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DEPARTMENT OF PATHOLOGY RESIDENCY MANUAL

UNIVERSITY OF ARKANSAS FOR MEDICAL SCIENCES, COLLEGE OF MEDICINE

UNIVERSITY OF ARKANSAS AFFILIATED HOSPITALS: UAMS Medical Center, Central Arkansas Veterans Healthcare System (CAVHS), and

Arkansas Children’s Hospital (ACH)

Bruce Smoller, M.D. Professor and Chair

Laura Lamps, M.D. Vice-Chair, Diagnostic Laboratories

Gail Woods, M.D. Vice-Chair, CAVHS

John Theus, M.D. Assistant Director,

Diagnostic Laboratories Director, Clinical Pathology

Murat Gokden, M.D.

Director, Cytopathology Director, Neuropathology

Harry Brown, M.D. Vice-Chair, Educational Programs

Douglas Blackall, M.D. Interim Vice-Chair, ACH

Neriman Gokden, M.D. Director, Surgical Pathology

Robert Lorsbach, M.D. Director, Hematopathology

Michele Fox, M.D. Director, Transfusion Medicine

Tom Kieber-Emons, Ph.D. Vice-Chair, Experimental Pathology

Kelley Suskie, M.H.S.A., F.A.C.M.P.E.

Vice-Chair, Administration

Kim Hiatt, M.D. Director, Dermatopathology

William Bellamy, Ph.D. Director, Molecular Pathology

A Message from the Chairman Dr. Bruce Smoller, Professor & Chairman, Department of Pathology

Welcome to the residents for the academic year 2007-2008. As many of you also know, I am firmly committed to a strong residency training program, having served as the Director of such for the past years. I asked Dr. Harry Brown to serve in this capacity and he has a similar commitment to excellence in residency education. He is busily working with the newly formed Residency Curriculum Committee to develop a new “general competency” based curriculum to keep us in compliance with the ACGME. This will likely result in more helpful and specific evaluation processes and ultimately, in a better learning experience. Following up upon the Department's "Outstanding Residency Training Program for Large Programs" at UAMS awarded to the AP/CP program in 2005-06, and for 2006-07, the Dermatopathology training program won the

"Outstanding Residency Training Program for Small Programs". This year, 100% of our graduates who took the AP/CP boards passed on the first attempt! We continue to be proud of our educational programs at all levels! I think we continue to be in a strong position, offering a fully integrated 4 year program in combined anatomic and clinical pathology that will enable each of you to enter the field with a feeling of being adequately trained. As was the case with my predecessor, my office is always open for the residents. Feel free to stop by to discuss problems, future plans, or just to visit! I hope to do my part to continue the long history of strong residency training in pathology here at UAMS. Bruce R. Smoller, MD Professor and Chairman

DEPARTMENT OF PATHOLOGY

2007-2008 Resident Manual Table of Contents

Program Overview Overview

Mission Rotations Offered ACGME General Competencies Training Requirements Admissions Selection Process for Candidates Program Goals & Objectives

Department Policies Duty Hours Work Environment Moonlighting Eligibility Selection & Appointment Supervision

Criteria & Processes for Academic Actions of Reappointment, Evaluation, Promotion, etc. Addressing Resident Concerns Leave Policy Conference Attendance Chief Residency

Graduate Medical Education (GME) Resident Handbook (includes policies of the GME, Benefits and Terms & Conditions for Appointment, General Competencies) ACGME Pathology Program Requirements ACGME Case Log System Evaluation Rotations Current Residents Department Contact Information

Anatomic & Clinical Pathology Residency Training Program

Mission: Striving for excellence in the diagnosis, teaching, and discovery of the pathogenetic mechanisms of disease A Winning Combination of Anatomic and Clinical Pathology The Pathology Residency program has as its aim production of individuals competent in the independent practice of pathology. The program is oriented toward individuals wishing to apply for combined certification in Anatomic and Clinical Pathology by the American Board of Pathology and thus, is organized into two 18 month core experiences in anatomic and clinical pathology respectively. The guiding principle is that residents are here for the purpose of training and education. Although performance of service work is integral to training in pathology, residents are not regarded as extenders for faculty or other staff. Subject to requirements for graduated responsibility, all resident work must be overseen by faculty competent in that area. It is the responsibility of the Chairman and his/her designees to assure that education is the primary goal of every resident rotation. Each resident is appointed for a one-year term with additional reappointments contingent on satisfactory performance. The Department of Pathology and Laboratory Services provides excellence in Anatomic and Clinical Pathology, utilizing the resources of three premier hospitals in the state of Arkansas. Pathology faculty assist physicians, hospitals, industry, community health agencies, home health agencies, government agencies, and researchers throughout the state. Residents participate in weekly pathology, medicine-pathology and surgery-pathology conferences. The sophomore pathophysiology course incorporates teaching by faculty and residents. Research programs are available in musculoskeletal diseases, hematopathology, renal pathology, neuropathology and molecular pathology. Fellowship programs include Cytology, Hematopathology, Transfusion Medicine, Dermatopathology and Surgical Pathology.

Pathology Residency Training Program Manual 2007-2008

Anatomic Pathology Clinical PathologyAutopsy Apheresis Cytopathology Blood Banking/Transfusion Medicine Dermatopathology Clinical Chemistry Forensics Cytogenetics Immunopathology Flow Cytometry Molecular Biology HLA Nephropathology Immunology Neuropathology Laboratory Hematology and Hematopathology Orthopedic Molecular Diagnostics Pediatric Special Coagulation Surgical Cell Therapy Ultrastructure Tissue Bank ACGME Six General Competencies The residency program must require its residents to obtain competencies in the 6 areas below to the level expected of a new practitioner. Toward this end, programs must define the specific knowledge, skills, and attitudes required and provide educational experiences as needed in order for their residents to demonstrate: a. Patient Care that is compassionate, appropriate, and effective for the treatment of health problems and the promotion of health b. Medical Knowledge about established and evolving biomedical, clinical, and cognate (e.g. epidemiological and social-behavioral) sciences and the application of this knowledge to patient care c. Practice-Based Learning and Improvement that involves investigation and evaluation of their own patient care, appraisal and assimilation of scientific evidence, and improvements in patient care d. Interpersonal and Communication Skills that result in effective information exchange and teaming with patients, their families, and other health professionals e. Professionalism, as manifested through a commitment to carrying out professional responsibilities, adherence to ethical principles, and sensitivity to a diverse patient population f. Systems-Based Practice, as manifested by actions that demonstrate an awareness of and responsiveness to the larger context and system of health care and the ability to effectively call on system resources to provide care that is of optimal value


Program Goals & Objectives: Goals 1. Acquire appropriate skill and knowledge for the practice of anatomic and/or clinical pathology in a major tertiary care hospital setting. 2. Demonstrate increasing acceptance of responsibility culminating in senior-level "sign-out" capabilities. 3. Acquire and demonstrate increasing management skills leading to self-sufficiency in a laboratory or section director role. 4. Demonstrate understanding of the philosophy and methodology of scientific research and its application to the practice of pathology. 5. Acquire information and develop management capabilities sufficient to permit maintenance of an up-to-date knowledge base. 6. Successfully complete the 41 month core in combined anatomic/clinical pathology or the 24 month core in "straight" anatomic or clinical pathology to the satisfaction of the program director. B. Objectives 1. Perform with progressive expertise on internal and external opportunities for problem solving skills in pathology (examples include unknown conferences, working rounds, and in-training examination). 2. Develop diagnostic acumen in anatomic and clinical pathology as demonstrated by diagnosing materials correctly prior to receiving faculty input. 3. Attend and prepare assignments for departmental management conferences. 4. Document clinical opinions with current articles and publications and participate actively in departmental journal review activities. 5. Develop skills in the use of the library and computer data banks. 6. Complete the objectives listed for each of the required rotations making up the core curriculum.


Training Requirements The Accreditation Council for Graduate Medical Education (ACGME) and the American Board of Pathology (ABP) impose a number of specific requirements which pathology training programs must meet to achieve accreditation and which resident trainees must meet to be deemed qualified to sit for the Board examination. Complete information on these requirements can be obtained from the web sites for these two organizations. Selected components of these requirements are listed below: • AP-only and CP-only training require three years of training in an accredited training program. AP/CP training requires four years of training in an accredited training program. • For primary certification, only pathology training taken in the United States or, in certain circumstances, in Canada is acceptable toward meeting the ABP requirements. The training must be in programs that have been inspected and accredited by the Accreditation Council for Graduate Medical Education or the Royal College of Physicians and Surgeons of Canada. • The American Board of Pathology specifically indicates that “one year of approved training credit toward ABP certification requirements must be 52 weeks in duration, and the resident must document an average of 48 weeks per year of full-time pathology training over the course of the training program. Any additional leave must be made up.” It is the resident’s responsibility to make sure he/she completes 48 weeks of full-time training each academic year. Failure to do so will extend the training period and cause difficulties when transitioning into a fellowship. Please take into consideration the amount of interview and sick time you may need each year before taking the maximum vacation time. Maternity leave can also complicate meeting this requirement. • Verification of the applicant’s qualifications by the pathology training program director is required. • Education in anatomic pathology must include autopsy and surgical pathology, cytopathology, pediatric pathology, dermatopathology, forensic pathology, immunopathology, histochemistry, neuropathology, ultrastructural pathology, cytogenetics, molecular biology, aspiration techniques, and other advanced diagnostic techniques as they become available. • Education in clinical pathology must include microbiology (including bacteriology, mycology, parasitology, and virology), immunopathology, blood banking/transfusion medicine, chemical pathology, cytogenetics, hematology, coagulation, toxicology, medical microscopy (including urinalysis), molecular biologic techniques, aspiration techniques, and other advanced diagnostic techniques as they become available. • Programs must provide residents with instruction and experience in the interpretation of laboratory data as part of patient-care decision-making and patient-care consultation. Residents must also participate in pathology conferences, rounds, teaching, and scholarly activity, and gain experience in the management and direction of a pathology laboratory. • The educational experiences may be provided through separate, exclusive rotations, by rotations that combine more than one area, or by other means. • There must be regularly-scheduled seminars and conferences devoted to the basic and applied medical sciences and clinical correlation conferences. • Clinical correlation conferences should be held with clinical services • There must be departmental conferences in which both faculty and residents participate, for detailed discussion of difficult and unusual cases. • Residents must participate in the regular formal clinical and teaching rounds corresponding to the laboratory services to which they are assigned.


• Residents should participate in the education of medical students and other trainees. • The volume and variety of material available in the program for anatomic pathology education must be sufficient to ensure that residents have a broad exposure to both common conditions and unusual entities. All residents should perform at least 50 autopsies. Residents must participate fully in ALL aspects of the autopsies they count toward this standard. Autopsies may be shared by up to two residents, but each must participate in all aspects of the case. Examine and signout at least 2,000 surgical pathology specimens, examine at least 1,500 cytologic specimens, perform at least 200 operating room consultations (frozen sections). The volume and variety of material available in the program for training in clinical pathology should be sufficient to ensure that residents have a broad exposure to both common conditions and unusual entities. • The number and variety of tests performed in the laboratories should be sufficient to give residents experience in the range of tests typically available in a general hospital. • Residents must be considered integral members of the staff of the Department and must have the opportunity to participate in discussions of matters related to management of the Department • There must be periods of time when decision making in the laboratory is the direct responsibility of residents, under appropriate supervision. • Residents are required to use the ACGME’s internet-based Case Log System to document their experience in three areas: autopsy, fine needle aspiration, and bone marrow aspiration and biopsy. Optionally, residents or fellows may record other experiences, such as blood banking, clinical pathology consultation, or microbiology codes. • Up to six months of a formal research experience, if performed during the pathology training program and with the approval of the program director, may be used toward credit for primary certification.


Policy on Admissions for Residency Candidates The Pathology training program adheres to the guidelines established by the GME of UAMS and the Department of Pathology. Applications are accepted from anyone who has completed medical school and passed the appropriate examinations. Applications are accepted from non-American trained applicants as they are in compliance with University accreditation processes. Visa sponsorship is contingent on verification of proper work authorization. Applications are accepted exclusively through the ERAS system. Prior publication in the field is positive, though not essential. Files are established for all applicants who score above 80 on each level of the national board exams. In exceptional situations a score below 80 will be considered. There is no requirement of a research year or US experience. There are no restrictions on the graduation year, although graduation within the last ten years is favored. UAMS is an equal opportunity employer. Selection Process for Residency Candidates

• 20-30 candidates are selected from the applicants after review of the application file by the program director and his/her faculty designee, based upon quality of previous education, letters of recommendation, standardized scores and applicant-stated career goals and interests.

• Each candidate representative is invited to spend a day in the Pathology Department. Activities include:

Interview with faculty members Lunch with current residents Conference attendance Observation of sign out sessions Discussion of the policies of the program, the department and the hospital

• Scores are assigned to each candidate by each interviewer; these scores are added and the cumulative total is tabulated and presented to the residency committee, comprised of all interviewers. The committee may choose to rank order the applicants based purely on the numerical scores generated or may vote to override the ordering and modify it.

• The rank list of the committee is presented to the Chairman and the rank order list is submitted through NRMP. Occasionally applicants for post-PGY1 years may apply outside the match and follow the same protocol (but are offered positions as appropriate outside of the match, only with the consensus opinion of the faculty).


Pathology Department Policy Pathology Residency Program

Revised: 03/05/08 Duty Hours, Work Environment, and Moonlighting In compliance with the UAMS College of Medicine Graduate Medical Education Committee policies on duty hours/work environment (Policy of the Graduate Medical Education Committee: Number: 3.200) and moonlighting (Policy of the Graduate Medical Education Committee: Number: 3.300) and considering that the care of the patient and educational clinical duties are of the highest priority, the following guidelines apply: Duty Hours 1. Duty hours are limited to 80 hours per week, averaged over a four-week period, inclusive of

all in-house call activities. 2. Residents are provided one day in 7 free from all educational and clinical responsibilities,

averaged over a 4-week period, inclusive of call. One day is defined as one continuous 24-hour period free from all clinical, educational, and administrative activities.

3. In order to ensure adequate time for rest and personal activities, a 10-hour time period is provided between daily duty periods and after in-house call.

4. The Program Director must ensure that residents are provided appropriate backup support when patient care responsibilities are especially difficult or prolonged.

On-Call Activities The goal of on-call activities is to provide residents with continuity of patient care experiences throughout a 24-hour period. 1. In-house call: Pathology residents are not required to take in-house call. 2. At-home call (pager call):

a. The frequency of at-home call is not subject to the every third night limitation of in-house call.

b. Pathology residents taking at-home call are provided with 1 day in 7 free from all educational and clinical responsibilities, averaged over a 4-week period.

c. When residents are called into the hospital from home, the hours spent in-house are counted toward the 80-hour limit.

d. The Residency Program Director and/or the appropriate Pathology teaching faculty will monitor the demands of at-home call and instruct the Pathology Chief Resident to initiate scheduling adjustments as necessary to mitigate excessive service demands and/or fatigue.

The resident is expected to be on duty during normal working hours, 8 AM to 5 PM, Monday through Friday. Additional duty hours include on-call duties. Night, weekend and holiday call schedules are formulated by the Pathology Chief Resident and may depend on specific educational rotation requirements. Residents must be available by telephone or pager while on-call. Specific on-call responsibilities are outlined in the Pathology Resident Handbook.

Work Environment 1. Meals and call rooms are provided only for UAMS residents taking in-house call, and

therefore are not supplied to Pathology residents. 2. Ancillary support: adequate ancillary support for patient care is provided. Except in

unusual circumstances, providing ancillary support is not the resident’s responsibility except for specific educational objectives or as necessary for patient care. This is defined as, but



Revised: 03/05/08 not limited to, the following: drawing blood, obtaining EKGs, transporting patients, securing medical records, securing test results, completing forms to order tests and studies, monitoring patients after procedures.

3. Other work environment benefits: Pathology residents receive: a. Parking. b. Book allowance of $400 per year of residency. In addition, each incoming resident in

Pathology receives a major Pathology text determined by the Residency Program Director under the advisement of the Chief Resident in Pathology and a secure media flash card for use in gross and microscopic photography.

c. Travel expenses to one regional or national meeting at which they present (either by presentation or poster) original research or collaboration with faculty. Travel expenses for additional meetings may be available but require pre-approval by the Chair of the Department.

Moonlighting In order to be eligible for moonlighting activities, residents must follow the procedure as outlined in the UAMS College of Medicine Graduate Medical Education Committee policy, Moonlighting and Malpractice Insurance Coverage while Moonlighting (Policy of the Graduate Medical Education Committee: Number: 3.300). Residents are not required to moonlight. The resident must submit a written request to the Residency Program Director and obtain his/her written approval prior to initiating such activity. This information is contained in the resident’s file. Professional liability coverage (malpractice insurance) provided through UAMS does not cover resident moonlighting activities; malpractice insurance for such activities is the sole responsibility of the resident. It is the responsibility of the clinical facility hiring the resident to determine whether the appropriate credentials, adequate liability coverage and appropriate skill levels are in place.

Moonlighting privileges will be withdrawn if the resident is no longer performing satisfactorily in the program or exceeds the duty hour limits. In the event permission to moonlight is withdrawn by the program director, the obligation to notify the outside employer(s) is the responsibility of the resident who established that employment and not the responsibility of the Residency Program Director or UAMS.

Resident/fellows will be subject to dismissal from the program for the following: 1. Moonlighting without written approval of the program director, 2. Continuing to moonlight after permission to do so is withdrawn, 3. Using the University Hospital’s or Arkansas Children's Hospital DEA number while

moonlighting.



Revised: 03/05/08

Resident Eligibility, Selection and Appointment In accordance with the UAMS College of Medicine Graduate Medical Education Committee policy on Recruitment and Appointment (Policy of the Graduate Medical Education Committee: Number: 1.200) the following describes the eligibility requirements, the selection criteria and the procedure for appointment to the Pathology Residency Program. The Pathology Residency Program uses both objective and subjective criteria to select applicants. The Residency Program Director and Departmental Chairperson are responsible for selection and appointment of residents to the program. The application process meets all requirements of the Equal Employment Opportunity and the Americans with Disability Acts and does not discriminate with regard to sex, race, age, religion, color, national origin, disability or veteran’s status. The criteria and processes for resident selection follow: APPLICATION PROCESS 1. Applicants should contact the program coordinator Renee Gordon at 501-603-1508

(telephone) or [email protected] (e-mail) to receive information about the application. 2. The program only accepts applications via Electronic Residency Application Service (ERAS)

from applicants who are participating in the National Resident Matching Program (NRMP). 3. Only applications through the ERAS, which submits application materials from applicants and

medical schools to the program director using the Internet, will be considered. ELIGIBILITY All applicants must meet the following eligibility requirements: 1. Ability to carry out the duties as required of the Pathology program. 2. Proficient in the English language to include reading printed and cursive English, writing

(printing) English text, understanding spoken English on conversational and medical topics, speaking English on conversational and medical topics as determined by the program director and/or selection committee.

3. Meet one of the following qualifications: a. Graduate of a medical school in the United States or Canada accredited by the

Liaison Committee on Medical Education (LCME). b. Graduate of a college of osteopathic medicine in the United States or Canada

accredited by the American Osteopathic Association (AOA). c. Graduate of medical school outside the United States who has completed a Fifth

Pathway program provided by an LCME-accredited medical school. d. A graduate who holds a full and unrestricted license to practice medicine in a US

licensing jurisdiction e. Graduate of a medical school outside the United States or Canada with the

following qualifications: 1. A currently valid certificate from the Education Committee for Foreign

Medical Graduates (ECFMG), or 2. A full and unrestricted license to practice medicine in a US licensing

jurisdiction 4. A minimum score of 80 on the USMLE step 1 and step 2 exams.


mailto:[email protected]


Revised: 03/05/08 5. Not more than ten (10) years elapsed since completion of medical school training or five

(5) years away from the clinical practice of medicine as a physician. 6. The ability to reside continuously in the U.S. for the length of training. SELECTION Applications are downloaded from ERAS on a regular basis and reviewed for eligibility and completion by the program coordinator. The following information must be received before the application will be considered complete and before an applicant is interviewed: application form, medical school transcript, personal statement, USMLE or comparable board scores, ECFMG certificate (if applicable), letter(s) of recommendation and Dean’s letter. Once an applicant has been found to meet minimal selection criteria, and is determined to merit an interview by review of the application by the Residency Program Director and/or his/her designee, the program coordinator contacts him/her by either e-mail or telephone to schedule an interview. An applicant invited for an interview should review and be familiar with the terms, conditions and benefits of appointment (and employment) including financial support, vacation, professional leave, parental leave, sick leave, professional liability insurance, hospital and health insurance, disability insurance, and other insurance benefits for the resident and their family, and conditions under which living quarters, meals and laundry or the equivalents are provided. Applicants can access this information through the UAMS Resident Handbook at www.uams.edu/gme/toc.htm and will receive hard copies at the end of their interview. The interview consists of a full day of or at least four one-on-one interviews with faculty members, one interview with the Chief Resident in Pathology or his/her resident designee, tours of UAMS and lunch hosted by one or more residents. All who interact with the applicant (Pathology faculty, the Chief Resident in Pathology (with input from other residents) and the Program Coordinator) complete a written evaluation form to assess communication skills, academic performance, clinical performance (if applicable), and interpersonal skills. Scores (1-10) are assigned to individual components of the assessment, and an overall average generated. The evaluations are returned to the Residency Program Director, who computes a summary average score for each resident applicant. Following completion of all interviews, all faculty members, the Chief Resident in Pathology, and the Residency Program Director and Coordinator are invited to convene for formation of a resident applicant rank order list. Ranking is determined by consideration of the summary scores modified by verbal discussion and consideration of criteria from any and all parties involved. Criteria for discussion include (but are not necessarily limited to): 1. Review and confirmation of eligibility requirements, 2. Performance on standardized examinations, 3. Academic performance in medical school (medical school transcript) 4. Clinical training or experience, and/or research and publication experience


http://www.uams.edu/gme/toc.htm


Revised: 03/05/08 5. Letters of recommendation from faculty 6. Dean’s letter 7. Demonstrated interest in pathology, 8. Demonstrated maturity and emotional stability, 9. Demonstrated honesty, integrity and reliability, 10. Verbal and written communication skills 11. The ability to reside continuously in the US for the length of the training. The final rank order list is determined by simple majority consensus of the conveners. Following completion of the rank order list and its approval by the Chair of the Department, the Residency Program Director submits the list to the NRMP. . APPOINTMENT/REGISTRATION Upon verification by the Program Director that the applicant has met eligibility requirements, completed the application process and been selected according to established criteria, the applicant will begin the process of appointment and registration with the College of Medicine. An applicant is considered fully appointed and registered only after all of the following documents have been completed and returned to the Director of Housestaff Records: 1. Documentation of a negative drug test 2. Verification of successful graduation if previously anticipated (e.g., final transcript, letter

from Registrar, copy of diploma, currently valid ECFMG certificate, if applicable) 3. All of the following with valid signature:

a. Resident Agreement of Appointment (contract) b. Medical Records Agreement c. Attestation acknowledging receipt of GME Committee policies and procedures d. Confidential Practitioner Health Questionnaire e. Employee Drug Free Awareness Statement f. Housestaff Medical Screening Form g. Post Doctoral Medical Education Biographical Form h. Copy of currently valid ECFMG certificate and valid visa (if applicable)

Once the Director of Housestaff Records has received all the documents, the applicant is registered in the payroll system to receive a stipend and may begin the Pathology residency program.



Revised: 03/05/08

Resident Supervision In compliance with the UAMS College of Medicine Graduate Medical Education Committee policy on Resident Supervision (Policy of the Graduate Medical Education Committee: Number: 3.100) the following guidelines are followed for supervision of the care of patients and backup support: 1. Qualified faculty physicians supervise all patient care-related resident activites and

faculty schedules are structured so that adequate supervision is available at all times. 2. Attending faculty physician supervision provided is appropriate to the skill level of the

resident on each resident rotation. 3. Specific responsibilities for patient care are included in the written description of each

rotation; this information is reviewed with the resident at the beginning of the rotation. In some instances, the chief or senior level resident or fellow oversees the lower level resident. The faculty physician oversees the entire team and is available at all times in person, or by telephone or pager.

4. Rapid, reliable systems for communication with supervisory physicians are available. 5. On-call responsibilities and supervision is reviewed with the resident by the chief resident

or appropriate senior level resident and/or by the appropriate faculty member prior to the beginning of on-call responsibility.

6. The following procedure is followed to address fatigue of the resident: a. The Chief Resident in Pathology is contacted by the resident him/herself, or by a

fellow resident or faculty member witnessing signs of fatigue in the resident, and arranges for a backup person to relieve the resident.

b. The Chief Resident in Pathology notifies the appropriate attending faculty member and/or director of the rotation (if different), if not already aware, about this arrangement.

c. The appropriate attending faculty member and/or director of the rotation (if different), in consultation with the Chief Resident in Pathology, determines when the resident should return to the education program.



Revised: 03/05/08

Criteria and Processes for Academic Actions of Reappointment, Evaluation, Promotion and other Disciplinary Actions In compliance with the UAMS College of Medicine Graduate Medical Education Committee policy on Evaluation and Promotion (Policy of the Graduate Medical Education Committee: Number: 1.300), the following guidelines apply: Reappointment Educational appointments to the Pathology Residency Program are for a term not exceeding one year. The resident agreement of appointment, which outlines the general responsibilities for the College of Medicine and for the resident, is signed prior to the beginning of each term of appointment. Renewal of the resident agreement of appointment for succeeding term(s) of education is the decision of the Residency Program Director and the Chair of the Department. Promotion to the next level of training is dependent upon the resident performing at an acceptable level and meeting the requirements for clinical competence for that PGY year. It is the intent of the UAMS Pathology Residency Program to develop physicians clinically competent in the fields of Anatomic and Clinical Pathology. Residents successfully completing the program will be have fulfilled that requirement for application for examination by the American Board of Pathology; the Pathology Residency Program’s ultimate goal is for its residents to have a 100% pass rate on the American Board of Pathology examination. Clinical competence requires: 1. Patient Care that is compassionate, appropriate, and effective for the treatment of health

problems and the promotion of health 2. Medical Knowledge about established and evolving biomedical, clinical, and cognate

(e.g. epidemiological and social-behavioral) sciences and the application of this knowledge to patient care.

3. Practice-Based Learning and Improvement that involves investigation and evaluation of their own patient care, appraisal and assimilation of scientific evidence, and improvements in patient care.

4. Interpersonal and Communication Skills that result in effective information exchange and teaming with patients, their families, and other health professionals.

5. Professionalism as manifested through a commitment to carrying out professional responsibilities, adherence to ethical principles, and sensitivity to a diverse patient population.

6. Systems-Based Practice as manifested by actions that demonstrate an awareness of and responsiveness to the larger context and system of health care and the ability to effectively call on system resources to provide care that is of optimal value.

Evaluation and Promotion During the residency period, the above elements of clinical competence for each resident will be assessed in electronic format (New Innovations) at the completion of monthly rotation assignments by Directors of those rotations with subsequent review by the Program Director. Evaluations by peer resident physicians, support staff and other paramedical personnel are conducted annually. Residents meet individually with the Program Director twice a year to



Revised: 03/05/08 review results of faculty and other evaluations, RISE in-service examination results and clinical exercises, resident self-perceived strengths and weaknesses and improvement plan (as reported in the resident portfolio), resident-perceived strengths and weaknesses of the rotations and future career plans of the resident. A summary of the evaluations will be reviewed and signed by the resident. The evaluations will be maintained in confidential files and only available to authorized personnel. Upon request, the resident may review his/her evaluation file at any time during the year. Reappointment and promotion to a subsequent year of training depend on these evaluations and assessment of adequate progress in training. Criteria deemed worthy of consideration for adverse action include (but are not limited to): 1. Substandard performance on RISE in-service examination (<25th percentile overall for

level of training compared to peers nationally), 2. Lack of successful completion of USMLE Step 3, 3. Compliance with attendance at ≥ 80% of required conferences 4. Receiving an unsatisfactory performance on the resident rotation evaluation. 5. Documented concerns raised by faculty with respect to clinical competence,

professionalism and/or ethical behavior, which infringe on the principles and guidelines set forth by this training program and/or bear on his/her fitness to participate in the program,

6. Failure to comply with the policies and procedures of the department, the program, the GME Committee, UAMS Medical Center or the participating institutions,

*The Residency Program Director may decide based on the results of these evaluations and assessments to place the resident on an academic warning status and require a written plan of action, written by the resident and agreed upon by the Residency Program Director, for remediation or corrective action (e.g. repeating rotation(s), structured study plan, employee assistance evaluation and/or counselling) sufficient to warrant continuation in the program in good standing. Failure to comply with this requirement or the accomplishment of its criteria will result in probation or other adverse action as determined by the Residency Program Director following the steps outlined in the next paragraph. If the Residency Program Director determines that the evaluations and assessment warrant consideration of adverse action such as probation, non-reappointment and/or non-promotion, he/she will convene a Pathology Resident Evaluation Committee composed of the Chair of the Department and Directors of Anatomic and Clinical Pathology to review the evidentiary material and issue a joint recommendation as to continued status. The resident may appeal an adverse recommendation by submitting a written request to appear before the Pathology Resident Evaluation Committee in a meeting called by the Program Director. The resident has the opportunity to explain or refute the unsatisfactory evaluation. After review of the appeal, the Pathology Resident Evaluation Committee will issue a final recommendation. The Residency Program Director has the discretion to accept the Pathology Resident Evaluation Committee recommendation or issue another ruling. The decision of the Residency Program Director is final.



Revised: 03/05/08 At the completion of the residency program the Program Director prepares a final evaluation of the clinical competence of the resident. This evaluation stipulates the degree to which the resident has mastered each component of clinical competence – patient care, medical knowledge, practice-based learning and improvement, interpersonal and communication skills, professionalism and systems-based practice. In this evaluation the Program Director verifies that the resident “has demonstrated sufficient professional ability in Pathology to practice competently and independently”. This evaluation remains in the program’s files to substantiate future judgments in hospital credentialing, board certification, agency licensing, and in the actions of other bodies. Academic and Other Disciplinary Actions Academic Warning Status See *paragraph above Probation/Suspension/Dismissal Actions of Probation/Suspension/Dismissal will follow the guidelines in the UAMS College of Medicine Graduate Medical Education Committee policy on Academic and Other Disciplinary Actions (Probation, Suspension and Dismissal) (Policy of the Graduate Medical Education Committee: Number: 1.420). A resident involved in the disciplinary actions of probation, suspension and dismissal has the right to appeal according to the UAMS College of Medicine Graduate Medical Education Committee policy Adjudication of Resident Grievances (Policy of the Graduate Medical Education Committee: Number: 1.410).



Revised: 03/05/08 Addressing Resident Concerns At times, issues may arise that impact resident performance (e.g. miscommunication, stress or inappropriate behavior). In compliance with the UAMS College of Medicine Graduate Medical Education Committee Policy on Addressing Concerns in a Confidential and Protected Manner (Policy of the Graduate Medical Education Committee: Number: 1.400), the resident should follow these guidelines to address and resolve issues of concern in a confidential manner: 1. The resident should, in a timely manner, discuss the concern with either the supervising,

senior level resident/fellow or attending physician or the resident’s assigned faculty mentor.

2. If the above approach does not resolve the concern, the resident should meet with the Residency Program Director and/or Chair of the Department.

3. If the issue cannot be resolved by the Residency Program Director or Chair of the Department, the resident should contact at least two members of the Resident Council or the Associate Dean for Graduate Medical Education. One or more Member of the Resident Council may then meet with the resident/fellow and offer advice on how to resolve or handle the problem and/or determine if additional steps may be necessary. Based on the results of the discussion and advice proffered at this meeting, the resident may resolve the problem, at which time no further action is necessary. If the concern is not successfully resolved, the resident should then follow the steps outlined in the GME Committee Policy on Addressing Concerns in a Confidential and Protected Manner (Policy of the Graduate Medical Education Committee: Number: 1.400).

4. For serious issues for which confidentiality is of the utmost importance, the resident may seek assistance directly from the Residency Program Director, the Chair of the Department and/or the Associate Dean for Graduate Medical Education.



Revised: 03/05/08 Department of Pathology Leave Policy Vacation Each house officer will be granted three weeks (21 days including weekends) vacation time. Time spent attending meetings or taking Board examinations or other examinations will not be counted as vacation if the activity is sanctioned by the home department. Each service will be required to grant vacation time to house officers from other departments proportionate to the time spent on their service. For example, if house officers from Department A spend 12 months on rotation B, then three weeks vacation time would be granted by rotation B. Scheduling would be a function of the rotation and the program director of the house officers from the home department. Specific arrangements for vacation scheduling (time away, one three week block vs. three one week blocks, etc.) would be a function of each individual department. Vacation must be cleared by the Director of the respective service to which the resident is rotating, and by the Chief Resident. Minimum adequate notice for routine annual leave is one month. All possible attempts should be made to inform the Chief Resident of routine annual leave requests at the beginning of the training year. Requests for emergency annual leave will be evaluated in each case by the Chief Resident and Program Director. Generally speaking, residents should not attempt to schedule leave of more than two weeks during rotations experienced only once in the core (i.e. Forensic Pathology, Electron Microscopy, Virology/Molecular Diagnosis, and Pediatric Laboratory Medicine, etc.). There are also nine paid holidays, although holiday call must be arranged among the residents for these.

Sick Leave Residents receive 12 days (2 work weeks) of sick leave per year. (More extensive use of leave will require debiting of annual leave until that is exhausted, followed by leave without pay.) Maternity leave is granted with the understanding that annual leave is debited in the process. Routine maternity leave is 6 to 8 weeks. Longer periods of time may be requested by the resident's obstetrician. Residents are reminded that the American Board of Pathology has defined a complete year of training as at least 48 months on duty. More extensive illness or leave may thus require additional residency time for a full year's credit. Pregnancy During Residency The official UAMS Personnel Policy is contained in the UAMS Housestaff Manual (see also Medical Center Policies). Moreover, the department recognizes the individual rights and responsibilities of women residents to begin families. Changes in resident schedules can always be made to accommodate pregnancy. The department is in support of the American Medical Women's Association Position Paper on this subject (JAMWA Vol. 49, No. 3, pp. 87-88, 1994) which is excerpted below:

Position Paper on Pregnancy During Schooling, Training, and Early Practice Years Fifty percent of women physicians will have their first babies during residency training.

Twenty-five percent will have a second baby during this period. Very few medical schools or residency training directors have written policies regarding the rights of pregnant women physicians-to-be or physicians.



Revised: 03/05/08 The American College of Obstetricians and Gynecologists recommends a two-week

prematernity leave in the case of normal gestation and eight to ten weeks in cases of threatened onset of premature labor, multiple gestation, and complicating diseases such as hypertension, pre-eclampsia, and diabetes. They note the risks of standing more than three hours a day, of lifting more than ten kilograms, and of unfavorable environments. The latter includes exposure to chemicals, radiation in the first trimester, and open anesthesia. ACOG has also noted increased risks to pregnant women and their babies associated with shift work, a work week of more than 40 hours. The practice of making pregnant women on clinical services prepay on-call time subjects women to these risks in greater proportion than a regular clinical schedule would. In the case of complications requiring bed rest of a month to six weeks, pregnant resident physicians or practicing physicians may be forced to make up an entire year of work in contrast to colleagues allowed protracted leave for injuries and the treatment of disease like lymphoma or hepatitis. Women with uncomplicated pregnancies may suffer from hyperemesis gravidarum (severe vomiting), fatigue in the first and last trimesters, dependent edema, and difficulty sleeping in the last trimester. These complications are often not "certified" by their personal obstetricians in terms of women's ability to obtain temporarily reduced schedules of hours or absence. AMWA takes the following positions: 1) AMWA believes in a woman's right to choose to raise a family without compromise of her medical career. 2) Pregnant students and physicians should seek an empathic obstetrician familiar

with demands of residency training and practice years and sympathetic to the normal disabilities that may occur in pregnancy, which are not necessarily pathological. 3) Pregnant physicians, students, and residents should be .guaranteed two weeks prepartum leave in an uncomplicated pregnancy. 4) They should be protected from known hazards, open anesthesia, unshielded radiation in the first trimester, teratogenic chemicals, and infection. 5) Maternity leave "on call." Prepaid time during pregnancy should not be required. Making up on-call time should be individually negotiated, not punitive, and at least equivalent to past practices of the department.- 6) Pregnant women should be allowed the same length of disability absence, leave, or reduced schedule as any colleague who suffers from an illness or injury. 7) When complicated pregnancy and subsequent maternity leave mandates extended absences, resident physicians should be allowed to make up an equivalent amount of time without being forced to repeat the whole year of training. 8) Vacation leave of two weeks should be allowed regardless of the length of prematernity or maternity leave. 9) All programs should allow for adequate sleep, nutrition (regular meals), and obstetrical visits. 10) All programs should be encouraged to find creative solutions to prematernity leave such as a monetary pool to purchase on-call coverage. 11) All programs should be flexible in terms of assigning less physically demanding responsibilities or assigning reading or research time to coincide with times of illness related to pregnancy and/or with the last trimester.


DEPARTMENT OF PATHOLOGY RESIDENCY PROGRAM CONFERENCE ATTENDANCE POLICY

Departmental Conferences are an important and essential part of residency/fellowship training. All residents or fellows in the Pathology Residency Training program are required to attend these conferences.

• Attendance at all conferences is a MANDATORY part of residency/fellowship. Absence from conferences with out accountability as to where you have been during that time counts as missed work time.

• An excused absence is defined as follows: o Sick time (see attendance policy), Vacation time (see attendance policy),

Personal time (see attendance policy), elective time, bereavement time, service at another campus that conflicts with the particular conference, or presentation of poster or abstract at an off site meeting.

As professional adults, we trust that all resident/fellows will abide by the above attendance policy. There will be quarterly attendance reports sent to each of your advisors and the program director. To ensure that there are no errors in your attendance time, be sure that you sign the attendance conference sheet provided at the conference. In the event that a resident or fellow neglects to abide by the attendance policy, below are the remedial measures that will take place:

• Verbal Warning: After 1st quarter of excessive absence (greater than 10%), a verbal warning will be given by the program director.

• Written Warning: After 2nd quarter of excessive absence (greater than 10%), a warning will be written by the program director. A copy will go in resident’s file and a copy will go to the Chair/ Vice Chair of pathology.

• Academic Probation: If excessive absence (greater than 10%) continues for the third quarter during that year

• Dismissal from the Program: If excessive absence (greater than 10%) continues for the fourth quarter during that year

Depending on the severity of the situation the following may also occur:

• Excessive absence could prevent a resident from becoming chief resident. • Excessive absence could result in book allowance to be taken. • Excessive absence will result in the resident not receiving travel allowance for the

succeeding 12 months • Excessive absence could be tabulated and taken out of vacation or personal time.


CHIEF RESIDENCY

A senior level resident is ordinarily selected by the majority vote of the residents as Chief Resident. The term of appointment may be either less than or greater that one year by mutual agreement. However, the usual length of service is one residency year. Duties of the Chief Resident include, but are not limited to:

• Work with the Program Director and Associate Program Directors to address the

administrative needs of the program • Establish resident rotation schedules • Address emergency scheduling needs due to illness or unexpected absences • Schedule morning educational conferences • Assure that attendance sheets are completed for all formal conferences and that

these are turned in to the Program Coordinator • Set an example of proper conduct and professionalism for the other residents • Resolve conflicts or disputes that may arise among/between residents. Conflicts

that cannot be resolved should be brought to the attention of the Program Director.

• To the extent possible, remain reachable by phone or pager, even off-hours and when not on call, to help address questions of resident staff who are on call

• Identify aspects of the program needing improvement and propose solutions to the Program Director

• Represent ALL resident issues to faculty and staff • Uphold ALL departmental and Program policies amongst the residents • participating in resident selection • representing the residents on the Departmental Residency Committee and

the UAMS Chief Residents’ Council In general, the Chief Resident acts as an Assistant to the Chairman/Program Director in the post graduate educational function. The Chief Residency is intended as both a distinct honor and an opportunity to learn educational management firsthand. As such, not all residents should expect to be awarded this title during their residency.


Table of Contents, Resident Handbook www.uams.edu/gme/toc.htm

Welcome to the Graduate Medical Education Home Page

The purpose of Graduate Medical Education (GME) within the UAMS College of Medicine is to provide an organized educational program with guidance and supervision of the resident (includes interns, residents, and fellows), facilitating the resident's professional and personal development while ensuring safe and appropriate care for patients.

The College of Medicine (COM) sponsors residency and fellowship programs accredited by the Accreditation Council for Graduate Medical Education (ACGME) in which physicians in training can develop personal, clinical and professional competence under the guidance and careful supervision of the faculty and staff. The programs ensure safe, appropriate and humane care of patients and the progression of resident physician responsibilities consistent with each resident’s demonstrated clinical experience, knowledge and skill. Resident physicians are part of a comprehensive university and have opportunities to participate in the scholarship of the medical community.

As the sponsoring institution for graduate medical education, the College of Medicine commits that all accredited residency programs remain in substantial compliance with the ACGME institutional requirements, the Common Program and specialty/subspecialty- specific requirements. The College provides an organized administrative system to oversee all residency and fellowship programs through the activities of the Graduate Medical Education Committee, the Associate Dean for Graduate Medical Education and the Director of Housestaff Records. The College and the participating teaching hospitals commit appropriate resources to support the residents, their educational environment, and the graduate medical education programs.

This website contains a :

Resident Handbook: information for housestaff members - interns, residents, and fellows - in ACGME-accredited programs sponsored by the UAMS College of Medicine.

Institution-Wide Monitoring of Duty Hours

Program Director Handbook

General Competencies - Resources

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http://www.uams.edu/pd/contents.htm

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Resident Handbook(interns, residents, fellows)

Table of Contents

■ Graduate Medical Education OverviewAccreditation Council for Graduate Medical Education (ACGME) web siteACGME Institutional RequirementsTraining Program contact informationGME staff

■ Benefits and Terms & Conditions for Appointment (Employment)


http://www.uams.edu/gme/overview.htm


Pre employment Drug TestCounseling/psychological support services

Ethics

Financial SupportEmployee Health/Student Preventive Health Services

Use of Records for Educational Research

Vacations Computer Facilities Sexual Harassment

Professional Leave Program Closure or Reduction Anti-Discrimination

Sick/Parental Leave Orientation/Registration

Insurance International Medical graduates

ACLS Annual Records

Meals Moonlighting

Laundry Restrictive Covenants

AccommodationsRequirements to receive benefits, stipend

■ Graduate Medical Education OrganizationStatement of CommitmentOrganization ChartGME Committee purpose, subcommitteesGME Committee Members

■ Graduate Medical Education Committee PoliciesDefinitionsPoliciesACGME Policy on MoonlightingACGME Standards on Resident Duty Hours

■ Needlestick Policy

■ Resident Organization/Resident Council

■ Communication & Liaison Systems for CommunicationMethod to Communicate and Resolve Issues of ConcernUAMS E-Mail Access & Usage PolicyResident Computer Facilities

■ Internal Review


http://www.uams.edu/gme/organization.htm

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http://www.uams.edu/gme/resident.htm#Resident Organization:

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■ General CompetenciesEthics, socioeconomic, medical/legal, risk management, cost containment, communication skills, biostatistics, quality performance/performance improvement, physicians impairment, medical practice, resident teaching skills

Web-based courses: Requirements for Completion and Access Instruction (click here)

■ ProfessionalismCode of Professional Conduct

Policy on Sexual Harassment Policy on Anti-DiscriminationPatient Bill of RightsFGP Faculty Physicians' Responsibilities Statement, On-Call & Messaging StandardsPatient RelationsPatient Communication

■ Resources Computer and Library ResourcesLinks to Helpful WebsitesDebt and Money ManagementFuture EmploymentUnited States Customs and Culture

Support GroupsWomen's Faculty Development CaucusCaduceus ClubStudent Employee Health ServicesUAMS Medical Staff Health Committee (Physician Health Committee)Housestaff Spouses' Auxiliary

■ Arkansas Employee Assistance Program & Housestaff Mental Health Service

■ Documentation & Legal IssuesMedicare DocumentationMedical Record Keeping/Documentation,Death Documentation, Reporting, Certification, and the AutopsyHealth Information Management (Medical Records)Prescription writing/pharmacy issues/medication errorsRisk Management and Prevention- communication, confidentiality, documentation, informed consent, malpractice insuranceArkansas State Medical Board Newsletter excerpt release of patients' recordsQuality/Performance Improvement ProgramPatient Safety Program


http://www.uams.edu/gme/core%20curriculum.htm

http://www.uams.edu/gme/core%20curriculum.htm#Web-based courses

http://www.uams.edu/gme/professi.htm

http://www.uams.edu/gme/resources.htm

http://www.uams.edu/gme/support_groups.htm

http://www.uams.edu/gme/arkansas_employee_assistance_pro.htm

http://www.uams.edu/gme/legal%20issues.html


UAMS Dictation Instructions

■ UAMS Campus Security

■ Office of Human Resources Benefits for Housestaff

Send mail to [email protected] with questions or comments about this web site.

Last modified: March 11, 2005


http://www.uams.edu/gme/uams_and_acrc_dictation_instruct.htm

http://www.uams.edu/gme/security.htm

Benefits, Terms, Conditions for Employment, Resident Handbook www.uams.edu/gme/toc.htm

Benefits and Terms & Conditions for Appointment (Employment) in Residency

Training Programs

The following information describes benefits and the terms and conditions of employment for all residents and fellows, collectively termed as "residents". It is updated annually and must be provided to all applicants who present for an interview. Upon acceptance to a program this information is again given in written format. The "resident" must sign an attestation that he/she has read and will abide by the terms & conditions provided herein.

Pre employment Drug Test

MealsOrientation/Registration

Use of Records for Educational Research

Background check Financial Support LaundryInternational Medical Graduates

Vacations Accommodations Annual Records Anti-Discrimination

Professional LeaveCounseling/psychological support services

MoonlightingOfficial Means of Communication

Sick/Parental LeaveEmployee Health/Student Preventive Health Services

Restrictive Covenants

UAMS Drug-free Awareness Statement & Practitioner Health Questionnaire

Professional Liability, Medical, Dental, Life, and Disability Insurances

Computer FacilitiesRequirements to Begin the Residency/fellowship Program

Sample of the Resident Agreement of Appointment (contract)

Cardiac Life Support Program Closure or Reduction Web-based Courses Sexual Harassment

Pre employment Drug Test: UAMS has a drug testing policy which includes pre employment, random and for cause testing. All residents accepted into residency/fellowship programs at UAMS College of Medicine (UAMS COM) must submit to a drug screen. Employment (or acceptance into the training program) will be finalized only upon completion

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of a negative drug screen. The procedure for submitting the sample for testing is provided after Match Day.

Background Check: As a condition of appointment, all applicants for UAMS residency positions are required to authorize the performance of a criminal background check (CBC). The consent for the CBC is obtained at the time the position is offered or in the event of matched applicants at the time that the match result is received. The resident will be asked to disclose any of the below listed situations prior to the obtaining of the CBC. If the CBC returns negative information, the resident will have an opportunity to challenge erroneous information, or explain accurate negative information, prior to a final decision. Failure to disclose relevant and accurate information that is later discovered on a CBC adds an additional measure of concern about the applicant’s (or resident’s) qualification for appointment as a resident physician. The following CBC findings may be inconsistent with appointment as a resident physician in UAMS College of Medicine programs. If any of these findings are identified on the CBC, the offer of a position may be withdrawn, or employment terminated. Please note the following list is representative, but not inclusive, of reasons an applicant may be denied housestaff status.

● Felony convictions that may be reasonably related to the practice of medicine.

● Felony convictions related to the illegal possession, use or distribution of drugs or controlled substances.

● Felony convictions or misdemeanor convictions involving violence against another person.

● A pattern of repeated felony or misdemeanor convictions that calls to question the

individual’s ability or willingness to comply with the law, particularly as related to one’s future ability to practice medicine.

● Registered sex offender status (or legal requirement to register but not registered)

● Arrests where the final legal status has not yet been determined.

● Dishonorable discharge from the Armed Forces of the United States

● Exclusion from participation in Medicare or similar programs.

Applicants to whom any of the findings above may apply are encouraged to discuss the situation with the program director prior to acceptance of a position or rank order listing.

Financial Support: Stipends for residents are competitive with other state schools in the southern region. The PGY- 1 level stipend for 2008-2009 is $44,250.



Vacations: Residents receive 21 days (15 work days plus weekend days) of paid vacation each year. This cannot be "carried over" from one year to the next.

Professional Leave: This leave is determined by the individual department. However, time spent attending professional meetings or taking board examinations or other examinations is not counted as vacation if the activity is approved by the Program Director.

Sick Leave: Residents have 12 days of sick leave (including weekend days) for medical reasons during each year of training. The sick leave cannot be "carried over". Sick leave in excess of 12 days requires special review by the Associate Dean and Program Director.

Medical Professional Liability Coverage: The University of Arkansas for Medical Sciences, through the Medical College Physician's Group, provides each resident with medical professional liability coverage for their activities within the residency/fellowship program. The coverage is written on a claims-made basis. Each resident/fellow is provided coverage in the amount of $500,000 per medical incident with an annual aggregate of $1,000,000. In addition to the limits of liability, the cost of legal defense is also provided. Hence, each resident/fellow is protected against claims for medical negligence for acts and/or omissions surfacing as a result of their UAMS COM approved activities. The coverage provided does not extend to activities outside the residency program. For this reason, any resident involved in moonlighting activities should secure his/her own professional liability coverage for the outside activities. For more information on Risk Management and Prevention click here, or contact the Faculty Group Practice Risk Management Department at 614-2077.

Medical Dental, Basic Life, and Basic Long Term Disability insurance coverage for the resident: click here for detailed information or contact OHR at 501-686-5650

Meals: Food is available in the teaching hospitals for residents/fellows who take in-house call.

Laundry: Five white lab coats are provided for the entire residency/fellowship period. No laundry service is provided at the institutional level, although this may be provided by individual departments.

Accommodations: Call rooms are provided for residents/fellows who stay overnight. The location and access to the call rooms will be supplied at the beginning of each rotation at each institution. No other living quarters are provided.

Counseling/psychological support services: The Arkansas Employee Assistance Program (AEAP) 686-2588 provides professional counseling and/or referral to community resources for a wide range of problems and situations including stress management, financial


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concerns, alcohol and other drug abuse, elder care, job/career issues, parenting, legal issues, marital/family problems and personal/emotional concerns. UAMS has pre-paid the entire cost of the EAP so that the resident/fellow is not charged for services provided within the EAP. For the EAP website click here.

Housestaff Mental Health Service [HMHS] 686-5900 is provided by the UAMS College of Medicine for residents. The HMHS assures timely access to a complete mental health program including diagnostic evaluation; medication management; counseling; and preventative programs. Services may be accessed through either the HMHS or the AEAP.

Employee Health/Student Preventive Health Services (EH/SPHS): The EH/SPHS provides the MMR vaccine, an annual TB skin test and chemoprophylaxis medication if indicated following blood or body fluid exposures for residents. All residents must have a TB skin test annually while in the program.

Computer Facilities: All residents/fellows have access to several computer facilities at UAMS including the Learning Resource Centers in the main Library, and the Academic Computing Laboratory classroom in the Education II building. Various computer classes are available. For more about the Learning Resource Center click here.

Orientation/Registration: All incoming residents/fellows are expected to attend Orientation/Registration scheduled the second week in June. The three-day orientation includes many important sessions about policies, communication and teaching skills, cost containment, and quality assurance, infection control, physician impairment, risk management, medical documentation, electronic medical records and benefits. All residents/fellows must complete the registration process on day 3 in order to begin their education in hospital rotations on July 1.

International Medical Graduates (IMG): Visas are handled through the Office of Human Resources (OHR). Phone 501-686-5650. The OHR also provides an International Medical Orientation Handbook which contains useful information about the US and Arkansas culture. Training programs may assign incoming residents/fellows a mentor within the department who assists with the acclimation process.

Moonlighting: Moonlighting is defined as any professional activity arranged by an individual resident/fellow which is outside the course and scope of the approved training program. A resident/fellow may "moonlight" only with the written approval of his/her Program Director. While moonlighting, the resident/fellow must follow the GME Committee policy on moonlighting which requires that he/she have separate malpractice insurance. Click here for policy.

Restrictive Covenants: Residents/fellows in programs sponsored by the UAMS COM are not required to sign any type of non-competition guarantee.


http://www.uams.edu/eap/

http://www.library.uams.edu/lrc/

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Closure/Reduction: In the event that the College of Medicine and/or Program Director decide to reduce the number of residency/fellowship positions in any program, the residents/fellows will be notified immediately. An attempt will be made to reduce the number of positions over a period of time so as not to affect the residents/fellows currently in the program. If this is not possible, the Program Director will assist the residents/fellows in obtaining a position in another residency/fellowship program. Click here for the policy.

Cardiac Life Support Certification: Residentsfellows who are members of code teams at University Hospital, Central Arkansas Veterans Healthcare System or Arkansas Children's Hospital must have current ACLS certification or its equivalent (PALS or ATLS). All residents/fellows who rotate through Baptist Medical Center or St. Vincent Infirmary must have current ACLS certification or its equivalent. Each resident/fellow must supply the date of current certification to his/her program director. Click here for the policy.

Requirements to begin the training program: In order to begin a program sponsored by the UAMS COM, all applicants must meet the requirements for eligibility and selection as specified by the policy of the Graduate Medical Education Committee on Recruitment and Appointment and the program's criteria and must supply proof to their program director; complete a negative drug screen as specified by the UAMS Medical Center Drug Testing policy; complete the Intranet HCCS HIPAA Training Module (level II); review the packet of information sent following Match Day; and return all registration forms to the Director of Housestaff Records by the designated date (usually June 1 prior to the start of the academic year on July 1). Supplying misinformation on any of the documents is grounds for disciplinary action, including immediate dismissal from the program. Annual Records and Requirements to continue in a training program: Prior to the beginning of each academic year, a resident must complete the Annual GME Survey; the Physician Health Questionnaire; the Attestation about policies and procedures; the annual Agreement of Appointment and return these to the Director of Housestaff Records by the designated date (usually June 1 prior to the start of the academic year on July 1). Residents/fellows who return the forms and complete the Annual GME Survey by the deadline will receive the increase in stipend for the next PGY level with the first paycheck at the new PGY level. Residents/fellows who do not complete the survey by the deadline will not receive the increase in stipend. This procedure will remain in effect until the resident/fellow completes the survey, then the increase in stipend will be effective in the subsequent pay period.

Web-based Courses: The accreditation requirements for residency/fellowship programs require that the educational curriculum include a review of ethics, medical legal and systems based practice issues. In order to assist all programs to fulfill these curricular requirements and ensure that residents/fellows have a baseline of information, the Graduate Medical Education (GME) Committee supported the development of three web-based courses. All residents and fellows in accredited programs shall complete the three courses one time during their training time at UAMS by scoring 80% on the for-the-record quiz contained in each module. There is an unlimited number of times to take the quizzes and the highest score will be recorded. Residents and fellows new to UAMS on July 1, are


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required to complete the web-based courses no later than December 31st of that year. Twice a year, program directors will be notified about who has completed the courses; completion of the courses will be checked at the time of graduation and clearing from UAMS. Residents/fellows receive a certificate for completing each course.

Use of Records for Educational Research: Many UAMS COM faculty members and staff are engaged in on-going efforts to monitor and improve the undergraduate and graduate medical school curriculum. In addition, our accrediting agencies expect us to assess ourselves on an on-going basis and participate in the community of scholars sharing what has been learned. The public dissemination of knowledge is one of the responsibilities of our profession. To this end, such things as test scores, faculty and preceptor ratings, clinical skills and other performance-based assessments, and follow-up surveys and evaluations will be analyzed to address such questions. If the information is released publicly, it is only released in an aggregated form to maintain confidentiality. Individual students and residents/fellows are not identified. Personally identifiable information is kept confidential, and the privacy of students and residents/fellows is protected to the maximum extent allowed by law. If you have any questions concerning this policy, please contact the Associate Dean for Graduate Medical Education.

Sexual Harassment and Anti-Discrimination: The University of Arkansas for Medical Sciences is committed to providing an academic and employment environment that fosters excellence. Harassment of any kind, racism and discrimination subvert this mission and will not be tolerated. All students, residents/fellows, physicians and other staff and employees shall abide by the following policies: Sexual Harassment policy link, Anti-Discrimination policy link.

Official Means of Communication: E-mail is the official means for transmission of information between the College of Medicine Dean's Office/Director of Housestaff Records and all residents. E-mail information and instructions are regarded the same as any written hand copy and will often be the only form in which this information is delivered.

All residents have an electronic mail box in the UAMS e-mail system and are members of the COMHS Group distribution list maintained by the Director of Housestaff Records. Each resident/fellow is responsible for regular (e.g. weekly) checks of his/her e-mail.

UAMS Drug-free Awareness Statement & Practitioner Health Questionnaire: At the beginning of the program, all residents/fellows receive the UAMS Drug-free Awareness Statement and acknowledge receipt by signing the receipt form and returning it to the Director of Housestaff Records. All residents/fellows must complete the Practitioner Health Questionnaire and return it to the Associate Dean for GME. This questionnaire is updated yearly at the time of contract renewal. Questionnaires are confidential. Questionnaires with concerns are reviewed by the UAMS or ACH Medical Staff Health Committees, which recommend a plan of action/follow-up for the resident/fellow and reviews this with the respective program director and departmental chairperson.


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Resident Organization/Resident Council: All residents/fellows are automatically members of the Resident Organization. The leadership body is the Resident Council. The Chair and Vice-Chairs of the Resident Council are peer-elected and represent the Resident Organization on the Graduate Medical Education Committee.

Sample of the Resident Agreement of Appointment (contract) Agreement made this (day) of July, (year) by and between the University of Arkansas for the University of Arkansas for Medical Sciences ("UAMS") and (name), M.D. ("Resident").

In consideration of the promises, conditions, and undertakings hereinafter contained, the parties agree as follows:

· Resident is hereby appointed to a position as Resident in (program) for a period beginning (date) and ending (date) (appointments are generally for one year). UAMS, through this appointment, agrees to provide:

· Supervised instruction and experience in keeping with the standards established by the Accreditation Council for Graduate Medical Education and the American Board of Medical Specialties with the understanding that the hours of duty and the content of the educational phase of the residency, including the duration and sequence of assignments to clinical, laboratory or ambulatory care facilities are determined by the Program Director. In addition, the Program Director will determine the length and scheduling of vacation periods. Information concerning vacation time will be made available to the resident at the beginning of the academic year;

· A total of five (5) laboratory coats during the entire training period;

· Food and living quarters while performing in-house call;

· Professional liability insurance coverage, including “tail coverage”, will be provided in an amount and with coverage to be determined by UAMS for acts or omissions of the Resident in the scope and course of his or her duties hereunder and the provisions applicable to such coverage are contained in the insurance contract;

· A stipend of $ (XXXXX) for the year of this contract

. Medical, Dental, Basic Life, and Basic Long Term Disability insurance coverage as described in the UAMS Office of Human Resources Benefits for Housestaff document attached to this agreement. This coverage is provided only when the resident enrolls within 31 days of the initial appointment to the training program or during any other open enrollment period.

· Basic Housestaff Long Term Disability insurance coverage. The Resident shall participate and shall enroll at the


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time of registration and appointment to the training program.

· Professional, parental, and sick leave as specified in the policies of the Graduate Medical Education Committee and contained in the College of Medicine Resident Handbook;

· Access to counseling, medical, and psychological support services in accordance with the provisions of, and subject to the limitations of, the UAMS Medical Benefit Plan, the UAMS Employee Assistance Program, and the UAMS Employee Health/Student Preventive Health Services. Questions concerning such services should be directed to the Program Director, the Associate Dean for Graduate Medical Education of the College of Medicine or the UAMS Office of Human Resources;

· A certificate for the appropriate period of satisfactory Residency performance;

· The Resident will be accorded due process consistent with applicable policies and procedures of UAMS, the College of Medicine and the Department in which the Resident is appointed. Policies and procedures whereby complaints of sexual harassment and exploitation may be addressed are attached.

The Resident, through this appointment, agrees or understands:

· That this appointment is conditioned upon successfully passing a pre-employment drug screen in accordance with the UAMS Drug Testing Policy (Policy 3.1.14) prior to the initial training year;

· To accept the provisions described above and set forth hereinafter;

· To complete and return all forms in the registration packet prior to the appointment period;

· To comply with all terms and conditions of appointment and all policies of UAMS, the College of Medicine, the Graduate Medical Education Committee and any facility or department to which Resident is assigned or in which Resident is working. All policies of the Graduate Medical Education Committee contained in the College of Medicine Resident Handbook, including the policies on physician impairment and substance abuse, evaluation and promotion, duty hours, moonlighting, leave of absence and effect of leave on completion of the training program are attached;

· To comply with the College of Medicine's duty hour monitoring systems and



accurately report duty hour assignments in these systems;

· To complete all medical records according to the Rules and Regulations of the participating hospitals;

· To complete the Annual Graduate Medical Education Survey and assigned web-based educational modules;

· To participate in providing appropriate medical care for all assigned patients;

· Not to accept fees from patients;

· Not to engage in employment outside the training program without the written approval of the Program Director;

· That this agreement may be terminated for cause in accordance with the procedures set out in the policies of the Graduate Medical Education Committee of the College of Medicine as may be changed or supplemented from time to time by the Graduate Medical Education Committee. Any such changes or supplements during the period of this contract shall become effective when promulgated or adopted by the Graduate Medical Education Committee and when notice thereof has been furnished the Resident;

· That he/she is free of any conflicting obligation(s) during the period of appointment;

· That the appointment herein is for the period indicated and on the terms and conditions set forth hereinabove and any subsequent appointment for additional periods of residency training are wholly within the discretion of the Program Director and/or the Chairman of the resident's training program. In the event Resident is not to be appointed for a subsequent period, Resident will be furnished written notice of non-reappointment at least four (4) months prior to the expiration of the period of this appointment, provided, however, that in no event shall the failure to furnish such notice operate to extend this appointment or to confer any rights upon the resident to a subsequent appointment.

Licensure. Resident represents that he or she has been awarded the M.D. degree and has completed, or will complete, therequirements for licensure in Arkansas. If Resident is unable to affirm the foregoing, reasons therefore are stated in a written

attachment to this Agreement.

Entire Agreement - Arkansas Law Controls. This Agreement is executed in the State of



Arkansas and shall be interpreted in accordance with Arkansas law. This agreement shall not be amended, changed or modified except by an Agreement in writing signedby all parties.

IN WITNESS WHEREOF, the parties have executed this agreement on the date and year first above written.

Last modified: 11/13/07


UAMS ADMINISTRATIVE GUIDE

NUMBER: 3.1.05 DATE: 11/01/93 REVISION: 9-20-06

SECTION: ADMINISTRATION AREA: GENERAL ADMINISTRATION SUBJECT: SEXUAL HARASSMENT

PURPOSE

The University of Arkansas for Medical Sciences (UAMS) is committed to its mission of providing an academic and employment environment that fosters excellence. Sexual harassment violates the trust and respect essential to the preservation of such an environment, and threatens the education, employment, and well being of its community members. University members have the right to work and study in an environment free of any form of sexual harassment. This right is protected by Title VII of the 1964 Civil Rights Act for employees and Title IX of the Educational Amendment of 1972 for students. Sexual harassment is destructive to students, faculty, staff, and the UAMS community as a whole, and it will not be tolerated.

This policy may not be used to infringe upon academic freedom. Students, faculty, staff, and guests must be aware of the need for freedom of inquiry and openness of discussion in its educational and research programs, and must strive to create and maintain an atmosphere of intellectual seriousness and mutual tolerance in which these essential features of academic life can thrive. No university can or should guarantee that every idea expressed in its classrooms or laboratories will be inoffensive to all; pursued seriously, education and scholarship necessarily entail raising questions about received opinions and conventional interpretations. If, however, UAMS determines that credible accusations of inappropriate sexual remarks or actions have been made, UAMS shall investigate such accusations promptly, thoroughly, and fairly.

Sexual harassment is particularly serious when it threatens relationships between teacher and student, or supervisor and subordinate, because of the potential to exploit the power inherent in these relationships and to undermine the ability of UAMS to carry out its mission. UAMS strongly encourages all community members to report incidents of sexual harassment. To the extent possible, reporting and investigating procedures are supportive of and sensitive to the alleged victim, while adequately safeguarding the rights of the alleged offender.

POLICY

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http://www.uams.edu/adminguide/index.html

UAMS opposes all forms of sexual harassment, whether subtle or direct, and is committed to a thorough, timely, and confidential investigation, in a fair and impartial manner, of all complaints from its students or employees. The sexual harassment of UAMS faculty, staff, and students by non-university employees and guests doing business or providing services on campus (for example, contractors, vendors, delivery persons) is also prohibited by this policy. Incidents of sexual harassment involving visitors should be reported directly to the Office of Human Resources. During non-business hours, sexual harassment complaints may be reported to the UAMS Police Department, who will then refer the complaint to the Office of Human Resources for review and action. UAMS will take appropriate actions within the scope of its legal authority to prevent, correct, and discipline behavior that violates this policy.

A. Definition of Sexual Harassment

Sexual harassment generally includes any unwanted or unsolicited sexual gesture, physical contact, or statement which, when viewed from the perspective of a reasonable person similarly situated, is offensive, threatening, humiliating, or interferes with a person’s ability to perform his or her job, educational pursuit, or participation in campus life.

B. Prohibited Acts

For the purpose of this policy, sexual harassment may take many forms — subtle or indirect, or blatant and overt. It may consist of repeated actions or may even arise from a single incident if sufficiently extreme. In assessing whether a particular act or acts constitute sexual harassment under this policy, the standard shall be the perspective of a reasonable person similarly situated.

Sexual harassment includes any behavior of a sexual nature where:

• Submission to or rejection of the conduct is made either explicitly or implicitly a term or condition of employment or status in a UAMS-sponsored course, program, or activity;

• Submission to or rejection of the conduct is used as a basis for employment or academic decisions affecting that individual; or

• Such conduct unreasonably interferes with an individual’s work or academic performance, or creates an intimidating, hostile, or offensive environment for work or learning.

Sexual harassment may occur within a variety of relationships. It may occur between individuals of the opposite sex – male against female, or female against male – or, between individuals of the same sex. Incidents may occur between supervisor and subordinate, faculty member and student, or between fellow employees and fellow students; they may also take place between employees and campus visitors and between employees and those who do business with UAMS. Especially injurious, however, is

harassment in relationships characterized by an imbalance of power and authority. Typically, such relationships are found between:

a. employer and employee (usually, supervisor and subordinate)

b. administrator and faculty

c. administrator and student or medical resident

d. employee and student or medical resident

e. senior and junior faculty

f. graduate assistant and student

g. faculty and student, whether medical student, graduate student, or undergraduate student [Examples are when the student is enrolled in a faculty member’s class, or when the student is in a continuing position to require evaluation of work or letters of recommendations from faculty. Such relationships can be immediate, or based upon future expectations, e.g., the need for future evaluations and references.]

h. faculty and medical resident

i. resident/fellow and student

C. Examples of Sexual Harassment

The perception of conduct which constitutes sexual harassment may vary from individual to individual; what is offensive to one person may be less so to another. The following examples are intended as illustrations only; they do not cover all possible situations.

a. Physical assault;

b. Suggestions that submission to or rejection of sexual advances will influence decisions regarding an individual’s employment or educational status;

c. Repetitive remarks or actions of a sexual nature (including, but not limited to, statements, questions, jokes, and anecdotes) which constitute a pattern where actions unreasonably cause discomfort or humiliate an individual;

d. Unwelcome visual contact or body language that communicates a sexual message;

e. Whistling, cat calls, leering, or other improper gestures;

f. Persistent, unwelcome flirtations, and outright advances or propositions of a sexual nature;

g. Unwelcome remarks or actions about an individual’s appearance;

h. Unwelcome repetitive touching, such as patting, pinching, hugging, or brushing against an individual’s body;

i. Unwarranted displays of sexually suggestive objects or pictures;

j. Unwelcome exposure to sexually explicit music, letters, or written notes;

k. Unwelcome descriptions of sexual activity or speculation about previous sexual experiences.

Investigative steps should be taken as outlined in this policy and appropriate action will be taken if harassment is found to have occurred.

D. Anonymous Complaints

All members of the UAMS community may contact the Office of Human Resources at any time to ask questions about sexual harassment or complaint procedures without disclosing their names and without filing a complaint. However, because of the inherent difficulty in investigating and resolving allegations from unknown persons, individuals are discouraged from making anonymous complaints of sexual harassment. Although anonymous complaints are discouraged, UAMS will respond reasonably to all allegations of sexual harassment. In order to determine the appropriate response to an anonymous allegation, UAMS will weigh the following factors:

• The source and nature of the information; • The seriousness of the alleged incident; • The specificity of the information; • The objectivity and credibility of the source of the report; • Whether any individuals can be identified who were subjected to the alleged

harassment; and • Whether those individuals want to pursue the matter. • If, based on these factors, it is reasonable for UAMS to investigate the matter, the

Office of Human Resources will conduct an investigation and recommend appropriate action to address substantiated allegations. However, a reasonable response would not include disciplinary action against an alleged harasser if an accuser insists that his or her name not be revealed, if there is insufficient corroborating evidence, and if the alleged harasser could not respond to the charges of sexual harassment without knowing the name of the accuser.

E. Consensual Relationships

The basic function of a university is the discovery and the transmission of knowledge, which is founded upon the free and open exchange of ideas. In order for productive learning and the work that supports it to occur, members of the campus community (faculty, staff, and students) should pursue their responsibilities guided by a strong commitment to principles of mutual trust, confidence, and professional codes of conduct.

Consenting romantic relationships between faculty members and students, supervisors and subordinates or fellow employees are strongly discouraged. Faculty members exercise power over students as do supervisors over subordinates, whether in promotions, raises, evaluations, recommendations, study, job duties, grades, assignments, or other benefits. This difference in power increases the opportunity for abuse of power, thus endangering the professional environment. Employees and students involved in a consenting relationship in the actual or equivalent context of educational/employment supervision and evaluation should be and are deemed to be aware of the possible costs of even an apparently consenting relationship, including the possible difficulty in defending a future sexual harassment charge on the grounds of mutual consent. The element of power implicit in sexual relationships occurring in the supervisory context has the potential to diminish a subordinate’s freedom of choice. It is incumbent upon those with authority not to abuse, or appear to abuse, the power with which they have been entrusted.

F. Disciplinary Actions for Violations of the Sexual Harassment Policy

Disciplinary actions for violations of the Sexual Harassment Policy may include, but are not limited to, the following: oral or written warning, reassignment, counseling, demotion, termination, or any combination thereof. Sanctions for sexual harassment depend upon the circumstances in each case.

In addition to disciplinary action, those who engage in sexual harassment may be subject to legal consequences, including civil and criminal penalties and monetary damages.

All individuals accused of sexual harassment shall be given the opportunity to respond to the complaints prior to any final employment and academic decisions.

G. Confidentiality

UAMS understands that some individuals may be reluctant to tell anyone about harassment or to have their names disclosed. Every reasonable effort will be made to maintain confidentiality of all parties, all conversations, and all documents concerning a sexual harassment complaint. However, UAMS’s obligation to stop sexual harassment means that it cannot fail to take appropriate action and, as such, confidentiality cannot always be guaranteed. The appropriate administrative officials will be kept informed on a “need to know” basis. All persons involved should maintain confidentiality to the

greatest extent possible, except to the extent needed for processing complaints under this Policy.

H. Retaliation

Reprisals or retaliatory action against an individual who, in good faith, reports or provides information in an investigation about behavior that may violate this policy will not be tolerated. Such action should be regarded as a separate and distinct cause for disciplinary action.

I. Malicious Allegations/Complaints; False Information

UAMS is committed to protecting the due process rights it provides to the accused as well as the accuser. Allegations of sexual harassment that are malicious, intentionally false, or without foundation are very serious with potential for great harm to all persons involved and are prohibited by this policy. Such actions constitute grounds for disciplinary action that may include, but is not limited to, written warning, demotion, transfer, or dismissal. Further, repeated filing of frivolous complaints is considered a malicious action and may be grounds for disciplinary action.

The failure to substantiate a sexual harassment complaint does not automatically constitute a malicious or frivolous complaint. In the event that allegations are not substantiated, every reasonable effort will be made and all reasonable steps taken to restore the reputation of the accused if it was damaged by the proceedings.

J. Record Keeping

Each complaint should be documented and kept in a confidential file separate from the personnel or student files normally maintained by the offices of Human Resources or Student Affairs. Documentation should include the name of the complainant, the name of the accused, the nature of the complaint, date(s), witnesses, the name(s) of the person(s) who received the complaint, the name(s) of the person(s) who prepared the written documentation and the date of the written documentation, and any other information relevant to the case. If some of this information is not available, the reason(s) for unavailability, if known, should be documented. Such file will be maintained as provided by law.

PROCEDURE

Complaints of sexual harassment, submitted in writing or accepted orally, are taken seriously and will be dealt with promptly. Allegations of sexual harassment shall be judged on the facts of the particular case and the context in which the alleged incident(s) occurred. The complainant has the responsibility of providing evidence to substantiate the alleged sexual harassment. The specific action taken in any particular case depends on the nature and gravity of the conduct reported and may include intervention, mediation, investigation and the initiation of disciplinary action as described above.

Where a violation of the Sexual Harassment policy is found to have occurred, UAMS will act to stop the harassment, prevent its recurrence, and discipline those responsible.

UAMS recommends that all reports of suspected sexual harassment be made within 180 days of the alleged incident to assist in the investigation process.

Reporting Procedures

Employees

Employees with complaints of sexual harassment are encouraged to notify their immediate supervisor, department head, or the UAMS Office of Human Resources. If the alleged harasser is the employee’s supervisor, the employee may contact someone outside his or her chain-of-command. Employees who need to report an incident of sexual harassment after regular business hours should report the incident to the UAMS Police Department if the employee’s supervisor is unavailable or other administrative offices are closed. The UAMS Police Department will take appropriate action and will notify the Office of Human Resources at the beginning of the next business day, i.e., Monday through Friday, excluding holidays. Individuals who witness possible sexual harassment should report their concerns to the Office of Human Resources.

When a UAMS employee receives a report of sexual harassment, he or she must immediately notify their Department Head or the Office of Human Resources prior to taking any action to investigate or resolve the matter informally and must act only on direction from such office.

Students

Students should report incidents of sexual harassment to his or her college’s Office of Student Affairs. A designated individual in each college’s Office of Student Affairs will handle all complaints from students. If assistance is needed, please contact the Employee Relations Manager in the Office of Human Resources at 686-5650.

Students who need to report an incident of sexual harassment after regular business hours should report the incident to the UAMS Police department if no one from the appropriate Student Affairs Office is available. The UAMS Police Department will take appropriate action and will notify the Office of Human Resources at the beginning of the next business day, i. e., Monday through Friday, excluding holidays. Students who witness possible sexual harassment should report their concerns to the designated student affairs official in their college.

B. Informal Complaint Process

Employees

1. In the event that an individual believes that sexual harassment has been or is occurring, he or she is encouraged, but not required, to communicate clearly, preferably in writing, to the alleged harasser and state the conduct is not acceptable. The individual is also encouraged to maintain careful written records of the harassment and to continue to maintain current records throughout the process.

2. The individual should consider meeting with their Department Head or the office of Human Resources to discuss the sexual harassment allegation. If an individual cannot decide whether to initiate a formal complaint or is reluctant to discuss the matter with the alleged harasser, he or she may seek the advice of the Employee Relations Manager who, with the individual’s permission, may seek to resolve the issue informally through discussions with the individual, the accused, and the accused’s supervisor.

If the individual does not wish to prepare a signed, written complaint, written documentation shall be prepared by the Office of Human Resources. Such written documentation shall include the nature of the complaint, the date(s) on which the alleged incident(s) occurred, and any witness(es) to the incident(s). The complaining individual shall be asked to read the written documentation to acknowledge its accuracy; a written acknowledgment will be preferred and may be made in a separate document.

Written documentation shall be prepared before any informal discussions are held with the accused and the accused’s supervisor. The accused shall be given an opportunity to read the written documentation that may be edited to protect the anonymity of the complaining individual and any other collateral witnesses to the process.

3. If the parties are unable to reach a mutually satisfactory agreement after an informal discussion, the option of filing a formal complaint is available.

4. The Informal Complaint Process may also include referral of either or both parties to confidential counseling through UAMS’ Employee Assistance Program (EAP).

5. The complainant or the Office of Human Resources may elect to refer the complaint to the Formal Complaint Process at any time as deemed necessary to resolve the complaint in an appropriate and timely manner.

Students

1. In the event that a student believes that sexual harassment has been or is occurring, he or she is encouraged, but not required, to communicate clearly, preferably in writing, to the alleged harasser and state the conduct is not acceptable. The student is also encouraged to maintain careful written records of the harassment and to continue to maintain current records throughout the process.

2. The student should consider meeting with the appropriate student affairs official in his or her college to discuss the sexual harassment allegation. If the student cannot decide whether to initiate a formal complaint or is reluctant to discuss the matter with the

alleged harasser, he or she may seek the advice of the Employee Relations Manager who, with the individual’s permission, may seek to resolve the issue informally through discussions with the individual, the accused, and the accused’s supervisor.

If the student does not wish to prepare a signed, written complaint, written documentation shall be prepared by the Employee Relations Manager of the Office of Human Resources or a college’s designated individual within the Office of Student Affairs. Such written documentation shall include the nature of the complaint, the date(s) on which the alleged incident(s) occurred, and any witness(es) to the incident(s). The student shall be asked to read the written documentation prepared by the appropriate representative to acknowledge its accuracy; a written acknowledgment will be prepared and may be made in a separate document. If the student refuses to sign the written documentation, the Employee Relations Manager or college’s designee shall note such on the documentation and forward it to the Office of Human Resources for determination of whether the complaint will be investigated despite the student’s refusal to acknowledge the written documentation.

Written documentation shall be prepared before any informal discussions are held with the accused and the accused’s supervisor. The accused shall be given an opportunity to read the written documentation that may be edited to protect the anonymity of the complaining individual and any other collateral witnesses to the process.

3. If the parties are unable to reach a mutually satisfactory agreement after an informal discussion, the option of filing a formal complaint is available.

4. The Informal Complaint Process may also include referral of either or both parties to confidential counseling through UAMS’ Employee Assistance Program (EAP).

5. The complainant, the Office of Human Resources, or a college’s Office of Student Affairs may elect to refer the complaint to the Formal Complaint Process at any time as deemed necessary to resolve the complaint in an appropriate and timely manner.

C. Formal Complaint Process

Employees

1. When the Informal Complaint Process fails to resolve the complaint, or in instances where the Office of Human Resources determines the nature of the allegations requires formal investigation, the Formal Complaint Process will be used. The Employee Relations Manager in the Office of Human Resources may assist the complainant in preparing his or her complaint, in writing, as necessary.

2. If an individual wishes to file a formal complaint, he or she must submit a signed, written statement alleging harassment to the Employee Relations Manager of the Office of Human Resources. The written statement should include the name of the complainant, the name of the accused, the nature of the complaint, date(s), witness(es), and any other

information relevant to the complaint. If some of this information is not available, the reason(s) of unavailability, if known, should be documented.

Upon receipt of the written complaint, the Employee Relations Manager will notify the Assistant Vice Chancellor of Human Resources, who will appoint two investigators to conduct an investigation of the complaint.

The Employee Relations Manager will meet with the accused and allow him or her to view the complaint and present a copy of the sexual harassment policy. The accused will be given an opportunity to respond to the complaint orally and in writing, and may provide evidence and witnesses. The Employee Relations Manager will also explain that there is to be no contact with or retaliation against the complainant.

The investigators will gather relevant evidence by interviewing the complainant, the victim (if different from the complainant), the accused, and any witnesses or other individuals deemed appropriate to conduct a thorough investigation.

Every effort will be made to ensure a thorough and timely investigation of the complaint.

3. Following completion of the investigation, the investigators will present their written findings to the Assistant Vice Chancellor of Human Resources. The Assistant Vice Chancellor of Human Resources will prepare a written report, containing a recommended course of action for the employee’s Division Head and may provide further consultation when necessary. It is the responsibility of the division head to take action consistent with the written findings. Once a final determination is made by the appropriate Division Head, both the complainant and the accused will be notified of the action to be taken.

4. Employees may appeal any employment decision made subsequent to a finding of sexual harassment through the campus grievance procedure.

5. Complainants may not appeal administrative decisions regarding sexual harassment complaints through the UAMS grievance process.

Students

1. When the Informal Complaint Process fails to resolve the complaint, or in instances where the college’s Office of Student Affairs determines the nature of the allegations requires formal investigation, the Formal Complaint Process will be used. The Employee Relations Manager in the Office of Human Resources may assist the complainant in preparing his or her complaint, in writing, as necessary.

2. If a student wishes to file a formal complaint, he or she must submit a signed, written statement alleging harassment to the Employee Relations Manager of the Office of Human Resources. Documentation should include the name of the complainant, the name of the accused, the nature of the complaint, date(s), witness(es), and any other

information relevant to the complaint. If some of this information is not available, the reason(s) of unavailability, if known, should be documented.

Upon receipt of the written complaint, the Employee Relations Manager will notify the Assistant Vice Chancellor of Human Resources, who will appoint two investigators to investigate the facts of the complaint.

The Employee Relations Manager will meet with the accused and present him or her with a copy of the complaint and a copy of the sexual harassment policy. The accused will be given an opportunity to respond to the complaint orally and in writing, and may provide evidence and witnesses. The Employee Relations Manager will also explain that there is to be no contact with or retaliation against the complainant.

The investigators will gather relevant evidence by interviewing the complainant, the victim (if different from the complainant), the accused, and any witnesses or other individuals deemed appropriate to conduct a thorough investigation.

Every effort will be made to ensure a thorough and timely investigation of the complaint.

3. Following completion of the investigation, the investigators will present their written findings to the Assistant Vice Chancellor of Human Resources. The Assistant Vice Chancellor of Human Resources will consult with the student’s appropriate student affairs official regarding the written findings for purposes of resolving the complaint. It is the responsibility of the student affairs official to take action consistent with the written findings. Once a final determination is made by the appropriate student affairs official, both the complainant and the accused will be notified of the action to be taken.

4. Pursuant to FERPA (Family and Educational Rights to Privacy Act), student disciplinary records will remain confidential unless the accused consents to release of information.

5. Students who are found to have violated the sexual harassment policy may grieve any decision affecting their educational status through the grievance procedure of their respective college.

6. Complainants may not appeal administrative decisions regarding sexual harassment complaints through the UAMS grievance process.

Questions regarding this policy may be directed to the Office of Human Resources at (501) 686-5650.

OHR Benefits, Resident Handbook www.uams.edu/gme/toc.htm

Benefits for Housestaff

Office of Human Resources(501) 686-5650

www.uams.edu/ohr (click on "Benefits")

February 2008

The University of Arkansas for Medical Sciences offers a wide variety of benefits to eligible Housestaff and their families. The following information is intended to be a brief summary of these benefits, and is not a guarantee of benefits. All Housestaff members should seek information from the Housestaff Office of the College of Medicine regarding eligibility costs and changes in plan options. Please refer to the Summary Plan Description (SPD) for a full description of each Insurance or Group Benefit Plan. Our Notice of Privacy Practices is also posted on our website.

Rules about enrollment deadlines and effective dates:

1. All new Residents are required to complete an Acknowledgement of Benefit Policies form at the time of Registration with the College of Medicine Housestaff Office. This form outlines benefits eligibility criteria, insurance enrollment deadlines and retirement participation information, as required by the I.R.S. The original will be maintained by Human Resources.

2. Medical insurance takes effect the first day of the training program, provided the Resident submits the required enrollment forms to Human Resources within their first 31 days of initial appointment to the training program.

3. All other benefits are generally effective the first of the month following the date the Resident submits the required enrollment forms to Human Resources. In order to be eligible for benefits to take effect on the earliest possible date, the Resident must complete and remit the required forms before the first day of beginning the training program.

4. There are no late enrollments for Medical Insurance or Dental Insurance, nor does the University offer an annual open enrollment. Unless a Resident elects to make a change on account of and consistent with a “qualified status change” (e.g. marriage, birth, divorce), the first 31 days of their benefits-eligible training may be their only opportunity to enroll.

Information about responsibilities for the cost of coverage: Medical, Dental, Basic Life Insurance: Coverage includes the following, provided the Resident enrolls within 31 days of the initial appointment to the training program.

Medical Insurance for the Resident: UAMS will pay the premiums for the Resident’s coverage only, provided the Resident makes positive election for coverage

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Medical Insurance for family members: UAMS will pay a portion of the premium in accordance with the University of Arkansas benefit plan document, provided the Resident makes positive election for coverage.

Dental Insurance: UAMS will pay a portion of the premium for the Resident and his/her family members in accordance with the University of Arkansas benefit plan document, provided the Resident makes positive election for coverage.

Basic Life Insurance for the Resident: UAMS will pay the premiums for the Resident’s coverage.

Basic Housestaff Long Term Disability for the Resident: UAMS will pay the premiums for the Resident’s coverage. All housestaff members must participate and must enroll at the time of Registration with the College of Medicine’s Housestaff Office.

Other insurance plans, including Optional Life, Dependent Life, Accidental Death & Dismemberment, and Optional Housestaff Long Term Disability: the Resident is responsible for the cost of coverage, upon making positive election through Human Resources.

For information about the following descriptions, contact the UAMS Office of Human Resources (OHR), (501) 686-5650, www.uams.edu/ohr

Medical Plan You have two medical plans to choose from: Point of Service or Classic. Both plans cover a wide range of traditional expenses such as doctors’ visits, surgical services, pregnancy, emergency room services, hospital stays, and diagnostic testing. With a goal of assisting you in being healthy, the plans also provide coverage for items such as well baby check-ups, mental health counseling and prescription drugs. Both plans are administered by QualChoice of Arkansas but are self-insured by the University of Arkansas. Prescription drug benefits are the same for either plan and are administered by Caremark.

The Point of Service plan is a “dual option plan”. Your out-of-pocket costs are determined by whether you seek care from an in-network provider or an out-of-network provider. Seeing your PCP or another provider in the network has the least out-of-pocket expense. Seeing a doctor or other provider who is not in the network means you would pay a higher share of the bill. If you select the Classic Plan you will enjoy a lower premium cost than the Point of Service Plan. However, benefits are only provided if you access care through your primary care physician or other in-network provider, similar to an HMO. There are no benefits for out-of-network providers. A comparison of the Point of Service and Classic plans and SPD's for both plans are posted on the website at www.uams.edu/ohr . Visit QualChoice's website at www.qcark.com for a list of network providers.

When you enroll in a Medical plan, you will enjoy free Internet access to physicians and medical advice via eDocAmerica. And if you or a covered family member has asthma, diabetes, high blood pressure, high cholesterol, obesity or tobacco use, you may receive free health coaching from QCare.

You may enroll in either Medical Insurance plan at these times: 1) within your first 31 days of employment




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(coverage takes effect first day of your training program), or 2) within 31 days of a qualified "change in status" such as marriage, birth of a child, divorce or death (coverage generally takes effect date of your election or date of event, whichever occurs last). We do not have an annual open enrollment period. However, you may elect to change plans (from Point of Service to Classic, or vice versa) in November, to be effective January 1 of the following year. Refer to the SPD for further information.

Dental Plan

The dental plan is designed to assist you in maintaining good oral health. The plan covers basic dental exams, restorative care, cleaning services and preventative services. It also covers more intensive and specialty dental needs including fluoride treatments, extractions, sealants, oral surgery, crowns, bridges, and spacers. The dental plan is administered by Delta Dental of Arkansas, but is self-insured by the University of Arkansas.

A schedule of benefits is posted on our website at www.uams.edu/ohr. Delta's website is www.deltadentalar.com.

You may enroll in either plan at these times: 1) within your first 31 days of employment (coverage takes effect first day of your training program), or 2) within 31 days of a qualified "change in status" such as marriage, birth of a child, divorce or death (coverage generally takes effect date of your election or date of event, whichever occurs last). We do not have an annual open enrollment period. Refer to the SPD for further information.

Life Insurance

Life insurance provides a payment to family or other beneficiaries in the event of your death. UAMS provides Basic Life Insurance to you at no cost. Coverage is equal to one times your salary, up to a maximum of $50,000, and is payable to your beneficiary in the event of your death.

You may purchase an additional one, two, three, or four times your salary (up to a maximum of $500,000) by enrolling in Optional Life Insurance. Again, the benefit is payable to your beneficiary in the event of your death.

If you are enrolled in Optional Life Insurance, you are eligible to purchase Dependent Life Insurance for your spouse and dependent children. The benefit is payable to you in the event of their death. You may choose $10,000, $15,000, or $20,000 coverage for your spouse. Children are covered at one-half of the elected spouse’s coverage.

These plans are described in detail in the SPD's which are posted at www.uams.edu/ohr. You may enroll in the Optional and/or Dependent Life Insurances within your first 31 days of employment. After this period you can apply for coverage through Evidence of insurability, but the carrier reserves the right to deny coverage based on health condition.

Accidental Death and Dismemberment

You may purchase AD&D insurance to provide coverage for yourself, your spouse and your dependent children in the event of accidental death (full benefit) or dismemberment (partial benefit). A spouse is covered at 60% of your elected dollar coverage, and children are covered at 20% of your elected dollar coverage. Coverage amounts are available in $25,000 increments up to a maximum of $300,000.



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You may enroll in AD&D insurance at any time.

Disability

Disability coverage assists in replacing earnings in the event of a long-term injury or illness which prevents you from working. UAMS provides Basic Long Term Disability to eligible Housestaff at no cost. The monthly benefit amount is $1,000. Coverage is effective as of your date of eligibility with completed application to the College of Medicine Housestaff Office.

You may purchase Optional Long Term Disability, which provides up to an additional $5,000 per month benefit. You may also add the following benefits to all coverage: Cost of Living Adjustment (COLA) rider for inflation protection and Future Insurance Option (FIO) rider guaranteeing future insurability.

This disability program is structured to benefit you while at UAMS and throughout your working career. All inquires should be made to James D. Foss & Associates at 221-3700.

Section 125 Flexible Benefit Plan

Section 125 of the United States Tax Code allows you to reduce your taxable income by the amount you pay for medical and dental insurance. Therefore, you may elect the Premium Conversion plan to pay your premiums on a pre-tax basis, and reduce the amount withheld from your paycheck for Federal, State and FICA (Social Security/Medicare) taxes. Individual savings will vary based on your income, number of exemptions, and your tax bracket.

While the medical and dental plans do cover many health care expenses, there are co-payments, deductibles and services that may not be covered. With our Health Care Flexible Spending Account, you may set aside up to $4,000 annually through payroll deductions to be used for such out-of-pocket medical expenses, and thereby pay for these expenses with pre-taxed dollars. This increases your take-home pay by reducing your taxes. Many employees choose to establish an account to pay for items such as contact lenses, prescription eyeglasses, over-the-counter drugs, or orthodontia.

With a Dependent Care Flexible Spending Account, you may set aside up to $5,000 annually through pre-tax payroll deductions to be used for dependent care expenses. The account may be used to help pay for the expenses of childcare, or care of other immediate family members. If you elect to participate, you may not take the childcare credit for the same expenses when you file your income tax returns.

You may elect to participate in any of these three Section 125 Flexible Benefit Plan benefits within your first 31 days of work. The next opportunity to renew or change your election will be the Section 125 open enrollment period held each November, to be effective January 1 of the following year. You may also make changes when a qualified "change in status" (as defined by the IRS) occurs, such as marriage, birth of a child, divorce, or death. For more information, visit our Flexible Spending Account plan administrator's website at www.conexis.org. The SPD is posted on our website at www.uams.edu/ohr.

Voluntary Benefits

The University of Arkansas offers the convenience of payroll deduction and the advantage of group discount


http://www.conexis.org/

http://www.conexis.org/



rates for the following benefit plans:

Long Term Care insurance is provided through CNA (Continental Casualty Company). You may enroll within your first 60 days of employment and generally be guaranteed coverage. Evidence of insurability is required if you apply after 60 days. Coverage is also available for your extended family members, including spouse, parents, in-laws, and grandparents. Visit CNA's website at www.ltcbenefits.com (password is UALTC) for more information.

Group Auto/Home Insurance is provided through Liberty Mutual. You can apply for coverage at any time. for more information, visit www.libertymutual.com/lm/arkempl Critical Illness Insurance is provided through MetLife. You may enroll within your first 30 days of employment. Coverage is available for you and your family (spouse and children). For more information, visit www.metlife.com/mybenefits.

Vision Insurance is provided through Spectera. Open enrollment is generally held once a year. Coverage is available for you and your family (spouse and children). Human Resources will communicate the next open enrollment period.

Retirement Plan

You are eligible to make personal, pre-tax contributions to Tax Deferred Annuities. You may choose either or both of the two available fund sponsors: Teachers Insurance and Annuity Association-College Retirement Equities Fund (TIAA-CREF) and Fidelity Investments. You may elect to make contributions at any time during your employment at UAMS. Application forms are available in the Office of Human Resources

College Tuition Discount

Eligible Housestaff and their families receive a tuition discount at all of the University of Arkansas campuses: UA at Fayetteville, UA at Little Rock, UA Medical Sciences, UA at Pine Bluff, UA at Monticello, UA at Fort Smith, UA Phillips Community College in Helena, UA Community College in Hope, UA Community College in Batesville, Cossatot Community College of the UA in DeQueen, and the UA Community College in Morrilton.

You may take undergraduate and graduate courses (except professional courses) at UAMS at 10% of the tuition cost (in other words, 90% discount). You receive a 70% tuition discount at the other UA campuses. Your spouse and unmarried dependent child(ren) enrolled at the University of Arkansas receive a discount on undergraduate courses: a 50% tuition discount at UAMS, a 40% tuition discount at the other UA campuses. The campus where coursework is taken is solely responsible for which courses are eligible, and which courses, if any, are excluded from the discount. Tuition discount forms are available in the Office of Human Resources.

Miscellaneous Benefits


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http://www.libertymutual.com/lm/arkempl

http://www.metlife.com/mybenefits


Bus pass discountBusiness travel insuranceCafeteria discountCredit UnionDiscounts at area merchants & restaurantsEmployee Assistance ProgramFitness Center on-site (Get Healthy UAMS program)Library privilegesOphthalmology & dental services on campusPayroll deduction for U.S. Savings BondsPrescription discountVacation/theme park discountsWorkers’ Compensation

The University of Arkansas for Medical Sciences does not discriminate in employment or in any of its services on the basis of race, color, religion, national origin, sex, age, or disability.

For a current list of resident/fellow insurance rates: http://www.uams.edu/ohr/Medical_Information.asp

Last modified: 02/04/08


http://www.uams.edu/ohr/Medical_Information.asp

ACGME Program Requirements for Graduate Medical Education

in Anatomic Pathology and Clinical Pathology

Common Program Requirements are in BOLD

Effective: July 1, 2007

Introduction

A. Definition

1. Graduate medical education programs in pathology are accredited in the following categories:

a) APCP-4 Four-year programs in anatomic

pathology and clinical pathology. b) AP-3 Three-year programs in anatomic

pathology. c) CP-3 Three-year programs in clinical

pathology. d) PCP-1 One-year programs in cytopathology. e) BB-1 One-year programs in blood

banking/transfusion medicine. f) DP-1 One-year programs in

dermatopathology. g) FP-1 One-year programs in forensic

pathology. h) HMP-1 One-year programs in hematology. i) MM-1 One-year programs in medical

microbiology. j) NP-2 Two-year programs in neuropathology. k) PP-1 One-year programs in pediatric

pathology. l) PCH-1 One-year programs in chemical

pathology.

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m) SP One-year programs in selective pathology. (Selective pathology programs are typically sponsored by institutions that provide unique educational resources in a specialized area of pathology.)

B. Duration and Scope of Training

1. Graduate medical education programs in anatomic

pathology and/or clinical pathology must provide an organized educational experience for qualified physicians seeking to acquire the basic competence of a pathologist.

2. Programs must offer residents a broad education in

anatomic pathology and/or clinical pathology, the opportunity to acquire techniques and methods of those disciplines, and experience with the consultative role of the pathologist in patient-care decision making.

3. APCP-4 programs are accredited to offer four years of

education/training in anatomic pathology and clinical pathology, three years of training in anatomic pathology (AP-3), and three years of training in clinical pathology (CP-3).

4. APCP-4 programs must include 18 months of formal

education in anatomic pathology and 18 months of formal education in clinical pathology. The AP-3 and CP-3 programs must include 24 months of anatomic pathology (AP-3) or clinical pathology (CP-3) education. The remaining 12 months of training for APCP-4, AP-3, and CP-3 programs may be a continuation of structured anatomic pathology or clinical pathology education, or may be devoted to a specialized facet of pathology. The education must occur under the direction of the program director or designated member of the teaching staff. The program director must clearly define, as part of the program description, the available educational opportunities for the remaining 12 months of pathology education. The program director must approve residents’ participation in all such opportunities and monitor their progress.

Pathology 3

I. Institutions

A. Sponsoring Institution

One sponsoring institution must assume ultimate responsibility for the program, as described in the Institutional Requirements, and this responsibility extends to resident assignments at all participating sites.

The sponsoring institution and the program must ensure that the program director has sufficient protected time and financial support for his or her educational and administrative responsibilities to the program. 1. As the presence of other residency programs may facilitate

peer interchange and augment the breadth of the educational experience, institutions providing graduate medical education in anatomic pathology and/or clinical pathology should also sponsor at least three additional accredited residency programs. Programs considered to be most complementary to pathology education are internal medicine, family medicine, obstetrics and gynecology, general surgery, pediatrics, and radiology. The Review Committee will consider requests for exceptions to this requirement on a case-by-case basis.

B. Participating Sites

1. There must be a program letter of agreement (PLA) between the program and each participating site providing a required assignment. The PLA must be renewed at least every five years. The PLA should: a) identify the faculty who will assume both educational

and supervisory responsibilities for residents; b) specify their responsibilities for teaching, supervision,

and formal evaluation of residents, as specified later in this document;

c) specify the duration and content of the educational

experience; and,

Pathology 4

d) state the policies and procedures that will govern resident education during the assignment.

2. The program director must submit any additions or deletions

of participating sites routinely providing an educational experience, required for all residents, of one month full time equivalent (FTE) or more through the Accreditation Council for Graduate Medical Education (ACGME) Accreditation Data System (ADS).

3. Resident assignments away from the sponsoring institution should

not prevent residents’ regular participation in rounds or conferences, either at the sponsoring institution or in equivalent conferences at participating sites.

II. Program Personnel and Resources

A. Program Director

1. There must be a single program director with authority and accountability for the operation of the program. The sponsoring institution’s GMEC must approve a change in program director. After approval, the program director must submit this change to the ACGME via the ADS.

2. The program director should continue in his or her position for

a length of time adequate to maintain continuity of leadership and program stability.

3. Qualifications of the program director must include:

a) requisite specialty expertise and documented

educational and administrative experience acceptable to the Review Committee;

b) current certification in the specialty by the American

Board of Pathology, or specialty qualifications that are acceptable to the Review Committee; and,

c) current medical licensure and appropriate medical staff

appointment. d) at least five years of participation as an active faculty

member in an accredited pathology residency program.

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4. The program director must administer and maintain an educational environment conducive to educating the residents in each of the ACGME competency areas. The program director must:

a) oversee and ensure the quality of didactic and clinical

education in all sites that participate in the program; b) approve a local director at each participating site who is

accountable for resident education; c) approve the selection of program faculty as appropriate; d) evaluate program faculty and approve the continued

participation of program faculty based on evaluation; e) monitor resident supervision at all participating sites; f) prepare and submit all information required and

requested by the ACGME, including but not limited to the program information forms and annual program resident updates to the ADS, and ensure that the information submitted is accurate and complete;

g) provide each resident with documented semiannual

evaluation of performance with feedback; h) ensure compliance with grievance and due process

procedures as set forth in the Institutional Requirements and implemented by the sponsoring institution;

i) provide verification of residency education for all

residents, including those who leave the program prior to completion;

j) implement policies and procedures consistent with the

institutional and program requirements for resident duty hours and the working environment, including moonlighting, and, to that end, must:

(1) distribute these policies and procedures to the

residents and faculty; (2) monitor resident duty hours, according to

sponsoring institutional policies, with a frequency sufficient to ensure compliance with ACGME

Pathology 6

requirements; (3) adjust schedules as necessary to mitigate

excessive service demands and/or fatigue; and, (4) if applicable, monitor the demands of at-home call

and adjust schedules as necessary to mitigate excessive service demands and/or fatigue.

k) monitor the need for and ensure the provision of back

up support systems when patient care responsibilities are unusually difficult or prolonged;

l) comply with the sponsoring institution’s written policies

and procedures, including those specified in the Institutional Requirements, for selection, evaluation and promotion of residents, disciplinary action, and supervision of residents;

m) be familiar with and comply with ACGME and Review

Committee policies and procedures as outlined in the ACGME Manual of Policies and Procedures;

n) obtain review and approval of the sponsoring

institution’s GMEC/DIO before submitting to the ACGME information or requests for the following: (1) all applications for ACGME accreditation of new

programs; (2) changes in resident complement; (3) major changes in program structure or length of

training; (4) progress reports requested by the Review

Committee; (5) responses to all proposed adverse actions; (6) requests for increases or any change to resident

duty hours; (7) voluntary withdrawals of ACGME-accredited

programs;

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(8) requests for appeal of an adverse action; (9) appeal presentations to a Board of Appeal or the

ACGME; and, (10) proposals to ACGME for approval of innovative

educational approaches.

o) obtain DIO review and co-signature on all program information forms, as well as any correspondence or document submitted to the ACGME that addresses: (1) program citations, and/or (2) request for changes in the program that would

have significant impact, including financial, on the program or institution.

p) ensure that there are regularly-scheduled seminars and

conferences devoted to the basic and applied medical sciences, as well as clinical correlation conferences; and,

q) ensure that there are departmental conferences, in which

both faculty and residents participate, for detailed discussion of difficult and unusual cases.

(1) The program director and teaching staff should

monitor and evaluate the residents’ effectiveness as teachers.

(2) The program director should ensure that clinical

correlation conferences (e.g., a pediatric mortality conference) be held with clinical services such as internal medicine, surgery, gynecology, radiology, pediatrics, and their subspecialties.

B. Faculty

1. At each participating site, there must be a sufficient number of

faculty with documented qualifications to instruct and supervise all residents at that location.

The faculty must:

a) devote sufficient time to the educational program to

fulfill their supervisory and teaching responsibilities;

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and to demonstrate a strong interest in the education of residents, and

b) administer and maintain an educational environment

conducive to educating residents in each of the ACGME competency areas.

2. The physician faculty must have current certification in the

specialty by the American Board of Pathology, or possess qualifications acceptable to the Review Committee.

3. The physician faculty must possess current medical licensure

and appropriate medical staff appointment. 4. The nonphysician faculty must have appropriate qualifications

in their field and hold appropriate institutional appointments. 5. The faculty must establish and maintain an environment of

inquiry and scholarship with an active research component.

a) The faculty must regularly participate in organized clinical discussions, rounds, journal clubs, and conferences.

b) Some members of the faculty should also demonstrate

scholarship by one or more of the following:

(1) peer-reviewed funding; (2) publication of original research or review articles

in peer-reviewed journals, or chapters in textbooks;

(3) publication or presentation of case reports or

clinical series at local, regional, or national professional and scientific society meetings; or,

(4) participation in national committees or educational organizations.

c) Faculty should encourage and support residents in

scholarly activities.

C. Other Program Personnel

The institution and the program must jointly ensure the availability of all necessary professional, technical, and clerical personnel for the

Pathology 9

effective administration of the program.

1. The laboratories providing patient-care services must be accredited by the appropriate organizations. The laboratories must be directed by a qualified physician who is licensed to practice medicine and is a member of the medical staff.

2. The number and qualifications of medical technologists and

other support personnel must be adequate for the volume of work in the laboratory and the educational activities of the institution.

D. Resources

The institution and the program must jointly ensure the availability of adequate resources for resident education, as defined in the specialty program requirements. 1. Residents must be provided office and laboratory space for

both patient-care work and participation in scholarly activities.

2. The patient material of the department must be indexed in

such a way as to permit appropriate retrieval. 3. The audiovisual resources available for educational

purposes should be adequate to meet the goals and objectives of the program.

4. The program must have sufficient volume and variety of

material available to ensure that residents have broad exposure to both common conditions and unusual entities. This material should be sufficient for anatomic pathology and/or clinical pathology, as matches the program’s specialty concentration. From this experience, residents should develop the necessary professional and technical skills to perform the functions of an anatomic and/or clinical pathologist.

5. The number and variety of tests performed in the program’s

laboratories should be sufficient to give residents experience of those tests typically available in a general hospital. Residents’ experience should be augmented through the use of seminars, course materials, and laboratory indexes of unusual cases.

Pathology 10

E. Medical Information Access

Residents must have ready access to specialty-specific and other appropriate reference material in print or electronic format. Electronic medical literature databases with search capabilities should be available.

III. Resident Appointments

A. Eligibility Criteria

The program director must comply with the criteria for resident eligibility as specified in the Institutional Requirements.

B. Number of Residents

The program director may not appoint more residents than approved by the Review Committee, unless otherwise stated in the specialty-specific requirements. The program’s educational resources must be adequate to support the number of residents appointed to the program.

1. Programs must have a sufficient number of residents to ensure that

an intellectually-stimulating educational environment is maintained. There should be at least two residents enrolled in each year of a program. A lesser number is cause for concern by the Review Committee.

C. Resident Transfers

1. Before accepting a resident who is transferring from another

program, the program director must obtain written or electronic verification of previous educational experiences and a summative competency-based performance evaluation of the transferring resident.

2. A program director must provide timely verification of

residency education and summative performance evaluations for residents who leave the program prior to completion.

D. Appointment of Fellows and Other Learners

The presence of other learners (including, but not limited to, residents from other specialties, subspecialty fellows, PhD students, and nurse practitioners) in the program must not interfere with the appointed residents’ education. The program director must report

Pathology 11

the presence of other learners to the DIO and GMEC in accordance with sponsoring institution guidelines.

IV. Educational Program

A. The curriculum must contain the following educational components:

1. Overall educational goals for the program, which the program must distribute to residents and faculty annually;

2. Competency-based goals and objectives for each assignment

at each educational level, which the program must distribute to residents and faculty annually, in either written or electronic form. These should be reviewed by the resident at the start of each rotation;

3. Regularly scheduled didactic sessions; 4. Delineation of resident responsibilities for patient care,

progressive responsibility for patient management, and supervision of residents over the continuum of the program; and,

5. ACGME Competencies

The program must integrate the following ACGME competencies into the curriculum: a) Patient Care

Residents must be able to provide patient care that is compassionate, appropriate, and effective for the treatment of health problems and the promotion of health. Residents: (1) will demonstrate a satisfactory level of diagnostic

competence and the ability to provide appropriate and effective pathology services consultation.

(2) will perform at least 50 autopsies during the

program. Autopsies may be shared, but no more that two residents may count a shared case toward this standard. Further, programs must ensure that residents participate fully in all aspects of an autopsy as appropriate to the case. In a complete autopsy, this includes:

Pathology 12

(a) review of history and circumstances of

death; (b) external examination of the body; (c) gross dissection; (d) review of microscopic and laboratory

findings; (e) preparation of written description of

gross and microscopic findings; (f) development of opinion on cause of

death; and, (g) review of autopsy report with teaching

staff.

(i) Resident education must include exposure to forensic, pediatric, perinatal and stillborn autopsies.

(3) will examine and assess at least 2,000 surgical

pathology specimens during the program. This material must be from an adequate mix of cases to ensure exposure to both common and uncommon conditions. Residents should formulate a microscopic diagnosis for cases they have examined grossly. Residents should preview their cases prior to sign out with an attending pathologist;

(4) will examine at least 1,500 cytologic specimens

during the program. This material must include a variety of both exfoliative and aspiration specimens; and,

(5) will participate in the regular formal clinical and

teaching rounds corresponding to the laboratory services to which they are assigned. For example, residents should attend infectious disease service rounds while on assignment in microbiology.

Pathology 13

b) Medical Knowledge

Residents must demonstrate knowledge of established and evolving biomedical, clinical, epidemiological and social-behavioral sciences, as well as the application of this knowledge to patient care. Residents: (1) will have education in anatomic pathology that

must include instruction in autopsy and surgical pathology, cytopathology, pediatric pathology, dermatopathology, forensic pathology, immunopathology, histochemistry, neuropathology, ultrastructural pathology, cytogenetics, molecular biology, aspiration techniques, and other advanced diagnostic techniques as they become available;

(2) will have education in clinical pathology that

must include instruction in microbiology (including bacteriology, mycology, parasitology, and virology), immunopathology, blood banking/transfusion medicine, chemical pathology, cytogenetics, hematology, coagulation, toxicology, medical microscopy (including urinalysis), molecular biologic techniques, aspiration techniques, and other advanced diagnostic techniques as they become available;

(a) Programs must provide residents with

instruction and experience in the interpretation of laboratory data as part of patient-care decision-making and patient-care consultation. Programs must also ensure that residents participate in pathology conferences, rounds, teaching and scholarly activity, as well as gain experience in the management and direction of a pathology laboratory. This laboratory experience should include education in quality assurance, safety, regulations, and the use of hospital and laboratory information systems.

Pathology 14

(3) The educational experiences detailed above

may be provided through separate, exclusive rotations, by rotations that combine more than one area, or by other means. However the experiences are provided, all rotations and other assignments must conform to the educational goals and objectives of the program.

c) Practice-based Learning and Improvement

Residents must demonstrate the ability to investigate and evaluate their care of patients, to appraise and assimilate scientific evidence, and to continuously improve patient care based on constant self-evaluation and life-long learning. Residents are expected to develop skills and habits to be able to meet the following goals: (1) identify strengths, deficiencies, and limits in one’s

knowledge and expertise;

(2) set learning and improvement goals;

(3) identify and perform appropriate learning activities;

(4) systematically analyze practice using quality

improvement methods, and implement changes with the goal of practice improvement;

(5) incorporate formative evaluation feedback into

daily practice; (6) locate, appraise, and assimilate evidence from

scientific studies related to their patients’ health problems;

(7) use information technology to optimize learning;

and, (8) participate in the education of patients, families,

students, residents and other health professionals.

Pathology 15

d) Interpersonal and Communication Skills

Residents must demonstrate interpersonal and communication skills that result in the effective exchange of information and collaboration with patients, their families, and health professionals. Residents are expected to: (1) communicate effectively with patients, families,

and the public, as appropriate, across a broad range of socioeconomic and cultural backgrounds;

(2) communicate effectively with physicians, other

health professionals, and health related agencies; (3) work effectively as a member or leader of a health

care team or other professional group; (4) act in a consultative role to other physicians and

health professionals; and, (5) maintain comprehensive, timely, and legible

medical records, if applicable. (6) along with faculty, be regularly involved in

consultative activity; (7) provide patient-care consultations which should be

both intra- and interdepartmental; (8) perform at least 200 intraoperative consultations

during the program; (9) be considered integral members of the staff of the

Department of Pathology, and must have the opportunity to participate in discussions related to management of the department; and,

(10) when operating under appropriate supervision, be

given direct responsibility to make decisions in the laboratory.

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e) Professionalism

Residents must demonstrate a commitment to carrying out professional responsibilities and an adherence to ethical principles. Residents are expected to demonstrate:

(1) compassion, integrity, and respect for others; (2) responsiveness to patient needs that supersedes

self-interest; (3) respect for patient privacy and autonomy; (4) accountability to patients, society and the

profession; and,

(5) sensitivity and responsiveness to a diverse patient population, including but not limited to diversity in gender, age, culture, race, religion, disabilities, and sexual orientation.

f) Systems-based Practice

Residents must demonstrate an awareness of and responsiveness to the larger context and system of health care, as well as the ability to call effectively on other resources in the system to provide optimal health care. Residents are expected to:

(1) work effectively in various health care delivery

settings and systems relevant to their clinical specialty;

(2) coordinate patient care within the health care

system relevant to their clinical specialty; (3) incorporate considerations of cost awareness and

risk-benefit analysis in patient and/or population-based care as appropriate;

(4) advocate for quality patient care and optimal

patient care systems;

Pathology 17

(5) work in interprofessional teams to enhance

patient safety and improve patient care quality; and,

(6) participate in identifying system errors and

implementing potential systems solutions.

B. Residents’ Scholarly Activities 1. The curriculum must advance residents’ knowledge of the

basic principles of research, including how research is conducted, evaluated, explained to patients, and applied to patient care.

2. Residents should participate in scholarly activity.

a) Throughout their time in the program, residents

should be exposed to and encouraged to participate in clinical or laboratory research, research seminars, work-in-progress sessions, and organized reviews of intradepartmental research.

b) The program should provide an environment that

promotes research and scholarly activity by the residents. Resident participation in research may involve methods development, clinical or basic research, or literature surveys.

3. The sponsoring institution and program should allocate

adequate educational resources to facilitate resident involvement in scholarly activities.

V. Evaluation

A. Resident Evaluation

1. Formative Evaluation

a) The faculty must evaluate resident performance in a timely manner during each rotation or similar educational assignment, and document this evaluation at completion of the assignment.

b) The program must:

Pathology 18

(1) provide objective assessments of competence in patient care, medical knowledge, practice-based learning and improvement, interpersonal and communication skills, professionalism, and systems-based practice;

(2) use multiple evaluators (e.g., faculty, peers,

patients, self, and other professional staff); (3) document progressive resident performance

improvement appropriate to educational level; and,

(4) provide each resident with documented

semiannual evaluation of performance with feedback.

c) The evaluations of resident performance must be

accessible for review by the resident, in accordance with institutional policy.

2. Summative Evaluation

The program director must provide a summative evaluation for each resident upon completion of the program. This evaluation must become part of the resident’s permanent record maintained by the institution, and must be accessible for review by the resident in accordance with institutional policy. This evaluation must:

a) document the resident’s performance during the final

period of education, and b) verify that the resident has demonstrated sufficient

competence to enter practice without direct supervision.

B. Faculty Evaluation

1. At least annually, the program must evaluate faculty performance as it relates to the educational program.

2. These evaluations should include a review of the faculty’s

clinical teaching abilities, commitment to the educational program, clinical knowledge, professionalism, and scholarly activities.

Pathology 19

3. This evaluation must include at least annual written confidential evaluations by the residents.

C. Program Evaluation and Improvement

1. The program must document formal, systematic evaluation of

the curriculum at least annually. The program must monitor and track each of the following areas:

a) resident performance;

b) faculty development;

c) graduate performance, including performance of

program graduates on the certification examination; and,

d) program quality. Specifically:

(1) Residents and faculty must have the opportunity

to evaluate the program confidentially and in writing at least annually, and

(2) The program must use the results of residents’

assessments of the program together with other program evaluation results to improve the program.

2. If deficiencies are found, the program should prepare a written

plan of action to document initiatives to improve performance in the areas listed in section V.C.1. The action plan should be reviewed and approved by the teaching faculty and documented in meeting minutes.

VI. Resident Duty Hours in the Learning and Working Environment

A. Principles

1. The program must be committed to and be responsible for promoting patient safety and resident well-being and to providing a supportive educational environment.

2. The learning objectives of the program must not be

compromised by excessive reliance on residents to fulfill service obligations.

Pathology 20

3. Didactic and clinical education must have priority in the allotment of residents’ time and energy.

4. Duty hour assignments must recognize that faculty and

residents collectively have responsibility for the safety and welfare of patients.

B. Supervision of Residents

The program must ensure that qualified faculty provide appropriate supervision of residents in patient care activities.

C. Fatigue

Faculty and residents must be educated to recognize the signs of fatigue and sleep deprivation and must adopt and apply policies to prevent and counteract its potential negative effects on patient care and learning.

D. Duty Hours (the terms in this section are defined in the ACGME Glossary and apply to all programs) Duty hours are defined as all clinical and academic activities related to the program; i.e., patient care (both inpatient and outpatient), administrative duties relative to patient care, the provision for transfer of patient care, time spent in-house during call activities, and scheduled activities, such as conferences. Duty hours do not include reading and preparation time spent away from the duty site. 1. Duty hours must be limited to 80 hours per week, averaged

over a four-week period, inclusive of all in-house call activities. 2. Residents must be provided with one day in seven free from

all educational and clinical responsibilities, averaged over a four-week period, inclusive of call.

3. Adequate time for rest and personal activities must be

provided. This should consist of a 10-hour time period provided between all daily duty periods and after in-house call.

E. On-call Activities

1. In-house call must occur no more frequently than every third

night, averaged over a four-week period.

Pathology 21

2. Continuous on-site duty, including in-house call, must not

exceed 24 consecutive hours. Residents may remain on duty for up to six additional hours to participate in didactic activities, transfer care of patients, conduct outpatient clinics, and maintain continuity of medical and surgical care.

3. No new patients may be accepted after 24 hours of continuous

duty. a) A new patient is defined as any patient for whom the resident has not previously provided care.

4. At-home call (or pager call)

a) The frequency of at-home call is not subject to the every-third-night, or 24+6 limitation. However at-home call must not be so frequent as to preclude rest and reasonable personal time for each resident.

b) Residents taking at-home call must be provided with

one day in seven completely free from all educational and clinical responsibilities, averaged over a four-week period.

c) When residents are called into the hospital from home,

the hours residents spend in-house are counted toward the 80-hour limit.

F. Moonlighting

1. Moonlighting must not interfere with the ability of the resident

to achieve the goals and objectives of the educational program.

2. Internal moonlighting must be considered part of the 80-hour

weekly limit on duty hours.

G. Duty Hours Exceptions

A Review Committee may grant exceptions for up to 10% or a maximum of 88 hours to individual programs based on a sound educational rationale. 1. In preparing a request for an exception the program director

must follow the duty hour exception policy from the ACGME

Pathology 22

Manual on Policies and Procedures.

Pathology 23

2. Prior to submitting the request to the Review Committee, the

program director must obtain approval of the institution’s GMEC and DIO.

VII. Experimentation and Innovation

Requests for experimentation or innovative projects that may deviate from the institutional, common and/or specialty specific program requirements must be approved in advance by the Review Committee. In preparing requests, the program director must follow Procedures for Approving Proposals for Experimentation or Innovative Projects located in the ACGME Manual on Policies and Procedures. Once a Review Committee approves a project, the sponsoring institution and program are jointly responsible for the quality of education offered to residents for the duration of such a project.

***

ACGME Approved: February 13, 2007 Effective: July 1, 2007

©2005 Accreditation Council for Graduate Medical Education (ACGME). No part of this work may be reproduced or distributed in any form or by any means without ACGME’s prior written approval. This document contains Confidential Information. Requests for permission to make copies should be made to the following address: ACGME, 515 N. State Street, Suite 2000, Chicago, Il 60610 Information in this document is subject to change without notice. ACGME is not liable for errors or omissions appearing in this document.

INTRODUCTION

The Resident Case Log System for Operative Log Reporting is an Internet based case log system utilizing CPT codes and ICD9 codes to track resident experiences. The Residency Review Committee (RRC) has indexed these codes into categories for evaluation. All valid CPT and ICD9 codes have been added to the ACGME Resident Case Log System. Then RRC's identify the codes that pertain to the specific specialty, and choose the category in which it counts (area and type). Those codes that the RRC is not tracking at this time are placed into an area and type called miscellaneous or unassigned and will display on the reports as “miscellaneous” or “unassigned”.

The resident should enter encounters/procedures and choose codes that accurately reflect the encounter/procedure performed or the code that most closely matches the procedure done. Some entries may fall into the unassigned category. You can generate a full detail report on a weekly or monthly basis to review the unassigned procedures to make sure that they are being reported correctly. When you run the report, choose the appropriate resident and in the area select “unassigned”. The residents also have this capability so they can run the report as well (see report section for more details).

Any valid code can be entered into the application, but only those codes the RRC has selected will be counted for experience. While some programs prefer to have administrative personnel enter resident experience, this application was designed to allow residents to enter data on a regular basis at their convenience. Entry can be done from any PC connected to the World Wide Web at any time 24 hours a day. The site is secured by encryption certificates obtained through the Verisign Corporation and is backed up daily.

©2005 Accreditation Council for Graduate Medical Education (ACGME). No part of this work may be reproduced or distributed in any form or by any means without ACGME’s prior written approval. This document contains Confidential Information. Requests for permission to make copies should be made to the following address: ACGME, 515 N. State Street, Suite 2000, Chicago, Il 60610 Information in this document is subject to change without notice. ACGME is not liable for errors or omissions appearing in this document.

GETTING STARTED No specific software is required, and no software will be sent or needs to be downloaded to use this system. The Accreditation Council for Graduate Medical Education (ACGME) has provided each program director with a ‘UserID’ and ‘Password’ to access the Case Log System. It is the program director/administrator’s responsibility to enter and maintain program specific information such as residents, attending (supervisor) physicians, institutions (location), rotation, and users. It is the program’s responsibility to assign User IDs and Passwords to each resident in the program. Access to the system is available through most commonly used Internet Browsers and providers including Microsoft Internet Explorer 4.01 (or higher), Netscape 4.0 (or higher), AOL, and Prodigy. No special download of additional software is required. You will have to enable cookies to use the application. Cookies are being used to maintain your session information with ACGME in order to improve performance. When running reports the system will ask you to download the Crystal smart viewer. This is a Seagate Crystal Report application, which allows you to search and print reports. Please answer YES to the download screen if it appears. If you do not get this option you should contact your IT department to ensure that you have the Java component of your browser installed.

CASE ENTRY FOR PATHOLOGY

CASE ENTRY FOR PATHOLOGY Click on the Case Entry tab and the Procedure Menu will display. To add new case/encounters, click on Add.

After you click on the Add link, the Procedure Entry page will display. If you are a resident your name will automatically appear. If you are the administrator you will be able to choose the resident from the drop down list.


Fields Resident: Resident name is automatically entered based on your login. * Institution: Select the Institution using the down arrow. Resident Year: Enter your categorical year in the specialty (This is not your post-

graduate year in training) at the time of the case/encounter. The year will default to the year entered on the resident setup screen by your program director or residency coordinator

Resident Role: Select Role using the down arrow.

Primary: should be selected when you had the substantial responsibility during the procedure Secondary: should be selected if you had a primarily assisting role.

Patient Type: Select using the down arrow adult or pediatric. Procedure Date: Enter Date including / or – to separate month/day/year.

Format is mm/dd/yyyy. Case Note: An identifier to that patient (not required). CPT Code: All CPT codes are in the system. The RRC reviews all codes and

maps them to an area and type. Those codes that are not mapped to an area and type will fall under a category called unassigned.

Full CPT Desc. This is the full CPT description. This field is populated by the database based on the CPT code you choose

Area: The area is the broadest category of procedure/diagnosis the RRC is tracking

Type: The type is the specific procedure/diagnosis that the RRC is tracking

Comment: This can be notes about the patient and/or procedure. This is not a mandatory field.

• If you are logging in as an administrator, you can click on the drop down box and choose the resident you are entering cases for.


For the procedure you are entering you will choose from the drop down list each of the following: institution, resident role, patient type, and then enter in the resident year (if incorrect), date of procedure and enter in a case note. If you are entering a case and you do not find the Institution on your list you will need to contact your program director or coordinator to have it added to the list. If you know the appropriate CPT code(s), in the CPT code field type the CPT code and click on the Select Button. The system will always move the CPT code from the field always leaving it blank and display it in the Selected CPT Codes List. In the pictured example, CPT code 15782 was entered. If the CPT code is valid it will automatically be placed in the Selected CPT list.

The selected CPT Codes list allows you to view the full CPT Code Description, Area and Type of the CPT code chosen. Click on a CPT code in the selected CPT Code list and the selection will be highlighted. This will then allow you to view the description, area and type for that CPT code. To remove the highlighted CPT code, click on the Remove CPT button.


Searching for a CPT Code If you do not know the CPT code you can do a search. To search for a CPT code, click on the Search button next to the CPT code field. The CPT Selection window will display:

CPT/ICD9 Selection allows the user to look for CPT/ICD9s in multiple ways. A user can search for a specific phrase or word in the description, or to see all of the CPT/ICD9 codes available, you can leave the CPT/ICD9 description blank and select “all” for the Area and Type. You may also select an Area and/or Type from the drop-down boxes. Below is an example of entering a word or phrase that exists in the description.


When autopsy is entered and the Search button is clicked, the results are displayed for all of the CPT descriptions containing the word autopsy (see next page):


View the list and choose the CPT code that closely or exactly reflects the procedure/diagnosis done. To further assist in finding the correct code you can use the CTRL key and the F key on your keyboard which will bring up a find function. You could then enter in “intracranial” and click on find next and the system will highlight the first instance it finds. Click on find next again and it will find the next instance of “intracranial”. Click on the select link and the CPT code is returned to the case/encounter entry screen and entered in the selected CPT Codes list. NOTE: You may enter more than one CPT code per patient To assist with data entry, the institution, year in program, residents role, patient type and procedure date have remained pre-filled from the previous entry. Change these fields as needed. When finished entering all of your procedure data, click on Save. To exit to the Procedure menu, click on the Cancel button.


Entering procedure guidelines Autopsy Codes 1. Enter the appropriate code for non-forensic autopsy when you were actively

involved (in either primary or secondary role) in each of the following components of a complete autopsy:

a. Review of medical history and circumstances of death b. External examination of the body c. Gross dissection d. Review of microscopic and laboratory findings e. Preparation of written descriptions of the gross and microscopic findings f. Development of an opinion regarding the cause of death g. Review of the autopsy report with a member of the teaching staff

2. Enter the appropriate code when you participated each of these components for

a forensic autopsy. Optional: You may enter codes for autopsies in which you were not involved in all seven of these components using the appropriate code for gross examination only or limited autopsy. Bone Marrow Codes 1. Enter the appropriate code when you perform a bone marrow aspiration. 2. Enter the appropriate code when you perform a bone marrow biopsy. Optional: You may enter codes for the interpretation of a biopsy or aspirate, even if you did not perform the procedure. FNA Codes Enter the appropriate code when you perform a fine needle aspiration. Other Codes You may enter any valid CPT code. For example, you may keep track of consultations, clinical pathology tests, identification of microorganisms, special stains, or surgical specimens examined. Tracking your experience in these areas, however, is not required.


CASE LOG SYSTEM Guidelines

The RRC has re-affirmed that it will require every program to use the ACGME on line procedure logs for data collection beginning July 1, 2004. All patients should be entered with a CPT code(s). The system is HIPPA compliant, and there are business agreements in place between the covered entities and the sponsoring institution, which were created by the ACGME. As it now stands, there are many inconsistencies as to how data is collected in specialties not using the ACGME site, and this is a frequent cause of concern and subsequent citations. The ACGME data depository thus provides a mechanism that allows for training programs to comply with program requirements and provides a uniform mechanism to verify the clinical training of residents among programs. PDA software will be available for a $25 user fee. Residents will be asked to sign a waiver at the initiation of data collection.

EVALUATION SYSTEM IN THE AP/CP TRAINING PROGRAM

1. Evaluation of the Trainee a. Rotational Evaluations: The attending physician evaluates a resident/fellow

in writing and the performance is reviewed with him/her during and at the completion of each rotation.

b. General Competencies: In addition to the global evaluation completed by the attending physician, the resident is evaluated periodically in the following areas: patient care, medical knowledge, practice-based learning and improvement, interpersonal and communication skills, professionalism, and systems-based practice. An overview of the evaluations is included in the following chart.

General Evaluation Tools Used or In Development Competencies Patient Care 360° eval. Faculty Eval. Medical Knowledge Faculty Eval. Annual Exams on Portfolio In-Service Exam Rotations Interpersonal & 360° eval. Teaching Evals. Communication Skills Professionalism 360° eval. Faculty Eval. Ethics Module Practice Based Portfolio Journal Club Learning Systems Based Exam From Portfolio Practice Kelly Lectures

c. Semi-annual Evaluation: as per RRC requirements, an overall written evaluation of each resident is completed approximately every 6 months with feedback communicated personally to each resident in a timely manner by the program director or his/her designee.

d. Final Evaluation: the program director provides a written final evaluation for each resident who completes the program. This includes a review of the resident’s performance during the final period of training and verifies that the resident has demonstrated sufficient professional ability to practice competently and independently. This final evaluation is part of the resident’s permanent record maintained by the program.

2. Evaluation of Faculty: Teaching faculty are evaluated at least annually on their teaching ability, clinical knowledge, attitude and communication skills. Residents’ evaluations of the faculty member are confidential in that all identifying information is removed before the information is shared with the faculty member. Information from the evaluations are reviewed with the faculty member by the department chair at the time of the annual review or sooner if necessary.

3. Evaluation of the Training Program: Residents evaluate the training program at

least annually through written confidential evaluations and through the Annual GME Survey administered by the Graduate Medical Education Committee. The departmental educational committee (which includes resident representatives) considers resident performance, outcome assessment results and these program evaluations to improve the residency program and to determine the e3ducational effectiveness of the program.

4. Evaluation of Graduates: (some programs are required to do this) The training

program maintains a system of evaluation of its graduates including demographic and practice profiles, licensure and board certification, the residents’ perceptions of the relevance of training to practice, suggestions for improving the training and ideas for new areas for curriculum. Graduates are surveyed after one and five years. This data is used to determine the degree to which the program’s stated goals are being met.

Rotation Schedule AP CP Electives

PGY1 6 months 6 months PGY2 7 months 5 months PGY3 7 months 5 months 1 month PGY4 6 months 5 months 1 month 2 non-essential CP rotations can be elective months for a total of 4 elective months,

as long as the 18 month CP requirement is met.

Clinical Rotations Anatomic Rotations Hematopathology 3 Forensic Pathology 1

Blood Bank 3 Cytopathology/Fine Needle Aspiration 2

Microbiology 3 Pediatric Surgical Pathology, Molecular, Cytogenetics, Pediatric Lab Medicine 3

Children's Hospital Lab 3 Autopsy/Neuropath 2

Flow Cytometry 1 Autopsy 2

Molecular 1 Dermatopathology 1

Lab Management 1 Surgical Pathology 12

Coagulation 1 Clinical Hematology 1 HLA/Cytogenetics 1

Elective Rotations

• Clinical Pathology Research • Laboratory Directorship

Rotation • Advanced Clinical Chemistry • Advanced Hematology • Advanced Immunohematology • Advanced Microbiology • Pediatric Laboratory Medicine

Directorship • Clinical Toxicology Technique

and Interpretation • Immunology - Flow Cytometry • Advanced Molecular Diagnosis • Anatomic Pathology Research

• Surgical Pathology Sign Out • Cytopathology/Needle

Aspiration Sign Out • Neuropathology Elective • Dermatopathology Elective • Forensic Pathology Elective • Renal Pathology Elective • Pediatric Pathology Sign Out • Special Immunocytochemistry • Molecular Pathology Elective • Ophthalmic Pathology Elective • Gastrointestinal Pathology

Elective • Gynecologic Pathology Elective

Anatomic & Clinical Pathology Rotation Descriptions Surgical Pathology

• Over 35,000 surgical specimens a year between three hospitals. • Advanced techniques are available including immunohistochemistry, in situ

hybridization, electron microscopy, flow cytometric analysis of ploidy, tumor chromosomal analysis, and DNA sequencing.

• Modern research-oriented laboratories exist for both electron microscopy and advanced immunocytochemical techniques.

Autopsy Pathology

• 180 medical autopsies a year • 1,000 forensic autopsies • Major funded research programs in Alzheimer's disease and bone marrow

transplantation rely on prompt and reliable collection of postmortem tissues, and on correlation of research findings with thorough pathological examinations.

Dermatopathology

• Over 12,000 specimens and 300 direct immunoflouresence specimens are

processed each year. • This rotation is a minimum of 3 months.

Nephropathology

• Biopsies for diagnosis in this area are evaluated by light microscopy,

immunofluorescence, and electron microscopy. • Research topics include renal diseases.

Neuropathology

• Over 300 neurosurgical specimens (excluding herniated discs) are received per

year, including 50 pediatric neurosurgical specimens and 100 muscle and nerve biopsies.

• Research topics include involvement of glial cytokines in various chronic neurological diseases.

Immunopathology and Molecular Biology

• 3,000 specimens processed per year, primarily hematopoietic and other neoplasms.

• These include monoclonal antibody immunohistochemistry, flow cytometry, gene rearrangement, polymerase chain reaction and fluorescent in situ hybridization.

• The acquisition of a state-of-the art DNA sequencing machine provides the capability to analyze size and sequence of DNA or DNA fragments.

Cytopathology and Fine Needle Aspiration

• The UAMS cytology service evaluates approximately 15,000 gynecologic and nongynecologic cytological specimens and fine needle aspiration specimens per year.

• Residents participate in all aspects of the service, including performance of needle aspiration procedures at the bedside and on-site rapid evaluation of radiographically directed aspirations.

• Selected cases are evaluated by immunohistochemistry, electron microscopy, and flow cytometry. Review of subsequent surgical biopsies in patients receiving cytological examinations is an important part of the rotation.

Pediatric Pathology

• Arkansas Children's Hospital is the 6th largest Children's Hospital in the country,

and was recently recognized as one of the top training programs in pediatrics nationwide.

• The Pathology Department at ACH processes approximately 5,000 surgical specimens, 50 autopsies, and 500,000 clinical pathology specimens a year.

• All residents receive a basic experience in pediatric anatomical and clinical pathology.

Forensic Pathology

• The Arkansas Medical Examiner's Office conducts approximately 1,000 forensic

autopsies a year, including 150 homicide cases and over 100 pediatric cases, the latter primarily cases of child abuse, SIDS ("crib death") and other commonly encountered conditions.

• Specialized techniques are available in toxicology, serology, anthropology and other disciplines.

• A rotation in forensic pathology for all residents includes on-scene investigation of traumatic deaths and court attendance during expert medical testimony.

• Research programs are pursued in collaboration with UAMS affiliated hospitals and with the National Center for Toxicological Research near Pine Bluff, Arkansas.

Laboratory Hematology and Hematopathology

• Therapy of hematopoietic malignancies, especially multiple myeloma, is a major

clinical program at UAMS, and the UAMS hematopathology program is one of the largest such services in the nation. Approximately 125 autologous/allogeneic bone marrow transplants, 450 CD34-enriched peripheral blood harvests, and 6,000 bone marrow biopsies are processed each year.

• A new T cell-depleted bone marrow transplantation program is in place. Bone marrow procedures are performed by Department of Pathology staff and residents.

• Specialized training is available in molecular diagnostics, flow cytometric techniques, cytogenetics and immunohistochemistry.

Laboratory Practice Management

• Provides an awareness and reponsiveness to the larger context and system of healthcare and the ability to effectively call on system resoures to provide care that is of optional value.

• Includes CAP Virtual Management College teleconferences • Didactic component including a mangement project for presentation, past topics

have included new laboratory test design, denial research, billing inquires, quality assurance activities, outreach, and laboratory management manual/policy reviews.

• Mentoring in the rotation provided by medical and business professionals Blood Banking and Apheresis

• The blood bank of the University Hospital offers the pathology resident an

integrated educational experience in clinical and laboratory transfusion medicine. • The blood bank draws 10,000 donors per year, of which 2,500 are platelet

apheresis donors. • 20,000 crossmatches support 2,300 transfusion events per year. • Over 250 therapeutic procedures per year treat patients with hematologic and

neurologic disorders. • We are the largest autologous transplant program in the country. We are one of

the few apheresis units to have private rooms. Special Coagulation

• A wide variety of clinical problems involving either hypocoagulable or hypercoagul able states are referred to the laboratory.

• The clinical pathology residents are intimately involved in correlating laboratory and clinical findings and preparing consultative reports.

• Research topics include hemostasis and coagulation. Cytogenetics and Molecular Pathology

• Chromosomal analysis of blood, bone marrow, amniotic fluid, chorionic villi, products of conception, solid tissue and solid tumors is performed in a modern state-of-the-art laboratory located at Arkansas Children's Hospital.

• 12 full-time cytogenetic technologists process over 2,900 specimens annually. This volume of material yields many rare and unusual cases, as well as ample examples of common cytogenetic aberrations. Modern image-analysis and computer karyotyping systems are used to interpret results.

• Fluorescent in situ hybridization, an advanced research-oriented technique, is available for the identification of low level chromosomal mosaicism related to minimal residual disease, identification of gene rearrangements and gene amplification.

• A variety of tests using molecular biological techniques, such as PCR, are in use for the diagnosis of viral diseases, other genetic diseases, and for classifying certain malignancies.

Pathology Resident Rotation Schedule 2007-2008

Resident July Aug Sept Oct Nov Dec Jan Feb March April May June PGYEl Jamal BBK 1 SP 1 Flow AUT 1 Molec Micro 1 SP 2 Heme 1 AUT 2 VASP 1 Chem 1 SP 3 1

Pennington SP 1 AUT 1 Clin Heme VASP 1 BBK 1 SP 2 Heme 1 AUT 2 Chem 1 Micro 1 SP 3 Flow 1Sharma Clin Heme BBK 1 SP 1 Flow AUT 1 Molec Chem 1 SP 2 Heme 1 AUT 2 VASP 1 AUT 3 1

Straughen AUT 1 Clin Heme BBK 1 SP 1 Flow AUT 2 Chem 1 Micro 1 SP 2 Heme 1 AUT 3 VASP 1 1

Coviello-Malle SP 4 Heme 2 Chem 2 SP 5 Lab Mgt VASP 1 Peds Peds Peds SP 6 VASP 2 Cyto 1 2Cox VASP 1 Micro 2 SP 5 Heme 1 VASP 2 BBK 1 SP 6 Cyto 1 Flow Peds Peds Peds 2

Lindberg Heme 2 Chem 2 Molec Micro 2 SP 4 ACH Lab VASP 1 SP 5 Cyto 1 VASP 2 SP 6 BBK 2 2Rosenbaum Flow VASP 1 Chem 2 BBK 2 Heme 2 SP 4 Cyto 1 VASP 2 SP 5 BBK 3 SP 6 Micro 2 2

Khan Cyto 1 2

Brown VASP 1 Neuro/A3 SP 13 VASP 2 ACH Lab Heme 1 Flow Chem 2 Molec Clin Heme Cyto 1 SP 14 3Harris Coag\Flow SP 6 Neuro/A4 Peds Peds Peds SP 7 VASP 5 SP 8 Cyto 2 BBK 3 Heme 2 3Matta Peds Peds Peds Chem 2 Neuro/A4 Cyto 2 BBK 3 SP 7 VASP 5 HLA/Cyto Heme 2 SP 8 3Phan Derm Cyto 1 VASP 5 Neuro/A4 SP 7 SP 8 Coag BBK 2 HLA/Cyto Flow Lab Mgt Chem 2 3Quick Neuro/A4 VASP 5 Heme 3 SP 7 Cyto 2 SPSO Molec Chem 2 BBK 2 SP 8 Clin Heme VASP 6 3

Kemp SP 8 Wet Heme Cyto 3 FP Chem 3 Neuro ACH Lab Derm Micro 3 Molec HLA/Cyto Lab Mgt 4Llaudes Chem 1 AUT 1 Chem 2 SP 1 VASP 1 AUT 2 Micro 1 Chem 3 SP 2 FP Molec 4Scrape Wet Heme SP 9 FP Cyto 3 Lab Mgt Coag Derm ACH Lab Micro 3 Chem 3 Molec HLA/Cyto 4

Montgomery Heme HLA/Cyto CP Survey 4

Clingan SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO FDye SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO SPSO F

Cibull Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm FGleason Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm Derm FSublett Heme Heme Heme Heme Heme Heme Heme Heme Heme Heme Heme Heme FHodges Cyto Cyto Cyto Cyto Cyto Cyto Cyto Cyto Cyto Cyto Cyto Cyto F

Pesek BBK BBK Aph CT HLA ACH ACH ACH ACH ARC ARC ARC F

Revised 1/10/2008

University of Arkansas for Medical Sciences, Department of Pathology Residency Program, 2007-2008

PGY-1 Residents

Siraj El Jamal, MD Medical School - University of Al Fateh, Libya Hobbies: Reading, Cooking, Traveling, and Beekeeping Crystal Pennington, MD Medical School - Univ. of Arkansas for Medical Sciences Hobbies: Camping, Backpacking, Boating, Cooking, Entertaining and Traveling Sub-Specialty Interests Hematopathology and Liver Pathology Shree G. Sharma, MD Medical School - Rajendra Medical College, India Hobbies: Reading, Biking and Learning New Things Sub-Specialty Interests Molecular, Hematopathology, Gastrointestinal and Renal Pathology Joel Straughen, MD Medical School - Univ. of Cincinnati COM Hobbies: Family, Soccer, Astronomy, Skiing, Snorkeling and Flying (Private Pilot) Sub-Specialty Interests Molecular Pathology, Basic Science Research

PGY-2 Residents

Jean Coviello-Malle, DO Medical School - Kansas City Univ. of Medicine and Biosciences Hobbies: Snowboarding and Wakeboarding Sub-Specialty Interests Hematopathology Michelle Cox, MD Medical School - Univ. of Arkansas for Medical Sciences Hobbies: Reading and Watching Movies Matt Lindberg, MD Medical School - Univ. of Arkansas for Medical Sciences Hobbies: Ice Hockey, Hiking, Puzzles/Crosswords Eric Rosenbaum, MD Medical School - Emory Univ. Medical School Hobbies: Curation and Natural History, Recreational Endurance Running

PGY-3 Residents

J. Ahmad Brown, MD Medical School Iowa Carver College of Medicine Hobbies: Ballroom dancing, South American Poetry, Traveling and Learning Languages Sub-Specialty Interest Dermatopathology Julie Harris, MD Medical School Univ. of Arkansas for Medical Sciences Hobbies: Bicycling, Running and Swimming Sub-Specialty Interest General Pathology Ayman Matta, MD Medical School University of Cairo Hobbies: Traveling and Cooking Sub-Specialty Interest Dermatopathology

Dan Phan, MD, PhD Medical School Univ. of Arkansas for Medical Sciences Hobbies: Mountain biking, Movies, Playing Wii, and Traveling Sub-Specialty Interests GI Pathology and Surgical Pathology

Matt Quick, MD Chief Resident Medical School Univ. of Arkansas for Medical Sciences Hobbies: Computers, Soccer, Boating, Camping and Hiking Sub-Specialty Interests Hematopathology and Surgical Pathology

PGY-4 Residents Susan Kemp, MD Medical School Univ. of Arkansas for Medical Sciences Hobbies: Restoring Old Houses, Playing With My Dogs Pee-Wee and Teddy, and Painting Sub-Specialty Interest Hematopathology Maximo Kevin Llaudes, MD Medical School Ross University School of Medicine Hobbies: Spending time with family and dog training Sub-Specialty Interest Hematopathology and Transfusion Medicine Scott Scrape, MD Medical School Univ. of Arkansas for Medical Sciences Hobbies: Boating, Hiking

Pathology Phone List Name Phone # Name Phone # Name Phone # Alford, Karen 686-5115 HLA Lab 364-1803 Santra, Madhumita 603-1208 Alley, Raeda 526-6439 Holley, David 686-8252 Sawyer, Jeffrey, PhD 526-8000 Artaud, Cecile 526-7879 Hough, Aubrey, MD 686-5369 Sayed, Kadria, MD 364-4693 Baker, Glen, MD 686-5173 Howard, Emily, MD, PhD 364-4203 Schaefer, Robert, MD 257-6437 Baker, Sandy 686-6540 Husain, Muhammad, MD 257-6436 Schichman, Steven MD PhD 257-6445 Banks, Traci 603-1178 Iannacone, Brenda 686-5444 Scott, Margie, MD 257-5300 Bansal, Ila, MD 526-7768 Ireland, Traci 526-5930 Scott, Sue 686-6354 Beasley, Aundrea 686-6539 James, Jennifer 686-8265 Scott, Tina 686-8485 Bellamy, William, RPh 686-8697 Johnson, Bert 686-5952 Shavers, Stephanie 686-8252 Bengston, Bobbie 526-7651 Johnson, Michael, MD 257-6435 Shephard, Shenetha 686-5171 Betzner, Frank 686-7108 Johnson, Sarah, PhD x1421 296-1503 Simpson, Don 686-8448 Binz, Regina 526-8000 Johnston, Sue 296-1504 Singh, Zeba N, MD 526-6448 Bivens, Randy 686-6539 Jolley, Shelley 603-1940 Smith, Charlotte 686-8642 Black, Carolyn 686-6539 Jones, Arnita 526-6381 Smith, Valeria 364-1803 Blackall, Douglas, MD 364-1316 Jousheghany, Fariba 526-7879 Smoller, Bruce, MD 686-5170 Bonds, Erica 526-5436 Karbassi, BJ, PhD 526-7874 Suskie, Kelley 686-6526 Bornhorst, Joshua, PhD 603-1260 Kelly, Thomas, PhD 686-6401 Sward, Erik 686-6537 Bridges, Royce 686-5625 Kieber-Emmons, Tom, PhD 526-5933 Talley, Lori 686-8440 Brown, Fred 686-8252 Kokes, Charles, MD 227-5936 Tappin, Brenda 686-5171 Brown, Harry, MD 526-7507 Kola, Sujay 686-8884 Taylor, Deidra 526-5175 Carroll, Vickie 364-6675 Korourian, Soheila, MD 686-6549 Theus, John, MD 526-7511 Chambers, Earl 364-1309 Lafond-Shank, Lillian 526-6439 Theus, Sue, PhD 257-4841 Chen, Bangzhen 257-6445 Lamps, Laura, MD 296-1458 Thomasson, Kathleen 526-7870 Chen, Chien, MD, PhD 526-7981 Lee, Catherine 364-1803 Thompson, Sara 686-5182 Cloar, Leslie 686-6541 Lee, Paula 686-5173 Transcription Office 603-1178 Cole, Gwen 686-5941 Li, Liwen (Maggie) 686-7537 Wang, Xuelian 526-7812 Corbitt, Paula 257-6886 Longley, Raquel 526-5663 Woods, Gail, MD 257-6433 Craig, Adam, MD 227-5936 Lorsbach, Robert, MD PhD 686-8310 Xie, Chenghui 257-6469 Daniels, Jaclyn 686-7870 Love-Turner, Holly 686-7930 Yared, Marwan, MD 526-7813 Das, Kumuda, PhD 526-4597 Lowden, LaTonya 686-8252 Young, Susan 364-1803 Davis, Mike 686-5697 MacLeod, Veronica 686-6522 Zhang, Fengjuan, MD 257-6426 Deal, Sherryl 257-5300 Marneenate, Paula 686-8252 Zhang, Haihong 257-6469 DePriest, Linda 686-5170 Mason, Anita 686-6541 Donovan, Katrina 686-5950 McKenney, Amy, MD 364-1879 Dunn, Kori 686-6527 McKenney, Jesse, MD 526-7767 Dyer, Rita 686-8252 Mercado, Maria 257-4828 Eisenach, Kathleen, PhD 257-4827 Milliken, Jan 686-6539 Fan, Chun-Yang, MD 257-6469 Milton, Lateefah 526-7872 Ferguson, Lisa 686-6539 Mimms, Michele 603-1605 Fields, Barbara 257-6425 Moore, Bonnie 686-7805 Finger, Marty 686-6536 Morrison, Tammy 686-6539 Flowers, Brenda 686-5174 Mullin, Shirley 686-8265 Fox, Michele, MD 603-1941 Muniyappa, Harish 526-4598 Gibbons, Mindy 296-1505 Nakagawa, Mayumi, MD 686-8635 Givens, Vicky 686-8464 Noble, Venita 686-7011 Glenn, Robert 686-5871 Odle, Jennifer 686-6540 Glover, Sharon 526-6126 Oza, Krishna, MD 686-7004 Gminski, Patty 686-6519 Pashov, Anastas 526-7875 Gokden, Murat, MD 526-7746 Peretti, Frank, MD 227-5936 Gokden, Neriman, MD 686-6535 Perrot, L.J., MD, JD 686-8646 Gordon, Renee 603-1508 Plaxco, Jason 526-7877 Greer-Williams, Nancy 296-1504 Priest, Julie 526-6439 Gupta, Sushil 526-7812 Raney, Holly 526-4269 Hale, Terri 686-6050 Raper, Sharron 603-1220 Hall, Kim 686-5563 Rew, Monica 603-1220 Harris, JoAnn 686-6539 Rhodes-Clark, Bobbie 364-1803 Hart, Vicki 603-1963 Richard, Michael 526-6551 Harville, Terry, MD, PhD 526-7511 Rivers, David 686-6540 Haun, Randy, PhD 686-8594 Rood, Marsha 364-1803 Fellows – see pager list Havens, Jennifer(x56455) 257-1000 Rosen, Nancy 688-9258 Residents – see pager list Hawley, Amy 526-7440 Ryals, Cindy 686-6539 Help Desk 686-8555 Hennings, Leah, DVM 526-7624 Sanders, Kathy 526-6439 FAX Number - Bus. Office 686-5874 Hiatt, Kim, MD 686-8007 Sandlin, Donald 526-7511 Revised 12/5/07

Department of Pathology Pager List

Baker, Glen 350-9070 Hiatt, Kim 551-6408 Schaefer, Robert 257-1022-1246 Bansal, Ila 688-6069 Histology Lab

(688-9166/688-9167) 688-2047 Schichman, Steven 395-8716

Bellamy, William 688-6260 Hodges, Anissa * 688-6872 Scott, Margie 837-7961 Blackall, Douglas 688-6538 Hough, Aubrey 688-6460 Scott, Sue 688-6694 Bone Marrow Fellow 688-9647 Howard, Emily 395-8274 Scrape, Scott * 688-9654 Bornhorst, Joshua 405-8157 Husain, Muhammad 688-9363 Sharma, Shree * 688-6765 Bridges, Royce 688-6463 Johnson, Bert 688-6413 Singh, Zeba 688-6375 Brown, Ahmad * 395-7703 Johnson, Michael 405-4799 Smoller, Bruce 944-0559 Brown, Harry 688-9296 Johnston, Sue 688-9418 Straughen, Joel * 688-2263 Chen, Chien 688-2663 Kemp, Susan * 688-2075 Sublett, Jack * 688-9646 Cibull, Thomas * 405-4745 Kieber-Emmons, T. 395-7751 Suskie, Kelley 920-1366 Clingan, Warren * 688-2842 Korourian, Soheila 688-9383 Theus, John 688-2782 Coviello-Malle, Jean* 395-7754 Lamps, Laura 804-2663 Thompson, Sara 766-4814 Cox, Michelle * 395-7899 Lindberg, Matt * 688-6768 Woods, Gail 766-8655 Davis, Mike 688-9274 Llaudes, Maximo* 405-4786 Yared, Marwan 688-2284 Dye, Daniel * 405-8156 Lorsbach, Robert 405-8021 Zhang, Fengjuan 688-2864 El Jamal, Siraj * 688-6687 Matta, Ayman * 688-6675 Fan, Chun-Yang 405-8105 McKenney, Amy 405-8174 Finger, Marty 688-6119 McKenney, Jesse 405-4738 Fox, Michele 681-7619 Nakagawa, Mayumi 688-9632 Gibbons, Mindy 688-9526 Oza, Krishna 688-9542 Gleason, Briana * 688-6016 Pennington, Crystal * 688-6031 Gminski, Patty 766-4813 Perrot, LJ 688-6464 Gokden, Murat 688-6766 Pesek, Gina * 405-4784 Gokden, Neriman 688-9650 Phan, Dan * 405-4732 Harris, Julie * 688-6699 Quick, Matt * 688-6268 CP Resident on call 688-2820 Harville, Terry 688-6209 Rosenbaum, Eric * 688-6707 AP Resident on call 688-2009 Havens, Jennifer 514-3056 Sayed, Kadria 688-9651 * denotes Residents/Fellows Revised 12/5/07

PATHOLOGY DEPARTMENT DIRECTORY

Name Title/Division Primary Phone # Pager # Fax #Mail

Slot # LocationAlford, Karen Sophomore Pathology 686-5115 686-8381 517 7S/26Alley, Raeda Molecular Laboratory 526-6439 686-5874 517 7S/17AP Resident on Call 688-2009Artaud, Cecile Breast Cancer Res. Lab 526-7879 526-5934 824 ABI 315-2Baker, Glen F, MD Professor Emeritus 686-5173 350-9070 526-7983 517 4S/01aBaker, Sandy Cytology Laboratory 686-6540 526-6997 517 7S/19Banks, Traci Transcription 603-1178 686-6352 517 4S/11Bansal, Ila, MD Assistant Professor 526-7768 688-6069 526-7983 517 4S/05Beasley, Aundrea Histology Laboratory 686-6539 517 4S/21Bellamy, William, RPh, PhD Associate Professor 686-8697 688-6260 686-7155 517 7S/23Bengston, Bobbie Pathology Billing 526-7651 603-1479 517 4S/09aBetzner, Frank Clin Lab-Financial Op. Dir. 686-7108 425-5498 296-1054 502 M1/330Binz, Regina Research Tech (Dr. Sawyer) 526-8000 526-7468 834 Freeway MedBivens, Randy Histology Laboratory 686-6539 517 4S/21Black, Carolyn Histology Laboratory 686-6539 517 4S/21Blackall, Douglas, MD Associate Professor 364-1316 688-6538 364-3155 ACH S2174-1Bonds, Erica Transcription 526-5436 686-6352 517 4S/11Bone Marrow Fellow pager 688-9647Bone Marrow Sign-Out 603-1939 502 M1/310Bone Marrow Sign-Out 526-4278 502 M1/310Bornhorst, Joshua, PhD Assistant Professor 603-1260 405-8157 526-4621 502 M1/320Break Room Pathology Department 4S/30Bridges, Royce Morgue/Gross Room 686-5625 688-6463 526-7500 517 4S/22Brown, Ahmad, MD Pathology Resident 686-8657 395-7703 686-5959 517 4S/12Brown, Fred Cell Therapy Laboratory 686-8252 823 M1/170Brown, Harry H, MD Professor 526-7507 688-9296 526-7983 517 4S/03Browning, Conrad QA & Compliance 686-7066 502 M1/327Carroll, Vickie HLA Office/ACH 364-6675 364-4795 512-35 S2413Chambers, Earl ACH Lab Admin Director 364-1309 ACH ACHChen, Bangzhen "James" Res Asst (Dr.Schichman) 257-1000x56445 257-6441 113/LR VA 2E-127Chen, Chien, MD, PhD Assistant Professor 526-7981 688-2663 526-7983 517 4S/31Cibull, Thomas, MD Dermpath Fellow 526-7757 405-4745 686-5959 517 7S/18Clingan, Warren, MD Pathology Resident 686-6531 688-2842 686-5959 517 4S/12Cloar, Leslie Cytology Laboratory 686-6541 526-6997 517 7S/19Cole, Gwen Hemepath 686-5941 686-6352 517 4S/11

Revised: 3/21/2008


Slot # LocationCoviello-Malle, Jean, DO Pathology Resident 686-6531 395-7754 686-5959 517 4S/12Cox, Michelle, MD Pathology Resident 686-6531 395-7899 686-5959 517 4S/12CP Resident on call 688-2820Craig, Adam, MD Arkansas State Crime Lab 227-5936 221-1653 517 AR CrimeLabCrocker, Monica EM Lab - VA 257-6457 113/LR VACytogenetics Lab 526-8000 526-7468 834 Freeway MedCytology Fellows 526-6811 517 7A/14Cytology Lab (7th floor) 686-6540 526-6997 517 7S/19Cytology Sign-out 686-6542 526-6997 7S/19Das, Kumuda, PhD Associate Professor 526-4597 526-4601 845 ABI 641-2ADaniels, Jaclyn Research Tech/Kelly 686-7870 686-6517 753 ACRC 318Davis, Mike Morgue, Autopsy Supervisor 686-5697 688-9274 526-4518 517 MG 660Deal, Sherryl Assistant to Dr. M. Scott 257-5300 257-5328 11/LR VA 2C-177DePriest, Linda Pathology Administration 686-5170 296-1184 517 4S/17Dermatopathology Sign Out 526-7756 7S/18aDermatopathology Lab Fax 526-7755 7S/18bDermatopathology Fellows 526-7757 517 7S/18bDonovan, Katrina Pathology Administration 686-5950 296-1184 517 4S/17Dunn, Kori Pathology Billing 686-6527 526-7983 517 4S/01Dye, Daniel, MD Pathology Resident 686-6531 405-8156 686-5959 517 4S/12Dyer, Rita Cell Therapy Laboratory 686-8252 823 M1/170Eisenach, Kathleen, PhD Professor (TB Research) 257-4827 664-6748 151/LR VA GB-126El Jamal, Siraj, MD Pathology Resident 686-7002 688-6687 686-5959 517 M1/326Fagan, Grady Clinical Manager 686-7013 688-6444 296-1053 502 M1/322Fan, Chun-Yang, MD, PhD Associate Professor 257-6469 405-8105 257-6430 113/LR VA 2E-146Ferguson, Lisa Histology Laboratory 686-6539 517 4S/21Fields, Barbara VA Pathology 257-6425 257-6430 113/LR VA 2E-150Finger, Marty Supervisor, Histology Lab 686-6536 688-6119 517 4S/22Flowers, Brenda Clinical Laboratory 686-5174 526-7558 502 M1/307Fox, Michele, MD Professor 603-1941 681-7619 686-8887 823 M1/171Gibbons, Mindy Tissue Bank Nurse 296-1505 688-9526 686-5870 502 ACRC 426Givens, Vicky Dermpath Laboratory 686-8464 517 7S/18Gleason, Briana, MD Dermpath Fellow 526-7757 688-6016 686-5959 517 7S/18Glenn, Robert Cytology Laboratory 686-5871 526-6997 517 7S/19Glover, Sharon Assistant to Dr. Hough 526-6126 526-7465 517 4S/32Gminski, Patty Grants/Accts/Bus. Office 686-6519 766-4813 686-5874 517 4S/17

Revised: 3/21/2008


Slot # LocationGokden, Murat, MD Associate Professor 526-7746 688-6766 686-8381 517 7S/25Gokden, Neriman, MD Associate Professor 686-6535 688-9650 603-1479 517 4S/09cGordon, Renee Residency Coordinator 603-1508 686-5959 517 4S/12aGross Room 686-6537 526-7500 517 4S/22Gupta, Sushil Nakagawa Research Lab 526-7812 686-5874 824 Barton 3R33Hale, Terri Clinical Laboratory- Billing 686-6050 296-1054 502 M1/327Hall, Kim Dermpath Laboratory 686-5563 517 7S/18Harris, JoAnn Histology Laboratory 686-6539 517 4S/21Harris, Julie, MD Pathology Resident 686-7002 688-6699 686-5959 517 M1/326Hart, Vicki Derm Path Office 603-1963 603-1479 517 4S/09Harville, Terry, MD Director, HLA Labs 526-7511 688-6209 526-4621 502 M1/312Haun, Randy, PhD Res. Associate Professor 686-8594 686-6517 753 ACRC 337Havens, Jennifer Research Technologist 257-1000 x56447 514-3056 257-6430 113/LR VA 2E/155Hawley, Amy Pathology Billing 526-7440 526-5183 517 4S/25aHemepath Sign-Out 686-6397 686-6352 517 4S/11bHennings, Leah, DVM Res. Assistant Professor 526-7624 686-5874 517 4S/29Hiatt, Kim, MD Associate Professor 686-8007 551-6408 603-1479 517 7S/24

Histology Lab686-6539, 686-6538

688-2047, 9166, 9167 517 4S/21

HLA Lab Staff ACH 364-1803 364-4795 512-35 S2177Hodges, Anissa, MD Cytopathology Fellow 686-6531 688-6872 686-5959 517 4S/12Hoffman, Kim Clinical Manager 686-6281 502 M1/323Holley, David Cell Therapy Laboratory 686-8252 823 M1/170Hough, Aubrey, Jr., MD Professor 686-5369 688-6460 526-7983 517 4S/33Howard, Emily, MD, PhD Instructor 364-4203 395-8274 364-3155 ACH S2172-1Husain, Muhammad, MD Associate Professor 257-6436 688-9363 257-6430 113/LR VA 2E-147Iannacone, Brenda Business Office 686-5444 686-5874 517 4S/17Ireland, Traci ACRC-Breast Cancer Res. 526-5930 526-5934 824 ABI 306-2James, Jennifer ACRC Histology Core Lab 686-8265 686-7861 725 ACRC 429Johnson, Bert Clinical Manager 686-5952 688-6413 502 M1/333Johnson, Michael, MD Assistant Professor 257-6435 405-4799 257-6430 113/LR VA 2E-145Johnson, Sarah, PhD Res. Assistant Professor 296-1503x1421 686-6442 776 ACRC 949Johnston, Sue (Lewis) Tissue Bank Manager 296-1504 688-9418 686-5870 502 ACRC 406Jolley, Shelley Financial Mgmt, Clinical Lab 603-1940 502 M1/370Jolly, Mark Apheresis 686-8210 823 1E/30Jones, Arnita Cell Therapy Laboratory 526-6381 823 M1/170

Revised: 3/21/2008


Slot # LocationJones, Florencell Clinical Laboratory- Billing 686-8325 502 M1/327Jousheghany, Fariba Breast Cancer Res. Lab 526-7879 526-5934 824 ABI 315-2Karbassi, BJ, PhD Res. Assistant Professor 526-7874 526-5934 824 ABI 308-2Kelly, Thomas, Jr., PhD Associate Professor 686-6401 686-6517 753 ACRC 318Kemp, Susan, MD Pathology Resident 686-6531 688-2075 686-5959 517 4S/12Kieber-Emmons, Tom, PhD Professor 526-5933 395-7751 526-5934 824 ABI 309-2Kokes, Charles, MD Arkansas State Crime Lab 227-5936 221-1653 517 AR Crime LabKola, Sujay Graduate Assistant 686-8884 686-5874 517 4S/17Korourian, Soheila, MD Associate Professor 686-6549 688-9383 526-7983 517 4S/02Lafond-Shank, Lillian Molecular Laboratory 526-6439 686-5874 517 7S/17Lamps, Laura, MD Professor 296-1458 804-2663 603-1479 517 4S/09dLee, Catherine HLA Lab/ACH 364-1803 364-4795 512-35 S2177Lee, Paula Pathology Billing 686-5173 526-7983 517 4S/01Li, Liwen (Maggie) Res. Tech Fan 257-4828 113/LR VA GB-136Lindberg, Matt, MD Pathology Resident 686-6531 688-6768 686-5959 517 4S/12Llaudes, Maximo, MD Pathology Resident 686-6531 405-4786 517 4S/12Longley, Raquel Gross Room 526-5663 526-7500 517 4S/21Lorsbach, Robert, MD, PhD Associate Professor 686-8310 405-8021 603-1479 517 4S/09bLove-Turner, Holly Supervisor, Apheresis 686-7930 823 1E/30Lowden, LaTonya Cell Therapy Laboratory 686-8252 823 M1/170MacLeod, Veronica "Ronnie" Research Associate 686-6522 686-6517 753 ACRC 409Marneenate, Paula Cell Therapy Laboratory 686-8257 823 M1/170Marshall, Jim Clinical Manager 296-1247 502 M1/328Mason, Anita Cytology Laboratory 686-6541 526-6997 517 7S/19Matta, Ayman, MD Pathology Resident 686-7002 688-6675 686-5959 517 M1/326McKenney, Amy, MD Assistant Professor 364-1879 405-8174 364-3155 ACH S2172-1McKenney, Jesse, MD Assistant Professor 526-7767 405-4738 526-7983 517 4S/04aMercado, Maria Research Tech- Eisenach 257-4828 664-6748 151/LR VA GB-136Milliken, Jan Histology Laboratory 686-6539 517 4S/21Milton, Lateefah ACRC-Breast Cancer Res. 526-7872 526-5934 824 ABI 307-2Mimms, Michele Business Office 603-1605 686-5874 517 4S/17Moore, Bonnie Pathology Billing 686-7805 526-5183 517 4S/25Morgue/Gross Room 686-6544 688-6462 526-4518 517 MG 660Morrison, Tammy Histology Laboratory 686-6539 517 4S/21Mullin, Shirley ACRC Exp. Core Lab 686-8265 686-7861 517 ACRC 429Muniyappa, Harish Research Assistant 526-4598 526-4601 845 ABI 638-2

Revised: 3/21/2008


Slot # LocationNakagawa, Mayumi, MD Assistant Professor 686-8635 688-9632 526-4621 502 M1/321Noble, Venita Clinical Laboratory 686-7011 296-1054 502 M1/327Odle, Jennifer Cytology Laboratory 686-6540 526-6997 517 7S/19Oza, Krishna, MD Assistant Professor 686-7004 688-9542 526-4621 502 M1/324Pashov, Anastas, PhD Post Doctoral Fellow 526-7875 526-5934 824 ABI 306-2Pennington, Crystal, MD Pathology Resident 686-8657 688-6031 686-5959 517 4S/12Peretti, Frank, MD Arkansas State Crime Lab 227-5936 221-1653 517 AR Crime LabPerrot, L.J., MD, JD Professor 686-8646 688-6464 603-1206 502 MG 660Pesek, Gina, MD Blood Bank Fellow 686-7148 405-4784 686-5959 517 M1/007Phan, Dan, MD, PhD Pathology Resident 686-6531 405-4732 686-5959 517 4S/12Plaxco, Jason Research Tech. (Dr. K-E) 526-7877 526-5934 824 ABI 313-2Priest, Julie Molecular Laboratory 526-6439 686-5874 517 7S/17Quick, Matt, MD Pathology Resident 686-6531 688-6268 686-5959 517 4S/12Raney, Holly Anatomic Path Manager 526-4269 603-1479 517 4S/09Read-out Room 686-6534 4S/13Resident Room - ACH 364-5924 ACHRhodes-Clark, Bobbie HLA Lab/ACH 364-1803 364-4795 512-35 S2177Richard, Michael Dermatology 526-6551 686-7264 576 6S/51Rivers, David Cytology Laboratory 686-6540 526-6997 517 7S/19Rose, Darla ACH 364-1890 364-3155 ACH S2171-1Rosen, Nancy Research Assistant 296-1437 688-9258 823 ACRC 445Rosenbaum, Eric, MD Pathology Resident 686-6531 688-6707 686-5959 517 4S/12Ryals, Cindy Histology Laboratory 686-6539 517 4S/21Sanders, Kathy Molecular Laboratory 526-6439 686-5874 517 7S/17Sandlin, Donald Clinical Lab/Business Office 526-7511 526-4621 502 M1/327Santra, Madhumita Post Doctoral Fellow 603-1208 526-4621 502 2R/32Sawyer, Jeffrey, PhD Prof & Dir of Cytogenetics 526-8000 526-7468 834 Freeway-218Sayed, Kadria, MD Assistant Professor 364-4693 688-9651 364-3912 ACH S2162-1

Schaefer, Robert F, MD Professor 257-6437257-1022-

1246 257-6430 113/LR VA 2E-143Schichman, Steven, MD, PhDAssociate Professor 257-6445 395-8716 257-6441 113/LR VA 2E-129Scott, Margie, MD Professor 257-5300 837-7961 257-5328 11/LR VA 2C-177Scott, Sue Clinical Laboratory 686-6354 688-6694 296-1053 502 1/331Scott, Tina Transcription 686-8485 603-1479 517 4S/09Scrape, Scott, MD Pathology Resident 686-6531 688-9654 686-5959 517 4S/12Sharma, Shree, MD Pathology Resident 686-7002 688-6765 686-5959 517 M1/326

Revised: 3/21/2008


Slot # LocationShavers, Stephanie Bone Marrow 686-8252 823 M1/170Shephard, Shenetha Pathology Billing 686-5171 526-5183 517 4S/25Simpson, Don Cytotechnology Prog. Dir. 686-8448 686-8519 517 8S/17CSingh, Zeba, MD Assistant Professor 526-6448 688-6375 526-4621 502 M1/334Smith, Charlotte Gross Room 686-8642 526-7500 517 4S/21Smith, Valeria HLA Lab/ACH 364-1803 364-4795 512-35 S2177Smoller, Bruce, MD Dept. Chairman 686-5170 944-0559 296-1184 517 4S/17Souter, Kris Clinical Manager 686-5226 688-9429 502 M1/304Straughen, Joel, MD Pathology Resident 686-7002 688-2263 686-5959 517 M1/326Sublett, Jack, MD Hemepath Fellow 603-1508 688-9646 686-5959 517 M1/310Suskie, Kelley Business Administrator 686-6526 920-1366 296-1184 517 4S/17Swanson, Chuck Cytogenetics Manager 526-8000 249-7938 526-7468 834 FM/200Sward, Erik Gross Room 686-6537 526-7500 517 4S/22Talley, Lori Special Procedures Tech 686-8440 517 4S/28Tappin, Brenda Pathology Billing 686-5171 526-5183 517 4S/25Taylor, Deidra Transcription 526-5175 686-6352 517 4S/11Theus, John, MD Assistant Professor 526-7511 688-2782 526-4621 502 M1/329Theus, Sue, PhD Res. Assistant Professor 257-4841 664-6748 151/LR VA GB-188Thomasson, Kathleen Breast Cancer Research Lab 526-7870 526-5934 824 ABI 306-2Thompson, Sara Sophomore Path Coord. 686-5182 766-4814 686-8381 517 7S/26Tippitt, Fred Clinical Laboratory 686-5962 502 M1/307Transcription Office 603-1178 686-6352 517 4S/11Wang, Xuelian Nakagawa Research Lab 526-7812 686-5874 824 Barton 3R33Wood, Bonnie Clinical Lab-QA Manager 686-7044 688-6489 502 M1/327Woods, Gail, MD VA Pathology 257-6433 766-8655 257-6430 113/LR VA 2E-149Xie, Chenghui, PhD Post Doctoral Fellow 257-6469 257-6430 113/LR VA 2E-146Yared, Marwan, MD Assistant Professor 526-7813 688-2284 526-4621 502 M1/325Zhang, Fengjuan, MD Instructor 257-6426 688-2864 257-6430 113/LR VA 2E-144Zhang, Haihong, PhD Post Doctoral Fellow 257-6469 257-6430 113/LR VA 2E-146

Revised: 3/21/2008


Slot # LocationHELPFUL INFO.

POLICE EMERGENCY 686-7777 686-8598 583ACH 364-1100ACH Pathology 364-1302ACH Receiving 364-1300Accounts Payable 686-6821 686-6804 545Bookstore 686-6160 565Comp Serv Help Desk 686-8555 549Campus Housekeeping 686-5840 688-2882 570Creative Services 686-5570 686-1212 608Clinical Housekeeping 686-6872Hosp Administrator on Call 688-5207Human Resources 686-5650 564Lab Manager On Call 688-6135Library 686-5980 686-1423 586Mail Room 686-6122 686-5905 578Medical Records 603-1520 686-8361 524 G/169Physical Plant 686-5891 579Office of Res & Spons Prog 686-5502 686-8359 636

Louann Peterson ShredSmart 376-7101 x16 690-5804 376-6542Stockroom/Distr Center 686-6988 686-5077 759Telecommunications 686-5003 686-5905 559VA Pathology Dept. 257-6427" " 257-6425VA EM Lab 257-6457Dr. Walker's office 604-2695 604-2699

Stacey Herron Comp Info Systems 603-1230 395-8235 603-1416 819Stacy Moultrie IT 603-1032 819Maggie Ratliff IT 296-1402 819Carol Metzger IT 526-6148 819

Revised: 3/21/2008

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