We feel strongly that frequent evaluation and constructive feedback are essential for Fellows to learn and grow during their training. It is therefore imperative that rotation directors discuss goals and learning objective at the start of each rotation. They must also provide feedback and discuss performance with each Fellow, particularly at the end of the rotation.

Fellow and faculty evaluations are officially documented each month using the web-based evaluation system E*Value. The emphasis of the E*Value program is mutual evaluation. Fellows are evaluated monthly by the faculty members and Nursing staff with whom they have worked, using the ACGME competency categories, as well as rotation-specific learning objectives set forth by each rotation director. A “360 degree” evaluation scheme provides for fellow evaluations of specific rotations, the program as a whole and individual faculty. This is done through the online evaluation program E-Value.

Fellows may review their evaluations and faculty feedback in the system at any time using their password to gain access to the secure program at either their personal computer or at a hospital workstation. To ensure anonymity, faculty members will receive an anonymous aggregated report once a critical mass of comments has been accumulated.

Evaluation of performance is based on the following standard ACGME Competencies as well as the learning objectives for each rotation, as set forth by the Rotation Director (see individual rotation descriptions):  Patient Care, Medical Knowledge, Practice-Based Learning & Improvement, Interpersonal & Communication Skills, Professionalism and Systems-Based Practice.

The faculty as a whole meets annually to discuss the program and each trainee's performance. The program director also completes a final evaluation for fellows who are leaving the program each year. The Program Director also monitors a procedure report to make sure that each fellow has participated in the appropriate number of required procedures.

Fellow meetings are held at least quarterly with the program director to air any issues or grievances that may need to be addressed, although Fellows may speak freely to the program director (or to the Chief Fellow) at anytime if they have a concern about any aspect of their training. At the end of each year, Fellows are asked to evaluate the program as a whole, and are encouraged to offer suggestions for improvement.