Tales from the Trenches: Difficulty with teaching Faculty. Presenter: Dr Monalisa Sur

Transcription

1 Tales from the Trenches: Difficulty with teaching Faculty Presenter: Dr Monalisa Sur

2 I do not have an affiliation (financial or otherwise) with a pharmaceutical, medical device or communications organization. Je n ai aucune affiliation (financière ou autre) avec une entreprise pharmaceutique, un fabricant d appareils médicaux ou un cabinet de communication. Author: Dr Monalisa Sur Date: Delete this box before presenting: Please keep only the applicable statement, shown above is Option 1 with Option 2 to follow on next slide. Note: Speakers who have no involvement with industry should inform the audience that they cannot identify any conflict of interest. Supprimez cette boîte avant de faire votre présentation : Veuillez conserver uniquement l énoncé pertinent; ci-dessus se trouve l option 1, l option 2 paraissant à la diapo suivante. Note: Les conférenciers qui n ont aucun lien avec l industrie doivent aviser leur auditoire qu ils n ont aucun conflit d intérêts à déclarer.

3 Inappropriate Behaviour Can be a subjective interpretation based on how an individual expects to be treated May be verbal, behavioral or written» Comments that are insulting, hurtful, disrespectful or rude» Physical behavior with another individual that is perceived as threatening, intimidating or unwelcome» Body language that is irritating and offensive» Threatening, degrading or demeaning language» Discussing conduct, concerns or conflicts in front of others» Passive aggressive behavior: non-verbal/body language

4 Problem with Teaching Faculty One on one teaching during sign out Small group teaching Subtle Comments made about language, past training in another country Comparisons drawn Comments made about not being able to answer questions asked Creating an environment of anxiety and stress where resident cannot learn or feels intimidated Teacher with vast expertise, experience and knowledge base, great physician: amounts to nothing if does not create the right atmosphere for teaching 4

5 Dealing with Faculty Ideal Solution and final solution Remove staff/s from teaching residents Difficult process/unpleasant Need Documentation Try step wise removal with faculty development initiatives for the teaching staff (role of chair and Department Education Co-ordinator) Program Director= Resident advocate Respond earlier than later Documentation/ Early Communication/ Support of Resident Education Committee Members/ Department Chair 5

6 RESPECT (Values-based Code of Conduct) R responsibility E etiquette S support P professionalism E education C communication T teamwork Accountable for own actions and outcomes Demonstrate awareness and acceptance of diversity by being polite and considerate Foster an environment that recognizes the various needs of individuals Adhere to values and policies, and professional and regulatory standards and practices Continuously develop and demonstrate behaviour that fosters a positive working and teaching environment Use clear and concise language, and appropriate methods for giving direction and providing constructive feedback; remember your body language Treat all individuals as valuable members of the team 6

7 Session/Presentation Name Presenter Name Tales from the Trenches: Orientation and Resources All trainees are required to attend a Faculty / Hospital orientation on entry into the program. There is an introduction to the harassment officer/s for the hospitals and the University: Human Rights Specialist (HHS) and two Co-Liason Officers for faculty of Health Sciences Give a template or document highlighting the General Conduct and Expectations of the Program and faculty from Residents University Office of Human Rights and Equity Services available to assist with issues surrounding harassment (sexual and non-sexual), discrimination, and complaint resolution for (both) residents and staff The policy is circulated in the Resident manual and available on the website. 7

8 Tales from the Trenches: Support/Resources Support Systems booklet distributed to all trainees on entry into the program. Professional Association of Interns and Residents of Ontario (PAIRO) have a stress hotline. All residents, regardless or funding source, are members of PAIRO. Our own residency program website under "Manuals" has the link to Resident Wellness Support System The Postgraduate Medical Education Office, in conjunction with the Department of Psychiatry, facilitates confidential professional counseling services for the residents. 8

9 Resources Information distributed to the residents and available on the Postgraduate Office website to help teach residents to recognize potential health problems related to work related stress Human Solutions Employee Assistance Program available to residents and their family members. The Postgraduate Medical Education Office coordinates Multidisciplinary Academic Half days. One session per year is organized by the PAIRO Physician at Risk Committee, which deals with issues surrounding resident well-being 9

10 Process The Program Director is available to the residents and is the resident s advocate in situations where residents are experiencing stress related to work/health and personal issues. The Program director, resident supervisors, faculty mentors, chief resident/resident representative/s are available for consultation and support. An ombudsperson can be appointed. This individual is a member of the department however is not directly involved in the residency programs, therefore is an unbiased person the residents can contact. 10

11 Tales from the Trenches - Create learning contract with resident and supervisor/s laying out learning expectations and goals and objectives of the rotation All evaluations on faculty by residents are anonymous. - Residents are able to discuss and give their recommendations and suggestions to the resident education committee and resident supervisors at any point in time. - Program Director meets with residents as a group once per month before academic half day and is approachable any time - Residents can discuss any issues with their mentors regarding learning environment or discuss any such concern with the resident representatives - Encounter cards based on CanMEDS competencies are filled out both by resident and faculty member after every sign-out (on call service) where such issues are addressed and rectified with immediate effect or make changes to improve or amend the next call rotation (documentation) 11

12 Evaluation and Harassment/Intimidation Appeal System Resident s in case of harassment/intimidation; issues with any staff member; or to appeal an evaluation Resident concern/complaint First Step Discuss the issue and seek guidance/advice from your Resident Representative Committee member(s)*. Second Step OR in place of the above: Seek guidance/advice from your Site Supervisor and/or Mentor Third Step Seek guidance/advice from your Program Director 12

13 Steps Fourth Step Ombudsperson. (Discussions with the Ombudsperson are confidential.) (Where there is a perceived conflict of interest, a different ombudsperson will be appointed by the Chair of Dept) Fifth Step Discipline Director / Chair of Department of Pathology and Molecular Medicine. The Program Director, Discipline Director, Chair of Pathology or Ombudsman may involve or seek guidance or resolution from the Associate Dean of Postgraduate Medical Education office, if warranted. Sixth Step Human Resources 13

14 Evaluation and Harassment/Intimidation Appeal System Resident s in case of harassment/intimidation; issues with any staff member; or to appeal an evaluation Resident Representative Body and/or Site Supervisor/Mentor Program Director Ombudsperson Discipline Director / Dept. Chair Human Resources * Your Committee may consist of a Chief Resident, Senior Resident, and Resident Representative(s) If you do not know who your representatives, supervisor, Program Director, Discipline Director, or Chair are, please contact the Program Office for current information. Both faculty and staff must properly document any incident, at every step. The appeal system for Evaluations is as follows: Resident Representative Body and/or Site Supervisor/Mentor Program Director Residency Program Committee Discipline Director / Dept. Chair Postgrad Evaluation Review Board (ERB 14

15 Conclusion Key to success for a Program Director» Communicate» Collaborate» Document» Respond 15