Consensus scores on the Emerging Leaders Program (n = 10).
| Domain | Item | Round 1 Essential/Important | Round 2 Essential/Important | Round 3 | |||
|---|---|---|---|---|---|---|---|
| Mean | Essential/Important | Essential | Important | ||||
| Positive aspects of the Emerging Leaders Program | Conveners (BR & PST) relatable/accessible mentors | 100% | 100% | 8.8 | 100% | 100% | 0% |
| Support network of peers | 100% | 100% | 8.6 | 100% | 90% | 10% | |
| OMERACT Executive representative as a mentor | 100% | 100% | 8.5 | 100% | 100% | 0% | |
| Development and strengthening of networks with other emerging leaders* | N/A | 100% | 8.3 | 100% | 100% | 0% | |
| Having a purpose at OMERACT in addition to the standard program | 100% | 100% | 8.2 | 100% | 100% | 0% | |
| Small size of the group providing more intimacy and better peer support/more attention from mentors | 100% | 100% | 8 | 100% | 100% | 0% | |
| Extra training received | 90% | 100% | 7.9 | 100% | 80% | 20% | |
| Platform to help you develop yourself | 100% | 100% | 7.8 | 100% | 100% | 0% | |
| Opportunities to contribute/participate in the OMERACT program | 100% | 100% | 7.6 | 100% | 70% | 30% | |
| Opportunity to debrief any difficult issues daily | 100% | 100% | 7.5 | 100% | 70% | 30% | |
| Whatsapp group to share information and support | 80% | 90% | 7.4 | 90% | 50% | 40% | |
| Streamlined program for more targeted skill development* | N/A | 100% | 7.4 | 100% | 80% | 20% | |
| The opportunity to be part of OMERACT’s succession planning | 100% | 100% | 7.3 | 100% | 60% | 40% | |
| Having a role within the OMERACT community | 100% | 100% | 7.2 | 100% | 50% | 50% | |
| Aim/mission defined at the start of the meeting | 90% | 90% | 6.8 | 100% | 70% | 30% | |
| Opportunity to mentor the fellows | 100% | 100% | 6.8 | 100% | 30% | 70% | |
| Potential for a career track moving toward OMERACT Executive | 80% | 80% | 6.5 | 80% | 60% | 20% | |
| Contribute to development of OMERACT educational resources* | N/A | 100% | 6.4 | 100% | 30% | 70% | |
| Opportunity to critique the fellows’s posters | 90% | 100% | 6.4 | 100% | 50% | 50% | |
| The feeling of “giving back” to OMERACT | 80% | 80% | 6.1 | 80% | 30% | 50% | |
| Areas for improvement of the Emerging Leaders Program | Discovering extra responsibilities as emerging leaders after agreeing to participate | 80% | 80% | 8.8 | 80% | 60% | 20% |
| Not being sure what to expect from the program | 100% | 100% | 8.6 | 100% | 40% | 60% | |
| Lack of planned sessions to spend time with mentees | 80% | 80% | 8.5 | 80% | 20% | 60% | |
| Being given short notice when asked to participate in the returning Fellows/Emerging Leaders Program | 100% | 100% | 8.3 | 100% | 0% | 100% | |
| No opportunity for the Emerging Leaders group to meet and build rapport before meeting the fellows | 70% | 60% | N/A | N/A | N/A | N/A | |
| Difficult to find assigned fellow mentees at the introductory session | 60% | N/A | N/A | N/A | N/A | N/A | |
| Suggestions for improving the Emerging Leaders Program | |||||||
| Funding support for the Emerging Leaders group to recognize contribution | 100% | 100% | 8.4 | 100% | 100% | 0% | |
| Program should include opportunity to learn higher-level knowledge about OMERACT processes* | N/A | 90% | 7.8 | 100% | 90% | 10% | |
| Program should include opportunity to learn higher-level knowledge about OMERACT politics* | N/A | 90% | 7.7 | 100% | 80% | 20% | |
| Emerging leaders to receive training on the ideal structure of working groups: co-chairs, patient partners, researchers, and how groups should be led/managed* | N/A | 100% | 7.6 | 100% | 100% | 0% | |
| Program should include opportunity to learn facilitation skills* | N/A | 100% | 7.5 | 100% | 100% | 0% | |
| Emerging leaders to receive training in how OMERACT functions in terms of financing working groups, e.g., supporting patient partners and fellow to attend* | N/A | 100% | 7.4 | 100% | 90% | 10% | |
| Program should include opportunity to learn mentoring skills* | N/A | 100% | 7.4 | 100% | 90% | 10% | |
| Provide advance notice of being asked to participate in the Emerging Leaders Program | 100% | 100% | 7.4 | 100% | 90% | 10% | |
| Provide more skills development that provides direction toward membership of Executive/TAG | 100% | 100% | 7.4 | 100% | 80% | 20% | |
| Opportunity to shadow an Executive/Chair/Facilitator during the meeting* | N/A | 100% | 7.3 | 100% | 60% | 40% | |
| Program should include opportunity to learn rapporteur skills* | N/A | 100% | 7.2 | 100% | 100% | 0% | |
| A clear program with additional responsibilities provided at the point of inviting to join Emerging Leaders Program | 100% | 100% | 7.1 | 100% | 60% | 40% | |
| Emerging fellows matched with an Executive as a mentor | 90% | 90% | 7.1 | 90% | 80% | 10% | |
| Provide a clear pathway for development that could lead to Executive/TAG | 100% | 100% | 7 | 100% | 70% | 30% | |
| Emerging leaders to receive training in potential resources that may be available through OMERACT, e.g., Delphi manager* | N/A | 100% | 6.9 | 100% | 70% | 30% | |
| Program should include opportunity to learn to give effective feedback/critical appraisal* | N/A | 100% | 6.9 | 100% | 60% | 40% | |
| An opportunity to formally meet during the 2 yrs between OMERACT meetings, i.e., at EULAR, ACR, similar to other OMERACT Working Groups* | N/A | 100% | 6.3 | 100% | 40% | 60% | |
| Task for Executive mentor to introduce emerging leaders to a potential new collaborator/connection | 100% | 100% | 6.2 | 100% | 30% | 70% | |
| More structure to initial meeting of emerging leaders and fellows to aid finding each other | 90% | 100% | 5.9 | 100% | 20% | 80% | |
| Emerging leaders joining fellows for some of their sessions to critique or support their feedback | 100% | 100% | 5.8 | 100% | 10% | 90% | |
| Set time in the program for mentors and mentees to talk to each other (e.g., wellness issues) | 100% | 100% | 5.8 | 100% | 0% | 100% | |
| Task for emerging leaders to introduce each other to a potential new collaborator/connection | 100% | 100% | 5.8 | 100% | 10% | 90% | |
| Program should be offered to all those who have attended a previous OMERACT (opt in)* | N/A | 80% | 5.5 | 90% | 20% | 70% | |
↵* Item added at the end of Round 1. Significant data are in bold face. OMERACT: Outcome Measures in Rheumatology; TAG: Technical Advisory Group; EULAR: European League Against Rheumatism; ACR: American College of Rheumatology; N/A: not applicable.