Faculty & Clinical Affairs

Alan P. Marco, M.D., M.M.M., Associate Dean
Albert F. Painter Jr., Psy.D., Assistant Dean

Wright State University Boonshoft School of Medicine
Sponsored Graduate Medical Education Programs
Resident Manual

Item 606
Institutional Information - Wright-Patterson Medical Center
Revised July 2011

The following information pertains to Active Duty military residents enrolled in the Wright State University Boonshoft School of Medicine (WSUBSOM) sponsored Graduate Medical Education Programs and assigned to Wright-Patterson Medical Center (WPMC).

Salary Levels
Salary is determined by federal statute and varies according to rank and time in service.

Benefits
Insurance
Professional liability. Liability coverage is provided by the hospital at which the resident performs the patient care. While performing duties within the scope of their residency at WPMC, liability is covered by the Federal Tort Claims Act and provides coverage on an occurrence basis rather than a claims-made basis.

Disability. The Military Disability System is based on public law and provides comprehensive benefits. Members of the armed forces are also covered by the Social Security Disability System.

Medical/Dental. Active duty military officers receive comprehensive medical and dental benefits. Outpatient medical and dental care are provided at no charge. Inpatient care is charged at the rate of $7.50 per day. Comprehensive mental health services ranging from counseling to psychiatric care are provided without fee from the WPMC Mental Health Clinic.

Family members are provided medical insurance through TRICARE, which provides a choice of TRICARE Prime, Standard or Extra. Family members must be enrolled in DEERS to be eligible for medical benefits. TRICARE Prime requires additional enrollment to that plan and assignment to a Primary Care Manager. There is no cost to enroll, but varying co-pays and deductibles apply depending on the choice of plan. Information about TRICARE can be obtained from the TRICARE Service Center at 1-877-874-2273.

Family Dental insurance is provided through United Concordia. Coverage is available for one family member or more than one family member and premiums vary. Information about United Concordia can be obtained online at www.tricaredentalprogram.com or by calling 1-888-622-2256.

Life. Active duty military personnel are automatically provided Serviceman's Group Life Insurance (SGLI) in the amount of $400,000 for a fee of $27 per month deducted from military pay. Lesser amounts must be requested in writing at the Military Personnel Flight.

Leaves
Educational. Educational leave is subject to program director approval. Short courses of study and educational meetings will be included in each program's annual budget requests and are subject to Medical Group Commander approval. Other requests for permissive TDY will be considered on an individual basis and managed in accordance with Air Force regulations.

Vacation. Vacation time is governed by the individual program and guided by ACGME rules. "Military Leave" is earned at a rate of 30 days per calendar year. Active duty members must be on Military Leave when on vacation regardless of whether they are at WPMC or a civilian hospital and must follow Air Force regulations pertaining to leave. Accrued Military Leave may exceed the amount of vacation time allowed by the individual program and may be carried forward to the next duty assignment.

Sick Leave. Active duty members have unlimited sick leave. However, if they miss more than one duty day, they must be placed on "Quarters" or "Convalescent Leave" through a military medical provider. Extended leaves of absence may affect completion of current rotations and is managed by the program director.

Parental Leave of Absence. Maternity and paternity leave follows Air Force Regulations. Military members may use their earned Military Leave for this purpose. Advance Leave may be granted if necessary. All leave is coordinated through the program director and authorized in accordance with Air Force Regulations.

Personal Leave of Absence. Federal regulations prohibit active duty military members from taking unpaid leave. If a leave of absence is granted from the residency program, the military resident must report to their Squadron Commander for duties to be performed during the leave of absence. If a period of absence is of such a length as to require the training program to be extended, this request must be coordinated through the WPMC Director of Medical Education who must obtain permission from the Air Force for this extension. The need for program extensions will be determined by the program director based upon the specialty board requirements for months of training needed for board eligibility and by ACGME specified required rotations.

Meals. Meals are on a cash basis. Food service is provided for breakfast, lunch, and dinner 7 days per week. Air Force regulations prohibit the hospital from providing food items free of charge to the residents' lounge.

Parking. Parking is free. Hospital staff, including residents, are not allowed to park in lots immediately adjacent to the hospital (adjacent to the pharmacy entrance and the emergency room entrance) or in any lots marked as patient parking.

Other Benefits. Sleep rooms are provided for residents required to provide in-hospital overnight call. A resident lounge is provided. A small gym is open 24 hours/day, is located in the hospital basement, and is available to all residents free of charge.

Outside Employment
Active duty military residents are not allowed to pursue outside employment.

Medical Licenses
Active duty military physicians may obtain a medical license from any state or US jurisdiction. Air Force regulations (AFI 44-119) require residents to take the licensure exam and obtain a medical license when first eligible. This is usually after completion of the first post-graduate year of training. Addresses of various state medical licensing boards may be obtained from the Graduate Medical Education Office at WPMC.

Discrimination/Harassment Policy
The Air Force has a strict policy against discrimination and sexual harassment. Such behavior will not be tolerated, practiced, or condoned, and will be met with administrative or judicial action. The Air Force has a well-organized program to investigate and act when such behaviors are reported or discovered through monitoring activities. If a resident believes he/she has been the subject of sexual harassment or discrimination, the resident may report it to the Wright-Patterson Residency Program Director or Director of Medical Education, or to the Flight Squadron or Medical Center Commander. Additionally, the resident may report the event directly to the Social Actions Office for Wright-Patterson AFB (937-257-5028) who will conduct the official investigation.

Standards of Professional Appearance
See Memorandum for Resident and Medical Students.

Residency Closure/Reduction Policy
In the event that either a WSUBSOM Integrated GME program or the Air Force intends to close or reduce the size of a residency program, the residents so affected will be notified as soon as possible. In the event of such a reduction or closure, every effort consistent with the requirements of the US Air Force will be made to allow the residents already in the program to complete their education. If any residents are displaced by such closure or reduction, the program director will make every effort to assist the residents in enrolling in a program in which they can continue their education.

Disciplinary Action
Through affiliation agreements established between Wright-Patterson Medical Center and Wright State University Boonshoft School of Medicine (WSUBSOM), military residents are enrolled in the WSUBSOM Integrated Graduate Medical Education Program. In addition to maintaining academic good standing, enrollment in this program is contingent upon the military resident maintaining his or her status as a member of the Armed Forces.

As military officers, residents are under continual obligation to demonstrate the highest standards of conduct, integrity, and officership. At all times, military residents are subject to and must comply with the Uniformed Code of Military Justice (UCMJ), Department of Defense Instructions, Directives, and Regulations, and Air Force Directives and Instructions. In addition, while enrolled in the WSUBSOM Graduate Medical Education Program, military residents are also subject to WSUBSOM policies. When adverse actions are taken by faculty against military members on purely academic grounds, faculty shall comply with the due process policies established by WSUBSOM and the due process standards of AFI 41-117, Medical Service Officer Education.

Military Disciplinary and Administrative Actions. Occasionally, a military resident's conduct or medical/mental health condition may render the member unfit for continued service. In such cases, military disciplinary and administrative policies shall be followed to address the situation. As examples, these situations include, but are not limited to, violations of the UCMJ or other military regulations, unsatisfactory compliance with military weight and fitness standards, and development of medical or mental health conditions that disqualify the resident for world-wide duty. In the event a member is discharged, retired, or placed in a no pay status as the result of military disciplinary or administrative action, WSUBSOM shall be notified and the resident will be automatically disenrolled from the Graduate Medical Education Program. WSUBSOM due process policies do not apply in this situation. Due process and appeals of such military actions are outlined in DoD and AF policies.

The fact that military disciplinary or administrative actions are taken against a member does not preclude appropriate academic action. Certain offenses or medical/mental health condition may implicate both a military resident's fitness for continued military service and his or her potential for successfully completing the academic program. In such cases, both military disciplinary or administrative actions and academic actions may be done concurrently.


Wright-Patterson Medical Center
Resident Issue Resolution Policy

This policy applies to military residents assigned to Wright-Patterson either in a freestanding or integrated residency program, and to civilian residents while rotating at Wright-Patterson. It is Medical Center policy residents shall have their issues addressed and resolved in a professional manner and without fear of intimidation or retaliation.

Residents should first address their issues within their academic program using the various resources available, such as their program director or associate program director, faculty advisor or other faculty member, chief resident, department chairperson/flight commander, or education committee for that program. If a degree of anonymity is desired, the residents may address their concerns through their chief resident or resident representative to their program's education committee.

In the event the resident's issues are not resolved within the academic program, or if the resident feels intimidation or realization may occur if his or her issues are brought to the attention of their program, the resident may present their issues to the following:

  • The Director of Medical Education (DME) at Wright-Patterson, or of the hospital at which the resident is rotating.
  • The Professional Education Committee (PEC) at Wright-Patterson. The issue may be presented directly by the resident or through the resident representative to the PEC.

If the resident desires a significant degree of anonymity, the resident may ask the resident representative of the GMEC to address the issue on his or her behalf.

If the resident desires complete anonymity, he or she may submit an anonymous written communication to any of the above mentioned personnel. However, this may significantly hamper the fact-finding and issue resolution processes and should be used only as a last resort. If a resident feels so threatened as to need to use anonymous written communication, it is the responsibility of the DME to evaluate the climate within the involved residency program.

If the issue involves substantial academic issues that cannot be resolved thorough the above listed mechanisms, the resident may file a formal complaint with their program's accrediting body (ACGME for physician residents, ADA for dental residents, and APA for psychology residents).

Military residents have the following other options for issues arising at Wright-Patterson:

  • For issues involving sexual harassment or discrimination, the resident may file a complaint with the WPAFB Social Actions, who will investigate that complaint.
  • Military residents may use their military chair of command: Flight Commander, Squadron Commander, and Group Commander.
  • Military residents may take their issue to the WPAFB Inspector General, or to their congressperson.

Benefits, Conditions, and Policies
Stipulated or Referenced in Wright State University Boonshoft School of Medicine
Graduate Medical Education Agreement


Note: "Resident manual" = WSU Resident and Fellow Manual; AFI = Air Force Instruction

Benefit, condition, policy

In resident agreement or Air Force policy?

Review benefit, condition or policy in:

 

Financial Support for the Resident

Yes

Pay chart from AF Finance Office

Vacation Policies

Yes

Resident manual; AFI 36-3003

Professional Liability Insurance

Yes

Resident manual; title 28 USC sec. 2679

Professional Liability Insurance (Tail Coverage)

Yes

Resident manual; title 28 USC sec. 2679

Disability and Health Insurance

Yes

Resident manual; TRICARE Handbook. AFI 36-3212

Professional Leave of Absence Benefits

Yes

Resident manual; AFI 41-117

Parental leave of Absence Benefits

Yes

Resident manual; AFI 41-117

Sick Leave Benefits

Yes

Resident manual; AFI 36-3003

Leave of Absence Policy

Yes

Resident manual; AFI 41-117

     

Conditions for Living Quarter, Meals, Laundry

Yes

Resident manual

Counseling, Medical, Psychological Support Services

Yes

Resident manual

Policy on Physician Impairment and Substance Abuse

Yes

Resident manual AFI 41-117, 44-119

Residents' Responsibilities

Yes

AFI 41-117, ¶34.1

Duration of Appointment

Yes

WSUBSOM GME agreement

Conditions for Reappointment

Yes

WSUBSOM GME agreement

Policy on Professional Activities Outside of Program

Yes

Resident Manual; AFI 44-102

Grievance Procedures

Yes

Resident Manual; AFI 41-117, UCMJ

Policies on Gender or Other Forms of Harassment

Yes

Resident Manual; AFI 36-2701, Chap 7; Mandatory 2 hr course in Equal Opportunity during orientation

Residency Closure/Reduction Policy

Yes

Resident Manual

 

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