Hammoud Hospital UMC has developed affiliations with various universities and medical schools both locally and internationally. These affiliations are promoting the training of a new generation of physicians, nurses, midwives, pharmacists, paramedics, and physical therapists.
The hospital teaching program initially was developed with the Lebanese University. In 1994 the Hospital welcomed the first medical residents. In 1999, Hammoud Hospital became the basic teaching hospital for medical students from the Beirut Arab University. Medical students from the Beirut Arab University spend 2 years of clinical learning and bedside training at the hospital. In July 2002 a residency program started with the Beirut Arab University. We currently have 80 fellows, residents and interns in the departments of Internal Medicine, General Surgery, Obstetrics & Gynecology, Pediatrics, Laboratory Medicine and Radiology. The hospital welcomes international students for clinical rotations in different specialties.
Nursing training also plays a prominent role in the hospital. In 1978, Hammoud Hospital formed an affiliation with the Saint Joseph University School of Nursing and we are the main teaching hospital for the new Beirut Arab University Nursing Program. In addition we play a part in the clinical training program of the Lebanese University School of Nursing.
The hospital also trains midwives, pharmacist, practical nurses, laboratory technicians, and physical therapists.
Residency Program at Hammoud Hospital University Medical Center
The Hammoud Hospital University Medical Center -Residency Program- offers the listed below residency positions:
- Internal Medicine
- General Surgery
- Obstetrics & Gynecology
- Laboratory Medicine
- Diagnostic Radiology
- Emergency Medicine
- Cardiothoracic Surgery
- Urology Surgery
- Pulmonary Medicine.
For the residency year 2016-2017, HHUMC offers the following positions:
- Internal Medicine
- General Surgery
- Obstetrics & Gynecology
- Pulmonary Medicine
- Urology Surgery
- Emergency Medicine
- Cardiothoracic Surgery
All applicants (BAU and non-BAU graduates) should pass the BAU Dean’s Exam. BAU graduates have priority to join the HHUMC residency program. Non-BAU graduates who pass the Dean’s exam and the interview should first complete a pre-requisite year (12-months of multi-disciplinary internship) after which they can apply to the residency program.
For further information please contact Mrs. Ghada Aoun at ext 1956 or via email: email@example.com
What we Offer Residents
Training to become a physician is a rigorous process. A successful career as a physician requires a healthy balance of dedication to patient care as well as attention to life outside of work. In selecting a residency program you should consider whether you will truly be happy living in the area for your several years of training.
All residents will receive a Monthly Stipend in accordance with the residency program scale.
The following benefits are provided by our program.
Our health insurance plan emphasizes prevention, wellness and health choices. We continue to encourage our employees to make informed decisions as engaged healthcare consumers. Residents will enjoy the NSSF Pricing for all medical acts and procedures inside HHUMC.
For more information on specific benefits and benefit costs for residents and fellows, contact Mrs. Ghada Aoun at firstname.lastname@example.org
- Competitive salary
- Health Insurance through the NSSF & LOP
- 1 Month Paid annual vacation divided in two 15 day seperate periods
- Transportation Fees of 50,000 LBP per month.
1. Additional Work Policy
Circumstance may arise in which a department/division/institute would wish to ask a resident/fellow to perform clinical duties that are outside their normal duties. In such a situation, it would be fair and appropriate to provide remuneration for this work. The purpose of this policy is to describe the principles to be used by a program director to develop a policy for their program and determine if compensation is allowable.
- Each program that wishes to provide compensation for additional work under this policy must develop their own policy consistent with this policy, institutional policy, Lebanese Order of Physician (LOP) requirements, and relevant national laws, which provide details of the process for allocating these duties and the remuneration. This policy should be distributed to the residents and fellows of the program and be available for their review.
- All requests for Additional Work must be provided to the Office of Graduate Medical Education (Mrs. Ghada Aoun). The request must include a justification for the additional work, a description of the duties and compensation, and the plan for solving the service-need issue.
- All requests will be forwarded to the Graduate Medical Education Committee (GMEC) for review. A decision for acceptance or rejection of the request will be determined by a simple majority of the voting GMEC members.
- The Graduate Medical Education Committee reserves the right, after review, to terminate any Additional Work policies felt not to comply with this policy or to otherwise not serve the best interests of the residents/fellows or the institution.
- Residents and fellows cannot be paid for doing additional work that would, under other circumstances, be part of their training i.e., Clinical Trials. This would include such things as taking call or covering a shift for another resident who has become sick, injured, or is on vacation/leave.
- Under no circumstances can a resident or fellow be required or obligated to take on additional work under this policy.
- Under no circumstances can a resident or fellow violate Lebanese work hour rules by taking on additional duties.
- Remunerated work hours performed under this policy must be tracked and included as duty hours.
- The program director must indicate that the resident is in good standing and that this additional duty will not interfere with their didactic training or educational needs (e.g., this would not be appropriate for a resident who is on academic probation and needs to spend more time reading).
- Residents and fellows cannot work outside their scope of practice, i.e., they must be appropriately supervised by qualified personnel. Fellows can work independently in the area of their qualified underlying specialty, consistent with hospital policy concerning licensure and privileging.
2. Away (Off-Site) Elective Rotation Policy
Residents and fellows may desire to take an elective rotation at an outside institution within Lebanon or abroad. Such away elective rotations should have as its primary goal an educational focus that cannot be obtained at HHUMC. During the elective rotation, HHUMC will not continue to pay the resident’s or fellow’s salary and benefits as currently provided. Malpractice coverage is not provided for rotations outside HHUMC. All other associated expenses (housing, meals, travel, etc.) will be the responsibility of the resident/fellow. Additional malpractice insurance beyond the current coverage will not be provided by HHUMC.
REQUIREMENTS AND PROCESS
- The Application for Offsite Rotation must be filled out. A copy is emailed to the applicant’s Program Director, who must provide the Graduate Medical Education Office with input before the request can be processed. All requests must be received by the Graduate Medical Education Office at least 60 days before the beginning of the rotation to be considered for approval.
- The preceptor at the outside elective site must provide a letter agreeing to accept the resident/fellow for the time period requested, agreeing to the stated goals and objectives of the rotation, and agreeing to complete an evaluation of the resident’s/fellow’s performance during the rotation and to send this evaluation to the resident’s Program Director.
- No more than one elective away month may be taken per resident/fellow during their training period per year. Programs that require four years or more of residency training may offer one additional away elective month. Exceptions may be granted on a case by case basis.
3. Clinical Experience and Education Policy
MAXIMUM HOURS OF CLINICAL AND EDUCATIONAL WORK PER WEEK
- Clinical and education work hours must be limited to 80 hours per week, averaged over a four-week period, inclusive of all in-house clinical and educational activities, clinical work done from home, and all moonlighting. Work hours may altered by Department of Rotation.
MANDATORY TIME FREE OF CLINICAL WORK AND EDUCATION
- The program must design an effective program structure that is configured to provide residents with educational opportunities, as well as reasonable opportunities for rest and personal well-being.
- Resident should have eight hours off between scheduled clinical work and education periods.
- There may be circumstances when residents choose to stay to care for their patients or return to the hospital with fewer than eight hours free of clinic experience and education. This must occur within the context of the 80-hour and the one-day-off-in-seven requirements.
- Residents must be scheduled for a minimum of one day in seven free of clinical work and required education (when averaged over four weeks). At-home call cannot be assigned on these free days.
MAXIMUM CLINICAL WORK AND EDUCATION PERIOD LENGTH
- Clinical and educational work periods for residents must not exceed 24 hours of continuous scheduled clinical assignments.
- Up to four hours of additional time may be used for activities related to patient safety, such as providing effective transitions of care, and/or resident education.
- Additional patient care responsibilities must not be assigned to a resident during this time.
CLINICAL AND EDUCATIONAL WORK HOUR EXCEPTIONS
- In rare circumstances, after handing off all other responsibilities, a resident, on their own initiative, may elect to remain or return to the clinical site in the following circumstances:
- to continue to provide care to a single severely ill or unstable patient;
- humanistic attention to the needs of a patient or family; or,
- to attend unique educational events.
- These additional hours of care or education will be counted toward the 80-hour weekly limit.
- Moonlighting must not interfere with the ability of the resident to achieve the goals and objectives of the educational program, and must not interfere with the resident’s fitness for work nor compromise patient safety.
- Time spent by residents in internal and external moonlighting will not be counted toward the 80-hour maximum weekly limit.
- Residents are not permitted to moonlight outside HHUMC
- For additional details, see GME Moonlighting Policy.
In-House Night Float
- Night float must occur within the context of the 80-hour and one-day-off-in-seven requirements. (The maximum number of consecutive weeks of night float, and maximum number of months of night float per year may be further specified by the Graduate Medical Committee.)
- Time spent on patient care activities by residents on at-home call must count toward the 80-hour maximum weekly limit. The frequency of at-home call is not subject to the every-third-night limitation but must satisfy the requirement for one day in seven free of clinical work and education, when averaged over four weeks.
- At-home call must not be so frequent or taxing as to preclude rest or reasonable personal time for each resident.
- Residents are permitted to return to the hospital while on at-home call to provide direct care for new or established patients. These hours of inpatient patient care must be included in the 80-hour maximum weekly limit.
4. Culture of Respect
Maintaining a culture of respect in our clinical learning environment is a core value of HHUMC. With input from our trainees, as well as physicians, nursing staff, medical students and others, we have developed a set of expected behaviors in our professional interactions. We also have provided examples of behaviors that we believe are not conducive to a productive educational experience.
5. Grievance and Due Process
Grievance and Due Process shall be utilized for academic or other disciplinary actions that could result in suspension, dismissal, non-renewal of contract, non-promotion to the next level of training or other action that could significantly affect a resident’s intended career development (the “Grievance Review Process”). This policy also sets forth the manner in which resident complaints related to the clinical learning environment, the program or faculty will be addressed. Any Resident or Fellow serving in HHUMC may seek resolution of grievances under this Grievance and Due Process Policy.
ACADEMIC OR OTHER DISCIPLINARY ACTIONS
All residents and fellows participating in an accredited program shall be afforded the opportunity to have reviewed, in the manner set forth below, any of the following decisions:
- non-renewal of the Resident Agreement
- non-promotion to the next year of the training program
- suspension from the training program
- dismissal for cause
The process described in this document is designed to provide appropriate review of actions that may adversely affect a resident’s or fellow’s status while at the same time ensure patient safety, quality of care and the proper conduct within the training programs. The resident/fellow is NOT entitled to legal representation at any point in the Grievance Review Process.
COMPLAINTS RELATED TO THE WORK ENVIRONMENT, PROGRAM OR FACULTY
In the event a resident/fellow in an accredited training program at HHUMC has concerns or complaints about their program or educational learning environment, it is recommended they first address these issues with the Program Director and/or Department Chair of their respective program. If the resident/fellow believes real or perceived conflicts of interest would preclude or render unproductive such a discussion, it is recommended they engage the designated Graduate Medical Education Office for advice and counsel on the most appropriate course of action to address their concerns (e.g., reporting mechanisms through the Culture of Respect in Education, Human Resources, Graduate Medical Education Office).
If at any time the resident/fellow is uncomfortable with these discussions or unsatisfied with previous counseling or recommendations, the Medical Directorwill be available to meet with the resident/fellow, directly, to resolve the concern.
Any major non-compliance with the hospital safety guidelines will lead to immediate suspension and possiblity termination from the Residency Program.
6. Leave of Absence Policy
REQUEST FOR LEAVE
Resident physicians must request a Leave of Absence for non-emergent leave at least 30 days prior to the anticipated leave date. The Request for Leave should be a written notice to the Residency Program Director and the Residency Program Coordinator.
A Leave of Absence request for emergent leave should be provided to the Residency Program Director and Residency Program Coordinator as soon as possible following the emergency.
Resident physicians who are requesting Medical/Parental or Family Leave must submit the appropriate request for the Family and Medical Leave
Each resident is granted 30 days of vacation divided into two seperate 15 day periods each year in keeping with program, departmental and Residency Review Committee requirements. Interviewing, relocation and educational trips are to be included in this time. A resident can take 30 consecutive days of vacation with prior written approval.
A resident may request non-paid family leave with written approval but must make up the missed working upon their return.
A personal leave may be granted to a resident upon review of the circumstances by the Program Director. All eligible vacation time for that year must be used during this period. The period of personal leave time that is not covered by vacation time will be unpaid.
A professional leave of absence may be granted to a resident upon review of the circumstances by the Program Director. All eligible vacation time for the academic year must be used during this period. The period of professional leave that is not covered by vacation time will be unpaid.
EFFECT OF LEAVE
All requirements of the residency training program must be fulfilled prior to the completion of training. The Program Director is responsible to notify the Resident as to the effect of leave on their training timeline. Residents may be required to extend their length of training to meet all residency program requirements. The Residency Review Committee for the residency program and the Residency Program Director determine the length of training and training to be completed following a leave of absence.
7. Moonlighting Policy
Voluntary, compensated, medically-related work performed outside the institution where the resident is in training or at any of its related participating sites.
INTERNAL MOONLIGHTING/ADDITIONAL WORK
Voluntary, compensated, medically-related work (not related with training requirements) performed within the institution where the resident is in training or at any of its related participating sites.
The following principles must be followed for all types of moonlighting activities:
- Residents are not required to engage in moonlighting activities for the institution. Under no circumstances can a resident or fellow be required or obligated to take on additional work under this policy.
- HHUMC prohibits moonlighting outside of HHUMC.
- If the Resident elects to externally moonlight, by working outside the scope of the educational activities and regularly assigned duties, professional liability insurance coverage is not provided by HHUMC. The Resident must have prior written approval from the Program & Departent Director.
- Residents must have prior written consent from the program director to moonlight inside HHUMC. A written statement of permission from the Program Director will be placed in the resident file. The statement of permission must indicate that the resident is in good standing and that this additional duty will not interfere with their didactic training or educational needs. Moonlighting shall not be approved if the program director believes such activities may interfere with the residents’ ability to perform his/her obligations and duties in the residency program.
- Residents and fellows cannot be paid for doing additional work that would, under other circumstances, be part of their training i.e, Clinicial Trials. This would include such things as taking call or covering a shift for another resident who has become sick, injured, or is on vacation/leave.
- For internal moonlighting/additional work, residents and fellows cannot work outside their scope of practice, i.e. they must be appropriately supervised by qualified faculty. Fellows can work independently in the area of their qualified underlying specialty, consistent with hospital policy concerning licensure and privileging.
- The Graduate Medical Education Committee reserves the right, after review, to terminate any additional work policies felt not to comply with this policy or to otherwise not serve the best interests of the residents/fellows or the institution.
8. Physician Impairment and Substance Abuse Policy
For the purposes of this policy, “impairment” is the inability of a resident to physically or mentally meet his or her responsibilities because of physical illness or injury, psychiatric or behavioral illness, dependency on alcohol and/or controlled substances or overuse of same or other condition.
Program directors, physicians, and other medical center professionals are encouraged to be observant for signs of impairment from alcohol, drugs, psychiatric or medical disorders among residents.
When impairment is suspected, the appropriate Program Director or Department Chair should be informed and should utilize available resources to investigate the situation and take appropriate actions, including intervention, when warranted.
It is our goal to provide intervention and rehabilitation for impaired residents and to support them during the process. However, dismissal is possible if the resident refuses such.
9. Promotion/Renewal of Appointment (Including Non-Promotion and Non-Renewal) Policy
RESIDENT OR FELLOW EVALUATION
Each training program shall have a comprehensive resident or fellow evaluation system in place.
This evaluation system shall provide objective assessments of competence in patient care,
medical knowledge, practice‐based learning and improvement, interpersonal and communication
skills, professionalism and systems‐based practice. A component of this evaluation system will be criteria that document progressive resident improvement in their respective milestones appropriate for each resident’s level of training. The resident or fellow must have access to each program’s evaluation/promotion criteria and policies.
The program administration, in collaboration with the Graduate Medical Committee, will make decisions regarding each resident or fellow’s promotion to the next year of training. Those decisions will be based upon the evaluation criteria developed by the program. While it is expected that trainees will be promoted to the next level of responsibility annually, residents or fellows that fail to meet the program’s criteria for promotion will not be advanced solely on the basis of time served.
FAILURE TO PROMOTE
A decision by the program to not promote a resident or fellow to the next level of training will necessarily be accompanied by one of two recommendations: a) Retain the resident or fellow at the current level of training for a specified period of time prior to re‐evaluation, or b) Dismiss the resident or fellow from the training program. In either instance, the resident or fellow has the right to appeal this decision, as outlined in the Grievance and Due Process policy.
NON‐RENEWAL OF CONTRACT
In situations where a resident or fellow is not making adequate progress towards advancement to the next level of training, the program may decide against renewal of the trainee’s contract. In this situation, it is expected that the resident or fellow will receive at least 90 days advance written notice. If the reason for non‐renewal of contract occurs within the 90 days prior to the end of the current contract, it is expected that the program will provide the resident or fellow with as much written notice of its intent not to renew as the circumstances will reasonably allow. As with all actions adversely affecting a physician in training, the trainee has the right to appeal this decision as outlined in the Grievance and Due Process policy.