University of Mississippi Medical Center. Sports Physical Therapy Residency Program Handbook Cycle

Transcription

1 University of Mississippi Medical Center Sports Physical Therapy Residency Program Handbook Cycle

2 Table of Contents Sports Physical Therapy Residency Program Handbook... 1 Introduction... 3 Mission... 5 Vision and Goals... 6 School of Health Related Professions... 7 Mission... 7 Goals... 7 Education:... 7 Research:... 7 Service:... 7 Department of Physical Therapy... 9 Mission... 9 Goals include:... 9 Sports Physical Therapy Residency Program Accreditation of the Residency Mission Residency Goals and Objectives: Goal Goal Goal Goal Goal Resident Goals and Objectives Goal Goal Goal Goal Goal Policies and Procedures of the University of Mississippi Medical Center Rehabilitation Services Policies and Procedures Minimum requirements: Admission process: Transfer Credits: Admitted Resident Requirements Salary and Benefits Insurance: Leave: Parking: Orientation Sports Residency Definitions of Terms Diagnostic Categories:

3 Sports Case: Mentored Hours with Patient: Mentored Hours without Patient: Educational Instruction / Didactic Activities: Sports Venue: Training Room: Retention and Termination Policies UMMC Employee Retention and Termination Policies Employee Grievance Policy PROBLEMS, QUESTIONS AND GRIEVANCES Residency Retention, Remediation and Termination Policies Educational Counseling / Remediation Process Remediation within the Residency Program: Residency Grievance Policy Work Schedule Curricular Components of the Sports Residency st Quarter July, August, September nd Quarter October, November, December rd Quarter January, February, March th Quarter April, May, June

4 Introduction In 2006 The University of Mississippi Medical Center, School of Health Related Professions, Department of Physical Therapy began exploring the idea of developing a physical therapy residency program in the area of sports. Because there were two sports certified specialists (SCS) on faculty, the Department faculty believed the necessary academic and clinical opportunities might be available on campus to support a clinical residency program. The two specialists have extensive experience in the specialty area as both have served on the Sports Council and were instrumental in designing the most recent Description of Specialty Practice. Under their guidance it was determined that all the necessary criteria were present. On this large health sciences campus there are numerous experiences available to supports the Goals and Mission of the Sports Physical Therapy Residency Program. This campus has the advantage of being the only comprehensive health science campus in the state of Mississippi. The School of Medicine, School of Dentistry, School of Nursing, School of Health Related Professions, and University Hospital System, all located on the same campus, offers our Residency Program numerous academic and clinical opportunities that might not be available in a smaller clinical environment. Add to this the sports medicine coverage that University Sports Medicine offers to the community through Belhaven College, the University of Mississippi in Oxford, various local high schools, and numerous other athletic venues, and the Residency Program is able to place its residents in sports situations that range from high school athletics to professional rodeo to Southeastern Conference sports. The campus wide support of the Sports Residency Program and the multiple practice and educational opportunities lead to a first rate clinical and academic experience for physical therapists completing the program. 4

5 University of Mississippi Medical Center Mission The University of Mississippi Medical Center unites the interrelated activities of education in the health sciences and accepts responsibility for teaching, research, service and leadership in this field. Its programs embrace training for physicians, dentists, nurses and allied health professionals; graduate medical education, graduate dental education and graduate study in the health sciences; and the delivery of health care in the teaching hospitals and clinics. The Medical Center offers equal opportunity in all its programs and services regardless of race, creed, sex, color, religion, marital status, sexual orientation, age, national origin, disability or veteran status. The University of Mississippi exists to enhance the educational, economic, health care, social, and cultural foundations of the state, region and nation. Within this framework, the Medical Center's principal and continuing mission is to train health care professionals at the first professional, graduate and postgraduate levels for Mississippi. The Medical Center fosters and protects a learning environment conducive to educational excellence in the health sciences; cutting-edge biomedical research to expand the body of basic and applied knowledge; and exemplary patient care that moves toward the ultimate goals of elimination of health disparities and improved health and well-being for the citizens of Mississippi, the region, the nation and the world. As Mississippi's population is culturally diverse, the institution encourages and actively recruits applicants from all segments of the state's population. The Medical Center is committed to maintaining an educational environment that fosters respect for and sensitivity to individual differences; promotes personal and professional development; and gives all students the opportunity to succeed. Medical Center graduates at all levels are expected to possess and to demonstrate the skills and knowledge necessary to practice their disciplines as competent health professionals. The Medical Center regularly uses appropriate external and internal measurement tools to assess the institution's effectiveness in training health professionals for Mississippi and to evaluate its programs for patient care, research, continuing education and outreach. The expeditious growth of the Medical Center into a major academic health sciences center reflects the deep commitment of the state of Mississippi, the Board of Trustees of State Institutions of Higher Learning and the administration and faculty of the University of Mississippi Medical Center to the continuing fulfillment of this mission. 5

6 Vision and Goals The vision of the University of Mississippi Medical Center is to be a great academic health sciences center dedicated to improving lives. UMMC goals include: Exhibiting steadfast dedication to achieving the highest standards of performance in all our missions: education, research and health care; Educating outstanding health care professionals; Being a leading health sciences research center that improves human health through discovery, leadership and innovations; Being the preferred hospitals and clinicians in the Southeast and recognized nationally; Being the employer of choice, committed to recruiting and retaining highperforming individuals; Embracing diversity in all of our missions; Finding solutions to the challenges of health disparities in Mississippi and the nation; Promoting the value of professionalism and lifelong learning in all employees, faculty and students; Enhancing the economic development of the state. 6

7 School of Health Related Professions The Goals and Objectives of the School of Health Related Professions (SHRP), in which the Department of Physical Therapy and the Sports Physical Therapy Residency are located, are: Mission In keeping with the vision of the University of Mississippi Medical Center, the School of Health Related Professions is dedicated to improving lives by achieving the highest standards of performance in education, research, and health care; promoting the value of professionalism and lifelong learning among students, faculty, and staff; finding solutions to the challenges of health disparities in Mississippi; embracing diversity; recruiting and retaining high performing students and faculty; and graduating outstanding health care professionals. Goals The School of Health Related Professions has committed itself to the goals of providing quality education for health related professionals, ongoing faculty and student research, and providing professional services to the health care comminutes in the State of Mississippi to by which progress and effectiveness may be evaluated. However, these goals should not be considered fixed and inflexible, but rather subject to review and revision as required to adapt to changing systems of health care and health professional education. Education: The school will provide superior quality instructional programs that are both responsive to societal and student needs and prepare students to obtain the appropriate degree or certificate and professional licensure, registration, or certification. These programs are designed to enable students to reach their potential through the acquisition of broad theoretical knowledge and clinical competency in their specialty areas, attitudes conducive to the utilization of knowledge and clinical skills in the delivery of health care, and habits of continuous inquiry and education that maintain and improve knowledge and clinical skills. All programs are structured to qualify students for gainful employment and for admission to additional education. All programs are periodically evaluated internally and externally and the findings applied to improve the programs and plan for future programs. Research: The school will support and encourage faculty research that may reasonably result in public benefit. Faculty research considered valid and productive by professional peers is held to result in public benefit. Moreover, the school recognizes student research efforts as an integral part of the student s program of study. Service: The school will utilize its resources, including the services of its faculty and staff, to remedy health care problems within the State of Mississippi, in cooperation with 7

8 other agencies and institutions in joint endeavors of potential mutual benefit, to provide consultation to health care facilities and other appropriate institutions and agencies for allied health personnel continuing education, and to provide professional assistance to the University Hospital or other health care facilities in times of emergency or crisis. The school has committed itself to precisely defined goals by which progress and effectiveness may be evaluated. However, these goals should not be considered fixed and inflexible but rather subject to review and revision as required to adapt to changing systems of health care and health professional education. 8

9 Department of Physical Therapy Mission The Mission is to prepare a physical therapist practitioner who will provide leadership in professional endeavors, foster client and community service, pursue critical inquiry, and engage in lifelong learning. In addition, this practitioner will demonstrate the knowledge, skills, values, and behaviors required by health care practitioners in collaborative practice. The faculty will serve in a leadership capacity in the areas of teaching, research, and service at the local, state, regional, national, and international levels. Goals include: The program prepares physical therapist practitioners who demonstrate proficiency in education, critical inquiry, management, advocacy and the clinical arts. A supplementary focus promotes the development of professional attributes and behaviors essential to self-directed and collaborative practice. Upon the completion of the professional program, graduates will be prepared to: a. provide leadership in client advocacy and community service. b. pursue a lifelong course of personal and professional development. c. practice ethically and legally. d. exhibit flexibility and adaptability in a changing health care environment. e. function as a primary caregiver in a collaborative patient-client management model. f. pursue solutions to current and future issues relating to physical therapy through evidence-based practice and research. g. effectively communicate with others. h. recognize the worth and uniqueness of each individual in a diverse society. i. demonstrate knowledge and skill in the areas of examination, evaluation, diagnosis, prognosis, and intervention in patient-client management. j. serve as capable health educators for patients, peers, and students. k. display effective leadership, administration, management, and professional practice abilities. UMMC s Statement of Purpose and Mission Statement, the goals of SHRP and the Department of Physical Therapy directly influence and guide the Sports Physical Therapy Residency in all areas of planning and implementation of the residency program. UMMC is not a referral for profit clinic, nor are any of the clinical sites affiliated with the residency program. 9

10 Sports Physical Therapy Residency Program Accreditation of the Residency The residency is accredited by the American Board of Physical Therapy Residency and Fellowship Education. The program director is responsible for ensuring that the residency maintains compliance with the accreditation standards and criteria. Mission The mission of the Sports Physical Therapy Residency Program will support the overall mission of UMMC by providing to the resident training and experiences in the areas of clinical practice, educational opportunities and critical inquiry. The residency program will strive to produce practitioners who are skilled at the components of sports physical therapy practice as identified by the Description of Specialty Practice in Sports Physical Therapy. Residency Goals and Objectives: The goals and objectives of the Sports Physical Therapy Residency Program are: Goal 1 Prepare and implement a didactic and clinical curriculum that will develop graduates who will be able to administer high quality care through appropriate examination and treatment of patients/clients, in a variety of clinical settings including outpatient clinics, collegiate training rooms, and provide emergent and non-emergent care in athletic venues. Objectives of Goal 1: The program will: 1.a. recruit, develop, and retain qualified faculty. 1.b provide educational experiences to support examination and treatment of patients/clients who were injured as a result of sports participation or those whose impairments are impeding their return to sports participation. 1.c provide instructional/educational experiences by faculty with a range of backgrounds and including other healthcare professionals as appropriate. 1.d provide support, supervision, and mentoring of the resident during clinical experiences. Goal 2 Prepare and implement a didactic and clinical curriculum that will develop graduates who will exhibit professional behaviors and core values of physical therapy practice in all situations, including their interactions with patients/clients, players, coaches, administrators, families and members of the health care team (e.g. physicians, athletic trainers, nurses) Objectives of Goal 2: The program will: 10

11 2.a facilitate development and retention of professional behaviors through modeling such behaviors in the clinical and academic environments. 2.b promote resident self-evaluation of professional behaviors through analysis of APTA Professionalism in Physical Therapy Core Values. Goal 3 Prepare and implement a didactic and clinical curriculum that will develop a resident who will be an informed consumer of scientific literature related to physical therapy, an evidence-based practitioner, and a life-long learner. Objectives of Goal 3: The program will: 3.a. provide access to journals, databases, and medical library resources. 3.b. provide opportunities for critical appraisal, literature review, and synthesis through educational/instructional discussions and activities. 3.c. provide clinical opportunities to implement examination and intervention procedures based on evidence provided in the literature. Goal 4 Educate through mentoring and organized learning experiences, therapists who will be prepared to pass the ABPTS Sports Certified Specialist Examination and practice clinically using advanced practice skills in sports physical therapy. Objectives of Goal 4: The program will: 4.a prepare a curriculum that addresses all areas of the Description of Sports Specialty Practice using didactic education and clinical experiences. 4.b. ensure that the residency program meets the accreditation requirements of the American Board of Physical Therapy Residency and Fellowship Education. Goal 5 To support the missions of UMMC, the School of Health Related Professions, and the Department of Physical Therapy. Objectives of Goal 5: The program will prepare residents to serve as: 5.a educators to physical therapy students, physical therapists, and other health care providers in the area of sports physical therapy. 5.b a resource to patients/clients, family members, players, coaches, administrators, and members of the health care team. 11

12 Resident Goals and Objectives The goals and objectives for the resident in training are: Goal 1 The resident will be able to administer high quality care through appropriate examination and treatment of patients/clients, in clinical and training room settings as well as emergent and non-emergent on-the-field situations. Objectives of Goal 1: The resident will: 1.a accurately obtain patient/client s history, carry out appropriate systems reviews, and select and perform appropriate tests and measures. 1.b accurately evaluate examination data and establish a physical therapy diagnosis. 1.c identify any conditions that require further testing, consultations, or referral. 1.d develop an intervention based on evaluation and examination that is appropriate for the patient/client and his/her activities. 1.e determine patient/client s outcomes related to his/her desired level of activity/sport. Goal 2 The resident will exhibit professional behaviors and core values of physical therapy practice in all situations, including their interactions with patients/clients, players, coaches, administrators, families, and members of the health care team (e.g. physicians, athletic trainers, nurses) Objectives of Goal 2: The resident will: 2.a exhibit professional behaviors in all interactions. 2.b self-evaluate professional behaviors through analysis of APTA Professionalism in Physical Therapy Core Values. Goal 3 The resident will develop the evidence-based practice skills necessary to provide high quality care for patients/clients with musculoskeletal impairments. Objectives of Goal 3: The resident will: 3.a actively participate in the journal club meetings. 3.b actively participate in rehabilitation services grand rounds and sports medicine conference. Goal 4 The resident will obtain the necessary knowledge and skill set in order to be successful in the acquisition of ABPTS certification in sports physical therapy should they choose to sit for the examination. 12

13 Objectives of Goal 4: The resident will: 4.a demonstrate competency in the 4 required in-clinic live patient exams by obtaining a score of 80% or greater. 4.b demonstrate competency in the 4 required technique exams by obtaining a score of 80% or greater. 4.c demonstrate competency in the 4 required functional testing exams by obtaining a score of 80% or greater. 4.d demonstrate competency in the 2 required on-field examinations by obtaining a score of 80% or greater. 4.e demonstrate competency on the required final written examination by obtaining a score of 80% or greater. Goal 5 The resident will support the missions of UMMC, the School of Health Related Professions, the Department of Physical Therapy, and the residency program. Objectives of Goal 5: The residents will serve as: 5.a educators to physical therapy students by providing instruction in both lecture and laboratory 5.b. resources to physical therapists, and other health care providers in the area of sports physical therapy through in-services and continuing education presentations. 5.c a resource to patients/clients, family members, players, coaches, and administrators, and other members of the health care team. 13

14 Policies and Procedures of the University of Mississippi Medical Center The Faculty and Staff Policy and Procedures Manual for UMMC is located at This document is also available in Blackboard site for the sports residency. This document covers general employee policies and procedures that would cover the resident as an employee of the University of Mississippi Medical Center. Specific policies and procedures that cover the resident in relation to their specific residency position are covered in this handbook. Rehabilitation Services Policies and Procedures This document covers policies and procedures specific to being an employee of rehabilitation services. It is housed on the UMMC intranet server so in order to access the documents you will have to log in using your UMMC login and password on a UMMC computer or use the Citrix (ctxgateway) if you are off campus. The link to this document is 14

15 Residency Admission Policies Minimum requirements: Current PT license in state of Mississippi One of following: ATC, EMT, or certification as Emergency Responder through American Red Cross Admission process: 1. Completion of the on-line application materials by March 1 st. Materials include: a. Resume/curriculum vitae b. Short video introduction c. Applicant s goals for the residency d. Applicant s response to a question regarding communication skills e. 2 references f. optional additional materials attached to the application that the applicant feels further supports their application 2. Applicants are notified of receipt of application and its status as complete or incomplete. 3. Admissions committee reviews applications. Members of admissions committee include: a. Program Director b. Primary residency mentor c. at least 1 representative from UMC Pavilion and University Sports Medicine 4. Following review of all completed applications the admissions committee will determine which candidates will be offered an interview (either on site or by phone). 5. Interview process for all invited candidates will take place by April Following interview process, the admissions committee will determine which applicant will be offered the residency position and the rank order of the other applicants. 7. Candidate will be notified and acceptance/rejection of offer will be requested within 5 days. 8. If chosen candidate accepts the position, other candidates will be notified that they have not been chosen. If the chosen candidate does not accept the position, it will be offered to the next candidate on the list. 9. Residents are employees of the University of Mississippi Medical Center and registered with the Division of Student Records at the beginning of the residency. Transfer Credits: The residency does not accept transfer credits. 15

16 Admitted Resident Requirements In order for the selected applicant to begin in the residency, the following must be completed: Signed letter of agreement returned to the residency program director within 3 business days of receiving the letter of agreement. Completion of HR application, due by the date provided by the Associate Director of Rehabilitation Services. Completion of the required finger printing and background check, due by the date provided by the Associate Director of Rehabilitation Services. Have a current or obtain Mississippi physical therapy license. A temporary license does meet this qualification but the resident will lose their position should they not pass the board exam. The license application must be completed by the date provided by the Associate Director of Rehabilitation Services. Certificate of completion of the ABPTRFE required American Red Cross First Responder course or EMT/paramedic training. If the resident is a certified athletic training they must apply for a Mississippi athletic trainers license. Note: the Mississippi athletic trainers license meets the ABPTRFE first responder requirements. The ABPTRFE emergency response requirement must be met within 2 weeks of the residency start date. Register as a resident with UMMC registrar's office by the end of the first week in June. 16

17 Salary and Benefits The residency is a full-time salaried position. The salary for the residency position is set on a yearly basis. For the residency cycle, the salary was similar to that of a first year medical resident. Benefits for the residency position include: Health Insurance Provided to the resident at no cost; family coverage is available at additional cost. The insurance goes into effect the day they begin employment. Professional Liability Residents are provided professional liability coverage at no charge for activities for or on behalf of the hospital within the scope of the residency training programs. Leave Residents accrue the leave at the following rates: Personal leave - 12 hours per month Medical leave 8 hours per month Accrual begins on the start date of employment but is not available until the resident completes the 90 day probationary period. Medical and family sick leave are governed by the UMMC employee polices. Extended leave may affect the resident s ability to continue in the program. The program cannot guarantee continued funding of the residency position should it need to overlap with the next resident to allow for completion of the program. Parking Parking provided at no charge. A complete listing of all benefits including information on leave, holidays, additional insurance availability and retirement is available at: 17

18 Orientation Orientation for residents in the program includes orientation to: The University of Mississippi Medical Center o Information regarding new employee orientation, including schedule can be found at o The Associate Director of Rehabilitation Services will assist the resident in scheduling the required orientation activities. The Pavilion Physical Therapy Department this is arranged and managed by the Associate Director of Rehabilitation Services. The Physical Therapy Residency Program this is arranged and managed by the residency Program Director. Each resident must complete all of the orientation processes and paperwork. Failure to do so could result in loss of residency position. 18

19 Sports Residency Definitions of Terms Diagnostic Categories: ABPTRFE requires sports residencies to track resident caseloads by body region. The diagnostic categories are tracked by all cases and by sports cases (a sports case is defined below). The regions themselves are self-explanatory (see Google Drive tracking form). Patient/clients are only counted once for each new body region injury/impairment that the resident examines, evaluates, provides intervention, etc. Examples: 1. A patient is with an overuse knee injury examined, evaluated, and treated by the resident. As part of the examination/evaluation the resident screens the hip, ankle, and foot. This would only count once in the Thigh/Knee category even if the resident provides some form of intervention directed at the foot or hip, because the primary impaired region is the knee. 2. A patient is with a hip fracture and high ankle sprain is examined, evaluated, and treated by the resident. Because the resident intervention will have to address both the hip and ankle pathology, this patient would be counted once in the Hip category and once in the Leg/Ankle/Foot category. 3. A patient is with an overuse knee injury examined, evaluated, and treated by the resident. The patient is discharged and a month later returns with an exacerbation of the same overuse knee injury. This episode of care would not count as this patient has already been counted once for this same pathology in the Thigh/Knee category. 4. A patient is with an overuse knee injury examined, evaluated, and treated by the resident. The patient is discharged and a month later returns with an ACL tear in the same knee. This episode of care would be counted once in the Thigh/Knee category because it is a new pathology. 5. The resident observes another therapist performing spinal mobilizations on a patient with lumbar spine impairments. This would not count in the Lumbar Spine category because the resident is not the primary provider of care during this encounter. Sports Case: A sports case is defined as any patient/client encounter that meets at least one of the following criteria: 1. Patient/client injury or impairment occurred as a result of their active participation in sports. 2. Patient/client has an injury or impairment that occurred outside of sports that is impacting their ability to return to active participation in sports. To meet this criterion, return to sport must be one of the primary goals for the physical therapy intervention. 3. On-the-field encounters with athletes where the resident examines the athlete and provides first aide and/or has to make return to play decisions. For example: acute concussion assessment and management that occurred during a soccer practice 19

20 would count as a sports case in the Head/Maxillofacial/Craniomandibular diagnostic category. Mentored Hours with Patient: These hours include any one-on-one time spent with physical therapist mentors (Mark, Ryan, and Jeff Hodges) with the patient and/or patient family members present where the resident is the primary provider of the examination, evaluation, intervention, etc. Mentored Hours without Patient: These hours include: 1. any one-on-one time spent with physical therapist mentors (Mark, Ryan, and Jeff Hodges) discussing a patient/patient care. This may include any aspect of the patient s care such as examination results, potential interventions, equipment needs, discharge plans, etc. 2. any one-on-one time spent with physical therapist mentors (Mark, Ryan, and Jeff Hodges) related to skill competency with follow-up discussions on areas of strength/improvement and plans for improvement specific to a particular patient/client. This may include patient examination, selection of interventions, implementation of interventions, etc. Educational Instruction / Didactic Activities: This includes: 1. Discussions and/or hands-on activities with faculty members related to assigned readings and educational activities. 2. Journal club 3. Sports Medicine conference 4. Orthopaedic Surgery Grand Rounds 5. Surgical observation 6. Orthopedic surgery or family medicine clinic shadowing 7. Rehab Grand Rounds 8. Independent Study: a. Time spent preparing for inservices, educational activities/discussions, literature searches, reading, etc. b. Includes time provided during the work week as scheduled as well as personal time outside of work hours engaged in activities described in 9.a. 9. Sports physical therapy related webinars 10. CSM or other continuing education opportunities related to sports or orthopedic physical therapy. Sports Venue: The sports venue time is defined as the time the resident is a recognized member of the sports medicine team on the sideline, court, field, etc. This time includes prepractice/contest, during practice/contest, and post-practice/contest where the resident is performing sports physical therapy related services or is on-site to participate in the assessment and/or management of any injury or medical issue that may arise. This does not include travel time. 20

21 Training Room: Training room time is defined as time the resident spends at Millsaps or Ole Miss for the purpose of providing rehabilitation services and minor first aide to athletes. In the high school setting, training room time is defined as time performing any one-on-one return to sports activities. Note: All time measures are completed in 15-minute increments, rounded to the nearest quarter hour. 21

22 Retention and Termination Policies The residency position is both an employee position of UMMC and a training position. As such, the resident is subject to the UMMC employee retention and termination policies as well as the residency retention and termination policies. If the resident is terminated as an employee, they can no longer continue in the residency. If the resident fails to meet residency expectations and is dismissed from the residency, they will be not be allowed to continue as a UMMC employee. If the resident is accepted with a temporary license, and cannot obtain full licensure in the state or loses their temporary licensure becoming ineligible to practice, they will be dismissed from the program and terminated as an employee. The resident must acquire and maintain their Mississippi physical therapy license to continue in the program and in employment. UMMC Employee Retention and Termination Policies All employees of UMMC will initially be employed in a 90-day probationary period. During this time, according to UMMC policy, the probationary employee is evaluated for competence in their job duties. The UMMC Staff Handbook states: Initial Employment Period. All new employees are in the initial employment period for the first 90 days of employment. During this period, the supervisor will closely monitor the employee s performance. If an employee s performance is substandard, the supervisor should point out his/her shortcomings giving him sufficient time to improve. Employees are entitled to written notice of problems in their work, behavior or conduct that could lead to termination. If termination occurs, the employee must be notified in writing as to the specific reason(s) for termination. Before an employee is terminated by a department, it is mandatory for the responsible department head or supervisor to discuss the anticipated action with the director of human resources or his designee. Approval by Human Resources is required before any employee is terminated. As an employee of the UMMC, termination from the program can also take place secondary to any of the stated policies in official UMMC documents, such as the Faculty and Staff Handbook. These documents are available to all new UMMC employees. There is a grievance policy and procedure in place at UMMC to which any employees may avail themselves. 22

23 Employee Grievance Policy Dismissal from the Program is covered in the following section on Remediation. However, if the resident is terminated from UMMC they can avail themselves of the grievance procedure that is set up within UMMC. This policy is stated as: PROBLEMS, QUESTIONS AND GRIEVANCES Problems or questions about an individual s employment should be taken up freely with the employee s supervisor. The supervisor will welcome the opportunity to help. Dissatisfaction should be expressed immediately so problems may be settled, rather than permitted to grow. If a problem becomes so great that it cannot be worked out informally, the employee has recourse through an established grievance procedure. It provides a systematic and orderly method of adjusting complaints and differences of opinion between an employee and the Medical Center. The procedure offers a way to settle disputes while safeguarding the rights of both the employee and the employer. Certain steps are followed: 1. Supervisor A short, friendly talk with the supervisor can take care of the majority of job-related problems. All supervisors are interested in the welfare of their personnel and welcome the opportunity to help. The employee may take a co-worker from the same division with him or her when talking with the supervisor. 2. Department Head If for some reason the employee with a problem fails to get satisfaction from the supervisor, he or she may take the matter to the department head who will try to resolve the matter. However, it is not mandatory that an employee meet with his/her supervisor or department head before the Department of Human Resources is contacted. 3. Director of Human Resources If a talk with the department head does not solve the problem, it may be presented to the director of human resources or his designee in writing on a grievance report form kept in department offices and Human Resources. The written grievance must be submitted within three working days after the occurrence of the act causing the grievance or when the facts pertaining thereto become available to the employee. If the employee wishes, the Director of Human Resources or his designee will review the matter with the supervisor and the department head. 4. Grievance Committee If all steps taken thus far have not led to a satisfactory settlement of a problem, the director of human resources will place it before a Medical Center Grievance Committee. for non-contractual employees. The committee includes a chairman appointed by the Vice Chancellor and fellow employees selected from throughout the Medical Center. The committee s purpose is to review the problem thoroughly and determine if the offense was committed. 5. Vice Chancellor The vice chancellor for health affairs makes the final decision considering the entire situation. Issues that are grievable: Disciplinary actions, including dismissals, demotions and suspensions; Applications, personnel policies, procedures, rules and regulations, ordinances and statutes; Acts of reprisal against employees using the grievance procedure; 23

24 Complaints of discrimination on the basis of race, color, creed, political affiliation, religion, age, disability, national origin, sex, or veteran status; and Any matter of concern or dissatisfaction to an employee if the matter is subject to the control of institutional management. 24

25 Residency Retention, Remediation and Termination Policies In the Residency Program, faculty in all settings, both clinical and academic, evaluates the resident s performance. If any faculty member notes deficiencies in the resident s clinical performance, a specific plan to address these deficiencies will be developed by the Program Director and the faculty member who identifies the problem. This plan will be discussed with the resident. If the resident fails to complete the plan they may be dismissed from the residency. In the area of didactic performance, the resident must successfully complete all assigned didactic responsibilities. A score of 80% is required to pass the following residency-required summative assessments: the quarterly exams, the final exam, the 4 functional testing/return to play, the 4 live patient exams, the knee and shoulder technique exams, the pre-participation evaluation, and the wellness evaluation. To pass the taping/wrapping and spine boarding technique examinations the resident must receive a satisfactory rating on perform all components. Any performance at levels below this will require the resident to redo the assignment to the satisfaction of the appropriate faculty member. Failure to bring the performance up to an acceptable level may lead to dismissal from the program. Educational Counseling / Remediation Process Since the Residency Program is located within a university setting, educational advising and counseling are available. The process for obtaining advising or counseling is as follows: the resident with an issue that requires advising or counseling would first approach the faculty member who is in charge of the particular material. If the faculty member could not address the problem, the resident would contact the Residency Program Director. The Director would attempt to address the issue to the satisfaction of everyone involved. If this doesn t correct the problem, the Director will direct the resident to the next appropriate location, i.e., Student Affairs (for educational counseling) or Employee/Student Health (for medical/psychological evaluation). Remediation within the Residency Program is as follows: If the resident s performance is judged substandard by any faculty member, that faculty member will develop a plan to address the situation. This can include, but is not limited to, additional mentoring time, additional assignments to address the area, and further evaluation of the resident in the area of concern. The plan will be developed within 7 business days upon discovery of the substandard performance and will be written and signed by both the faculty member and the resident. If the previous step does not address the situation to the satisfaction of the resident and/or faculty member the Program Director will meet with the resident and faculty member and formulate a plan to address the situation. This plan will be written and signed by the Program Director, the individual 25

26 faculty member, and the resident. This plan will include outcomes if the resident does not fulfill obligations within the plan. If the previous step does not address the situation to the satisfaction of the resident and/or Program Director, the resident can be dismissed from the Program. If the resident chooses to appeal the dismissal an ad hoc committee chosen by the Program Director will hear the appeal and offer recommendations. 26

27 Residency Grievance Policy If the resident has a grievance with a residency faculty member, the following steps should be taken: 1. The resident should discuss the issues with the Program Director. The Program Director will gather all relevant information from both the resident and the involved faculty member. A written plan will be developed to address the grievance and signed by the resident, faculty member, and Program Director. 2. If this fails to address the issue, the Program Director will seek further recommendations from the Program Director of the Neurology Residency. Based on those recommendations the Program Director will determine whether the grievance merits the use of the UMMC employee grievance policy. If the resident has a grievance with the Program Director, the following steps should be taken: 1. The resident should discuss the issues with the Program Director and attempt to develop a resolution. 2. If the previous step fails then the resident should contact the Program Director for the Neurology Residency. The Neurology Residency Program Director will gather all relevant information from both the resident and the Sports Program Director. A written plan will be developed to address the grievance and signed by the resident, Sports Program Director, and Neurology Program Director. 3. If this fails to address the issue, the Program Director of the Neurology Residency will determine whether the grievance merits the use of the UMMC employee grievance policy. The ABPTRFE residency grievance policy is also available to the resident. A copy of this policy is retained in Canvas. 27

28 Work Schedule The residents work schedule is set between the resident and the faculty of the program with input from the Program Director. This schedule can vary based on patient care requirements, sporting team schedules, and other factors. The resident will generally know their schedule a month ahead of time, but changes in their schedule can occur. The resident is expected to adapt to any required schedule changes. Below is the sample weekly residency schedule that corresponds to August through early November time period. The schedule varies per season but each week the resident is expected to average 24 to 27 hours per week in the Pavilion clinic and average 3 to 4 hours of ABPTRFE required mentoring per week. The resident is also expected to cover 2 to 3 sporting events per week depending on season. Sample Weekly Schedule Monday Tuesday Wednesday Thursday Friday Weekend 8:00-9:30 Sports medicine lecture 9:45-12:00 Patients at Pavilion 7:00-9:30 Ortho Grand Rounds/Conf 9:45-12:00 Didactic, shadowing, self-study 7:00-8:00 Journal club 8:00-12:00 Patients at Pavilion& mentoring session 7:00-10:00 Patients at Pavilion 10:00-12:00 Education: Lectures, rounds, physician clinic, surgery, etc. 7:00-12:00 Patients at Pavilion Event coverage as needed 12:00-6:00 Patients at Pavilion 12:00-1:00 Mentoring Session 1:45-5:00 Millsaps training room 5:15 - until St. Andrew s High School 12:00-4:00 Patients at Pavilion 4:15-until St. Andrew s High School 1:45-6:00 Millsaps training room and coverage 12:00-4:00 Patients at Pavilion 5:00-until High school game coverage Event coverage as needed Nights include event coverage as needed, i.e., football, basketball, baseball, soccer, rodeo, etc. 28

29 Curricular Components of the Sports Residency Cycle The Sports Residency curriculum is divided roughly into 4 quarters. The didactic information is designed to coincide with the resident s level of knowledge as well as available clinical and on the field activities. A complete outline of the didactic curriculum is available in Canvas. Outline of Activities 1 st Quarter July, August, September Education for the first half of this quarter emphasizes basic information and skills for on-the-field coverage by concentrating on the Management Acute Injury/Illness, Medical/Surgical Considerations, and select Injury Prevention sections of the 2013 DSP. The latter half of this quarter will address tissue healing and Rehabilitation/Return to Sports with emphasis on the knee joint. This is done both through various methods of didactic and clinical experience. General content areas include: o Acute evaluation o Acute management (on-the-field, appropriate referral, transport, etc.) o Return-to-play decision making process o Parent/coach/athlete advisement o Basic medical/surgical content that directly relates to acute evaluation/management o Taping/bracing/equipment fitting, etc. o Ethical and legal standards The critical inquiry component of Professional Roles and Responsibilities will be addressed by various methods including residency journal club, journal reading assignments, participation in the Orthopaedic Surgery resident education program and weekly University Sports Medicine education meetings. Specific Areas of Content and Presentation Didactic On-the-field/Training Room Topics (especially those not emphasized in the ABPTRFE emergency response requirement) o Cervical spine injury management o Heat Illness and Environmental concerns o Concussion o Equipment fitting o Eye, nose, teeth, etc. o Bleeding o Organs lungs, spleen, kidneys, liver, etc. 29

30 Clinical o Taping ankle, thumb, wrist, fingers, etc. o Pad fabrication o Sports Medicine bag/equipment Clinical Topics o Knee Examination history, systems review, and tests/measures Evaluation clinical judgments based on examination (including things like history, social setting, functional needs, etc.) Diagnosis label of cluster of signs to guide therapist Prognosis predicted optimal level of improvement in function, time needed, and plan of care Intervention made up of: Coordination, communication, and documentation Patient/client related instruction Direct interventions Medical limitation for sports participation and return to play Orthopedic Resident s Conference and Grand Rounds every Tuesday Sports Medicine Conference every Monday Family Medicine Sports Medicine Fellow lectures as appropriate Surgical observation Family medicine clinic observation Guest lectures in the entry-level Kinesiology course and entry-level elective course Advanced Orthopedics and Sports Physical Therapy Pavilion in July all day Monday, Wednesday, Friday. Beginning in August - all day Monday, Wednesday, Friday and part of Thursday morning. Millsaps College o Training room rehab (Tuesday and Thursday afternoons) o Mentored by Mark (the responsibility given to the resident will increase when supervising personnel deem it appropriate) o Home football game coverage with athletic training staff. o Event and practice coverage with a Millsaps athletic trainers as schedule allows. High school o Mentored by Mark, Jeff, Carla, etc. (the responsibility given to the resident will increase when supervising personnel deem it appropriate) o Practice coverage during week o On-site return to play programs for athletes post-physical therapy discharge 30

31 o Coverage of Friday night football games and other sporting events as schedule allows. Evaluation 1 knee patient evaluation in clinic 2 technique exams (spine boarding and taping) 1 functional testing exam (knee/ankle return to sport) 1 on-the-field exam in contact sport 1 st quarter written exam 2 nd Quarter October, November, December This quarter continues the emphasis is on lower extremity issues (knee, foot/ankle, and hip). When relating it to the 2013 DSP, the emphasis will be on Rehabilitation/Return to Activity and Medical/Surgical Considerations. As well as select Injury Prevention sections of the 2013 DSP. Other medical/surgical issues will include: o Diabetes o Sickle Cell o Dermatology o Pulmonary o Cardiovascular o Environmental injuries (cold, altitude, etc.) o Hematology o Pharmacology o Psychology Again the critical inquiry component of Professional Roles and Responsibilities will be addressed by various methods including residency journal club, journal reading assignments, participation in the Orthopaedic Surgery resident education program and weekly University Sports Medicine education meetings. Specific Areas of Content and Presentation Didactic Clinical Topics o Lower Extremity Ankle, Hip, Foot Examination history, systems review, and tests/measures Evaluation clinical judgments based on examination (including things like history, social setting, functional needs, etc.) Diagnosis label of cluster of signs to guide therapist Prognosis predicted optimal level of improvement in function, time needed, and plan of care 31