Residency performance feedback

[CatFactorial]

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So, my approach thus far is to assume that residency evals are primarily for academic/professional growth and not for any kind of rat race. As such I encourage attendings to give me constructive feedback on what I can do better (and when they are encouraged as such it seems to facilitate helpful discussion). However, every now and again I get the occasional eval that is completely bonkers (objectively not grounded in much fact based on how other faculty within a rotation seem to get along with me).

My assumption is that these out-of-left-field evals don't really matter, but I wanted to see if other interns are experiencing this as well.

 

[buonassezia]

A bit unrelatedly (sorry!), I'd love to hear more about how interns' and residents' performance is evaluated, so if anyone has insight and wants to contribute, I'm interested!

 

[Stedari]

Our program highly values feedback. As my favorite attending puts it:"The best athletes in the world have coaches that give active criticism and redirection. We should too." While a bit haughty, he makes he a good point. Every attending is mandated to give feedback after their 1-2 weeks on service. At first it felt ridiculous, but I have really come to value the formal, sit-down sessions. Plus, it's easier to take criticism in stride when the environment is supportive and "nurturing."

 

[gracie369]

It's December and OP still not clued up.

1. Evals can help but they can also hurt, as in non-renewal
2. Despite what what you think, you do not "encourage" anyone in the hospital. Attendings will tell you whatever they want or write whatever they want.
3. Your job is to work hard, do what is asked with a constant smile.
4. If you don't do no. 3 then that's when the few bad evals start to take on more meaning.

 

[CatFactorial]

A bit unrelatedly (sorry!), I'd love to hear more about how interns' and residents' performance is evaluated, so if anyone has insight and wants to contribute, I'm interested!

There's a rather long internal medicine performance milestones thing that you have to subjectively rate yourself on. Additionally various performance aspects, like presentation flow/organization, knowledge base, interpersonal relationships, etc. are graded on a 1-5 point scale and are compared against other trainees.

It's December and OP still not clued up.

1. Evals can help but they can also hurt, as in non-renewal
2. Despite what what you think, you do not "encourage" anyone in the hospital. Attendings will tell you whatever they want or write whatever they want.
3. Your job is to work hard, do what is asked with a constant smile.
4. If you don't do no. 3 then that's when the few bad evals start to take on more meaning.

December, being the time of formal mid-year reviews, is an appropriate time to reflect on validity/capriciousness of feedback.
1. Non-renewal is a little paranoid. Not sure about your program but I haven't heard of any categoricals where I am being dismissed at least within the last five years.
2. Wrong. Lots of attendings will tend to give blanket "hard worker/team player" feedback unless prompted. Freed of the burden of having to be overly polite, attendings can actually give useful feedback on things that can be improved (e.g. discharge summaries suck, presentations can be more organized, etc.).
3/4. Duh.

 

[HelpPleaseMD]

So, my approach thus far is to assume that residency evals are primarily for academic/professional growth and not for any kind of rat race. As such I encourage attendings to give me constructive feedback on what I can do better (and when they are encouraged as such it seems to facilitate helpful discussion). However, every now and again I get the occasional eval that is completely bonkers (objectively not grounded in much fact based on how other faculty within a rotation seem to get along with me).

My assumption is that these out-of-left-field evals don't really matter, but I wanted to see if other interns are experiencing this as well.

unfortunately they do matter especially if there is a pattern of subpar evaluations. does not matter as much if you aren't applying to fellowship though.

 

[gracie369]

There's a rather long internal medicine performance milestones thing that you have to subjectively rate yourself on. Additionally various performance aspects, like presentation flow/organization, knowledge base, interpersonal relationships, etc. are graded on a 1-5 point scale and are compared against other trainees.



December, being the time of formal mid-year reviews, is an appropriate time to reflect on validity/capriciousness of feedback.
1. Non-renewal is a little paranoid. Not sure about your program but I haven't heard of any categoricals where I am being dismissed at least within the last five years.
2. Wrong. Lots of attendings will tend to give blanket "hard worker/team player" feedback unless prompted. Freed of the burden of having to be overly polite, attendings can actually give useful feedback on things that can be improved (e.g. discharge summaries suck, presentations can be more organized, etc.).
3/4. Duh.

You seem like one of those interns that's quite oblivious and when people point this fact out you get defensive. It's a good thing for you that you're at a cush program. If my program senses any type of mouth breathing from an intern we address it immediately. Good luck.

 

[CatFactorial]

It's not pointing out the obvious as much as the irrelevant. My intention in starting the thread was to highlight that in residency I think feedback is much more useful (and necessary) in developing as a physician than it was in the medical school rat race (though the point about fellowship is well taken), such that actively seeking constructive criticism is a worthwhile endeavor.

Sitting down with attendings at the end of a rotation and specifically asking what could have been done better almost always leads to a fruitful discussion that, at least I think, has led to improved performance over the last few months. Congratulations though on the rigor of your program.