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Just noticed this….

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Our alumni event was scheduled at Top Golf in Orlando. They suggested using Top Golf in San Diego for next year’s alumni event. My deposit would have gone towards that event. Unfortunately, there isn’t a TopGolf in San Diego so I’ll have to forfeit the deposit of $1684. 🙁

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I have been through a couple of requests for increase in complement. You have to go to each site that your residents go to and find out who to contact to get the number of procedures that institution does for specific CPT codes. It is a big pain. It is usually an IT person in administration, but it depends. Good luck!
Monica Welsh, C-TAGME
University of Louisville

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Maria: I’ve attached a copy of the alumni survey that we send to our residents. You may be able to use some of the questions for a fellowship alumni survey. I hope it’s helpful.

Monica Welsh, C-TAGME
University of Louisville

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Here is our February schedule. I send these out monthly.
Monica Welsh, C-TAGME
University of Louisville

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Thank you Beth and Keyonna! It’s always very helpful to get a variety of samples and to see what other program are using.

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Thank you Lucy – very helpful!

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Thank you all for the feedback.

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My job description is a little unique but I began as an Education Coordinator, then was promoted to Education Coordinator II, then Program Manager. I helped write the job description for each. It’s probably worth noting, we only have fellowships. We don’t mention TAGME for a level 1, but put C-TAGME preferred for a level 2. As Program Manager, they’d definitely like me to have my C-TAGME (taking exam this year). My institution doesn’t offer a specific incentive, though if someone had their C-TAGME would start on the higher end of the salary grade. My institution does pay for the TAGME exam and gives me time to take the exam without using PTO.

Donna, a lot of my my level 1 responsibilities include being a second contact to trainees, handling all of the CME paperwork, tracking and advertising for educational events, helping write grants, updating and creating webpage content, creating the quarterly newsletter, and assisting with the educational events we put together, creating/updating program manuals, evaluation and data tracking. This isn’t all of it but just what is off the top of my head. I have someone new now and do train her on what fellowships need but as it comes up so they aren’t completely overwhelmed.

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Thank you, so much Channon! It looks like we are a little too descriptive in our first draft. Your program’s letter is more to the point.

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We received a compliment increase in 2017. Here is the rationale we submitted. “Our request is to expand to 13 residents per year with an ultimate goal of 65 residents. While the rationale behind our request is multifactorial it remains centered on the consistently outstanding educational opportunities available to residents at Mayo Clinic Rochester. Orthopedic residents at Mayo Clinic are exposed to a broad spectrum of pathology from the simple “bread and butter” cases to the most serious and complex cases, they take advantage of excellent research opportunities and they participate in a unique curriculum that includes an extensive basic science course. We are always looking to improve our program and upon recent analysis determined that the addition of one resident per year would open opportunities for even better resident education. Under the slightly expanded program we would continue our successful mentorship model (1-to-1 pairing of resident to consultant) which uniquely provides our learners with exposure to individual patients through the continuum of their care including preoperative decision making, intra-operative care, postoperative care and follow-up. Our graduating residents view this as one of the core educational strengths of their training. An expansion of our resident pool would allow us to consistently offer more diverse opportunities for residents to see patients from communities that are ethnically, socio-economically and culturally distinct from Rochester, MN. We would specifically include additional rotations at Mayo Clinic Florida in Jacksonville and at the University of Maryland Shock Trauma Center in Baltimore. We currently send one resident a quarter to each of these sites, and with the increased compliment we would have the flexibility needed to increase our proportion of residents sent to each. In order to meet the specific volume targets for trauma, we would plan to send 5 residents per year instead of 4 to Shock Trauma in Baltimore. The rotation at Mayo Clinic Florida would provide an experience for our residents to work in a high volume practice; that has excellent research, and that delivers high quality care with a range of cases that will prepare the resident for private practice. This is a level 2 trauma center so it would provide the resident that is interested a community practice career the opportunity to spend time at this size trauma center. The Mayo Clinic Florida orthopedic leadership team is engaged and enthusiastic about this collaboration and is very willing to be flexible with the subspecialty assignment of residents to meet the educational requirements and case-volume targets of the individual resident and the program. Please see enclosed some additional information including the case volumes which strongly suggest a robust learning experience for our residents. We have received institutional support and funding the opportunities to experience Orthopedic practice in setting away from Rochester, MN. This expansion would provide residents greater educational flexibility to meet their career goals while still maintaining the core components of our program.”

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We currently do this. We have a Coordinator I and Coordinator II salary. We also offer an incentive for TAGME. I’ll find out details (I’m fairly new, and a I).

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I agree that this needs to be done in most programs and am interested to see if anyone has such a system. We are currently trying to upgrade one of our employee’s position to include some coordinator responsibilities (sort of an assistant coordinator) and cannot even find a job description remotely close to this! She would be an excellent successor but you can’t keep good employees at beginning levels forever!

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thank you

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At the bottom of this page: http://tagme.org/about-the-assessment/

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