The Program Director will serve as an advisor to each resident for purposes of ensuring successful completion of all requirements of the program. The RPD will meet with each resident at the beginning of the residency year to evaluate baseline skills, knowledge, and areas of interest. An individualized plan for each resident will be developed to tailor goals and interests, while adhering to requirements for successful completion of the program. This resident development plan will be reviewed and updated at least quarterly.
Residents of our program have the opportunity to identify a personal mentor for the duration of the residency year. The mentor-mentee relationship is designed to complement the resident’s development plan, with the goal of addressing personal growth and professional development not explicitly addressed by the residency program.
The RPD will schedule learning experiences for the residents to best execute individual development plans. Learning experiences will be scheduled in a progressive manner such that the resident has established a fundamental skill set required to progress to higher levels of pharmacy care (e.g., a resident will not be assigned a critical care rotation prior to having internal medicine). However, every effort will be made to accommodate resident requests consistent with their career interests. For example, if a resident is considering pursuing a PGY2 program, the learning experience in that area may be scheduled prior to December, so the resident will be able to make a more informed decision on their future career before attending the ASHP Midyear Clinical Meeting.
Residents will meet with each preceptor at the beginning of each learning experience to discuss goals, objectives, and requirements for successful completion of each rotation. Evaluation strategies will be discussed and residents will be permitted to tailor rotational experiences beyond required goals, objectives, and activities with individual goals.
Longitudinal learning experiences are planned throughout the residency year. Activities to meet the objectives of longitudinal experiences will be planned in addition to current rotation responsibilities. Additionally, project weeks will be strategically planned at points throughout the year to permit residents to have dedicated time to conduct ongoing projects and have focused time for longitudinal experiences. At minimum, evaluations for these learning experiences will happen quarterly.
A year-long project is required. The project can be in the form of original research, a significant problem solving exercise, or proposal and implementation of new pharmacy service lines. Residents will have the option to participate in a flipped research model where they select a project already approved by TriHealth IRB, or they may choose a project idea proposed by program preceptors or an original idea of their own.
The resident is encouraged to present a poster at the ASHP Midyear conference regarding his/her ongoing work. The resident will present summative project findings at the Great Lakes Pharmacy Residency Conference held annually in the spring. Final preparation of the resident project findings in manuscript form, suitable for publication, is required for completion of the residency program.
Below are links to important program documents, provided to give candidates additional insight into the design and conduct of our residency programs.
Candidates invited to interview for Good Samaritan residency programs are referred to these documents in advance of their interview date.
Specific program policies are housed within the appendicies of the residency program manual.