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Mount Sinai St. Luke’s and Mount Sinai West OB-GYN Hosts First-Annual
New York City OB/GYN Resident Bowl Competition

On Saturday, May 21, 2011, in the beautiful and historic surroundings of the New York Academy of Medicine, Mount Sinai St. Luke’s and Mount Sinai West OB/GYN Department sponsored the first annual New York City OB/GYN Resident Bowl. Set up as a trivia game show similar to Jeopardy, the competition orally tested the clinical knowledge of residents from seven hospitals throughout the five boroughs.

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Residency Departmental Policies

Policies Table of Contents:

OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Criteria for Resident Selection, Evaluation, Promotion and Dismissal
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Resident Statistics
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians CREOG Examination
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Attending Evaluations
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Duty Hours
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Moonlighting
OB Gyn Gynecology St. Luke's Hospital New York Manhattan Pregnancy Risks Specialist Midwife Physicians Leave of Absence



Criteria for Resident

Criteria for Resident Selection, Evaluation, Promotion and Dismissal


Criteria for Candidate Selection

Only candidates applying through ERAS will be considered for selection into the Department of Obstetrics and Gynecology at Mount Sinai St. Luke’s and Mount Sinai West. The residency director will review applications, and qualified candidates will be invited to interview based on academic performance as measured by the USMLE scores, transcripts, dean’s letter and letters of recommendation.

During the interview day, candidates will be interviewed by 3 people: 2 attending physicians, or an attending and a senior resident, plus the residency director, vice chairman, or chairman. Each interviewer will submit evaluations of the candidates. The applicants will then be ranked in numerical fashion, based on the results of these interviews, academic criteria and feedback from residents. A "ranking" meeting will take place in which members of the Admissions Committee will review the above data and reach agreement on the rank order of the candidates.

Candidate rank lists will be entered into the National Residency Match for Obstetrics and Gynecology.

Criteria for Resident Evaluation

Division directors and chief residents covering specific rotations will be sent resident evaluations at the end of each rotation. (A sample form is included in the final section of this manual.) Chief residents will only evaluate junior residents working directly under them. Twice annually, each resident will have a one-on-one meeting with their faculty advisor for review of these evaluations, the educational guidelines for the resident’s current rotation, and the resident’s experience statistics. In addition, at least once annually, each resident will meet individually with the residency program director for a “360 degree” performance evaluation; a portion of the evaluation will focus on academics, including the resident’s in-service exam (CREOG) score. The evaluation will conclude with a discussion of expectations for future performance.

Each graduating chief resident undergoes an exit interview in the days prior to graduating. At this time a review of their performance throughout residency is undertaken, including experience statistics. The resident is clearly told which procedures in the delineation of privileges he/she is capable of performing without supervision. Advice for their continued learning is given.

Criteria for Promotion

Each year, the residency director will review each resident’s evaluations and experience statistics. If it is deemed that the experience and proficiency outlined in the educational guidelines have been met, the resident will be promoted to the next postgraduate year of training.

Criteria for Dismissal

The residency director will encourage all faculty and senior residents to inform him/her of any resident who is not willing or able to fulfill educational and/or work objectives. Attending and chief resident evaluations will be reviewed with such a resident by the residency director. If adequate improvement is not observed after a period of two to four months, an Education Committee meeting will take place in which this resident's progress is discussed. The committee will decide if such a resident is to be placed on probation. The residency director will then notify the resident verbally and in writing of this decision. A copy of this letter will be sent to the corporate director of Graduate Medical Education. Halfway through this probationary period, the resident’s evaluations and progress will again be reviewed. At the end of the probationary period, if the resident is deemed by the Education Committee not to have progressed adequately, the resident will be dismissed. The Medical Staff Bylaws apply to all obstetrics and gynecology residents, including those regarding due process.



Resident Procedure Statistics

Each obstetrics and gynecology resident is responsible for keeping statistics regarding the type and number of medical/surgical procedures she/he has performed. Each resident’s success requires that this be done accurately, completely, and on a timely basis. In addition, the comprehensive statistics for all residents are published in the ACGME annual report; this data is the basis for the continued credentialing of the Obstetrics and Gynecology Department’s residency program.

Statistical reporting should be done by each resident after each case; the data should be recorded in a palm pilot distributed to each resident in the department. It will be the responsibility of each resident to be sure that her/his data is ready to be downloaded by the residency coordinator each week.



CREOG Exams

All residents must take the CREOG exam each year. The exam will be administered on two days among the Thursday, Friday and Saturday following the Monday holiday honoring Dr. Martin Luther King Jr. The exam must be taken on one day only, and no resident may be post-call when taking the exam.



Attending Evaluations

The residents will evaluate the faculty attendings once a year. These evaluations are anonymous and confidential; the evaluations for each attending will be compiled and typed into a report by a disinterested person. The reports will be reviewed by the chairman, who will then give feedback to the individual faculty members.



Duty Hours

In compliance with the New York City Rules and Regulations (State Hospital Code) 405.4 (6) (ii), postgraduate trainees with inpatient responsibilities shall meet the following criteria:

1. the scheduled work week shall not exceed an average of 80 hours per week over a four week period;

2. such trainees shall not be scheduled to work for more than 24 consecutive hours;

3. postgraduate trainees shall have at least one 24 hour period of scheduled non-working time per week;

4. postgraduate trainees may not be involved in any moonlighting activities;

5. residents must report to the program director every time he/she works more than 24 consecutive hours or more than an average of 80 hrs per week over a four-week period.

Coverage of Week Nights, Weekends and Holidays

1. All residents have at least two months of night float rotation each year.

2.The West Night Float Team consists of a PGY-1, PGY-2, PGY-3, and a PGY-4, sometimes joined by an additional resident on Short Call from 5:45 p.m. until 11:00 p.m. The Night Float Rotation weekday schedule at West starts with 24-hour call from Sunday morning until 6:00 am Monday, except for PGY-4's, whose shift length varies from 12-24 hours. Monday through Thursday, night float is from 5:45 p.m. until 6:30 a.m. On Fridays the Nightfloat PGY-2, PGY-3, and PGY-4 work on Labor and Delivery until 2 p.m., so that the Day OB Team can attend High Risk Clinic.

3. At West from Friday night through Sunday morning, coverage is provided by a team of four residents, a PGY-1, PGY-2, PGY-3, and a PGY-4, who are otherwise not on night float.

4. Each month a PGY-3 or PGY-4 is assigned to night float at St. Luke's during the weekdays for that month. The night float weekday schedule at St. Luke's starts with 24-hour call from Sunday morning until 6:00 a.m. Monday. Monday through Thursday, night float is from 6:00 p.m. until 6:00 a.m.

5. Weekends at St. Luke's are usually covered by a PGY-2 or a PGY-3 resident not on a weekday night-float rotation.

6. Each day of the week, one resident is on beeper call at home for backup in case of an emergency that requires additional staffing.

7. Optimally, each resident will get at least one complete weekend off every 4 weeks.

8. At the start of the academic year, each resident makes a list of her/his priority dates for weekends and holidays off, and then negotiates a schedule with the other residents of his/her year.

9. Once the residency director reviews and accepts the final schedule, she must approve any further changes.



Moonlighting

As stated above in the Duty Hours Section, moonlighting is not permissible for postgraduate trainees due to NYC Rule 405.



Leave of Absence


Overall Leave Policy

The Department of Obstetrics and Gynecology, and Mount Sinai West Hospital Center, support the U.S. Family and Medical Leave Act. The act allows any resident to take unpaid leaves of absence for up to 3 months due to pregnancy, illness, maternity, paternity, personal reasons, or illness of a family member. The resident will be able to return to the residency program, and will be eligible to take the written board examination in obstetrics and gynecology, if she or he has complied with the “active time in residency” requirement stated in the American Board of Obstetrics and Gynecology Bulletin:

“Leave of absence and vacation may be granted to the resident at the discretion of the program director in accordance with local policy. If, within the four years of graduate medical education, the total of such leaves and vacation, for any reason (e.g., vacation, sick leave, maternity or paternity leave, or personal leave) exceeds eight (8) weeks in any of the first three years of graduate training, or six (6) weeks during the fourth graduate year, or a total of twenty (20) weeks over the four years of residency, the required four years of graduate medical education must be extended for the duration of the time the individual was absent in excess of either eight (8) weeks in years one –three (1-3), or six (6) weeks in the fourth year , or a total of twenty (20) weeks for the four years of graduate medical education.”

Outlined below are specific departmental policies based on these general guidelines.

Total Leave Time

The total of vacation, personal, sick leave and maternity/parental days off cannot exceed 20 weeks during the four-year program. Per the ABOG statement, more time off per year is allowed during the first three years to accommodate possible maternity/family leaves, which are discouraged during the fourth year. If such additional time is used during the first three years, the total leave still cannot exceed 20 weeks total. If the 20-week total is exceeded for any reason, the resident’s training must be extended accordingly into a fifth year. Such training extensions must be approved by the Resident Review Committee (RRC) and are not guaranteed.

Maternity Leave

If a resident requests maternity leave, she will be granted up to eight weeks during the first, second and third program years and up to six weeks during the fourth year. It is important to remember that maternity leave counts toward the maximum of 20 weeks of leave that are allowed during a four-year residency. This 20 weeks also must include all vacation, sick and personal time taken off during the four years. In accordance with the Bell Commission report, it is expected that the resident who takes maternity leave will attempt to make up nights and days on call. This may be done before or after the leave. The resident’s total number of calls over the four years should be roughly equal to the number of calls taken by other residents in the same year.

Parental Leave

After the birth of a child to a resident’s immediate family, the resident will be granted up to seven days off during the postpartum period. Such leave must be approved by the program director/chairman and will be counted toward the resident’s maximum of 20 weeks’ leave for the four years. The resident will be expected to keep assigned call nights or days unless exchanges with colleagues can be arranged. The program director may require the resident’s daytime presence if services are warranted.

Vacation Leave

The annual vacation allotment for PGY-1 through PGY-4 employed for a twelve-month period is four weeks. Vacation time for all house staff members is to be taken during the year accrued, as scheduled by the director of service. Vacation schedules are subject to change by the director of service where necessary to meet patient care needs, emergencies, training requirements or unforeseen circumstances. Advance checks for vacations may be available if requested by the department at least four weeks prior to the start of your vacation.

Professional Leave

Time scheduled for conferences and for outside presentations is scheduled within a residents normal schedule and is not considered leave.



Committee of Interns and Residents

All residents of Mount Sinai West Hospital Center are represented by the Committee of Interns and Residents of Service Employees International Union Local 1199. Residents pay dues to the union, and the hospital center complies with the collective bargaining agreement between the hospital and the union. For a complete list of the rights and benefits conferred to residents under this agreement, please see a copy of the agreement.

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First Annual NYC OB/GYN Resident Bowl
Eric Ganz, MD, Master of Ceremonies, Center