The ASHP Accreditation Standard for Postgraduate Year One (PGY1) Pharmacy Residency Programs (hereinafter the Standard) establishes criteria for training pharmacists to achieve professional competence in the delivery of patient-centered care and pharmacy services. A PGY1 pharmacy residency is a prerequisite for postgraduate year two (PGY2) pharmacy residencies.
ASHP PGY1 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, eligible for board certification, and eligible for postgraduate year two (PGY2) pharmacy residency training.
The ASHP Accreditation Standard for Postgraduate Year Two (PGY2) Pharmacy Residency Programs (hereinafter the Standard) establishes criteria for systematic training of pharmacists in advanced areas of pharmacy practice. Its contents delineate the requirements for PGY2 residencies, which build upon the foundation provided through completion of an accredited Doctor of Pharmacy degree program and an accredited postgraduate year one (PGY1) pharmacy residency program.
ASHP PGY2 Program Purpose: PGY2 pharmacy residency programs build on Doctor of Pharmacy (Pharm.D.) education and PGY1 pharmacy residency programs to contribute to the development of clinical pharmacists in specialized areas of practice. PGY2 residencies provide residents with opportunities to function independently as practitioners by conceptualizing and integrating accumulated experience and knowledge and incorporating both into the provision of patient care or other advanced practice settings. Residents who successfully complete an accredited PGY2 pharmacy residency are prepared for advanced patient care, academic, or other specialized positions, along with board certification, if available.
Table of Contents
- Overview of ASHP Standards
- Application and Appointment
- Benefits and Leave
- Duty Hours
- Design and Conduct of the Residency
- Evaluation Procedures
- Disciplinary Actions and Dismissal from the Program
- Requirements for Completion of the Program and Certification
- Additional Resident Information
- Residency Program Leadership
- Preceptor Assessment, Appointment and Reappointment
- Preceptor Development
- Continuous Residency Program Improvement
Overview of ASHP Standards
Standard 1: Requirements and Selection of Residents
- PGY1: This Standard is intended to help ensure success of residents and that exemplary pharmacists are identified for further development for the benefit of the profession and contributions to patient care. Therefore, residents must be pharmacists committed to attaining professional competence beyond entry- level practice, committed to attaining the program’s educational goals and objectives, and supportive of the organization’s mission and values.
- PGY2: PGY2 residents must be pharmacists having sufficiently broad knowledge, skills, attitudes, and abilities in pharmacy practice necessary for further professional development at an advanced level of pharmacy practice.
Standard 2: Responsibilities of the Program to the Resident
It is important that pharmacy residency programs provide an exemplary environment for residents’ learning. This area indicates policies that must be in place to help protect residents and organizations during unusual situations that may arise with residency programs (e.g., extended leaves, dismissal, duty hours).
Standard 3: Design and Conduct of the Residency Program
It is important that residents’ training enables them to achieve the purpose, goals, and objectives of the residency program and become more mature, clinically competent practitioners, enabling them to address patients’ needs. Proper design and implementation of programs helps ensure successful residency programs.
Standard 4: Requirements of the Residency Program Director and Preceptors
The residency program director (RPD) and preceptors are critical to the residency program’s success and effectiveness. Their qualifications and skills are crucial. Therefore, the residency program director and preceptors will be professionally and educationally qualified pharmacists who are committed to providing effective training of residents and being exemplary role models for residents.
Standard 5: Requirements of the Site Conducting the Residency Program
It is important that residents learn to help institute best practices in their future roles; therefore, the organization conducting the residency must meet accreditation standards, regulatory requirements, and other nationally applicable standards, and will have sufficient resources to achieve the purposes of the residency program.
Standard 6: Pharmacy Services
When pharmacy facilities and services provide the learning environment where residents are trained, it is important that they train in exemplary environments. Residents’ expectations as they leave residency programs should be to strive for exemplary pharmacy services to improve patient care outcomes. Pharmacy’s role in providing effective leadership, quality improvement efforts, appropriate organization, staffing, automation, and collaboration with others to provide safe and effective medication-use systems are reviewed in this section. This section encourages sites to continue to improve and advance pharmacy services and should motivate the profession to continually improve patient care outcomes.
Application and Appointment
Applicants to CoxHealth pharmacy residencies must be:
- Participants in the Pharmacy Online Residency Centralized Application Service (PhORCAS) electronic application tool, and have submitted all required materials on or before the program application deadline(s):
- Current curriculum vitae
- Letter of intent
- Academic transcripts
- Three letters of recommendation submitted in the standard PhORCAS template
- For PGY2 applicants only: one letter must be from the current PGY1 Residency Program Director or coordinator verifying good standing, unless candidate qualifies for and has been granted PGY1 residency exemption by ASHP
- Participants in the ASHP Resident Matching Program through National Matching Services, Inc.
- Graduates (or candidates for graduation if seeking PGY1) of an Accreditation Council for Pharmacy Education (ACPE) accredited degree program (or one in process of pursuing accreditation) or have a Foreign Pharmacy Graduate Equivalency Committee (FPGEC) certificate from the National Association of Boards of Pharmacy (NABP). At a minimum, the program must be a five-year pharmacy degree program.
- Licensed or eligible for licensure as a pharmacist in the state of Missouri within 90 days of residency commencement (this can include a temporary training license)
- Failure to attain licensure within 90 days of residency commencement will result in immediate suspension from the residency program.
- If licensure is not obtained within 90 days of residency commencement, resident may retake either the NAPLEX or MPJE one additional time. Exam must be eligible for retake within 120 days of residency commencement or 30 days post residency suspension.
- Once licensure is obtained, the residency will be extended to a duration ensuring two thirds of the residency year are completed as a licensed pharmacist.
- If the resident fails the NAPLEX or MPJE after retake during the suspension period, or is unable to retake the exam within 30 days post suspension, he/she will be immediately terminated from the residency.
- Medication Therapy Services Certified through the Missouri Board of Pharmacy at time of pharmacist licensure
- Certified in the delivery of immunizations (preferred but not required)
- Licensed as a Missouri Intern Pharmacist or Missouri Pharmacy Technician prior to day 1 of residency to be on the premises, if Missouri pharmacist license is pending
- For PGY2 applicants only: must have successful completion of an ASHP-accredited PGY1 Pharmacy Residency or must qualify for and be granted PGY1 residency exemption by ASHP
Programs select from among eligible applicants based on their preparedness and ability to benefit from the program in which they are seeking appointment. Academic performance, personal characteristics, letters of recommendation, letter of intent, scholarship, leadership, professional experience, and ability to communicate are considered in the selection. In selecting from among qualified candidates, all CoxHealth programs participate in the PhORCAS electronic application process, participate in an organized file review and interview process, participate in the ASHP Resident Matching Program, and adhere to the Rules for the ASHP Pharmacy Resident Matching Program. CoxHealth PGY2 programs do not offer early commitment to CoxHealth PGY1 residents interested in a CoxHealth PGY2 program, as voted on by the Residency Executive Committee. Interested applicants will go through the same application process required of external applicants.
CoxHealth complies with applicable Federal and State civil rights laws and does not discriminate, exclude people or treat them differently because of race, color, ancestry, religion, veteran status, national origin, age, disability or sex.
Post-Match Pre-Employment Requirements
- All residents accepted into a CoxHealth residency program will receive a letter from the Residency Program Director (RPD) outlining their acceptance to the program, along with pre-employment requirements; and requirements and expectations for successful residency completion, which must be accepted/signed by the resident and returned to the RPD prior to the beginning of residency
- The matched applicant will formally apply for the Pharmacy Resident I/II position through CoxHealth and will receive an official offer from the Human Resources (HR) Pharmacy Recruiter
- SkillSurvey Reference Check email is sent for the resident to complete and send to their references
- Background check is initiated based on electronic form in Position Manager
- Onboarding appointment is scheduled by HR
- In house – Visit with a Coordinator or Recruiter in person
- Complete New Hire/Onboarding Paperwork – All paperwork sent and signed via DocuSign
- New Hire Note
- New Hire Information
- Voluntary Disclosure/Equal Employment Opportunity (EEO) Voluntary Disclosure
- Signs release for Fair Credit Reporting Act (FCRA) Background Check
- Signs Conditional Offer of Employment
- Badge Form
- Parking Form
- I-9 (provide employment verification documents)
- New Hire Compliance Checklist
- Provides copy of Education (diploma) – can be uploaded to DocuSign
- Provides copy of Licensure (or application for licensure) – can be uploaded to DocuSign
- Receives Job Description – sent via performance manager
- Direct Deposit form (provide voided check or letter from bank)
- W-4 (state & federal)
- NH Information Form
- Maps for Orientation
- Attestation/Sign on Bonus/Relocation Bonus (if granted)
- Badge picture taken
- Drug & Nicotine Testing as well as blood draw is performed by employee health within 96 hours from Conditional Offer of Employment.
- Follow up appointment set by Employee Health to review blood draw results
- Out of area – New hire lives too far from a CoxHealth location to physically complete process on property
- Complete New Hire/Onboarding Paperwork – All paperwork sent and signed via DocuSign
- I-9 (provide employment verification documents at orientation)
- W-4 (state & federal)
- NH Information Form
- Direct Deposit form (provide voided check or letter from bank)
- EEO Voluntary Disclosure
- Parking Form
- Signs Conditional Offer of Employment
- Signs release for Background Check (FCRA)
- Receives Job Description – sent via performance manager
- Provides copy of Education (diploma) – can be uploaded to DocuSign
- Provides copy of Licensure (or application for licensure) – can be uploaded to DocuSign
- Drug & Nicotine Testing scheduled at a facility near new hires home or current employer – to be completed within 96 hours of notification that testing has been scheduled
- Blood draw done by Employee Health at Orientation
- Orientation and department training will commence afterwards
Duration of Appointment
Each resident must complete a minimum of 12 months (13 months for PGY1 programs) of a full-time practice commitment, with a minimum of 2/3 of the residency year completed as a pharmacist licensed to practice in the state of Missouri in order to receive a certificate of completion.
PGY1 Residents (13 month appointment) - $46,188
PGY2 Residents (12 month appointment) - $53,100 (approximate)
- Residents will participate in CoxHealth System Wide Orientation and are responsible for completing all assigned CoxHealth onboarding competencies.
- Residents will be oriented to their respective residency program, including, but not limited to:
- Residency purpose, description, and practice environment
- American Society of Health-System (ASHP) Accreditation Standards; ASHP Competency Areas, Goals, and Objectives
- Residency program design, including all program requirements for successful completion
- Description of required and, if applicable, elective learning experiences
- Evaluation strategies
- Residency policies, terms, and conditions
- Each program will develop an orientation calendar based upon the individual resident needs, and will distribute the calendar to the resident.
Benefits and Leave
Refer to the CoxHealth Benefits page for details of all provided employee benefits.
- With the approval of the Residency Program Director, residents may be granted up to 10 work days of leave per year, with pay, to assist in recruitment efforts as assigned by the RPD or to pursue scholarly activities pursuant to their educational curriculum.
- Professional leave days may not be used for interviews.
- Compensation for required meetings of the residency will be offered, however maximum amount of compensation will not be determined until the start of the fiscal year in October, and is based on the approved annual Pharmacy Residency Budget. Once the Pharmacy Residency Budget and meeting time is approved, amounts will be communicated to the residents. Residents can expect up to $1000 for meeting compensation annually.
- Time not taken may not be carried over from one academic year to the next and will be forfeited at the end of the residency year.
Earned Time Off (ETO)
- Residents accrue ETO at a rate of 0.0654 hours per hour of paid time, which equates to 17 days of ETO annually. All ETO requests must be approved by the Residency Program Director and preceptor prior to the period requested.
- Residents taking leave greater than 17 days (i.e. vacation, sick, holiday, extended leaves of absence) cannot be awarded a certificate of completion unless additional leave is made up. Depending on the amount of leave, the program may be prolonged, but pay will not extend beyond the contracted annual residency stipend. Method for extension or make-up time will be determined by the RPD, along with Pharmacy Leadership, and documented in the Resident Development Plan.
- ETO not taken by the end of the residency year will not be paid out and will be forfeited, unless eligible for roll-over per CoxHealth Human Resources policy.
Residents are eligible for absences/sick leave, which will be paid out according to CoxHealth Human Resources policy. Residents must call the department manager/supervisor and notify the RPD each day of absence.
Extended Leave of Absence
- Pharmacy Residency Programs follow the CoxHealth System Policy in regards to Employee Leaves of Absence (including Family and Medical Leaves of Absence, Adoption Assistance, Personal Leave of Absence, and Military Leave of Absence)
- Employees in a temporary status are not eligible for leave under the Medical Leave of Absence policy. Employees other than those in a temporary status, may qualify for an unpaid Medical Leave of Absence after six (6) months of employment with the appropriate medical documentation.
- If the employee is not eligible for a Family Medical Leave of Absence and the employee has been off of work for more than seven (7) calendar days, the employee may apply for a Medical Leave of Absence with the start date of the leave being the eighth day off. The employee must request a Medical Leave of Absence through the Leave of Absence Administrator (Leave Administrator) to seek approval for a Medical Leave of Absence.
- Approved leaves of absence will be documented in the Resident Development Plan (including duration of leave and extension date of residency).
All CoxHealth pharmacy residency programs comply with the ASHP Duty-Hour Requirements for Pharmacy Residencies.
- Duty hours are defined as all scheduled clinical and academic activities related to the pharmacy residency program. 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 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 residency program director or a preceptor.
- Moonlighting is voluntary, compensated, pharmacy-related work performed outside the organization (external), or within the organization where the resident is in 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 periods of the residency program.
- Residents moonlighting internally shall be compensated at a pharmacist’s base hourly pay rate.
- CoxHealth allows both internal and external moonlighting as long as hours remain within the acceptable duty hours limits, and do not affect residents’ judgment while on scheduled duty periods or impact their ability to achieve the educational goals and objectives of their residency program and provide safe patient care.
- Voluntary, non-compensated hours include any pharmacy-related work performed outside the organization (external), or within the organization where the resident is in training (internal), or at any of its related participating sites; and are not required hours to meet the competency areas, goals, and objectives of the residency program (i.e. community service hours, hours attending optional meetings or conferences, or time devoted to teaching certificate programs).
- The following specific duty hours shall be maintained for all residents:
- Duty hours must be limited to 80 hours per week, averaged over a four-week period, inclusive of all in-house call activities and moonlighting.
- Moonlighting (internal or external) must not interfere with the ability of the resident to achieve the educational goals and objectives of the residency program.
- All moonlighting hours must be counted towards the 80-hour maximum weekly hour limit.
- Mandatory time free of duty: residents must have a minimum of one day in seven days free of duty (when averaged over four weeks). At-home call cannot be assigned on these free days.
- Residents should have 10 hours free of duty between scheduled duty, and must have at a minimum 8 hours between scheduled duty periods.
- Continuous duty periods of residents should not exceed 16 hours. The maximum allowable duty assignment must not exceed 24 hours even with built in strategic napping or other strategies to reduce fatigue and sleep deprivation, with an additional period of up to two hours permitted for transitions of care or educational activities.
- Reporting of duty hours
- Residents shall report all voluntary and moonlighting hours to the Residency Program Director prior to the scheduled date, for approval. In addition, each resident shall attest to their adherence to the duty hours requirement quarterly in PharmAcademic.
- Moonlighting and voluntary, non-compensated hours that negatively impact resident judgment or ability to achieve the required competency areas, goals, and objectives of the residency program will be addressed and documented in the Resident Development Plan. Issues not resolved will result in disciplinary action up to and including dismissal from the program.
- Weekend and Holiday Staffing
- See program-specific appendices for details
- Staffing Outside of Program Requirements / Pulling Residents Off Scheduled Learning Experiences
- The CoxHealth Pharmacy Leadership Team is committed to honoring the ASHP Standard 3: Design and Conduct of the Residency Program, noting the importance that residents’ training enables them to achieve the purpose, goals, and objectives of their residency programs. However, during the course of the residency year, there may be times in which the CoxHealth Pharmacy Leadership Team asks to remove a resident from a learning experience for an enhanced educational opportunity (i.e. participation in a DNV survey, pharmacy inventory, ASHP Visiting Leader, etc.)
- To honor this commitment to ASHP Standard 3, the CoxHealth Pharmacy Leadership Team will not remove a resident from a learning experience without prior discussion and approval from the RPD.
- If a resident is removed from a learning experience for staffing purposes outside of the residency staffing requirements, the resident will be paid pharmacist pay for that staffing time.
Design and Conduct of the Residency
- PGY1 Springfield: In addition to the ASHP PGY1 Program Purpose, further emphasis is placed on preceptor development; interdepartmental collaboration; enhancement of leadership and project management skills; and the provision of medication education.
- PGY1 Branson: In addition to the ASHP PGY1 Program Purpose, this program provides residents the opportunity to advance the practice of rural pharmacy.
- PGY2 Ambulatory Care: In addition to the ASHP PGY2 Program Purpose, this program provides residents with the necessary skills to become confident and competent ambulatory care pharmacy specialists qualified to provide exceptional pharmacy services in a variety of dynamic ambulatory care settings.
- PGY2 Critical Care: In addition to the ASHP PGY2 Program Purpose, this program provides the resident with advanced clinical training in critical care pharmacotherapy, as well as opportunities for research, teaching, and scholarship. Upon completion of this residency, the pharmacist will be a competent clinical pharmacy practitioner in critical care that engages in multidisciplinary collaboration, demonstrates advanced critical thinking skills, and is able to design and implement complex medication recommendations in a variety of critical care environments.
Competency Areas, Educational Goals, and Objectives
CoxHealth residency program educational goals and objectives support achievement of the residency purpose and are designed to meet the competency areas, goals, and objectives required by the ASHP Accreditation Standards for Pharmacy Residency Programs.
- Competency Areas: Categories of the residency graduates’ capabilities; Competency areas fall into one of three categories:
- Required: Four competency areas are required (all programs must include them and all their associated goals and objectives)
- R1: Patient Care
- R2: Advancing Practice and Improving Patient Care
- R3: Leadership and Management
- R4: Teaching, Education, and Dissemination of Knowledge
- Additional: Competency area(s) other than the four areas required above that are required for all residents
- Elective: Competency area(s) selected optionally for specific resident(s)
- Educational Goals: Broad statement of abilities
- Educational Objectives: Observable, measurable statements describing what residents will be able to do as a result of participating in the residency program
- Criteria: Examples intended to help preceptors and residents identify specific areas of successful skill development or needed improvement in resident performance.
The extent of residents’ progression toward achievement of the program’s required educational goals and objectives will be evaluated. All evaluations and Resident Development Plans will be assigned through and documented within PharmAcademic.
- Initial assessment
- Each resident will complete the ASHP Entering Interests Form and the Entering Objective-Based Self-Evaluation prior to meeting with the RPD in the beginning of the residency year.
- The RPD in conjunction with preceptors, will assess each resident’s entering knowledge and skills related to the educational goals and objectives.
- The results of residents’ initial assessments will be documented by the program director or designee in each resident’s development plan by the end of the orientation period and taken into consideration when determining residents’ learning experiences, learning activities, evaluations, and other changes to the program’s overall plan.
- Formative (on-going, regular) assessment
- Preceptors will provide on-going feedback to residents about how they are progressing and how they can improve that is frequent, immediate, specific, and constructive.
- Preceptors will make appropriate adjustments to residents’ learning activities in response to information obtained through day-to-day informal observations, interactions, and assessments.
- Summative evaluation
- At the end of each learning experience, residents will receive, and discuss with preceptors, verbal and written assessment on the extent of their progress toward achievement of assigned educational goals and objectives, with reference to specific criteria.
- For learning experiences greater than or equal to 12 weeks in length, a documented summative evaluation will be completed at least every three months.
- If more than one preceptor is assigned to a learning experience, all preceptors will provide input into residents’ evaluations.
- For preceptors-in-training, both the preceptor-in-training and the preceptor advisor/coach will sign evaluations.
- Residents will complete and discuss at least one evaluation of each preceptor at the end of the learning experience.
- Residents will complete and discuss an evaluation of each learning experience at the end of the learning experience.
Evaluation Scales, Commentary, Availability and Sharing
- Preceptors will check the appropriate rating to indicate resident progress
- The ASHP Summative Evaluation Scale will be utilized (see below for Residency Evaluation and Assessment Scoring Guidance Document)
- NI = Needs Improvement
- SP = Satisfactory Progress
- ACH = Achieved
- NA = Not Applicable
- Narrative commentary is required. Narrative comments should relate to specific criteria for the development or achievement of a goal, and not quantitative commentary.
- The evaluating preceptor, oncoming preceptor, and resident are encouraged to participate in the resident evaluation session together, to provide continuity between learning experiences.
- Evaluations are available to all preceptors via PharmAcademic and it is encouraged that preceptors review past evaluations of the resident prior to the beginning of the learning experience.
Residency Evaluation and Assessment Scoring Guidance
- Needs Improvement: Resident requires guidance/directed questioning to complete many basic and routine patient care activities/non clinical tasks; requires guidance/directed questioning to complete most or all complex patient care activities/non clinical tasks
- Satisfactory Progress: Resident consistently and independently completes all basic and routine activities; requires limited guidance/prompting to complete some complex patient care activities/complex non clinical tasks
- Achieved: Resident consistently, independently, and efficiently completes all basic/routine, and most complex patient care activities/non clinical tasks
Basic / Routine Tasks
- Bloom’s Taxonomy – remember, understand, apply
- Recalls facts and basic concepts (pharmacology, pathophysiology, pharmacy law, medication use process, clinical quality initiative (CQI) methods, Lean methodology)
- Explains ideas or concepts
- Uses information in new situations
- Examples Clinical:
- Gathers pertinent patient data
- Obtains and documents patient medication history
- Assesses adherence
- Assesses appropriateness of current therapy; can explain rationale for drug therapy
- Identifies potential drug related problems
- Prioritizes patient problems
- Documents in the medical record and intervention software according to System expectations
- Provides patient centered care
- Interacts professionally with patients and providers
- Examples Non-Clinical:
- Reports patient safety event
- Investigates discrepancy from automated dispensing cabinet (ADC)
- Participates in interview process
- Participates in committee meetings
- Critiques current practice
- Reviews current literature and disseminates information to appropriate people
Complex Tasks (consisting of many different and connected parts)
- Bloom’s Taxonomy – analyze, evaluate, create
- Draws connections among ideas, analyzes information
- Justifies a stand or discussion
- Produces new or original work
- Independently and accurately synthesizes patient information to formulate recommendations to providers, with appropriate and timely follow-up
- Independently develops care plans, communicates plans with all necessary providers, has appropriate and timely follow-up
- Displays independent self-learning
- Exhibits intellectual curiosity (asks questions, self-motivated, regularly seeks new knowledge)
- Assesses own knowledge and abilities independently
- Sets goals and takes responsibility for attaining them
- Recognizes self-limitations and seeks appropriate assistance/clarification
- Reviews topics relevant to patient care independently
- Examples Non-Clinical
- Evaluates profit and loss statements
- Participates in pharmacy budget process
- Contributes to/leads meetings within and/or outside of the department
- Performs Gap Analysis
- Completes CQI project
- Critiques current practice and comes up with project/plan to improve process
Assessment of Progress
- Quarterly, the RPD, along with the Residency Advisory Committee (RAC), and preceptors, will assess resident progression toward achievement of residency competency areas, goals, and objectives (CAGOs). Expectations are that specific examples of performance and actionable items for the resident will be provided to ensure completion of all residency CAGOs, along with all requirements for successful completion of the residency, are met by the end of the residency year.
- Goals and objectives not marked as Achieved (ACH) by the preceptor, will be marked ACH by the RPD if the resident is showing Satisfactory Progress (SP) on two separate evaluations.
- Residents who obtain a Needs Improvement (NI) will receive coaching from the learning experience preceptor and from the RPD. An action plan will be developed by the preceptor and/or the RPD, when deemed necessary, which delineates specific criteria the resident must meet to progress to SP or ACH, along with timeline for expected improvement/achievement of the required program performance and/or professional behavior. If the RPD is the preceptor, he/she will have a secondary preceptor sit in on the coaching session. This will be documented in the Resident Development Plan.
- If a resident fails to meet criteria within the designated time frame, the progressive disciplinary process will be followed per the CoxHealth Counseling and Disciplinary Practices policy.
- Assessment of progression, along with actionable items to move toward achievement of residency requirements, will be developed and discussed with the resident, and documented quarterly during review of the Resident Development Plan.
- Initial evaluations should be completed by the due date or within 7 days.
- RPD or designee will address overdue PharmAcademic evaluations with preceptors/residents monthly, at a minimum.
- Initial evaluations and assessments not completed within the above stated timeframe, or after RPD/designee reminder, will be considered not meeting job requirements and subject to disciplinary action at the discretion of the RPD and Pharmacy Administration. (see CoxHealth Corporate Policy for Counseling and Disciplinary Practices)
Disciplinary Actions and Dismissal from the Program
CoxHealth Pharmacy Residency Programs abide by the CoxHealth Corporate Policy for Counseling and Disciplinary Practices
It is the responsibility of all employees to conform to CoxHealth’s policies and standards of conduct, performance, and attendance and to meet all duties as defined below:
- Duty to Produce an Outcome: The duty of the employee to timely and satisfactorily comply with ASHP Standards; to satisfactorily progress in scholarship and professional growth as outlined by the ASHP guidelines for achievement of competency areas, goal, and objectives of the residency program; to comply with CoxHealth Pharmacy Residency requirements for successful completion of the residency; and to comply with CoxHealth standards, such as, but not limited to, the Code of Conduct, Dress Code, Time and Attendance.
- Duty to Follow a Procedural Rule: The duty of the employee to perform their assigned job in a responsible manner avoiding at-risk behavior. At-risk behavior is a behavioral choice that increases risk where risk is not recognized or is mistakenly believed to be justified.
- Duty to Avoid Causing Unjustifiable Risk or Harm: The duty of the employee to avoid causing risk or harm to himself, to fellow employees, customers, visitors and to the organization by demonstrating reckless behavior. Reckless behavior is a conscious disregard or substantial and unjustifiable risk.
Conditions for Disciplinary Action
- If an employee fails to meet any of the duties defined above, the coaching process or more formal discipline process, as outlined in the CoxHealth Corporate Policy for Counseling and Disciplinary Practices shall occur. Documentation of the issue, action items, timeline, and expectation for improved performance will be documented in both Performance Manager and in the Resident Development Plan. The appropriate response will take into consideration the seriousness of the behavior and the employee’s prior actions. Although every attempt will be made to operate within the parameters of these guidelines, CoxHealth retains the legal right to take discipline at any step of the disciplinary process it deems appropriate and/or to separate employees at will.
- If an employee's misconduct or reckless behavior may be a violation of criminal law, the Human Resources Department will seek an opinion from in-house legal counsel about reporting the violation to law enforcement officials and act accordingly.
Conditions for Dismissal
- Failure to attain licensure as outlined in the Eligibility Requirements
- Failure to uphold the expectations as outlined in the Pharmacy Resident I and/or Pharmacy Resident II Job Descriptions
- Failure to show successful improvement or achievement of required program performance after engaging in the formal coaching and/or discipline process as outlined in the CoxHealth Corporate Policy for Counseling and Disciplinary Practices.
- An employee has incurred at least eight periods of absence and has been counseled through all steps of the progressive disciplinary process within the preceding twelve months, according to the Absence/Tardiness Policy (F4) (Discipline during the preceding 24 months may also be considered where the employee has a chronic absence pattern resulting in repetitive discipline short of discharge)
- An employee has incurred at least seven periods of tardiness and has been counseled through all steps of the progressive disciplinary process within the preceding three months, according to the Absence/Tardiness Policy (F4)
- An employee commits an offense that is so serious that progression through the formal levels of progressive discipline is not warranted. Failure to self-report any arrests and/or convictions of any of the crimes listed in Addendum A of Human Resources policy Recruitment, Employment, and Job Postings in a reasonable time frame (usually the next business day)
- Theft including diversion of drugs from the hospital or patients
- Fighting or threatening physical assault on hospital property
- Willful destruction of hospital property or property of others
- Careless job performance
- Insubordination (refusal to carry out reasonable instructions)
- Clocking-in or out another employee
- Falsification of reason for absence
- Falsification of business records (e.g., Human Resources records, patient records). Falsification of time records, which includes the excessive use of internet and or email privileges for personal use (such use will be considered falsification of a time card and theft of company time).
- Conviction of a felony or receiving a court sentence in lieu of trial as a result of a nolo contendere (no contest) or Alford plea
- Harassment of other individuals.
- Violation of the Drug and Alcohol in the Workplace Policy (F2). Violation of moral conduct or ethics
- Reckless behavior or disregard for the safety of self, others or property in the course of employment
- Carrying concealed weapons
- Leaving prescribed work area without permission
- Sleeping on the job
- A shift of unreported absence (No Call – No Show)
- Conduct detrimental to hospital image, including but not limited to conduct in violation of CoxHealth values while serving as a volunteer or representing CoxHealth at health system or community events
- Discourtesy to patients or others
- Disruptive behavior (anything in the course of their employment that significantly disturbs a patient, visitor, physician, co-worker or others conducting business or performing services for CoxHealth)
- Submits or causes to be submitted a false worker’s compensation claim or otherwise fails to abide by CoxHealth’s Worker’s Compensation standard
- Submits or causes to be submitted a false harassment claim
- Submits or causes to be submitted a false claim under any other CoxHealth policy
- Previous steps in the disciplinary process have not corrected the inappropriate behaviors or conduct
- Violation of CoxHealth Information Management policies
- Unauthorized release of documents, whether electronic or written, restricted by CoxHealth for internal use only to unaffiliated outside organizations or individuals.
- Becoming excluded from participation in government programs
- Use of social or electronic media, regardless of where messages are sent or received, that results in false, malicious, or disparaging comments regarding persons associated with CoxHealth
- Misuse of CoxHealth property, including hardware, software, photos/images or representing CoxHealth in any manner if not authorized to do so
- Use of health system equipment, supplies, facilities or paid time to provide or receive care outside the normal care delivery system and business operations of CoxHealth (This prohibition is intended to address care delivered without the benefit of patient registration, documentation in medical records and billing for services provided. It is not intended to prohibit minor care provided for a superficial injury or common ailment using inexpensive supply items such as aspirin or band aid)
- A resident who has been suspended or discharged may request a review of the decision by an impartial appeal committee. The employee must request this review in writing within five business days of the suspension or date of discharge. Please refer to the CoxHealth System Policy (Employee Concerns, Grievance, and Appeal Process).
Requirements for Completion of the Program and Certification
Residents must successfully complete all program specific requirements listed below to be awarded a certificate of completion.
|PGY1 Springfield||PGY1 Branson||PGY2 Am Care||PGY2 Crit Care|
|CoxHealth System Onboarding||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Residency Orientation||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Department/Clinic Orientation||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Sterile Support Competencies||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care|
|Medication History Competency||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Patient Counseling Competency||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Kinetics Competency||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Pharmacist Orientation Checklist||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Missouri Pharmacist Licensure + Medication Therapy Services||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Basic Life Support||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Advanced Cardiac Life Support||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Pediatric Advanced Life Support||PGY1 Springfield||PGY1 Branson||PGY2 Am Care x|
|Complete 13 months (PGY1) / 12 months (PGY2)||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Present 1 Case Presentation||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Present 1 Journal Club Presentation||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Present 1 Grand Rounds (1 hr CE)||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Present 1 Additional Formal Presentation||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Complete and Present a Poster||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Complete and Present a MUE or Results of a QA/QI Project||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Complete and Present a Research Project||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Complete a Manuscript Acceptable for Publication||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Complete and Present a Business Plan||PGY1 Springfield||PGY1 Branson x||PGY2 Am Care|
|Complete a second scholarly project||PGY1 Springfield||PGY1 Branson x||PGY2 Am Care|
|Achieve 90% of all Required ASHP Objectives||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Participate in Monthly Leadership Meetings||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Coverage of Code Blue/Emergency Response Pager||x||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x|
|Participate in Assigned Committees||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Complete Staffing Expectations||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Holiday Coverage||PGY1 Springfield x||PGY1 Branson||PGY2 Am Care x*|
|Complete All PharmAcademic Evaluations||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Participate in Residency Recruitment / Interview Process||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Maintain Mastery of Mandatory PGY2 Topics||PGY1 Springfield||PGY1 Branson x||PGY2 Am Care x|
|Not Exceeding 17 Days ETO and 10 Days Professional Leave||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
|Upload All Required Documents in Resident Binder||x||PGY1 Springfield x||PGY1 Branson x||PGY2 Am Care x|
*holiday coverage is not part of residency requirements but is part of critical care team staffing coverage, 1 major and 1 minor
Additional Resident Information
Documentation of Resident Activities
- The resident will be responsible for maintaining a compilation of activities including but not limited to the following:
- Educational in-services
- Grand rounds presentation
- Formal drug policy projects
- Written requests/responses for drug information
- Drafts and final reports
- Evaluations not included in PharmAcademic
- Copies of all handouts, feedback forms, proposals, and formal projects should be dated and placed in the residents’ personal electronic binder. This information will be used to process evaluations and provide feedback for areas of excellence and/or improvement throughout the residency.
- Code of Conduct: Residents are expected to uphold the CoxHealth Compliance Code of Business Conduct and Ethics (i.e. “Code of Conduct”) at all times.
- Dress Code: All residents are expected to dress in appropriate professional attire as outlined in the CoxHealth Dress Code policy, or as mandated by learning experience preceptor.
- Name Badges: All personnel must wear his or her badge at all times while on campus. If misplaced, a temporary badge may be obtained at the Security Office. Badges may be replaced at a fee.
- Cell Phones: While it is recognized that smart phones may be used for clinical information purposes (ie. Lexicomp, UpToDate, email), residents should refrain from using cell phones in patient care areas per department policy. Excessive use of cell phones, especially for non-work-related activities, will result in disciplinary action. Extenuating circumstances should be discussed with the learning experience preceptor.
Professional/Educational Meeting Attendance
- The expectation is for any meeting attended in which compensation is granted that the resident is representing CoxHealth and the Pharmacy Residency Program(s) in some manner (i.e. poster presentation, formal recruitment efforts, panel discussion, presentation, submitted poster/abstract). Not fulfilling the ‘Expectations of the Resident’ outlined below or failure to represent CoxHealth and the Pharmacy Residency Program will result in compensation being denied or a request for repayment from the resident to CoxHealth.
- Expectations of the Resident
- Meeting attendance, averaging a minimum of 6 hours of contact hours or program attendance per day for scheduled meeting days/non-travel days is expected (i.e. keynote address, residency showcase, Personal Placement Service, poster presentation, pharmacy school or ASHP socials, breakfast or dinner programs, etc).
- Proof of completed hours shall be submitted to the Chief Resident or Residency Program Director within 30 days from return of the meeting.
- Residents will be expected to attend all required meetings, showcases, presentations as assigned prior to departure.
- Residents will be expected to provide and/or present informational items to the pharmacy staff within 30 days from return of the meeting.
- Residents are expected to uphold the CoxHealth Compliance Code of Business Conduct and Ethics (i.e. “Code of Conduct”) at all professional/educational meetings.
- Failure to adhere to these guidelines may result in immediate expulsion from the residency program.
Mileage accumulated traveling among any of the CoxHealth facilities or clinics will not be reimbursed.
Chief Pharmacy Resident
The Chief Pharmacy Resident is a PGY2 resident who manages and coordinates activities of all concurrent pharmacy residents, and delegates tasks to other residents as appropriate. The Chief Pharmacy Resident acts as intermediary between the Residency Advisory Committees (RAC), the Residency Executive Committee, and residents; and provides leadership in all areas pertaining to pharmacy residency programs, monitoring the professional and personal well-being of each resident.
- Knowledge, Skills, and Abilities Required
- Ability to communicate effectively, both orally and in writing
- Skill in organizing participation in meetings and visits with other programs
- Skill in examining and implementing new strategies and procedures
- Ability to exercise leadership skills within the pharmacy department and among peers
- Application Process
- A written letter of application (1 page or less) should be addressed and provided to the members of the Residency Executive Committee via the Springfield PGY1 Residency Program Director (RPD) by July 30th of the residency year. This letter should highlight the applicant’s qualifications and cite specific examples of previous leadership. After the Residency Executive Committee reviews all applications, qualified candidates will interview via the CoxHealth standards with the Residency Executive Committee. The Residency Executive Committee will select and appoint one Chief Pharmacy Resident after the interview process is complete.
- Serving as a liaison for residents during RAC meetings (both Springfield and Branson PGY1 RAC, and the Residency Executive Committee)
- Chief to attend all RAC and Residency Executive Committee meetings
- Chief to schedule monthly touch-point with Springfield PGY1 RPD
- Disseminating information of interest to all residents and coordinating resident activities
- Representing residents at departmental and System functions; as well as at local, regional and/or national functions
- Providing leadership and motivation to all residents as a colleague in clinical practice
- Chief to schedule monthly touch-points with residents (can be a group meeting after the monthly System Leadership Journal Club meetings)
- Chief to communicate applicable information to appropriate RPD as necessary
- Advising/coaching residents on feedback received as appropriate
- Overseeing PGY1-PGY2 mentor/liaison relationships
- Organizing and managing all resident travel throughout the year (ensuring hotels, flights and meeting registrations are completed in a timely fashion)
- Process for registration, flights, and hotel reservations will typically start 2-3 months prior to meeting date(s)
- Chief to coordinate with RPDs, residents, and Administrative Assistant (see Travel Policy)
- Ensure all meeting attendees have shared contact information and a list of expectations (i.e. agenda, required meetings) prior to arrival
- Coordinating resident participation in the recruitment process
- Convert all candidate information collected on sign-in logs to an Excel that can be shared with all RPDs
- Ensure all posters and recruitment materials make it to the meetings and back
- Coordinate with RPDs/preceptors/residents a schedule for who needs to be present in the booth at what time (i.e. resident booth rotation)
- Assist RPDs with interview date planning/set-up
- Chairing the Preceptor of the Year Award Committee
- Coordinate with Springfield PGY1 RPD 2 months prior to graduation banquet
- Assisting with coordination of annual activities (pictures, banquet, graduation celebration)
- Pictures in October
- Banquet/graduation planning begins in April
- Assisting with any other residency related tasks as delegated by the RPD(s)
- If for some reason the Chief Pharmacy Resident is deemed unable to complete their responsibilities as such, the Residency Executive Committee will appoint an alternative Chief Pharmacy Resident.
- Directly Reports to: PGY1 Pharmacy Residency Program Directors (Springfield and Branson)
- Indirectly Reports to: PGY2 Pharmacy Residency Program Directors, Program Preceptors
- Supervises: PGY1 and PGY2 Pharmacy Residents
Residency Program Leadership
Program Leadership Requirements
- Each residency program must have a single residency program director (RPD) who must be a pharmacist from a practice site involved in the program or from the sponsoring organization.
- The RPD must establish and chair a residency advisory committee (RAC) specific to that program.
- In organizations with multiple programs, it is appropriate to have one organizational RAC / Residency Executive Committee (REC). This is an acceptable alternative to having a RAC for each program, if all RPDs are members, there is appropriate representation for department leadership and preceptors, and that there is a mechanism to ensure the oversight needs of individual programs are met.
- The RPD may delegate, with oversight, to one or more individuals [(e.g., residency program coordinator(s)] administrative duties/activities for the conduct of the residency program.
- For residencies conducted by more than one organization (e.g., two organizations in a partnership) or residencies offered by a sponsoring organization (e.g., a college of pharmacy, hospital) in cooperation with one or more practice sites:
- A single RPD must be designated in writing by responsible representatives of each participating organization.
- The agreement must include definition of:
- responsibilities of the RPD; and,
- RPD’s accountability to the organizations and/or practice site(s).
Residency Program Director Eligibility
- RPDs must be licensed pharmacists who:
- have completed an ASHP-accredited PGY1 residency followed by a minimum of three years of pharmacy practice experience; or
- have completed ASHP-accredited PGY1 and PGY2 residencies with one or more years of pharmacy practice experience; or
- without completion of an ASHP-accredited residency, have five or more years of pharmacy practice experience.
Residency Program Director Qualifications
- RPDs serve as role models for pharmacy practice, as evidenced by:
- leadership within the pharmacy department or within the organization, through a documented record of improvements in and contributions to pharmacy practice;
- demonstrating ongoing professionalism and contribution to the profession;
- representing pharmacy on appropriate drug policy and other committees of the pharmacy department or within the organization
Residency Program Leadership Responsibilities
- RPDs serve as organizationally authorized leaders of residency programs and have responsibility for:
- organization and leadership of a residency advisory committee that provides guidance for residency program conduct and related issues;
- oversight of the progression of residents within the program and documentation of completed requirements;
- implementing use of criteria for appointment and reappointment of preceptors;
- evaluation, skills assessment, and development of preceptors in the program;
- creating and implementing a preceptor development plan for the residency program;
- continuous residency program improvement in conjunction with the residency advisory committee; and,
- working with pharmacy administration.
Preceptor Assessment, Appointment and Reappointment
Appointment and Reappointment
All preceptors or preceptors-in-training (PIT) who meet eligibility criteria and expectations, as outlined below, will be granted preceptor (or PIT) status by the Residency Executive Committee initially, and then annually in June. Preceptors and/or PITs appointed or reappointed will be documented in the REC meeting minutes.
Initial Preceptor Assessment
- Initial assessment for potential preceptors shall include an interview with the Residency Program Director (RPD) to discuss preceptor eligibility criteria and expectations as outlined by the American Society of Health-System Pharmacists (ASHP) Standards.
- Preceptor candidates must review the following:
- ASHP Standards for the residency program in which the preceptor will be precepting
- ASHP competency areas, goals, and objectives of the residency program in which the preceptor will be precepting
- Preceptor candidates must submit the following to the RPD for review and to the Residency Executive Committee (REC) for a vote:
- ASHP preceptor Academic and Professional Record (APR)
- One-time formal letter of intent or teaching philosophy, expressing desire to precept pharmacy residents
- Preceptor Eligibility
- Preceptor must be a licensed pharmacist who:
- has completed an ASHP-accredited PGY1 residency followed by a minimum of one year of pharmacy practice experience; or
- has completed an ASHP-accredited PGY1 residency followed by and 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
- Preceptors’ Responsibilities
- Preceptors serve as role models for learning experiences. They must:
- contribute to the success of residents and the program;
- provide learning experiences in accordance with Standard 3;
- participate actively in the residency program’s continuous quality improvement processes;
- demonstrate practice expertise, preceptor skills, and strive to continuously improve;
- adhere to residency program and department policies pertaining to residents and services; and,
- demonstrate commitment to advancing the residency program and pharmacy services.
- Preceptor Qualifications
- Preceptors must demonstrate the ability to precept residents’ learning experiences by meeting one or more qualifying characteristics in all of the following six areas:
- demonstrating the ability to precept residents’ learning experiences by use of clinical teaching roles (i.e., instructing, modeling, coaching, facilitating) at the level required by residents;
- the ability to assess residents’ performance;
- recognition in the area of pharmacy practice for which they serve as preceptors;
- an established, active practice in the area for which they serve as preceptor;
- maintenance of continuity of practice during the time of residents’ learning experiences; and,
- ongoing professionalism, including a personal commitment to advancing the profession.
Ongoing Preceptor Assessment
- RPD, designee, peers, and/or mentor(s) will directly observe preceptor performance throughout the year, providing feedback to the RPD and/or designee as needed/requested
- The RPD and/or designee will review resident-submitted ASHP Preceptor Evaluations, ASHP Learning Experience Evaluations, and a resident-submitted CoxHealth Program Evaluation annually in June
- Preceptors will complete and submit an updated APR annually (December 31) to the program RPD and/or designee
- Preceptor self-assessment
- At the end of each learning experience, the preceptor is encouraged to self-assess precepting and the learning experience, using questions similar to the ASHP Preceptor Evaluation, to prompt self-reflection.
- Preceptors will complete a self-evaluation of preceptor performance and their learning experience, as part of the annual CoxHealth Preceptor Needs Assessment.
Preceptor-In-Training (PIT) Status
PIT Status will be assigned to the following:
- A pharmacist new to precepting who does not meet qualifications for residency preceptors, as set by the ASHP Standards; or a pharmacist who does meet all qualifications, but is new to precepting.
- Each PIT will be assigned a qualified preceptor as an advisor or coach.
- A documented preceptor development plan (PDP) will be developed by the PIT and RPD or designee
- PDPs for PITs not meeting qualifications must include action items to ensure all ASHP-required qualifications are met within two years.
- The PIT and advisor/coach shall review feedback included in learning experience evaluations prior to the PIT meeting and discussing verbally with the resident.
- Each PIT and advisor/coach will meet with the RPD or designee periodically during the learning experience to discuss PIT progress.
- Once the PIT meets all ASHP preceptor criteria, and has precepted/co-precepted for a minimum of one year, he/she may resubmit an updated APR to the RPD or designee for appointment.
- If the PIT does not meet qualifications for becoming a residency preceptor within two years, the REC will determine whether to terminate PIT status or extend the development plan, which will be documented in the REC minutes and within the PIT development plan.
Ongoing Preceptor Development
- Direct feedback (verbally or in writing) from the RPD and/or designee will be provided to preceptors annually in June, at a minimum
- Completion of all assigned preceptor development educations via Healthstream
- Minimum attendance, live or via skype, at each of the following per calendar year (end December 31):
- Two resident formal presentations (i.e. journal club or patient case)
- One resident Grand Rounds
- One resident final research practice presentation
- Completion of a minimum of one of the following per calendar year (end December 31):
- Contribution to the development of clinical or operational policies/guidelines/protocols
- Contribution to the creation/implementation of a new clinical service or service improvement initiative
- Appointments to drug policy and other committees of the organization
- Completion of a minimum of one of the following per calendar year (end December 31):
- Primary preceptor for a pharmacy student
- Presentations to pharmacy staff/other health care professionals
- Presentation or poster at a local/regional/national professional meeting (co-authored posters with students/residents is acceptable)
- Provide preceptor development topics to pharmacy staff
- Pharmacy or other health care student/technician classroom/lab teaching experiences
- Poster evaluator at local/regional/state/national meeting
- Publications in peer-reviewed journals/chapters in textbooks
- Participation in wellness programs, health fairs, public events, etc.
- Active community service related to profession (e.g., free clinic, medical mission trip)
Preceptor Development Plans
- A preceptor development plan (PDP) will be created among the preceptor, RPD and/or designee/Pharmacy Administration, for the following:
- Preceptors who do not meet the minimum ASHP preceptor qualifications and/or completion of ongoing preceptor development criteria
- Preceptors can refer to Preceptor Development Resources document for contribution/experience ideas to meet minimum criteria.
- Preceptors who receive a score of NEVER or FALSE from a resident on an ASHP Preceptor and/or Learning Experience Evaluation Form
- PDPs must include specific goals and actionable items that will lead to meeting the qualifications for becoming a residency preceptor within 2 years
- Overall progress of PDPs will be reviewed annually by the preceptor, RPD, and/or designee.
- If it is not felt the preceptor has made sufficient improvements at that time by the RPD and/or designee, the issue will be brought before the REC. Preceptor status may be suspended with majority vote by the REC.
- Suspended preceptors may resubmit for initial preceptor assessment after one year.
- The decision to reinstate a suspended preceptor must be passed by both the RPD and majority vote by the REC.
Continuous Residency Program Improvement
The CoxHealth Residency Executive Committee (REC), comprised of all CoxHealth Residency Program Directors (RPDs), as well as any Residency Coordinator(s) and/or designees, will meet quarterly (February, May, August, November) to:
- Update and maintain all residency-related documents across the system
- Identify program improvement opportunities for all programs across the system
- Review, appoint, and reappoint preceptors across all programs
- Provide preceptor development opportunities and resources
- Ensure all ASHP Standards are met