AAVCAmerican Association of Veterinary Clinicians

 

2007 MINUTES

AAVC Department Heads and Hospital Directors Meeting

March 2, 2007

 

 

 

BUSINESS MEETING

 

Convene 8:00am

 

I Welcome and Introductions

            Roll call of attendees

 24 in attendance

 

II Approval of Minutes (Attachment A)

            Motion made seconded and passed to approve minutes

 

III Committee Reports

  1. Presidents Report – Dr. Mimi Arighi
    1. Dates for future meetings
  2. President-elect – Dr. Michael Schaer
    1. AAVC meeting prior to ACVIM  (Wednesday, June 6, 2007)
      1. Title:  Who’s Watching the House?
  3. Treasurer – Dr. Fingland
  4. AVMA Delegates – Dr. Arighi for Dr. DeBowes (Attachment B)
  5. VIRMP – Dr. Roger Fingland for Dr Garvey
    1. In 2007, AAVC will initiate benchmarking for paperless match
  6. Nominating –
    1. President-elect – Dr. Pat LaBlanc
    2. Secretary/Treasurer – Dr. Roger Fingland
    3. AVMA Alternate Delegate – Dr. Rick DeBowes
  7. Awards Committee – Dr. Sweeney (Attachment C)
  8. AVMA Liaison – none present

 

IV Proposal from Veterinary Management Study Group – Proposal for Clinical Academic Participation (Attachment D)

            A.  Dr. Arighi encouraged group to review proposal and contact Dr. Jim Lloyd if interested

 

V  Proposed Changes to AAVC Constitution (Attachment E)

Motion made, seconded and passed to approve proposed changes to Constitution as outlined

 

 

 

 

 

 

AAVC General Session – VTH/Department Issues of Interest

  1. Faculty/staff Incentive Plans and Procedures
    1. Emergency fees put in ‘bubble’ account within VMTH for clinicians to use at their discretion within State regulations (travel, computers, books, etc)
    2. Incentive payment end up being used to cover expenses previously paid by DCS
    3. What starts out as an incentive becomes an entitlement
    4. Portion of revenue over expenses is distributed to sections – no incentive
    5. Pay interns per emergency case provided hospital financial and medical records protocols followed
    6. Perhaps time is more important to faculty than an incentive program for emergency service.  Use emergency fees to hire after-hours faculty.
    7. Write-off should be considered in a practice plan
    8. All stakeholders must fully understand the mechanics of the practice plan
    9. Should/can staff be included?
    10. Some programs, technicians receive CE money (no direct incentive payment to techs)

 

  1. Resident and Intern Training Programs.  An inadequate number of residents are being trained and an inadequate number of residents are pursuing faculty positions.
    1. Should not abandon internships for residency programs.  Producing excellent interns is, in one person’s view, the biggest impact we have on the profession.  Another view – interns compete with students for cases.
    2. Need to change what academia looks like so veterinary students become interested early.
    3. We are hiring generation X; academics is structured in an “antiquated” way.  Generation X specialists are more comfortable in a private practice environment.
    4. Need to teach residents how to teach.  Provide classes on classroom teaching.
  2. How to Balance Service and Clinical Teaching
    1. Some schools have too few students on each rotation, not enough techs so can’t cover service.  Significant problem with schools that allow tracking.
    2. Create a pool of float techs who can work in any area.
    3. Several duties in hospital do not require certified animal technicians.  Some schools create other categories to address shortage of technicians.  Nursing assistants.
    4. In most hospitals, technicians fall under State classified system categories.  Challenging for most schools.
    5. Helpful to have exit interviews for departing faculty and staff.  Many technicians are concerned that they do not receive the respect they deserve from students and house officers. 
    6. Social worker on staff who interacts with faculty, staff and students.  Establish training sessions for communications, mutual respect, etc.  Don’t try to change a person’s personality, just change behaviors.

 

  1. Recruitment of Specialists and Recruitment Incentives
    1. Going to have to change the environment in which faculty work.
    2. More emphasis on clinical track faculty. 
    3. Identify a mentor for new faculty member. Perhaps a basic scientist if the person is interested in a research career.  Assign new faculty time to work in mentor’s lab. 
    4. Davis – can provide a housing loan up to $50,000.  Pay some of student debt.  Have limited flexibility to adjust starting salary. 
    5. Give new faculty technician time and internal research money. 
    6. Signing bonus.  Forgivable loan if new faculty stay 3 years. Spends like start up money. 

 

  1. Electronic Medical Records
    1. Davis – paperless medical record (currently MUMPS based)  Not integrated with PACS system but images can be transferred to the system.
    2. Cornell – going to UVIS in June.  PACS integrated with UVIS
    3. Currently 9 schools using UVIS
    4. Missouri – using electronic medical record
    5. Illinois – Vetstar
    6. LSU, Florida – IDEXX Cornerstone
    7. Georgia – UVIS.   Sequentially implementing paperless medical record.  Considering using UVIS in Junior Surgery Lab to introduce students to the program prior to entering clinics. 
    8. Anesthesia is a great place to use wireless computers – track anesthetic parameters.
    9. Tennessee uses VISTA system (VA system uses this).  Free.  PACS system interfaces easily.  Robust. 
    10. Web-based systems advantageous because these systems allow referring veterinarians to see information on cases they refer. 
    11. It can be difficult to get faculty to login and approve reports, SOAPs, etc. 
    12. Cornell – provides financial incentive to house officers ($50/month) if all records are complete within a specified time.  Do not pay faculty. 

 

  1. AAVC Web Page Review and Discussion
    1. Group agrees that providing page for advertising faculty positions is not necessary.
    2. Should list all past presidents of AAVC.
    3. Perhaps add the history of the VIRMP.
    4. Should ask AAVMC to add an AAVC link to their web page.
    5. Consider adding a bulletin board (forum) – thread comments.
    6. Change the url so don’t have to go through the CraigGroup site

 

  1. Update on VTH Benchmarking Task Force – Dr. Jim Lloyd  (Attachment F)

 

 

 

 

 

 

 

 

 

 

  1. Summary of Future of the VTH meeting in Kansas City
    1. Dr. Mimi Arighi – Future of Veterinary Teaching Hospitals  (Attachment G)
    2. Dr. Doug Allen – VTH Pressures and their Implications on the Function and Missions of the Hospital (Attachment H)
    3. Dr. Pat LaBlanc (Attachment I) 
    4. Dr. David Senior (Attachment J)
  2. Blue Ocean Strategy – Dr. Brad Smith  (Attachment K)

 

 

Respectfully Submitted

 

 

 

Roger B. Fingland