DEVELOPING GRADUATE MEDICAL EDUCATION PROGRAMS LILIA WILSON, MBA, MPM ASSOCIATE DESIGNATED INSTITUTIONAL OFFICIAL MIDWESTERN UNIVERSITY OPTI GLENDALE, ARIZONA
DISCLOSURE No Conflicts of Interest to Report 2
OBJECTIVES Discuss MWU/OPTI Model For Developing Graduate Medical Education Programs Feasibility Study Benefits of SWOT analysis Five phases of Program Development Budgetary and Financial Resources Brief steps in each phase of development 3
MIDWESTERN UNIVERSITY OSTEOPATHIC TRAINING INSTITUTE (ACGME INSTITUTIONAL SPONSOR) GRADUATE MEDICAL EDUCATION CONSORTIUM HOSPITALS RESIDENCIES FACULTY Six (6) major participating hospitals and three (3) clinics 13 Medical residency programs 200 + Teaching Faculty Arizona & California (West) 1 Fellowship 153 Residents 6 Fellows 4
AVAILABLE RESOURCES MENU OF SERVICES Accreditation support Anatomy Lab (access) Basic Science Faculty & Resources Electronic Library Program Development Research Faculty & Resources (IRB, Statistician, Clinical Trials) Residency Management System Resident Contracts (templates) Faculty Development Institutional Policies & Procedures (AOA & ACGME) Oversight Simulation (planning & exercises) Standardized Processes 5
FEASIBILITY STUDY Administrative commitment (governing board, department chairs, medical staff, teaching faculty) Funding Sources (CMS & Other Sources) Geographic Location (Community) Infrastructure: Scope/volume/variety of patient population, faculty, student/resident rotations, operative cases, procedures, equipment & space allocation Number of programs & size (cost benefit analysis) Strategic alignment with hospital and healthcare facility 6
STRATEGIC FRAMEWORK How does Graduate Medical Education Fit into Hospital System: Mission Vision Values SWOT ANALYSIS STRENGTHS WEAKNESSES Financial strength of hospital and GME dollars Hospital size, scope volume and variety Change culture of the hospital to that of education and learning Lack of teaching and GME experience Location - attract trainees Strong Administrative support and GME Needs for teaching faculty participation & faculty development Need to establish continuity clinic sites for IM & FM Well trained and enthusiastic medical staff Some programs may require out-side rotations 7
SWOT ANALYSIS OPPORTUNITIES THREATS 4. k 5. Build reputation of the hospital as an academic teaching institution and increase patient volume and referrals Collaborate with other teaching hospitals within MWU/OPTI Consortium Establishment of research and scholarly activities Implement faculty development programs to include; medical staff Opportunity to grow own physicians Attrition of core faculty & residents Changes in CMS reimbursement system Time away from practice 8
PHASES OF DEVELOPMENT PHASE I - V 9
PROGRAM INITIATION PHASE I Time line: 12-24 months Affiliation Agreements Budgeting Leadership & Key Support Staff 10
HOSPITAL READINESS PHASE II Time Line: 24 36 months Hospital Infrastructure & Resources Technology & Space Allocation 11
PROGRAM APPLICATION PHASE III Time Line: 6 12 months Collection of documentation Complete & Submit Program Application Respond to questions from Specialty College or AOA 12
RECRUITING & TRAINING PHASE IV Time Line: 6 8 months Contract Initiation Faculty Development GMEC & Sub-Committee Meetings Resident Selection Task Force Training for Faculty & Coordinator 13
PROGRAM START PHASE V Resident On-boarding Orientation Faculty Development 14
PROGRAM INITIATION PHASE I 15
PROGRAM INITIATION PHASE I Budgets Direct (DGME) & Indirect Costs (IME) Annual Program Fees (AOA/ACGME) Professional Liability Program Director/Staff/ Core Faculty and Coordinators Orientation/conference/license/permit and education MWU/OPTI & Participating Hospitals Letters of Commitment Master Affiliation Agreements & PLA s OPTI Affiliation Agreements Research Resident stipends (benefits) Start-up Costs/Cost of Training 16
LEADERSHIP & KEY SUPPORT STAFF PHASE I Champions: Program Directors, Core Faculty, Administration, Coordinators Faculty Development GMEC & Sub-Committees Internal Recruitment Task Force: Department Chairs, HR, Library, RM, Radiology, QA & Medical Staff 17
HOSPITAL READINESS PHASE II Ambulatory Space (IM/FM) Call Rooms/Conference Space/Lounge/Library Computers & Video Conferencing Electronic Medical Records/Other Equipment 18
MISSION VISION PHASE II Development of Faculty Roster by Specialty Development of Responsibilities & Supervision Faculty Development Program Purpose 19
PROGRAM DESCRIPTION PHASE II Affiliation agreement and PLA s Core competencies Curriculum Policies & Procedures Rotations & PGY progression by year Segregated totals & procedures FMP & Ambulatory clinic schedules 20
EVALUATION SYSTEM PHASE II Competency Based System Global & Multipurpose Evaluations Milestones Achievement 21
PHYSICIAN STAFF SUPPORT PHASE II Clinical Learning Environment Clinical Competency Committee (CCC) Professionalism & Academic Affairs Program Evaluation Committee (PEC) Research Committee Research & Scholarly Activity Resident Selection/Retention Committee 22
PROGRAM APPLICATION PHASE III 360 Application Review Final Review GMEC & Sub-Committee Meetings Program Director & Core Faculty Submission 23
RECRUITING & TRAINING PHASE IV Faculty development GMEC and sub-committee meetings Program Director, Core Faculty & Coordinator Training Rank order & Match Resident interviews/auditions Resident selection & retention committee Task force 24
PROGRAM START PHASE V Faculty development Orientation Resident processing Task force meeting 25
QUESTIONS? 26