2017 2018 residency handbook - st. mark's hospital residency...2017 2018 residency handbook st....

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2017 2018 Residency Handbook St. Mark’s Hospital Pharmacy Department PGY1 RESIDENCY PROGRAM

SMH Residency Handbook Table of Contents (2017-18)

Contents

Program Purpose and Overview.................................................................................................................... 3

PGY1 ASHP Program Purpose.................................................................................................................... 3

Overview ................................................................................................................................................... 3

Description of Program Structure & Learning Experiences ........................................................................... 4

Core Rotation Learning Experiences.......................................................................................................... 4

Longitudinal Learning Experiences ............................................................................................................ 4

Minimum Program Requirements............................................................................................................. 4

Successful Completion of Residency ......................................................................................................... 5

Schedule.................................................................................................................................................... 5

Staffing Requirement .................................................................................................................................... 6

Licensure ................................................................................................................................................... 7

Duty Hours ................................................................................................................................................ 7

!dditional Staffing !ctivities (“Moonlighting”).......................................................................................... 8

Attendance Policy.......................................................................................................................................... 9

Preface ...................................................................................................................................................... 9

Paid Time Off (PTO) ................................................................................................................................... 9

Request for PTO ........................................................................................................................................ 9

Sick Calls .................................................................................................................................................. 10

Attendance/Tardiness ............................................................................................................................. 10

Bereavement........................................................................................................................................... 10

Leave of Absence..................................................................................................................................... 10

Disciplinary Action and Dismissal ................................................................................................................ 11

Procedure for Resident Complaints......................................................................................................... 11

Initial Warning ......................................................................................................................................... 11

Probation................................................................................................................................................. 12

Suspension .............................................................................................................................................. 12

Dismissal.................................................................................................................................................. 12

Resident Longitudinal Project...................................................................................................................... 13

1 | p a g e S t ; M a r k ’ s H o s p i t a l P G Y 1 R e s i d e n c y H a n d b o o k

Background ............................................................................................................................................. 13

Moonlighting Request Form & Hours Log .....................................................................................................A

Referenced Human Resources Policies ......................................................................................................... B

Project Idea Generation .......................................................................................................................... 13

Project Selection...................................................................................................................................... 14

Research Proposal ................................................................................................................................... 14

Project Timeline ...................................................................................................................................... 14

Project Advisor ........................................................................................................................................ 15

Customization of the Residency Program ................................................................................................... 15

Resident Customized Training Plan ......................................................................................................... 15

Evaluations .................................................................................................................................................. 16

Initial Assessment.................................................................................................................................... 17

ASHP Entering Interests Form ............................................................................................................. 17

Entering Objective-Based Self-Evaluation ........................................................................................... 17

Formative Assessments........................................................................................................................... 17

Summative Evaluations ........................................................................................................................... 18

Resident’s Evaluation of the Residency Program ................................................................................ 19

Administration of the Residency Program................................................................................................... 19

The Residency Program Director (RPD): .................................................................................................. 19

Residency Advisory Committee............................................................................................................... 19

Residency Preceptors .............................................................................................................................. 20

Preceptor Development .......................................................................................................................... 22

Responsibilities of Preceptor to the Resident ......................................................................................... 24

The Four Preceptor Roles ........................................................................................................................ 24

Resident Mentor ..................................................................................................................................... 25

Contact Information.................................................................................................................................... 25


Program Purpose and Overview

PGY1 ASHP Program Purpose

PGY1 pharmacy residency programs build on Doctor of Pharmacy (Pharm.D.) education and outcomes to

contribute to the development of clinical pharmacists responsible for medication-related care of patients

with a wide range of conditions. Upon successful completion of a PGY1 pharmacy residency program

graduates will be eligible for board certification, and for postgraduate year two (PGY2) pharmacy

residency training.

Overview

Our PGY1 Pharmacy Practice Residency is a 12-month program offered to two residents at St; Mark’s

Hospital in Salt Lake City, Utah. It is designed to provide the resident with the knowledge and experience

required to face today’s complex healthcare demands and the necessary skills to meet future practice

challenges. Graduates of this program will be confident, self-directed learners who have acquired the

leadership, teaching and professional skills needed to excel in diverse practice environments.

Pharmacists at St; Mark’s Hospital provide patient centered care through effective drug therapy

management by working in collaboration with the entire health-care team to ensure positive patient

outcomes. Our clinical pharmacists are extensively involved in the delivery of quality patient care through

involvement in interdisciplinary patient care committees, decentralized clinical services and active

participation in family practice, ICU and progressive care rounds.

The resident will develop knowledge and skills in teaching and direct patient care with experiences in the

classroom and acute care settings. It is the ultimate goal for our program to prepare successful

pharmacists in multiple environments and be able to build upon their training foundation.

The residency program is designed to comply with published standards of the American Society of Health-

system Pharmacists (ASHP). This curriculum provides in-depth professional, patient directed training and

experience at the post-graduate level. A demonstrable desire to learn, a sincere career commitment to

pharmacy practice, and a dedication to fully meet all objectives and program requirements are basic

expectations of all learners.

Residents are expected to actively and directly participate in a balanced array of clinical and practice

management activities during required assignments. This participation will take the form of some

evening, weekend, and holiday presence.

Residents are required to complete additional training program requirements aimed at developing a

skilled and competent practitioner. Required elements of the program include completing a major

research project, patient education, student precepting and teaching, providing clinical pharmacy


services, and developing leadership and communication skills. Upon successful completion of all required

components of the program, residents will be awarded a program certificate.

Description of Program Structure & Learning Experiences

St; Mark’s Hospital uses two types of inpatient learning experiences for the PGY1 program: core rotations

and longitudinal learning experiences.

Core Rotation Learning Experiences

Each is six (6) weeks long unless otherwise noted

Family Practice

Cardiology

Critical Care

Medical/Surgical Unit

Hospital Clinical Management (3 weeks)

Longitudinal Learning Experiences

Central Patient Care

Teaching Certificate Program though Roseman University

Project & Research

Hospital Pharmacy Management

Oncology

Infectious Disease

Minimum Program Requirements

Pharmacist licensure by September 1st

Completion and passing of each required learning experience

o Must complete each learning experience with 80% satisfactory on final summative

evaluation

ACLS training

One Medication Use Evaluation (MUE)

CE Presentation at USHP Resident CE Series at the University of Utah

Longitudinal Project (Research or Practice Implementation)

o Completion and submission of manuscript for research project

o Present at Mountain States Conference at the University of Utah in May

Teach one or more lectures at Roseman University College of Pharmacy

5 Journal Club Presentations to pharmacy staff

Mentor pharmacy students

One P&T Monograph


Nursing or Medical team in-services

o one per core rotation learning experiences.

Case presentation

ASHP Clinical Midyear attendance and poster presentation

Involvement in residency recruitment

Attend and/or chair at least one committee throughout the year

Maintain e-portfolio with all required projects

Many communications to the resident will be via email. For this reason, it is imperative that residents

check their email each day they report for duty and respond to all inquiries in a timely manner.

Successful Completion of Residency

Each resident is expected to complete each program requirement as listed above in an acceptable

manner to the RPD and assigned preceptors. Resident must obtain 80% “achieved for residency” (!�HR)

of all competency area objectives and 100% of “�ompetency !rea R1: Patient �are” objectives;

It is expected of the resident to meet with the rotation preceptor to develop a plan to ensure completion

of all overall rotation goals.

Rotation failure will be defined as combined “Needs Improvement” status on 75% of assigned rotation

objectives. Preceptors are required to make a diligent effort to correct failing behavior at the midpoint

evaluation and, if needed, have RPD assist.

Residents may elect to repeat one failed rotation if agreed upon by the RPD, preceptor, and RAC. One

failed rotation, if repeated, will be made up at the expense of an elective rotation and cannot result in an

extension of the residency year involving the customary on-site time. For example, a project can be

assigned with a final deadline after the original residency year end (determined by RPD), but the resident

cannot be assigned an additional two weeks of on-site patient care for a failed clinical rotation. A second

failed rotation may be grounds for dismissal.

Schedule

The RPD will provide and maintain each resident with a schedule. Residents are expected to work a

minimum of 40 hours per week to complete their learning activities. Staffing requirement will be in

addition to this requirement. A rotation will only be eligible for completion if the resident attends 90% or

greater of the assigned time (e.g. a minimum of 27 days during a 6-week (30 day) rotation). Time may be

required to be made up during project time or elective/repeat rotations if more than 10% of a rotation is

missed.


Residents are expected to focus on their assigned learning experiences, clinical activities, and interactions

with preceptors. Time to work on research and other projects may be limited to after hours or when the

resident’s tasks and assignments have been completed for that day;

Late arrivals or early departures require prior approval in advance by preceptor and RPD. Time spent

working at home instead of at the hospital (i.e. project days) must also be approved by the RPD.

Staffing Requirement

Staffing is an important learning experience as it helps develop pharmacy practice skills and allows the

resident to gain experience in distribution, department policies and procedures, drug procurement,

medication safety, and leadership opportunities.

Residents will be required to complete hospital and pharmacy orientation prior to the start of their

staffing requirement. They will receive ongoing evaluation of their performance as a staff pharmacist by

the Central Patient Care Preceptor, Jeannie Bean, and the RPD with feedback from other staff.

Residents will be required to staff:

One weekend (consisting of two 10-hour shifts) within a 4-week schedule

Two Friday evening shifts (usually every other) from 5:00 – 11:00pm within a 4-week schedule

o Residents will usually not work the Friday night prior to the weekend they are staffing.

One major holiday (Thanksgiving Day or �hristmas Day) and one minor holiday (New Year’s Day or

Memorial Day).

o Residents will be assigned at random their holiday and can trade if both residents agree.

The assigned location for weekend staffing will be either in central pharmacy or on an acute adult unit,

depending on where the resident is trained, what rotations have been completed, and the needs of the

hospital. The PGY1 resident will work mostly in a distributive position early in the year.

Residents should be at their work site on the weekends at the scheduled time. Tardiness will not be

permitted.

If a resident desires a particular weekend off, he/she must notify the RPD and scheduler 8 weeks in

advance. Alternatively, the resident may trade with another resident or pharmacist, in order to get a

particular day off, as long as the resident will be working in an environment that he/she has been trained

in. Any trading of shifts must be with the approval of a manager and documented via email. If a resident

desires a prolonged vacation (such as a full week off), this request should also be made as far in advance

as possible, so the preceptor for that rotation is made aware and arrangements for making up


experiences can be made. Schedules are posted in 4 week increments and become available 2 weeks

prior to beginning date.

Limitations:

Resident cannot be onsite for more than 80 hours per week (averaged over a four-week period)

Resident cannot work more than 16 hours in a 24-hour period.

Residents must be scheduled for a minimum of one free day every week averaged over a 4-week

period.

An effort should be made to provide a minimum of 10 hours between any two shifts scheduled in

the pharmacy. In the case of an emergency or unusual circumstance/event, the department of

pharmacy may require residents to work extended hours.

Licensure

It is expected that all residents will be licensed by September 1st of the associated year. Residents that do

not complete this requirement may be subject to disciplinary action; failure to obtain Utah Pharmacist

licensure by October 31st will result in dismissal from the program. All residents must maintain their

licensure in good standing throughout the residency period. It is the responsibility of the residency

program to ensure that qualified staff provide appropriate supervision of residents in patient care

activities.

Duty Hours

Duty hours are defined as all scheduled clinical and academic activities related to the residency program.

(Please refer to ASHP for entire document – residents are expected to understand and abide by ASHP’s

requirements.) This includes inpatient and outpatient care; in-house call; administrative duties; and

scheduled and assigned activities, such as conferences, committee meetings, and health fairs that are

required to meet the goals and objectives of the residency program. Duty hours must be addressed by a

well-documented, structured process.

Duty hours do not include: reading, studying, and academic preparation time for presentations and

journal clubs; travel time to and from conferences; and hours that are not scheduled by the RPD or a

preceptor.

Maximum hours of work per week: 80 hours per week over a 4-week period, inclusive of moonlighting.

Residents will be required to submit a “duty hour attestation” at the conclusion of each learning

experience in PharmAcademic® to document compliance with this policy.


http://www.ashp.org/DocLibrary/Residents/Pharmacy-Specific-Duty-Hours.pdf

!dditional Staffing !ctivities (“Moonlighting”)

Moonlighting is defined as voluntary, compensated, pharmacy-related work performed outside the

organization (external) or within the organization where the resident is training (internal), or at any of its

related participating sites. These are compensated hours beyond the resident’s salary and are not part of

the scheduled duty period of the residency program.

Moonlighting must not interfere with the ability of the resident to achieve the goals and

objectives of the residency program.

Internal moonlighting must be approved by pharmacy administration and limited according to

ASHP’s duty-hour requirements.

The RPD must approve all internal/external moonlighting hours and has the right to limit all

moonlighting hours based on the performance of the resident.

o Moonlighting must not interfere with the ability of the resident to achieve the

educational goals and objectives of the residency program.

o All hours spent moonlighting must be well documented and kept in their file.

o All moonlighting hours must be counted towards the 80-hour maximum weekly hour

limit.

o Moonlighting is prohibited during resident duty hours.

Procedure for moonlighting:

1. Resident must notify RPD, Residency Program Coordinator (RPC) and rotation preceptors in

advance for any moonlighting activities.

2. !pproval for moonlighting by the RPD or designee must be documented in the resident’s

folder.

3. The resident must log all moonlighting hours as they occur in the Moonlighting Request Form

& Hours Log.

4. Each week in which a resident moonlights, the preceptor must assess if such activity has

impacted the resident’s ability to achieve the educational goals and objectives of the

residency program and to provide safe patient care. The rotation preceptor should sign off

on the Moonlighting Hours Log to indicate they have evaluated the resident’s performance;

On quarterly evaluations, the RPD/RPC and resident advisor will discuss and evaluate the

amount of moonlighting hours the resident has worked.

5. Should residents engage in unauthorized moonlighting activities or are non-compliant with

the policy, disciplinary action will take place. Specific disciplinary action will be determined

by the RPD and could be grounds for termination.


Attendance Policy

Preface

The PGY1 program is a complete 12-month program encompassing all aspects of pharmaceutical care

through various clinical and administrative learning experiences.

In order to complete all the requirements of the program, the residency position is a full time

commitment consisting of a 40-hour work week with an additional staffing component. Residents are

expected to work according to learning experience and preceptor’s schedule;

Paid Time Off (PTO)

Residents in the program are eligible to receive PTO per HR.TR.007 Paid Time Off policy.

The resident may NOT take off time that he/she has not yet accrued except as directed by the

hospital (i.e. holidays).

Paystub indicates PTO balance.

Residents are required to submit their PTO requests at least 8 weeks in advance.

Paid time off consists of both requested time off and sick days.

Residents may be required to use PTO for holidays.

Preceptor, RPD and scheduler must all approve time off.

o Vacation time is not available to be used for longitudinal weekend staffing coverage

o Residents are asked not to request time off during orientation.

At the end of the residency period, the resident may be eligible for payment of remaining unused

PTO hours.

Time spent attending required conferences will not require the use of PTO.

Request for PTO

Vacations must be requested in accordance with the policies and procedures of the Department of

Pharmacy Services. PTO must be approved by the preceptor affected by the vacation, as well as the

Residency Program Director (RPD). Residents are required to request days off at least thirty (30) days

prior to the first day of the new schedule to ensure schedules are communicated in a timely manner.

Vacation requests should be initially approved by rotation preceptor and then forwarded to the RPD. The

scheduler, RPD, and Director of Pharmacy will determine if the vacation is approved. The resident is

responsible for arranging switches for all vacation time off during their regular scheduled staffing shifts.

Approval of vacation is based on length of time requested off, number of other staff members

requesting similar time off (first come, first serve) and the requirements or assignments required

by the learning experience.


https://erc.enwisen.com/ASI/Page.aspx?Name=Header

All correspondence regarding time off shall be documented in writing. Email is an acceptable

form of communication.

All days off MUST be written on the time exemption log outside management’s office;

Residents are not allowed to take PTO for staffing requirements and are required to trade out of

staffing shifts. All trades must be approved by RPD and scheduler.

Sick Calls

Residents are required to notify their preceptor or the central pharmacist and Residency Program

Director (RPD) by phone call as soon as possible before they are to report to work. If the resident is

scheduled to staff, they must call central pharmacy a minimum of 2 hours before their shift starts.

In the unlikely event that a resident is sick on a longitudinal staffing shift, the resident is encouraged to

have another resident or pharmacist cover their shift(s) by organizing a trade.

Attendance/Tardiness

Reliable and consistent attendance is a requirement for all positions. You are expected to maintain

satisfactory attendance and be punctual, including when returning to duty from a break or meal period.

Chronic deviation from the expected work schedule may be considered a performance issue and may

result in disciplinary action up to and including not passing the residency or termination of employment.

See HR Policy “!ttendance and Tardiness” HR.ER.001 for additional information.

Bereavement

In the event of the death of an immediate family member, all employees are eligible for funeral leave

with pay. Full-time residents are eligible for up to three scheduled workdays (24 hours).

See HR Policy “�ereavement” HR.TR.001 for additional information including recognized family members.

Leave of Absence

A total of twelve (12) months of funding is available for each resident to complete the residency program

and will only be provided for pay periods worked. Residents may receive a leave of absence as dictated

by the HR Policy “Leaves of !bsence” HR.TR.004. In the event of an extended leave without pay, HR will

be notified.

If the resident uses a leave of absence and chooses to complete residency training, they will be required

to complete the full 12-month training period and all residency requirements satisfactorily in order to

receive the residency certificate. Each extension is at the discretion of the RPD and reviewed on a case

by-case basis. No additional pay beyond the initial stipend amount will be awarded. All requirements for

graduation must be achieved satisfactorily within 18 months of the original start date.


https://erc.enwisen.com/ASI/Page.aspx?Code=f27239fd

https://erc.enwisen.com/ASI/Page.aspx?Code=332154b0

Disciplinary Action and Dismissal

The Residency Program Director (RPD) is the direct supervisor for the pharmacy residents. The Director of

Pharmacy will assume direct supervisory activities in the absence of an RPD. It is our policy that all

residents perform their duties in an exemplary, professional manner. Pharmacy residents failing to

uphold this standard may be subject to disciplinary action and/or dismissal from the program. Members

of Residency Advisory Committee (RAC) may bring forth concerns at committee meetings and/or may be

consulted regarding disciplinary actions.

The disciplinary action and dismissal process for pharmacy residents is a supplement to the Human

Resources Discipline, Counseling, Corrective Action Policy (HR.ER.008) and Licensure Verification Policy

(HR.ER.018) for situations unique to the residency program. The resident should also refer to the Code of

Conduct (900-070) for professional expectations.

All written warnings or probationary documents will be documented and kept in resident’s file in Human

Resources.

Procedure for Resident Complaints

The RPD will maintain an open-door policy and accept any feedback from each resident. It is encouraged,

however, that the resident should first attempt to resolve the issue by speaking with their preceptor or

mentor. The RPD will intervene and assist when necessary.

Initial Warning

Minor or initial failure to adhere to residency requirements will result in a verbal counseling by the

applicable preceptor or the RPD. Any occurrence of inadequate or inappropriate conduct will result in a

verbal counseling by the applicable preceptor or the RPD.

Any such verbal counseling held to discuss problems should be documented in writing and filed with the

RPD.

Examples of inadequate or inappropriate conduct include, but are not limited to:

Dishonesty

Repetitive failure to complete assignments

Tardiness for clinical assignments

Abuse of leave or job abandonment (defined as three days absence from the program

without notice to the Residency Program Director)

Violations of HCA policies and procedures or HCA Standards of Behavior

Patient abuse and/or negligence

Unprofessional conduct


Plagiarism

Violation of ethics or laws of pharmacy practice

Probation

If after documented initial counseling a resident continues to demonstrate unprofessional or unethical

behavior, engages in misconduct, or otherwise fails to fulfill the responsibilities of the program, the

resident may be placed on probation by the RPD. The resident must be informed in person of this

decision and provided with a document containing the following:

A statement listing the grounds for probation, including a description of the identified

deficiencies or problem behaviors.

A plan for remediation and criteria by which successful remediation will be judged.

Notice that failure to meet the conditions of probation could result in extended probation,

additional training time, extension of the residency year to meet all requirements for graduation,

and/or dismissal from the program.

Written acknowledgement by the resident of the receipt of the probation document.

RPD maintains the right to place any resident on probation, with or without approval by the

Residency Advisory Committee (RAC).

The status of a resident on probation should be evaluated no less frequently than every 2 weeks until

documented satisfactory improvement as determined by the RPD. The resident may be suspended or

dismissed from the program if satisfactory improvement has not been achieved within 6 weeks;

extensions may be granted by the RPD according to the documented probation plan and individual

resident circumstances.

Suspension

A resident may be suspended from clinical activities or any program-related activity by the RPD. Unless

otherwise directed, a resident suspended from clinical activities may participate in other program

activities. Suspension may occur due to any action considered to be potentially detrimental or

threatening to patients. Suspension may also occur due to an inability to staff the required number of

hours for an extended time period during residency.

Suspensions must be reviewed weekly for reinstatement to clinical activities or dismissal from program.

Any suspension that prohibits the resident from participating in all program activities will result in time off

without compensation at a minimum period of one (1) week. If the resident has remaining Paid Time Off

(PTO) according to the definition within the residency manual and would like to use this, the employee

must obtain approval from the RPD.

Dismissal

Grounds for immediate dismissal:


Commitment of a serious misdemeanor to be assessed on a case-by-case basis or felony

Mental impairment caused by substance abuse

Violence of any nature but not limited to horseplay, intimidation or coercion of other employees

and slanderous remarks that may cause injury to another person while on any of the hospital’s

properties or while representing the hospital at any off-site location

Selling or distributing illegal substances while on St; Mark’s Hospital premises or while engaged in

St; Mark’s Hospital business

Stealing from patients, St; Mark’s Hospital, or fellow employees

Altering a time card or attendance sheet or any other record, including patient and financial

records

Possession of firearms or use of firearms, fireworks, or any other weapon on St; Mark’s Hospital

property or while engaged in St; Mark’s Hospital business

Failure to maintain the confidentiality of St; Mark’s Hospital matters, including matters relating to

patients

Failure to return to work following expiration of an approved leave of absence

Dismissal may also occur upon the failure of any two rotations; refer to the Successful Completion of

Residency section for more information.

The resident must be notified in writing of the reason for dismissal and have an opportunity to respond to

the action in writing before the dismissal is effective. If dismissal is necessary, the RPD will send a

memorandum to Director of Human Resources outlining supportive documentation for dismissal.

Resident Longitudinal Project

Background

Participating in research or pharmacy service development is essential in developing a well-rounded

practitioner. The Pharmacy Practice Residency program requires the resident to participate in a project

with the goal to educate the resident on the many phases involved with scientific research or the

complexities of developing change. The resident will learn about developing a project proposal, collecting

data, IRB submission and presenting their findings accordingly. The resident may decide to do original

research, identify a process improvement, or establish a new service. Preceptors and residents will

collaborate to identify a research question, create a project proposal and establish a timeline to ensure

success.

Project Idea Generation

The Residency Advisory Committee (RAC) will assist in generating a list of project ideas as potential

research projects for incoming residents. Each idea will require the following information:


At least 1 project advisor

Idea of the project

Rational and brief description

Project Selection

�ased on the resident’s interests and professional goals, they will select from the list of projects or

propose an idea of their own. If the resident develops their own project, it must be approved by the RPD

and RAC. Residents should select projects with topics or patient populations of interest to them to

ensure a successful outcome.

Once the project is selected and/or approved, the resident must meet with their project advisors to begin

outlining specifics about how to begin their research.

Research Proposal

The resident will be responsible to develop a formal research proposal which is reviewed and approved

by the project advisor. The proposal should outline project goals, objectives and methods used to analyze

the data once collected. The proposal should have the following sections:

1. Research question; should be well defined and feasible to answer in the defined period of time.

2. Objectives; be specific. You will need to refer back to these at the end to ensure they have been

addressed. You may have both primary and secondary objectives depending on your question.

3. Hypotheses; should be stated as a null hypothesis. Why do you expect to happen?

4. Background; literature review of the question

5. Methods; what is the study design? What are you going to measure?

6. Data analysis; how are you going to analyze the results?

7. References

Project Timeline

August 31st – Project selection due

September 15th – Project proposal due; CITI Training (if applicable)

September 30th – Poster abstract submission (if applicable)

IRB/Research Review Committee submission (if applicable)

November 1st – Poster rough draft due to project mentor & RPD for review

November 15th – Poster due to RPD to send to print center

March 1st – Preliminary slides to mentor for review due

March 15th – Abstract submission for Mountain States

April – Mountain States Practice

May – Mountain States Presentation at University of Utah

June 15th – Manuscript due


Project Advisor

The resident will select a project advisor, who is a content expert in the subject matter of the specific

project. The project advisor/mentor assumes the primary responsibility to guide the resident in

completing the required research project. The mentor assists the resident in selection, planning and

implementation of the project to ensure successful outcomes. Residents are required to present the

results of their project at the Mountain States Conference in the spring. The project advisor RPD or

Pharmacy Administration may recommend the resident to present their project at other conferences or

meetings at the state and national level. The project’s manuscript must be submitted for final review two

weeks prior to the end of the residency year.

Customization of the Residency Program

The goal of ASHP is to provide customized training programs for each resident based on initial

assessments completed by the resident (see “Initial Assessment”) prior to the start of core learning

experiences. This will help account for differences between assumed entering knowledge, skills,

attitudes, or abilities.

Resident Customized Training Plan

The resident's progress must be monitored and the customized plan reviewed and updated as a formal

development plan discussed with each resident and documented by the RPD within the first 30 days and

quarterly thereafter. This will be a tool to monitor, track and communicate about the residents’ overall

progress and make adjustments to ensure learning needs are met. This information will be sent out to all

preceptors via PharmAcademic on a quarterly basis.

The RAC committee will discuss progress of residents after each quarterly development plan has been

completed (October, January, and April) and make additional adjustments as needed. As new strengths,

weaknesses and interests develop, the plan should be updated to reflect these. If criteria-based

assessment of the resident’s performance is judged to be in full achievement of the goals and objectives

of the residency program, it is encouraged to modify the program accordingly. Alterations may be made

to the educational goals and objectives, activities, learning experiences, structure, and/or assessment

strategy and must be shared with the resident and all preceptors.

�omponents of the customized plan that may be modified to meet resident’s needs include:

Structure/repetitions (required and elective learning experiences and/or their lengths and

sequencing)

Educational goals and objectives to be emphasized in required and elective learning experiences

(additions)

Activities (addition of assignments and projects)

The preceptor role used to teach the resident (modeling, coaching, facilitation)


Assessment strategy – changing and/or increasing summative self-evaluations, formative self-

evaluations, and preceptors’ feedback related to areas for improvement;

Criteria for Customized Plans

Init

ial P

lan

1. Summarizes findings from resident self-assessment, discussion with the resident and preliminary preceptor

observations if available.

2. Summary includes:

Career goals

Specific interests

Strengths and weaknesses based on incoming assessment of knowledge, attitudes, skills, and abilities.

3. Customized plan includes any modifications to the generic program plan.

Modification of resident schedules

Preliminary determination of elective learning experiences

Educational goals and objectives to be emphasized or added in required and elective learning experiences

Changing and/or increasing summative self-evaluations, formative self-evaluations and preceptors’ feedback

related to areas for improvement

Modify preceptors’ use of modeling, coaching, and facilitation

Qu

arte

rly

Up

dat

es

1. Includes written comments that include the following as needed:

Verification of strengths

Areas for improvement

Changes in career goals

Changes in interests

Resident progress

2. Changes in the customized plan in are combined with findings from the quarterly review of the overall

progress of the resident in achieving required residency program goals and objectives.

3. A summary of changes planned for the next quarter based upon the customized plan and quarterly

assessment of resident progress.

Refer to: http://www.ashpmedia.org/softchalkcustplnsCURRENT/

Residents must acknowledge their individual training plan in PharmAcademic® and comment on their

progress or changes as related to their initial plan.

Evaluations

Evaluations are a critical part of the residency program as they allow for a both an informal and formal

review of the residents’ progress toward achievement of the program’s required educational goals and

objectives. Structured evaluations using PharmAcademic® are conducted throughout the residency

program.


http://www.ashpmedia.org/softchalkcustplnsCURRENT/

Initial Assessment

ASHP Entering Interests Form

Prior to the program start, the incoming residents will be given a self-assessment form entitled “!SHP

Entering Interests Form” to assess their abilities, practice interests, skill level, experience,

strengths/weaknesses, and educational background to assist in developing a customized training plan,

schedule, and mentor assignment.

Entering Objective-Based Self-Evaluation

During orientation, each resident will complete an initial evaluation regarding entering knowledge and

skills related to the educational goals and objectives. The results of the assessment will be taken into

consideration when determining any changes to the program’s overall plan;

Formative Assessments

Preceptors will provide ongoing feedback throughout each learning experience about how the resident is

progressing and how they can improve. The goal of formative assessments is to help residents identify

strengths and weaknesses, target areas that may need work, address specific problems, and recognize

where residents may need additional practice. As such, information provided must be frequent,

immediate, specific, and constructive. This is usually in the form of verbal feedback, however, if the

resident is not progressing satisfactorily, written documentation or involvement of RPD may be

necessary.

Documentation of formative assessments throughout the experience may serve as a useful resource

when completing summative evaluations. Utilization of PharmAcademic®, Epic iVents, or other methods

are appropriate ways to document formative assessment.

Preceptors must make appropriate adjustments to the resident’s learning activities in response to

information obtained through day-to-day informal observations, interactions, and assessments.

Mid-point assessments are considered formative assessments and it is encouraged that preceptors enter

this information into PharmAcademic® half-way through the learning experience.

Other formative feedback opportunities may include side-by-side interaction and observation, review of

monitoring forms/patient notes (i.e. Epic iVents, Vigilanz, chart reviews, etc.), or review of projects, such

as, monographs, newsletters, reports, or presentations.

It is the expectation that preceptors use formative feedback when completing their final summative

evaluation for the student.


Summative Evaluations

!ll summative evaluations must be completed within 7 days of the learning experience’s conclusion, or

within 7 days of due-date for quarterly evaluations. Comments are encouraged!

All evaluations of residents, preceptors, and their respective learning experiences must be delivered in

person and discussed. Documentation of discussion can be entered in the comments section of their

respective evaluation. These evaluations will be sent to the RPD for co-signature.

1. ASHP Learning Experience Evaluation

At the end of each learning experience, the resident will evaluate the learning experience in

PharmAcademic®.

2. ASHP Preceptor Evaluation

At the end of each learning experience, the resident will evaluate their preceptors in

PharmAcademic®.

3. Summative Evaluation of Resident for Learning Experience

At the end of each learning experience, residents must receive and discuss the extent of their

progress toward all goals and objectives of the residency program. All summative evaluations must

be completed by the primary preceptor in PharmAcademic®. Specific criteria and comments are

useful to provide residents with appropriate feedback that will improve their educational experience.

For longitudinal learning experiences or those lasting longer than 12 weeks, a documented

summative evaluation must be completed every three months.

If more than one preceptor is assigned to a learning experience, all preceptors must provide input

into residents’ evaluations and the primary preceptor will document the joint evaluation;

Preceptors will check the appropriate rating to indicate resident progress and provide narrative

commentary for any goal for which progress is “needs improvement” or “achieved”;

NI: Needs Improvement

Considered a learning deficiency that must be addressed.

Each “NI” given must be discussed prior to the end of the rotation and documented with

goals for improvement within a formative assessment.

Examples of NI:

i. Resident’s level of skill on the goal does not meet the preceptor’s standards of

achieved or satisfactory progress.

ii. Resident was unable to complete assignments on time and/or required

significant preceptor oversight.

iii. Resident’s aptitudes or clinical abilities were deficient

iv. Unprofessional behavior was noted.


SP: Satisfactory Progress

Resident’s skill levels have progressed at a rate the will result in full mastery by the end of

the residency program.

Resident is able to perform with some assistance from the preceptor.

Improvement is evident throughout the experience.

ACH: Achieved

Resident has fully mastered the goal/skill based on their residency training

Resident has performed the skill consistently with little or no assistance from the

preceptor.

ACHR: Achieved for Residency

RAC, including the RPD, will determine if the resident has demonstrated that the goal has

been achieved for their program over multiple learning experiences with consistency,

independence, and professionalism.

RPD or RPC will mark these as achieved based on feedback from preceptors.

!t the end of the year, the R!� will meet to consider each resident’s progress and

ultimate achievement of the program’s goals and objectives.

Resident’s Evaluation of the Residency Program

In May of each year, the current residents will complete a program evaluation based on their personal

experiences on all aspects of the program. This feedback will be used to improve and direct the program

for the following year.

Administration of the Residency Program

The Residency Program Director (RPD):

Jennifer Bishop, PharmD, BCPS

The RPD is responsible for overseeing all aspects of the residency program. Program goals, objectives and

requirements will be the responsibility of the RPD in conjunction with the Residency Advisory Committee

(RAC).

The program director will coordinate with other preceptors and pharmacy administration to coordinate

schedules, rotations and to track the resident’s progress as well as resolve any pertinent issues;

Residency Advisory Committee

The Residency Advisory Committee is a committee of the Department of Pharmacy. Overseen by the

RPD, members may include the core and longitudinal rotation residency preceptors, the Director of

Pharmacy, Assistant Director of Pharmacy, Clinical Manager, and Division Director of Clinical Pharmacy.


The committee serves to support the program goals and objectives, improve the quality of the residency

program, interview applicants and contribute to the match decision. The RAC will meet monthly, creating

a forum for the preceptors to discuss the residents’ progress and assigned projects, concerns regarding

the residency program and any other needs deemed necessary by the RPD. The RAC meeting may also

include preceptor development activities.

Residency Preceptors

Residency Primary Preceptors Rotation

Braden Adamson, PharmD

[email protected]

Teaching Certificate

Medical/Surgical

Brian Hathaway, PharmD

[email protected]

Infectious Disease

Caitlin Oderda, PharmD, BCPS

[email protected]

Hospital Clinical Management

Chelane Phillips, PharmD, BCPS

[email protected]

Critical Care

Project and Research

Darrin Cutler, RPh, BCPS

[email protected]

Oncology

Family Practice

Jason Braithwaite, PharmD, MS, BCPS

[email protected]

Division Clinical Management

Jeanette Bean, PharmD, BCPS

[email protected]

Central Patient Care

Lisa Arrigo, RPh, BCPS

[email protected]

Cardiology

Megan Evans, PharmD, BCPS

[email protected]

Management (facility)

Mike Jensen, PharmD

[email protected]

Critical Care

Responsibilities of the Primary Preceptor:

Identify educational objectives, learning activities, and assignments for their respective learning

experience.

o Manage Learning Experience in PharmAcademic®

o Schedule resident activities

o Orient resident to unit, team members and area staff.

Assess resident’s progress both formally and informally; See “evaluations”

Identify potential problems resident may have and seek resolution. If necessary, involve

assistance of RPD.


mailto:[email protected]










Preceptor Eligibility

Pharmacist preceptors must meet one the following eligibility criteria:

completed an ASHP-accredited PGY1 residency followed by a minimum of one year of pharmacy

practice experience; or

completed an ASHP-accredited PGY1 residency followed by an ASHP-accredited PGY2 residency

and a minimum of six months of pharmacy practice experience; or

without completion of an ASHP-accredited residency, have three or more years of pharmacy

practice experience.

Preceptor Qualifications (must meet all of the following)

Ability to precept using clinical teaching roles (i.e. instructing, modeling, coaching, facilitating) at

an appropriate level for the resident

Ability to assess resident's performance

Established, active practice in area for which they serve as a preceptor

Continuity of practice during resident's learning experience

Recognition in area of pharmacy practice for which they serve as a preceptor

Professionalism and commitment to advancing the profession

o Service on practice site committees or work groups

o Development of treatment guidelines/protocols

o Publication in professional journals, textbooks, or professional organization newsletters

o Platform or poster presentations at professional meetings

o Service as a manuscript reviewer, content reviewer for a professional meeting or

residency/student poster mentor

o Active participation as an officer or committee chair/member with a local, state, or

national pharmacy organization.

Preceptor Responsibilities (must meet all of the following)

Serve as a role model for learning experiences

Contribute to success of residents and residency program

Provide learning experiences that meet criteria in ASHP Standard 3 (Design and Conduct of the

Residency Program; ASHP Accreditation Standard)

Active participation in residency continuous quality improvement processes

Demonstrate and continuously improve practice expertise and preceptor skills

Follow residency and department policies for residents and services

Commitment to advancing residency program and pharmacy services

Preceptor Appointment and Re-appointment


https://www.ashp.org/Professional-Development/Residency-Information/Residency-Program-Directors/Residency-Accreditation/Accreditation-Standards-for-PGY1-Pharmacy-Residencies

The RPD will appoint and develop pharmacy staff to become preceptors for the program. Criteria for

appointment and reappointment of preceptors will include, but may not be limited to, achieving the

requirements of eligibility, qualifications and responsibilities as outlined in the above sections.

Reappointment will include a review of each preceptor’s qualifications and performance on an annual

and as-needed schedule. If the RPD and DOP determine that a preceptor is not meeting the above

responsibilities, the preceptor may be placed on probation with a documented action plan or removed

from precepting.

Additional Required Preceptor Training for New Preceptors and Preceptors-In-Training:

Read the following documents and discuss with RPD as necessary: “!SHP !ccreditation Standard

for Postgraduate Year One (PGY1) Pharmacy Residency Programs” and “Required �ompetency

Areas, Goals, and Objectives for Postgraduate Year One (PGY1) Pharmacy Residencies”;

Read the SMH PGY1 Resident Manual and review components with RPD as necessary.

Watch Residency Program Design and Conduct (RPDC) Webinars as assigned by RPD.

Additional Requirements for Preceptors-In-Training:

The preceptors-in-training role serves as an option for pharmacists new to precepting who do not meet

the eligibility and/or qualifications criteria for pharmacy preceptors as outlined in the above sections.

Preceptors-in-training must be assigned an advisor or coach who is a qualified preceptor, and the

advisor/coach must cosign summative evaluations of residents. In addition, preceptors-in-training must

have a documented preceptor development plan designed to meet preceptor qualifications within 2

years.

The RPD will create an individual plan designed to ensure preceptor-in-training meets all ASHP

preceptor requirements within 2 years.

An advisor will be appointed by the RPD to mentor the preceptor-in-training. The advisor will be

required to cosign any summative evaluations completed by the preceptor-in-training.

Preceptor Development

Preceptors must demonstrate a desire and an aptitude for teaching that includes mastery of the four

preceptor roles fulfilled when teaching clinical problem solving (instructing, modeling, coaching, and

facilitating). Further, preceptors must demonstrate abilities to provide criteria-based feedback and

evaluation of resident performance. Preceptors must continue to pursue refinement of their teaching

skills.

St; Mark’s Hospital will offer multiple educational opportunities for preceptors to improve their

precepting skills. Annually, a preceptor development plan will be created to focus on areas of identified

preceptor development needs. In addition, new preceptors and preceptors-in-training will be required to

complete additional preceptor training. Individual preceptor development plans will be created for all


preceptors-in-training and for any preceptor who has specific development needs identified through the

preceptor needs assessment process. The residency program director (RPD), in conjunction with the

residency advisory committee (RAC), will be responsible for the following on an annual basis:

An assessment of preceptor needs

Schedule of activities to address identified needs

Periodic review of effectiveness of plan

Assessment of Preceptor Development Needs:

Preceptors will be required to complete the Preceptor Self-Assessment form annually by May 1st,

which will be used to assess preceptor development needs.

The RPD will review residents’ evaluations of preceptors and learning experiences annually to

identify potential preceptor development needs.

The RPD will solicit verbal feedback from residents annually.

The RPD will review ASHP residency accreditation site visit recommendations, if applicable, to

identify any recommendations or areas of partial compliance which pertain to precepting skills.

The RPD may use direct observation and peer review to identify potential preceptor development

needs.

Development Process for Annual Preceptor Development Plan:

Preceptor development needs identified through the assessment process will be discussed

annually as part of the annual end-of-year preceptor meeting in June.

The RPD and preceptors will come to a consensus on the areas of preceptor development to

focus on during the upcoming year.

The RPD (or designee) will create a tentative preceptor development plan for the upcoming year

with activities to address areas of need and a schedule of activities, which will be presented to

the RAC at the July or next scheduled RAC meeting.

If preceptor development needs have been identified for individual preceptor(s) that will not be

met by the current preceptor development plan, the RPD may also create individual plans for

these preceptors in addition to the plan for the preceptor group.

The preceptor development plan will be provided to all preceptors and documented as an

attachment to the July RAC minutes (or at the next scheduled meeting if the July meeting is

canceled).

Review of Effectiveness of Previous Year’s Plan:

A review of the current preceptor development plan will occur in June. Effectiveness of the plan will be

assessed as follows:

Review of current preceptor needs assessment results to determine if any needs addressed

through preceptor development activities in the past year are still identified as top areas of need.


Discussion with preceptors of the effectiveness of activities utilized in the past year to address

preceptor development needs.

The discussion of effectiveness of previous year’s plan will be utilized when creating topics,

scheduling, and preceptor development activities for the upcoming year.

Other Opportunities for Preceptor Development for St; Mark’s Hospital Preceptors:

Preceptors may attend programs locally, regionally, or nationally to enhance their precepting

skills. A request must be submitted to the RPD if requesting professional leave or travel

reimbursement; !ttendance at professional meetings is subject to the St; Mark’s Hospital travel

policy.

Preceptors who attend meetings that provide education regarding precepting skills will share the

information at the RAC meeting or other forum as appropriate.

Material for self-study will be provided routinely.

APhA and Pharmacist Letter have educational programs available for new preceptors.

The ASHP website includes educational programs available for preceptors.

Responsibilities of Preceptor to the Resident

Preceptors will provide appropriate orientation to the learning experience, including a review of

educational goals and objectives, learning activities, and evaluation schedule.

Preceptors will provide ongoing feedback throughout each learning experience. Preceptor

should meet with the resident at least 2-3 times a week in order to keep communication going.

Written formative evaluation is encouraged weekly, but not required. Examples to review

include patient monitoring forms, care plans, monographs, MUEs, etc.

Completion of summative evaluations within 1 week of the last day of the learning experience.

The Four Preceptor Roles

1. Direct Instruction: Ensuring the resident has the required background information

a. Avoid overuse of direct instruction.

b. Should use modeling, coaching, and facilitating for the majority of learning experiences

during the residency.

2. Modeling: Preceptor demonstration of thinking strategies while performing tasks

a. Implement modeling as soon as possible, but should depend on resident’s level of

progression.

3. Coaching: Resident demonstration of thinking strategies while with preceptor providing feedback

4. Facilitating: Allowing resident to function independently while remaining available

a. Residents should function independently in each required competency area by the

conclusion of the residency program.


(See http://www.ashpmedia.org/softchalk/softchalk_preceptorroles/index.html for more information regarding the four

preceptor roles.)

Resident Mentor

Each resident will be assigned to a preceptor by the RPD to serve as their mentor. This resident-mentor

relationship is relatively informal, but will provide an opportunity to be a reliable resource for the resident

to ensure both their professional and personal goals are met throughout their program year.

Contact Information

Residency Program Director (RPD)

Jennifer Bishop, PharmD, BCPS

Email: [email protected]

Cell: 801-244-2489

Residency Program Coordinator (RPC)

Chelane A. Phillips, PharmD, BCPS


Past Residents (2016-17)

Leila Khurshid, PharmD


Project: Implementation of Pharmacy Services in the Emergency Room

Darren Seegmiller, PharmD


Project: Creating a Comprehensive Chemotherapy Training Program

Current Residents (2017-18)

Andrea Reinig, PharmD


Devan Turner, PharmD



http://www.ashpmedia.org/softchalk/softchalk_preceptorroles/index.html







___________________________________________________________________________________

St; Mark’s Hospital PGY1 Pharmacy Residency Program

Moonlighting Request Form & Hours Log

Instructions: Complete and turn this form in to request approval for moonlighting. Approval must be given before moonlighting

hours are worked. A request must be made for each month moonlighting will occur and at least 7 days’ notice must precede

each request.

Please refer to the “!dditional Staffing !ctivities (“Moonlighting”)” section in the Residency Handbook and !SHP’s “Duty-Hour

Requirements for Pharmacy Residencies” to ensure full compliance.

Resident Month, Year

Rotations assigned during this time: _______________________________________________________

Upcoming projects: ____________________________________________________________________

Name & address of site: ________________________________________________________________

Site Date Time worked Total Hours All-inclusive hours/week

Will abide by all rules associated

with moonlighting:

Approved

Approved

Not

Approved

Not

Approved

Resident Signature

Preceptor Signature

Program Director Signature

Date

Date

Date

Comments:

A | a p p e n d i x S t ; M a r k ’ s H o s p i t a l P G Y 1 R e s i d e n c y H a n d b o o k



St; Mark’s Hospital PGY1 Pharmacy Residency Program

Referenced Human Resources Policies

Policies will be provided to resident prior to beginning of residency. All policies are available to

employees through the HR Answers website and residents will be trained how to access these policies.

HR.TR.007 – Paid Time Off

HR.ER.001 – Attendance Policy

HR.TR.001 – Bereavement Policy

HR.TR.004 – Leaves of Absence

HR.ER.008 – Discipline, Counseling, and Corrective Action Policies

HR.ER.018 – Licensure Verification Policy

900-070 – Code of Conduct

B | a p p e n d i x S t ; M a r k ’ s H o s p i t a l P G Y 1 R e s i d e n c y H a n d b o o k

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