Residents within graduate medical education training programs must sign the Limited Staff Agreement prior to beginning their residency program. This agreement is uniform for all house staff, and is modified and approved annually by the Graduate Medical Education Committee, with input from the Resident Advisory Committee. This agreement is updated each spring, based on changes in university benefits, medical staff rules and regulations, and ACGME or other accreditation and regulatory requirements. Please see the OSUMC GME Policy on Eligibility Requirements for Appointment into Residency and Fellowship Programs on the GME web site.
Applicants eligible for appointment must meet the following qualifications to maintain compliance with the Institutional Requirements published by the ACGME:
Applicants must be eligible for either a training certificate or a permanent medical license as granted by the State Medical Board of Ohio. Prior to appointment into the program, applicants must have either an acknowledgment letter of receipt of training certificate application, a newly issued or renewed training certificate, proof of receipt of application for permanent Ohio medical license, or permanent Ohio medical license.
Applicants who are not U.S. citizens must hold permanent resident status and be eligible to apply for or hold a J-1 Visa. The institution and training programs agree to assist the resident as necessary with completion of immigration paperwork, but the ultimate responsibility for its completion remains with the resident. Applicants must apply for and receive limited staff privileges at The Ohio State University Hospital, as defined in the OSUH Medical Staff Bylaws and Rules and Regulations. Prior to beginning the program, the individual must have been granted either limited staff privileges or temporary limited staff privileges.
Qualified applicants are reviewed by the program director on the basis of preparedness, ability, aptitude, academic credentials, communication skills, and personal qualities, such as motivation and integrity. The program director may receive help in scanning these documents from attending staff, at his discretion. Applicants will either be offered an interview or sent a rejection letter.
All applicants are interviewed by the vascular surgery faculty for 30 minutes. At the conclusion of each individual interview, the interviewing faculty member rates the applicant by completing an evaluation form. At the end of the interview day, all faculty meet to discuss the candidates and give each one a final rank number from 1 to 10. At the end of the interview process, the program director receives a composite list of all applicants in order by their score.
The Department of Surgery is an equal-opportunity employer. It does not discriminate with regard to sex, race, age, religion, color, national origin, disability, or veteran status.
Residents are matched to the Program through the NRMP.
In order to be promoted to the second year of the vascular surgery residency or to graduate from the program, vascular residents must clearly demonstrate the following at the conclusion of their training:
The program director, in conjunction with the Resident Review Committee, will evaluate the vascular residents’ progress semiannually and decide whether their performance is appropriate for their level of training, and whether it warrants advancement at the end of the academic year to the next level of responsibility or graduation. Under no circumstance will either party terminate employment without providing the other party an opportunity to discuss and review any dissatisfactions or grievances that may exist. The program director shall notify the resident in writing if he or she will not be advanced or will not receive a certificate of completion. Notification will occur at least four months prior to the end of the resident’s contract. However, if the primary reason for the non-renewal occurs within the four months prior to the end of the contract, the program director will ensure that the resident is provided with as much written notice of the intent not to renew/graduate as the circumstances will reasonably allow, prior to the end of the contract. Residents may implement grievance procedures when they have received a written notice of intent not to renew their contract. The “Right of Due Process” is described in The Ohio State University Medical Center’s Limited Staff Agreement. Please also see the OSUMC GME Policy on “Resident Due Process, Fair Hearing, and Grievance” and “Administrative Actions and Dismissal” on the GME web site.