Who We Are

ABOUT THE MATCH


The National Resident Matching Program (“The Match”) is an independent, non-profit organization that in 1952 conducted the first nationwide, systematic placement of allopathic medical school students into graduate medical education (GME) positions in United States teaching hospitals. Over nearly 70 years, The Match has grown to include osteopathic medical students and graduates and U.S. citizen and non-U.S. citizen international medical school students and graduates among its applicants in the Main Residency Match® and the more than sixty-five Fellowship Matches managed through its Specialties Matching Service®. National Resident Matching Program International® (NRMPI®), a wholly-owned subsidiary, offers matching services to private and governmental agencies located outside the U.S. and Canada.

The Match is the largest health care matching service in the world, meeting the needs of more than 60,000 medical students and graduates annually who compete for more than 40,000 residency and fellowship positions. The Match also offers unparalleled data resources and is committed to research that benefits the GME community.

What We Do

MISSION AND VISION


Match healthcare professionals to training programs through a process that is fair, efficient, and reliable, and provide meaningful Match data and analyses to stakeholders.

Serve as a trusted global provider of matching services for healthcare professionals and the premier Match data resource.

Why We Do It

FACES OF THE MATCH


MESSAGE FROM THE BOARD CHAIR AND CHAIR DESIGNATE


2020 was a remarkable year for NRMP and for all medical education. The COVID-19 pandemic upended end-of-year educational requirements and Match Day and commencement ceremonies across the country, placing applicants, training programs, and medical schools in uncertain and unprecedented circumstances.  In response, NRMP established FAQs, conducted webinars, and built resources designed to provide guidance and clarity around 2020 appointments.  NRMP also adjusted the 2021 Main Residency Match timeline to reduce financial stress on applicants and maximize time for applications and interviewing. In the end, the Main Residency Match and Specialties Matching Service matching programs realized very successful outcomes.

2020 also brought about strategic planning and consideration of ways for NRMP more fully to achieve its mission and represent the needs of all stakeholders. The Board of Directors sharpened its focus on the need for NRMP to establish a robust, strategic research agenda, and I am pleased that the first large-scale project under the new research agenda is the collection of primary source applicant demographic data, beginning with the 2022 Main Residency Match. NRMP held a call for public comment and queried multiple national student and medical education organizations to ensure we were listening to the community and aligning our efforts with the needs of medical education. Support from the community was strong; with applicant demographic data NRMP will be in a position to identify patterns of behavior around the ranking and matching processes and lead national conversations that address diversity, equity, inclusion, and transparency in residency and fellowship training.

Last but not least, it is important to recognize that 2020 concluded NRMP’s first full year under our new President and CEO, Dr. Donna Lamb. Despite the very challenging year, her vision has begun to steer NRMP in a new direction that is exciting, expansive, and service-oriented. The Board of Directors admires the leadership Dr. Lamb has brought to NRMP and the work of our dedicated staff. As I step aside from my role as Chair of the Board on June 30, I want to express my immense gratitude to the medical education community, my colleagues on the NRMP Board, and our many partners. The transition to residency remains a remarkable milestone in the lives of physicians, and I am excited for NRMP to continue its good work of informing and supporting that transition in the years to come.

Steven J. Scheinman, MD

Chair

I am extremely honored to have been chosen as the next chair of the NRMP Board of Directors. I am proud to be affiliated with an organization with such demonstrated excellence and integrity. Based on a Nobel-prize winning algorithm, the Match process over decades has proven to be stable and reliable, providing a vital service to students and residents as they progress in their medical training. The Match allows applicants to submit their true preferences with regard to programs, it considers all preferences of applicants and programs, and it allows applicants access to crucial offerings such as couples matching and multi-specialty matching.

The NRMP is moving into a new phase of innovation and engagement with the medical education community. As an example, it is exciting that the NRMP has decided to collect demographic data so that we will be able to expand the information that we provide our stakeholders and participate in the national conversation around issues of diversity, equity, and inclusion in the matching process. I look forward to an exciting two years as chair as NRMP implements its strategic plan and charts progress as a critical organization in medical education.

Donna D. Elliott, MD, EdD

Chair Designate

MESSAGE FROM THE PRESIDENT AND CEO


I am excited to share with you the NRMP Annual Report for 2020, highlighting the organization’s accomplishments and my first full year as President/CEO.

Each year, NRMP reports that the most recent Main Match was the largest ever, and 2020 did not disappoint. With almost 45,000 registered applicants vying for 37,256 positions in the 2020 Main Residency Match, 94.6% of positions filled when the Match was run. With the conclusion of the Supplemental Offer and Acceptance Program (SOAP®) the positions filled increased to 99%. The Specialties Matching Service (SMS) also realized gains with 68 subspecialties participating in 22 matches. Of 11,767 positions offered by 5,110 programs, 89% of positions filled and 81% of applicants (12,925) obtained positions.

The 2020 Main Match concluded just as COVID-19 exploded across the U.S., setting in motion an extraordinary appointment and recruitment year. The COVID-19 pandemic challenged all in the GME community to think differently about how best to support applicants in their transition to residency and into the next phase of their careers. NRMP used the opportunity presented to think not only about how to support our constituents during deeply unsettling times but also how we could improve our processes, foster greater interaction with the community, and continue to provide value. To address immediate concerns, NRMP established a set of critical FAQs in March 2020 that were updated “real time” to reflect changes in the pandemic landscape as they occurred and modified pinch points in the 2020-2021 Match cycle to optimize the time needed for recruitment.  Beyond the pandemic in 2020, NRMP hosted a call for public comment on potentially new data collection practices, expanded its research initiatives, began modernizing Match agreements and policies, initiated constituent-friendly, technology-based updates for accounting services and case management activities, and worked with the Board of Directors to ensure its composition represented the community it serves. All efforts were designed to bring NRMP in closer concert with stakeholders while strengthening its infrastructure for better customer service and service delivery.

In 2021, NRMP continues to build on all that was accomplished in 2020:

  • The new data collection practices vetted through calls for public comment will be implemented with the launch of applicant demographic data collection this September;

 

  • All Match Participation Agreements will be revamped to ensure they are in plain language, follow the cycle of the Match process, and help each cohort understand their rights as well as their responsibilities; and

 

  • Establishment of a robust research agenda will continue with strategic focus on identifying patterns of behavior during the recruitment cycle to better understand and educate the medical education community about inequities in the processes.

Also this year NRMP will launch a complete redesign of its public website with the aim of greatly improving navigation, availability of educational content, reporting and analysis capabilities, and overall aesthetic. NRMP also will work with thought leaders to identify areas of true innovation in the transition to residency. This includes modeling and simulation of current and potentially new match frameworks to engage in meaningful conversations about possible changes to the transition, ensuring understanding of anticipated outcomes as well as the potential for unintended consequences.

It has been, and continues to be, my honor to lead the NRMP, ensuring equity and transparency in the Match processes. To that end, NRMP will always focus on identifying root causes and will always seek to answer the question, “What problem are we trying to solve?” I feel immense gratitude to the medical education community for the trust you have placed in me and the NRMP. I look forward to our work together continuing to improve processes, and in turn, the transition to residency.

Donna L. Lamb, DHSc, MBA, BSN

Imagine

Strategic Vision


WHAT PROBLEMS ARE WE TRYING TO SOLVE?

 

In 2020, NRMP executive leadership and the Board of Directors initiated strategic planning for the purposes of thinking candidly about the future of the organization and its role in the changing landscape of undergraduate and graduate medical education. The challenges facing the transition to residency are real, and from the strategic planning process emerged a recognized need for the NRMP to ask critical questions, examine internal processes, and leverage partnerships to achieve a better, more authentic UME to GME experience.

 

The stakes are high, and the NRMP is responsible for understanding and responding to the varied, often competing needs of many interest groups. As such, the NRMP has pledged to use the following principles as guides for its evolution and growth:

 

  • Ensure change processes are deliberative and data-driven

  • Consider the potential unintended consequences

  • Prevent, to the extent possible, any harm to constituents

  • Prioritize equity for, transparency to, and accountability of all stakeholders

 

Access the action areas below to learn more about the roadmap the NRMP will use to 1) identify root causes of problems, 2) crystalize its purpose and mission for stakeholders, and 3) affirm its goals in support of the next generation of young physicians and clinical educators. Leadership will continue its work in 2021 to further refine goals and hone pathways to success.

Investigate

Shining a direct light on the challenging aspects of the transition to residency is a necessary step toward improving them, so the NRMP will broaden the scale and scope of the research it conducts as a key component of its growth. A robust research agenda will be developed to help identify critical questions and engage [...]

Innovate

The Match has been around for nearly 70 years and in that time has creatively responded and adapted to constituent needs.  Current times once again call for innovation from the NRMP, an "outside the box" approach to building a stronger, continually responsive Matching Program for tomorrow's young physicians. That requires thinking critically and assessing processes, [...]

Collaborate

Discovering real solutions to real problems takes a team approach, individuals coming together with various perspectives and ideas for change. Leveraging partnerships is essential for the NRMP to help clarify the root causes of some of the challenges impacting the transition to residency and effect solutions where possible. In 2020 and continuing in the future, [...]

Connect

Year in Review


In 2020, the NRMP responded to the overwhelming impact of COVID-19 on the GME community by enhancing its services to include COVID-based support resources and a reimagining the 2021 Main Residency Match calendar to lessen finanical burden on applicants and provide more time for recruitment.  It also used the inaugural Single Match in 2020 to expand the data reported in the Results and Data book to better reflect the osteopathic student experience. Lastly, the NRMP continued its commitment to outreach by pivoting its stakeholder conference to virtual format and issuing a public call for comments to proposed changes in data processes.

Services

In April 2020, the NRMP established a series of Frequently Asked Questions in response to COVID-19, providing much needed clarity about Match policy at a time of extreme uncertainty and unprecedented upheaval in medical school curriculum and program training requirements. FAQs addressed important topics including
  • 2020 Match commitments would remain in force to provide applicants and programs with protection
  • Medical schools could not require students to remain at the home institution to begin training and relocate at a later time
  • Programs could change, but not require, a new start date for training for applicants
  • Immunocompromised residents had to be supported in their transition to residency
  • Programs that required quarantine were encouraged to incorporate alternative learning opportunities for residents so that they may begin training with their cohort
  • Programs were encouraged to ensure equity in recruitment processes
The FAQs were updated throughout 2020 to provide real-time responses to changes in licensure testing and virtual interviewing, and their impact on the matching process.
The FAQs document on the NRMP website was downloaded more than 15,000 times in 2020.
NRMP leadership carefully monitored the impact of COVID-19 on the UME and GME communities throughout 2020 and evaluated, where appropriate, how internal processes could and should be changed to support constituents.  In late summer of 2020, the decision was made to modify the calendar for the 2021 Main Residency Match to provide greater flexibility to stakeholders as they navigated new experiences like virtual interviewing.  
  • The standard registration deadline was extended to January 31, 2021 to reduce financial stress on applicants.
  • The opening of the ranking period was extended to February 1, 2021, 14 days later, allowing applicants the benefit of knowing programs’ final participation status and quota (number of positions in the Match) before creating and certifying their lists.
  • The Rank Order List Certification Deadline was extended to March 3, 2021, 7 days later, allowing applicants and programs additional time to interview and make decisions and potentially increasing the numbers of international medical graduates with confirmed ECFMG certification. The extension also reduced the time applicants and programs had to wait between certification and Match Week.
  • The Supplemental Offer and Acceptance Program® (SOAP®) was extended from 3 rounds to 4,  potentially providing a much-needed opportunity for unmatched applicants to secure unfilled positions in a year heavily impacted by the pandemic and unanticipated changes in behavior.
Changes to the 2021 Main Match calendar were received positively in the GME community.  Some, if not all, may be permanent changes going forward. 

Data

The 2020 Main Residency Match was the inaugural Single Match, the first year in which allopathic and osteopathic applicants participated in one Matching Program. The Single Match was the realization of a 6-year long partnership between the ACGME, AACOM, and the AOA to establish a single accreditation system. High points from the inaugural Single Match include 
  • The number of first-year positions rose to an all-time high of 34,266, largely due to the final migration of osteopathic positions into the Main Match 
  • The PGY-1 match rate for US DO seniors was a record-high 90.7 percent
  • The PGY-1 match rate of all applicants, was 80.8 percent, the highest in nearly 20 years
In anticipation of the inaugural Single Match, the NRMP revamped the Results and Data book in May 2020 to provide more comprehensive reporting of osteopathic applicants. Changes in the report for US DO senior students included
  • creation of a DO-exclusive Match Summary statistics table along tables tracking number of positions filled and PGY-1 matches by specialty
  • modernization of tables tracking applicant participation by type, preferred specialty, and matches in preferred specialty
These enhancements were a welcome and necessary change for the osteopathic community and supported the changed status of US DO seniors students  who, alongside UD MD seniors, are now sponsored applicants in the Match. 

Outreach

The NRMP Transition to Residency conference, originally scheduled to be hosted in Nashville, pivoted to a virtual platform in order to offer attendees the opportunity to gather in the shadow of the pandemic.  For the first time ever, learners were invited to participate in the meeting, and registration for learners was free. More than 500 individuals registered, and highlights from the meeting included
  • Plenary presentations by Nobel laureate Dr. Alvin Roth, Surgeon General Dr. Vivek Murthy, and Hidden Brain author Shankar Vedantam
  • Breakout sessions on a wide range of topics including the impact of COVID-19 on residency interviews, student experiences with microaggressions, pros and cons associated with preference signaling, and the impact of USMLE Step 1 pass/fail status on applicant assessment
  • “Town Hall” style discussion with NRMP leadership about the role and focus of the NRMP in the transition to residency
  • Interactive “Poster Power Hour” so attendees could engage poster presenters in Q&A about specific projects happening at academic centers around the country
Attendees reported satisfaction with the ability to connect with other educators, discuss challenges associated with COVID-19 and the Match, and engaging in open conversation about ways to improve the transition process.  Attendees also valued the opportunity to share best practices, understand more fully the Match data associated with availability of positions for US MD and DO seniors, and share ideas about navigating a virtual recruitment.
 80% of respondents to the meeting evaluation reported the meeting met or exceeded expectations, with more than 95% reported it likely or highly likely they would attend a future meeting.  The NRMP remains committed to using its stakeholder conference to raise critical questions and explore relevant issues in order to foster improvements along the UME-GME continuum.  
In light of its commitment to build a robust research agenda in 2021 and think in new ways about how to better inform the transition to residency, the NRMP turned to the community, issuing a public call for comment in September 2020 about broadening the NRMP’s current data collection efforts to include applicant demographic data. The NRMP received more than 500 responses reflecting on perceived risks and benefits associated with new data collection processes:
  • Nearly 70% of respondents indicated unconditionally that they had no concerns with the collection of demographic data. “Conditional” risks focused on ensuring the data, if collected, were de-identified, handled respectfully, and vetted to avoid misuse
  • The most frequently cited benefits of demographic data collection included the ability to improve diversity and inclusion efforts and hold programs accountable for them, understand how demographics influence the recruitment and matching processes, and articulate the presence or absence of discrimination/bias in the recruitment and matching processes
Respondents recognized and appreciated the NRMP’s attempt to improve the recruitment and matching processes and highlighted the strong need to use demographic data be better understand the prevalence of diversity, equity, and inclusion practices in the UME and GME communities. 
 
Engage

CONSTITUENT SUPPORT


The NRMP continues to offer a cadre of tools and resources to support constituents throughout the matching process.

Newsletters 

  • The Match Illuminator newsletter with timely tips and reminders for better Match participation and navigation is delivered to more than 17,000 individuals each month

  • Illuminator open rate averages 25 percent, 9 percentage points higher than the industry average

  • Fellowship specialty welcome newsletters achieve a 40 percent open rate or higher

 

 

Online Assistance

  • Email ticket satisfaction rating averages 96 percent

  • Phone call handle response rates averages 98 percent

  • Chat satisfaction rating averages 98 percent

  • Overall customer satisfaction with NRMP online assistance averages 96 percent

 

 

 

 

Webinars, Learning Videos, and R3© System Support Guides

  • NRMP’s You Tube Channel has over 4,000 subscribers

  • More than two dozen micro-learning videos are available on a range of topics including registration, certifying rank order lists, match policy, and how the matching algorithm works

  • A collection of applicant- and program-centric live webinars are offered annually, each one achieving 1,000 registrants

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Guide

GOVERNANCE


The NRMP is governed by a 19-member Board of Directors that includes medical school deans, desigated institutional officials, MD and DO program directors, MD, DO, and IMG resident physicians, and MD and DO medical students. Members represent a variety of ethnic, racial, and religious backgrounds, and more than half are women.

Steven J. Scheinman, M.D.
Steven J. Scheinman, M.D.
Chair
President and Dean, Geisinger Commonwealth School of Medicine; Executive Vice President and Chief Academic Officer, Geisinger
Donna D. Elliott, MD, EdD
Donna D. Elliott, MD, EdD
Chair Designate
Vice Dean for Medical Education, Keck School of Medicine University of Southern California
Deborah S. Clements, MD
Deborah S. Clements, MD
Secretary/Treasurer
Chair, Family and Community Medicine, Northwestern University Feinberg School of Medicine
Donna L. Lamb, D.HSc., M.B.A., B.S.N.
Donna L. Lamb, D.HSc., M.B.A., B.S.N.
President and CEO
National Resident Matching Program
Board of Directors
  • Keith B. Armitage, MD
           University Hospital Case Medical Center
  • Carol Berkowitz, MD
           Harbor-UCLA Medical Center
  • E. Sander Connolly, Jr.,  MD
           Columbia University College of Physicians and Surgeons
  • Susan Guralnick, MD
           University of California, Davis
  • Holly J. Humphrey, MD
           The Josiah Macy Jr. Foundation
  • Michael G. Kavan, PhD
           Creighton University School of Medicine
  • Cathy Lazarus, MD
           Louisiana State University Health Sciences Center
  • Alvin E. Roth, PhD
           Public Member
  • Edward S. Salsberg, MPA
           George Washington University
  • Kenneth B. Simons MD
           Medical College of Wisconsin
  • Ricardo J. Bello, MD, MPH
           University of Massachusetts Medical School
  • Heather A. Lillemoe, MD
           Vanderbilt University Medical Center
  • Christopher B. Traner, MD
           Yale-New Haven Hospital
  • Sydney N. Miller
           Michigan State University College of Osteopathic Medicine
  • Morgan B. Swanson
           University of Iowa Carver College of Medicine
  • Ebony White-Manigault, MPH
           Wayne State University School of Medicine
Value

FINANCIALS


NRMP fees are among the lowest charged by medical education service organizations.

The Match registration fee includes access to
Data Reports and Research Articles
Newsletters
Interactive Data Tools
PRISM Smartphone App
R3® system Support Guides and Micro-Learning Videos
 
Increases in revenue are directed toward
Software Development
Information Technology (IT) Upgrades
Subsidization of the Transition to Residency Conference
Innovative Tools and Resources
 

CONTACT US


If you have questions about NRMP matching services or any information contained in this report, please send us an email. We'd love to hear from you!

Address:

2121 K Street, NW, Suite 1000

Washington, DC 20037

Phone:

SUPPORT: 866-653-NRMP

POLICY: 202-400-2235

Email:

support@nrmp.org
policy@nrmp.org
datarequest@nrmp.org
admin@nrmp.org

Hours:

Mon-Fri 8:30am – 5:30 pm (EST)




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