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I work in healthcare, and my job as Program Manager is to work with the Resident Physicians of the program. Residents are trained for four-years in a teaching hospital in order to be specialized as practicing physicians in that specialty. Therefore, while in training there are many forms of self-assessments and feedback tools to monitor the residents training and performance. As well as resident feedback of the program, and teaching supervisors. For that reason, we work closely with the Accreditation Council for Graduate Medical Education (ACGME), who provides assurance that our institution and those like ours meet the quality standards of the specialty practice for which it prepares all residents. 

I will use my experience working in healthcare, primarily with ACGME and the residents because it gives a clear understanding on why feedback is shared and why it is a vital instrument to improve medical education programs. In order for a resident to be evaluated through the program, we use 360-degree evaluations permissible to get feedback from all areas of the department. In the research article titled “360-degree Feedback: Possibilities for Assessment of the ACGME Core Competencies for Emergency Medicine Residents” by Kevin G. Rodgers, MD, Craig Manifold, DO, it explains that “360-degree feedback provides a systematic vehicle for ‘‘full-circle appraisal’’ of observable behaviors, especially the ‘‘soft’’ areas of performance that are difficult to quantify (leadership, communications, interpersonal skills, negotiation).15 This technique focuses on multiple perspectives and levels of evaluation leading to results that are considered to be highly credible and a powerful tool to change behavior (p.1300)”. The definition is also explained in this article that “360-degree evaluations consist of measurement tools completed by multiple people in an individual’s sphere of influence and are known as multisource feedback, multirater assessment, full-circle appraisal, and peer evaluation. This method of providing developmental feedback is used to assess competency and behavior rather than personality (p. 1301)”.

My organization uses 360-evaluations to measure the level of performance of a resident. This evaluation instrument is very necessary because it comes down to the physician’s (in training) ability to properly care for the patient. Therefore, evaluations are given to the patient, nurses, medical students, and other clinical staff. These evaluations are feedback of the resident’s performance and is kept in their portfolios. The feedback is only shared with the resident by the program director to transmit the assessment. It is done quarterly, and it may determine disciplinary actions and or the resident’s need to obtain the necessary help and or training necessary to be proficient physicians.

Reference:

Rodgers, K. G., & Manifold, C. (2002). 360‐degree Feedback: Possibilities for Assessment of the ACGME Core Competencies for Emergency Medicine Residents. Academic Emergency Medicine, 9(11), 1300-1304.

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Status NEW Posted 15 Jun 2017 02:06 AM My Price 12.00

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