Graduate Staff Eligibility, Selection, Evaluation, Promotion, and Dismissal

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  • NEWYORK-PRESBYTERIAN HOSPITAL
    GRADUATE MEDICAL EDUCATION
    POLICIES AND PROCEDURES
    TITLE: GRADUATE STAFF ELIGIBILITY, SELECTION, EVALUATION, PROMOTION, AND DISMISSAL

POLICY:

It is the policy of New York Presbyterian Hospital, as the Sponsoring Institution, to assure that all graduate staff are selected for appointment to accredited training programs in accordance with the requirements defined by the ACGME. Once elected, graduate staff must be evaluated on a periodic basis to assure the development and achievement of the six general competencies. Graduate staff who do not meet the criteria for promotion shall be afforded appropriate due process. Compliance with this policy and its associated procedures will be evaluated through the internal review process and reported to the Graduate Medical Education Committee. The Graduate Medical Education Office must be notified in writing prior to the delivery of any adverse action.

PROCEDURE:

Section I: Graduate Staff Eligibility for Recruitment and Appointment

  1. Applicants with one of the following qualifications are eligible for a New York-Presbyterian Hospital appointment in an accredited residency program:
    • Graduates of medical schools in the United States or Canada accredited by the Liaison Committee on Medical Education (LCME).
    • Graduates of medical schools in the United States or Canada accredited by the American Osteopathic Association (AOA).
    • Graduates of medical schools outside the United States and Canada who meet one of the following qualifications:
      • Have received a currently valid certificate from the Education Commission for Foreign Medical Graduates (ECFMG).
      •  Have a full and unrestricted license to practice medicine in the State of New York.
    • Graduates of medical schools outside of the United States who have completed a Fifth Pathway program provided by an LCME accredited medical school.
  2. Applicants for residency programs that require prerequisite training shall meet the requirements as defined in the individual program requirements. For graduate staff that transfer from another program, the accepting program director must receive written verification of the previous educational experiences and a statement regarding the performance evaluation of the transferring graduate staff, including an assessment of competence in the six areas prior to acceptance into the program.
  3. Applicants shall be expected to meet all employment eligibility requirements, including, but not limited to occupational health clearance and valid work authorization. New York Presbyterian Hospital does not accept H1B visas.
  4. Documentation of the eligibility requirements shall be requested by the program director as part of the appointment process and forwarded to the Graduate Medical Education Office.

Section II: Graduate Staff Selection

  1. Each Program must develop and document a process that assures the selection of eligible applicants on the basis of their preparedness, ability, aptitude, academic credentials, communication skills, and personal qualities such as motivation and integrity.
  2. It is strongly suggested that all accredited programs participate in an organized matching program, such as the National Residency Matching program.
  3. It is the policy of NewYork-Presbyterian Hospital to provide equal opportunity to all applicants for appointment without regard to race, color, religion, national origin, marital status, veteran status, age, sex, sexual orientation or affectional preference, and without regard to disability or handicap of qualified persons, within the meaning and subject to the conditions applicable federal, state and city laws.

Section III: Evaluation of Graduate Staff

Each program must provide an evaluation system for assessing graduate staff performance throughout the program and for utilizing the results to improve graduate staff performance. The plan should include, but not be limited to:

  1. The use of methods that produce an accurate assessment of graduate staff competence in patient care, medical knowledge, practice-based learning and improvement, interpersonal skills, professionalism, and systems-based practice.
  2. Mechanisms for providing regular and timely performance feedback to graduate staff that includes at least
    • Written semiannual evaluation that is communicated to each graduate staff in a timely manner and
    • The maintenance of records of evaluation for graduate staff that is accessible to the individual.
  3. A process involving the use of assessment results to achieve progressive improvements in graduate staff competence and performance. Appropriate sources of evaluation include faculty, patients, peers, self and professional staff.
  4. The program director must provide a final evaluation for each graduate staff member that completes the program. The evaluation must include a review of performance during the final period of education and should verify that the graduate staff member has demonstrated sufficient professional ability to practice competently and independently. The final evaluation must be part of the graduate staff permanent record maintained by the institution.

Section IV: Promotion of Graduate Staff

Advancement to a position of higher responsibility is based on objective evidence of graduate staff satisfactory progressive scholarly and professional growth and performance and the achievement of educational objectives as defined by the program. If a graduate staff member does not meet the criteria for promotion as defined by the program, the program director may consider non-renewal of the House Staff Agreement in accordance with the Policy and Procedure Regarding the Review of a Decision not to Renew a Graduate Staff Agreement. (See GME Policy on Non-Renewal of Graduate Staff Agreement)

Section V: Dismissal of Graduate Staff

New York-Presbyterian Hospital may terminate the appointment of graduate staff in accordance with the New York-Presbyterian Hospital By-Laws, Rules and Regulations.

Approved by GMEC: September 2008
Approved by The Medical Board: May 2010