of the team and ask them to step off the team. I've worked with other teams that they have decided that the person could listen quietly until they caught up on their own. And I've worked with other teams where the decided a 5 minute recap would be good for the entire team. Each team needs to determine what will work best for them.As coach my questions would be: We have a team member that will be 2 hours late what is the impact on the team? How do we want to handle it? Based on what they say my next question would be something along the lines How will you make that happen? Happy CoachingBea