More than 75 percent of respondents to a survey mentioned that there were an adequate or excessive number of pediatric cardiologists, according to a report from major medical societies.

The results of the survey were published online in the Journal of the American College of Cardiology and Progress in Pediatric Cardiology on Nov. 28. The report was sponsored by the American College of Cardiology, American Heart Association, American Academy of Pediatrics Section on Cardiology and Cardiac Surgery, and Society for Pediatric Cardiology Training Program Directors.

The authors sent electronic surveys to all pediatric cardiologists with active email addresses who were board eligible or board certified in pediatric cardiology with the American Board of Pediatrics. They also sent the surveys to members of the American Academy of Pediatrics section on cardiology and cardiac surgery. They excluded fellows in training, but they included board eligible fourth-year fellows.

During a three-month period, the authors sent three emails to nonresponders to remind them of the survey. Only 28 percent of the cardiologists responded to the survey, including 87 percent of program directors and 71 percent of division or department chiefs.

Of the respondents, 65 percent were male, 75 percent were Caucasian and 78 percent attended medical schools in the U.S. In addition, 66 percent were employed in a hospital affiliated with a medical school and/or a University, 15 percent practiced in a specialty group practice, 6 percent practiced in a multispecialty group and 2 percent practiced in a health maintenance organization group setting.

Between 2004 and 2015, the number of pediatric cardiology trainees in the U.S. doubled, according to the authors.

During the 2013-14 and 2014-15 academic years, 59 percent of fellows completing the three-year core training program went on to additional subspecialty training, while the remaining 41 percent accepted positions. The most difficult fields to find jobs were cardiac catheterization, electrophysiology and general cardiology, while critical care cardiology, heart failure/transplant and adult congenital cardiology were the easiest fields.

Based on the responses, the authors expected there to be 135 job openings in each of the next two year. Meanwhile, the number of pediatric cardiology trainee positions increased to 141 in 2015, up from 124 in 2011, according to the National Resident Matching Program.

“The field of pediatric cardiology is very competitive currently, and training programs should consider suspending any increase in fellowship training positions until the next survey is performed,” the authors wrote. “Continued close monitoring at least every 2 years will be crucial to adapt appropriately to workforce fluctuations and needs as they arise.”

The survey found that no pediatric cardiology fellow had left the field after graduation, but the authors mentioned that that could change. For instance, they noted that fellows with advanced training in cardiac catheterization and electrophysiology and those seeking positions after the three-year core training period had difficulty finding jobs.

They added that there were a few limitations of the study, including that the 28 percent response rate fell short of the 50 percent goal. They also mentioned that the survey questions and answers were subjective. They plan on refining the survey and following up every two years to update the workforce needs and trends.

“Due to an increase in fellowship positions since 2011, there is concern that those graduating in the next few years may have more trouble finding jobs in their area of interest,” the authors wrote. “Recognizing the limitations of the survey, the data support curtailing any increase in fellowship positions in all North American training programs in pediatric cardiology at this time. It will be crucial to continue to track the cardiology workforce to be able to optimize the training numbers relative to available positions. By monitoring these survey results every two years, we should be able to adjust to workforce demands in a dynamic fashion to optimally fit the number of trainees to the job opportunities.”