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MUSC GME Resident Handbook

Home > Graduate Medical Education > Policies > Evaluation of Residents
Graduate Medical Education  2014-2015

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Resident Handbook Introduction

Letter of Commitment/
Accreditation Status Disclaimer

Administration & Governance - Graduate Medical Education Programs

Policies & Procedures

Salaries & Benefits

MUSC Policies

Appendix 1 - Resident Agreements (Medical and Dental)

Appendix 2 - Evaluation Forms

Appendix 3 - Forms

Appendix 4 - Scopes of Practice

Appendix 5 - Program Director/Program Coordinator Resources

 

EVALUATION OF RESIDENTS

STATEMENT OF POLICY

Residents are evaluated in writing at the end of each clinical rotation by their faculty. Residents' "professionalism" is evaluated by other members of the health care team and included as part of the evaluation process. Residents are expected to evaluate each other in accordance with program policy. Once every six months, each resident receives a formal "summative evaluation" conducted by his/her Program Director (or designee). A written summary of this “six-month performance review” meeting is part of each resident's permanent file. All evaluation forms and reports will be maintained within the E*Value system.

PROCEDURES

  1. Each department has the right to use an evaluation method in compliance with its RRC requirements. All evaluation forms are approved by the GMEC. (See appendix 2 for examples)
  2. These evaluation forms are completed by attending faculty upon completion of clinical rotations and other criteria.
  3. Completed evaluation forms are signed by the faculty member(s) and the resident and are placed in the resident's file.
  4. Evaluations of the resident by nursing, staff and other health professional who work with the residents will be considered in the overall evaluation of a resident's performance in accordance with departmental policy.
  5. At the end of each six month period of training, the Program Director or a designated faculty member must meet with each resident to discuss the faculty's evaluations of the resident, the non-physician evaluations of professionalism and the peer (i.e. resident) evaluations. At this time, the resident is required to sign each of the faculty's evaluation forms to verify s/he has seen its content. A resident may write a letter of dispute for any evaluation s/he feels is inaccurate or incomplete.
  6. During the six month performance review, the Program Director (or his/her designee) discusses the resident's performance as indicated by the evaluations. The resident's strengths as well as areas for improvement are noted; any corrective measures are also discussed. A written summary, signed by both the Program Director (or his/her designee) and the resident, of this meeting is placed in the resident's permanent file.
  7. Continued unacceptable or marginal performance, as noted on the evaluation forms, will be addressed through the development of a formal academic remediation program which details specific corrective actions. The resident will be considered on formal academic remediation during this period. The remediation program will include a timetable for completion and the actions to be taken as a result of the resident’s performance during this period. Both the Program Director and the resident must sign the remediation program before it is implemented.
  8. A copy of the remediation program for any resident on formal academic remediation must be submitted to the Designated Institutional Official for GME or the Associate Dean for GME before the remediation period commences.