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SELECTION
The selection of residents in each program shall be carried out by the Residency Program Director with the assistance of the teaching staff. Programs will select applicants who are eligible for appointment to accredited residency programs. Eligible applicants may include graduates of US and Canadian medical schools that are accredited by the LCME graduates of colleges of osteopathic medicine in the US and accredited by the AOA, graduates of foreign medical schools who hold a valid certificate from the ECFMG or have a full and unrestricted license to practice medicine in the US, or graduates of medical schools outside the US who have completed a Fifth Pathway program provided by a LCME accredited medical school.
Programs will select applicants on the basis of their preparedness, ability, aptitude, academic credentials, communication skills, and personal qualities such as motivation and integrity. Programs will not discriminate with regard to sex, race, age, religion, color, national origin, disability, or veteran status. The School of Medicine will participate in the National Resident Matching Program as an Institution.
EVALUATION
Each residency program must demonstrate that it has an effective plan for assessing resident performance throughout the program and for utilizing the results to improve resident performance. This plan should include
- The use of methods that produce an accurate assessment of residents’ competence in patient care, medical knowledge, practice-based learning and improvement, interpersonal and communication skills, professionalism, and systems-based practice.
- Mechanisms for providing regular and timely performance feedback to residents that includes at least
- Written semiannual evaluation that is communicated to each resident in a timely manner
- The maintenance of a record of evaluation for each resident that is accessible to the resident.
- A process involving use of assessment results to achieve progressive improvements in residents’ competence and performance. Appropriate sources of evaluation include faculty, patients, peers, self, and other professional staff.
The program director must provide a final evaluation for each resident who completes the program. The evaluation must include a review of the resident’s performance during the final period of education and should verify that the resident has demonstrated sufficient professional ability to practice competently and independently. The final evaluation must be part of the resident’s permanent record maintained by the institution.
SUPERVISION
Supervision of the residents shall be carried out by the designated teaching faculty under the direction of the Residency Program Director. It shall be the Residency Program Director’s responsibility to see that such supervision is adequate and appropriate to maintain both the optimal education environment and excellent quality of patient care. Residents will be supervised by teaching faculty in a way that gives residents progressively increasing responsibility according to their level of education, ability and experience. Availability of the teaching staff will be structured in a way to ensure appropriate supervision. Determining the level of responsibility for each resident will be the responsibility of the Residency Program Director with input from the teaching staff.
GRADED RESPONSIBILITY
The responsibility given to residents in patient care should depend upon each resident’s knowledge, problem-solving ability, manual skills, experience, and the severity and complexity of each patient’s status.
PROMOTION / NON-PROMOTION
The criteria for advancement shall be based upon the following parameters, all of which need to be judged as competent for each level of advancement:
A. Medical Knowledge
B. Clinical Competence in Patient Care
C. Interpersonal and Communication Skills
D. Professionalism (includes absence of impairment)
E. Attitudes
F. Practice-Based Learning and Improvement
G. Systems-Based Practice
Specific criteria and requirements for advancement from one year to the next will be set by each individual program. In general, the following will be required for promotion from one training level to the next:
PGY 1 to PGY 2:
Acceptable progress in areas A through G
Ability to supervise PGY1’s and students
Ability to act with limited independence
PGY 2 to PGY X:
Acceptable progress in areas A through G
Ability to supervise/teach
Ability to act with increasing independence
PGY X to Graduation:
Competence in areas A through G
Ability to act independently
Policies with respect to promotion/non-promotion to the subsequent year of training shall comply with the General and Special Essentials pertaining to that program. The decision for promotion or non-promotion shall be made by the Residency Program Director with consultation from the teaching faculty. A decision to withhold advancement or deny reappointment shall be taken only after documented counseling of the resident apprising him/her of the reason for such potential action, and documentation that the deficiencies have not been sufficiently corrected within a reasonable time. Notice to the resident that he/she will not be retained or promoted in the program for the upcoming contract year should occur four months prior to the expiration of the current contract whenever possible. If a resident believes that he/she has been dealt with unfairly in the above process, redress may be sought through the Resident Grievance Procedure.
DISMISSAL
Dismissal or non-promotion of a resident whose performance is unsatisfactory will be communicated in writing to the resident in accordance with GMEC policies on academic deficiencies and corrective action. Appeals of dismissal actions shall be handled through the Resident Grievance Procedure.
Approved by GMEC on 10/16/98
Amended and approved by the GMEC on November 8, 2002
Amended and approved by the GMEC June 20, 2003
Amended and approved by the GMEC October 19, 2007
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