University of Pittsburgh School of Medicine
Department of Ophthalmology
Policies and Procedures
Title: Evaluation of Residents
Purpose: The Department of Ophthalmology has developed academic requirements, including goals, objectives, an organized curriculum, and evaluation methods, consistent with the ACGME general competencies, for the educational development and evaluation of the residents enrolled in the program. In order to progress academically, the resident or fellow must meet those academic requirements, as determined by evaluation tools. The program is responsible for regular evaluation of residents' progress. Evaluations of residents are used in improving resident performance and in making decisions about promotion, program completion, remediation, and any disciplinary action. Multiple evaluators (e.g. faculty, peers, patients, self and other professional staff) are involved in the periodic assessment of resident performance.
Responsible Parties: Faculty and Residents of the UPSOM Department of Ophthalmology
Procedure
Faculty Evaluation of Residents
Standards of evaluation are applied uniformly to all residents and are available to members of the resident staff and faculty.
The faculty are required to evaluate and document resident performance in a timely manner. This must occur at the completion of each rotation or similar educational assignment. Feedback regarding evaluations and performance should be provided during the rotation and must be provided at the completion of the rotation or assignment. The current end of rotation resident assessment form used by faculty is attached below.
In addition, faculty and program director evaluation of resident achievement in the ACGME competencies is documented using
- the Post Call Reflection tool
- the Observed Clinical Examination tool
- a Cataract Skills Assessment tool
- regular written feedback regarding the scholarly project
- end of conference block quizzes
- the annual OKAP exam
- surgical logs
Staff, Peer, Patient and Self Evaluation of Residents
Resident achievement in the 6 ACGME general competencies is regularly evaluated by
- technical staff
- resident peers
- patients
- the resident him/herself
The current forms for these evaluations are attached below.
The semi-annual performance evaluation
A formal meeting is conducted by the program director to review all evaluations and performance with the resident twice a year. A written report of each such meeting is maintained in the resident’s program file.
The evaluations document evidence of resident achievement in each of the 6 ACGME general competencies, appropriate for the educational level in order to advance to the next PGY level of training.
Adverse actions
Residents are be notified in writing when the program determines that an adverse action such as probation, non-advancement, non-renewal of contract or termination is warranted. In instances where a resident’s agreement will not be renewed, or when a resident will not be promoted to the next level of training, the resident must be provided with a written notice of intent no later than four months prior to the end of the resident’s current agreement. If the primary reason(s) for the non-renewal or non-promotion occurs within the four months prior to the end of the agreement, the program must provide the resident(s) with as much written notice of the intent not to renew or not to promote as circumstances will reasonably allow, prior to the end of the agreement. Residents should be referred to the UPMCMEP Grievance and Appeals Policy for further information regarding the appeals process.
End of training summative evaluation
The program director provides a summative evaluation for each resident upon completion of the program. This documents satisfactory performance during the final period of training and verifies that the resident has demonstrated sufficient competence to enter practice without direct supervision. This evaluation becomes part of the resident’s permanent record, kept on file, and is accessible to the resident.
