While we have made major advanc-
es in the US, there remains more
work to be done. Our future chal-
lenges are like other medical educa-
tors which includes recognion/
support for educaonal eort,
aracng the best talent, and need
for faculty with formal training in
educaon. As our specialty conn-
ues to grow, we need to ensure that
the next generaon of IP physicians
are beer equipped than the prior.
This requires the support of our jun-
ior faculty through mentorship and
opportunies for grants/ awards as
these are the currency of an aca-
demic career. Like most problems,
the soluon probably lies with
starng small and escalang up,
grants and mentorship opportunies
need to start on a society and ins-
tuonal level which serves as a step-
ping stone to develop more sophis-
cated work.
The standardizaon of training
marks the end of the beginning as
we mandate minimum requirements
of our training programs and their
faculty. I’m opmisc of the future
as I meet our IP fellows and col-
leagues who have beneted from
our current training system.
References
1. Silvestri GA. J Bronchology Interv
Pulmonol. 2010;17:1–2.
2. Lee HJ et al. J Bronchology Interv
Pulmonol. 2011; 18: 5-6.
3. Lee HJ et al. Chest. 2013;143(6):1667
–70
4. Lamb C et al. Chest. 2010; 137: 195-9.
5. Mullon JJ et al. Chest 2017; 15(5):
1114-21.
Hans J Lee, MD FCCP
Associate Professor of
Medicine
Wang Intervenonal
Pulmonary Fellowship
Director
Pulmonary Disease and
Crical Care Medicine
Johns Hopkins University
Prior to the creaon of dedicated
intervenonal pulmonary (IP) fellow-
ship training (1996) in the United
States, Americans had to travel
abroad and/ or learn from their sur-
gical colleagues
1
. The landscape has
drascally changed since then with
over thirty-three IP fellowship train-
ing centers in the US with addional
programs on the horizon. IP fellow-
ships in the US requires 12 months of
dedicated training aer compleng
residency in internal medicine and
pulmonary/ crical care fellowship.
This training spans a minimum of 7
years aer medical school, equiva-
lent to that of our neurosurgery
training. With such sophiscated
learners, the need for an organized
and standardized training system
was inevitable.
Since the iniaon of the rst IP fel-
lowship program, standardized train-
ing has been an evolving process
stemming from the rapid increase in
the number of training programs. As
the number of training programs
expanded, an early growing pain was
the applicaon process to programs,
as applicants were applying to mul-
ple programs at the same me. In
the past, programs had competed to
make the earliest oers for the best
applicants, as applicants had no op-
ons but to accept their rst oer in
fear of not securing any posion.
The resoluon came through the
cooperaon of program directors to
standardize the applicaon process in
a fair and transparent manner
2
. The
organizaon of the process allowed
for other joint projects such as a na-
onal boot camp for IP fellows to
gather in their rst month of training
to have uniformed lectures/ hands-
on training. We now have a commu-
nity of educators/ program directors
working collaboravely to foster the
educaonal metrics and career devel-
opment
3 4
. Recently, there was a
mul-society guideline on the mini-
mum requirements of IP fellowship
programs
5
. Involving ve dierent
medical sociees (ACCP, ATS, AABIP,
AIPPD, APCCMPD) to agree on what
must be included was nothing short
of a small miracle. This allows us to
organize our educaonal eorts and
move best pracces from isolated
silos to naonal requirements. It also
denes instuonal and faculty re-
quirements, minimal number of pro-
cedures/ faculty, and curriculum.
The standardized training process is
crical for several reasons but most
importantly, it denes what is an in-
tervenonal pulmonologist. The cur-
riculum requirements during IP fel-
lowship is the reference for expecta-
on by fellowship applicants, non-IP
physicians, paents, and administra-
tors. Employers of IP physicians can
objecvely assess qualicaons with-
out ambiguity. With standardized
training comes formal recognion
which enhances professionalism by
creang pracce standards and de-
ned metrics. Only a recognized sub-
specialty can aract the best and the
most talented to commit their ca-
reers to further developing IP. This
has also been observed in other
young speciales where the develop-
ment of standardized training and
metrics leads to beer educators and
indirectly develop the best graduates.
Guest Opinion/Editorial
WABIP Newsletter
S E P T E M B E R 2 0 1 7 V O L U M E 5 , I S S U E 3
EXECUTIVE BOARD
Zsolt Papai MD
Székesfehérvár, Hun-
gary
Chair
Silvia Quadrelli MD
Buenos Aires, Argen-
na
Vice-chair
Hideo Saka MD
Nagoya, Japan
Secretary General
Hojoong Kim MD
Seoul, Korea
Treasurer
Eric Edell MD
Rochester MN, USA
President WCBIP 2018
Quangfa Wang MD
Beijing, China
President WCBIP 2020
Henri Colt MD
Laguna Beach, CA
Immediate Past-chair
STAFF
Michael Mendoza
General Manager
Judy McConnell
Administrator
Kazuhiro Yasufuku
Newsleer Editor-in-
chief
P A G E 2
Standardizaon of Intervenonal Pulmonology Training: a US perspecve