1. Performance Evaluation
Russell S. Phillips, MD
October 21, 2009
Division of General Medicine
and Primary Care

2. Who We Are Faculty HCA Clinician-Educators: 52 Hospital Medicine: 33
Clinician-Investigators: 12
PhD Investigators: 4
Other Research: 1
Palliative Medicine: 3
Osher Research: 7
Note: some faculty fit into more than one category

3. Division Governance: Executive Committee
Russell S. Phillips, MD, Division Chief
Mark Aronson, MD, Associate Chief for Academic Affairs and Quality
Carol Bates, MD, Director of Educational Programs
Sara Fazio, MD, Director of Medical Student Education
Lachlan Forrow, MD, Director of Ethics, Palliative Care and Community Service
Jim Heffernan, MD, MPH, Associate Chief, and Medical Director, HCA
Joseph Li, MD, Associate Chief and Director of Hospital Medicine
Louise Mackisack, MA, Administrative Director
Ed Marcantonio, MD, SM, Director of Research

4. BIDMC Revenue Generated by General Medicine in Millions FY08
HCA Ambulatory
(40,000 pts)
HCA Inpts
(6,019 admissions, 3,333 to medicine)
Hosp. Med. (non-HCA)
(4,198 admissions to medicine)
Total
Net Revenue
$79.6
$77.9
$46
$203.5
Contribution Margin
(pays for fixed costs)
$17.3
$31.2
$21.8
$70.3
Net Margin
($9.9)
$6.6
$8.5
$5.2

5. Context for Performance Evaluation
Faculty receive little feedback on performance
Faculty survey identified lack of feedback as an important problem
Department of Medicine requested that all Divisions initiate a faculty evaluation process

6. Objectives To celebrate achievements
To provide feedback on performance, leading to improvement
To identify ways the Division can be helpful to our faculty
To facilitate academic promotions, leadership, and changes in job descriptions that promote retention and work satisfaction

7. Procedures for Annual Faculty Review
Annual Reviews: Each faculty member meet with Drs. Russ Phillips or Mark Aronson (Associate Division Chief) to discuss a completed annual self-review form and updated CV. Reviews generally occur during the month of the faculty member’s birthday.
Prior to review, each faculty member is expected to submit the annual self-review form and an updated CV to the Division Administrator.

8. Procedures for Annual Faculty Review
Additional information collected by the Division Administrator:
Clinical:
Administrative
Status of credentialing-hospital/BIDPO
Online training compliance data
TEFRA (physician time studies)
Conflict of Interest disclosure form

9. Procedures for Annual Faculty Review
Clinical, continued:
Quality
Patient commendations
Patient complaints
Unsigned and/or missing notes
Practice or program feedback
Productivity
RVUs
Panel size

10. Procedures for Annual Faculty Review
Teaching
Teaching evaluations
Medical student
Resident
Financial
Salary allocation worksheets
HMFP ECF
Academic
Harvard appointment history

11. Procedures for Annual Faculty Review
The above materials are sent to both the faculty member and Division reviewer prior to the review.
Meetings are scheduled by administrative assistants, and are expected to last 45 – 60 minutes.
A brief summary of the meeting and any recommendations are made by Drs. Phillips or Aronson within two weeks of the review. These comments are reviewed and edited by the faculty member.
Copies of the materials prepared as part of the review process are included in the faculty member’s Division file and sent to the Department Chair at approximately six-month intervals.

12. Performance Review Self-Report
1. Please summarize your achievements during the past year - e.g. clinical, teaching, research, or administrative accomplishments. Include any awards, newly received grants, publications, curricular development, presentations, or special clinical or administrative achievements.
2. Did you achieve your goals for the year? Please comment on significant factors that helped or hindered you.

13. 3. Please outline your professional goals for the
3. Please outline your professional goals for the upcoming year and for the next three years, both as an individual contributor and as a Division/Department member.
a. Upcoming year b. Three years
4. How could the Division or Department be helpful to you in meeting your goals?

14. 5. Do you have a mentor in the Division. Or a
5. Do you have a mentor in the Division? Or a colleague who provides you with important career guidance?
Please identify any faculty or trainees that you are currently mentoring, and in what capacity. (If residency or medical student mentoring roles are a major part of your job description, a brief summary is sufficient.)
6. Are you interested in pursuing a leadership role in the Division? (yes or no)
If yes, please describe the types of leadership positions of interest to you.

15. Results Program initiated in March 2007, now in its 3rd cycle
Number of reviews completed:
FY07 (last 6 months) 27 FY FY
Increased adherence to TEFRA, online trainings
Reduced missing/unsigned notes
Improved productivity
Accelerated promotion process
Identified new opportunities for faculty leadership
Improved faculty morale, work-life
Improved Division financial performance

16. Division-wide Performance Evaluation
Each leader works with team members to create annual goals
Annual reporting on progress in meeting goals and setting of goals for following year in the following areas:
Clinical (HCA/Hospital Medicine)
Quality/patient safety
Education (medical student, resident and faculty)
Research
Ethics, Palliative Care and Community Service
Faculty work-life and compensation
Academic affairs (promotions/awards)

17. Proposed Additions to Reports
Quality
Report on % of patients in panel with appropriate cancer screening
Mammogram
Colonoscopy
Pap smear
Report on % of patients with diabetes
More than 2 hemoglobin AIC in past year
Hemoglobin AIC <7, 7 – 9, >9 in past year
Ophthalmology visit in past year
LDL cholesterol 100 or less in past year
Use of aspirin in past year