House Officer Handbook (Interns, Residents, and Fellows)

2020-2021

Table of Contents

NCSU CVM Mission Pg. 3 Introduction and Welcome Pg. 4 Program and Contact Information Pg. 5

1. Duties and Responsibilities of House Officers ● Professionalism Pg. 7 ● Standard Operating Procedures (SOPs) Pg. 7 ● House Officer Seminars & Rounds Pg. 8 ● License to Practice Veterinary Medicine Pg. 8 ● Veterinary Accreditation Pg. 8 ● Engaging in Outside Veterinary Practice Pg. 9

2. House Officer Performance Evaluations ● Monitoring Progress in Training Program Pg. 10 ● Frequency Pg. 10 ● Criteria Pg. 10 ● Faculty Committee on House Officer Programs (FCHOPR) Pg. 10 ● Consequences of Unsatisfactory Performance Pg. 10 ● Grievance Procedure Pg. 10 ● Procedure for Workplace Concerns Pg. 11

3. Employee Benefits ● Health and Life Insurance Pg. 12 ● Dental Pg. 12 ● Vacation Pg. 12 ● Sick Leave Pg. 12 ● Leave of Absence Pg. 12 ● Professional Liability Insurance Pg. 13 ● Workman’s Compensation Pg. 13 ● Perks & Discounts Pg. 13

4. Wellness ● Pack Essentials Pg. 14 ● Coping with Stress and Burnout as a Veterinarian Pg. 14 ● Ombuds Services Pg. 14 ● Mental Health Resources Pg. 14 ● Emergency & Crisis Intervention Pg. 14

Appendix A – Interpersonal Relationships Pg. 15 Appendix B – REG 05.20.36 – College of Veterinary Medicine (CVM) House Officers Pg. 16 Appendix C – Professional Liability Insurance Letter Pg. 25 Appendix D – Emergency & Assistance Resources Pg. 26

NC State Veterinary Medicine Mission

The mission of the College of Veterinary Medicine is to enhance the career and life success of students, staff, faculty, and veterinary professionals through initiatives in curriculum and lifelong learning, development of leadership and entrepreneurial skills, and partnerships with the community. College programs in animal health and wellness improve animal and human health and well-being, and contribute to the economy of North Carolina and beyond through education, research (medical discovery), service, extension and engagement.

Teaching

Teaching responsibilities are multifaceted and include instruction of students in undergraduate, veterinary, graduate, and interdisciplinary curricula and continuing education for veterinarians and allied specialty groups. High quality teaching by a competent faculty must be available to all eligible persons and supported by appropriate equipment, facilities, and services. The College of Veterinary Medicine constantly seeks ways to improve the quality of its instruction, and periodically reviews its programs, evaluates its faculty, and encourages and rewards excellence in teaching.

Research

The College of Veterinary Medicine strives for quality in basic and applied research in the biomedical, veterinary, and agricultural fields. Research is necessary for the improvement of health care and the quality of life. Excellence in research, besides serving mankind, is a cornerstone upon which a national and international scientific reputation can be built. Research excellence is not easily achieved and once attained must be constantly nurtured. Continual effort must be expended to achieve and maintain research excellence, a condition reflecting the intent and quality of the faculty. The College of Veterinary Medicine constantly strives to recruit, retain, and reward highly productive research scientists.

Continuing Education and Public Service

The College of Veterinary Medicine provides important services to the people of North Carolina, such as operating a veterinary hospital, a farm service clinic, and a client consultation service; and it develops many informational programs in continuing education and public service. Public service should be viewed as an obligatory responsibility of the veterinary faculty. Not only does it benefit animal owners but also the faculty members who are exposed to naturally occurring disease problems that stimulate their teaching and research.

Introduction and Welcome

Welcome to the postgraduate clinical training programs at the North Carolina State University College of Veterinary Medicine. CVM house officer programs are amongst the strongest and broadest in the world, with an outstanding applicant pool, and a superb cadre of specialists committed to their training. In addition to exposure to a large caseload, house officer programs offer opportunities to attend in-house rounds, seminars, and conferences, to teach fourth-year veterinary students and to participate in clinical or basic research projects. House Officers include interns, residents, and fellows that are part of post-Doctor of Veterinary Medicine (DVM) degree clinical training programs. House Officers receive training, through an apprenticeship model, under the supervision of experienced, board-certified faculty members. All programs conform to the guidelines established by the relevant specialty colleges and viewed as preparatory for full-time careers in general veterinary practices, specialty veterinary referral centers, institutional, industrial or public practice.

The NC State Veterinary Hospital is an integrated health care center for companion, equine and farm animals. It exists to further the teaching mission of the NC State College of Veterinary Medicine and to provide state-of-the-art patient care. The Veterinary Hospital is composed of the following state of the art medical facilities: Terry Companion Animal Medical Center (TC), Equine & Farm Animal Veterinary Center (EFAVC), and the Veterinary Health & Wellness Center (HWC). More than 20,000 patients are diagnosed and treated annually by the Veterinary Hospital with a focus on patient care, client comfort, and staff efficiency. Our mission is to partner with veterinarians and provide excellent and compassionate medical care; advance the veterinary profession through medical innovation and clinical research; and prepare the next generation of veterinarians.

This House Officer Handbook contains a condensed version of guidelines, duties and responsibilities along with information about benefits and policies of specific interest to you. The Faculty Committee on House Office Resources (FCHOPR) exists to serve as a resource for educational, administrative and personal concerns related to house officer programs. At any time during your program, additional information is available from your program director, mentor(s), or the Associate Dean of Veterinary Medical Services.

Steven L Marks, BVSc, MS, MRCVS, DACVIM Clinical Professor, Critical Care & Internal Medicine Associate Dean & Director, Veterinary Medical Services

Location and Contact Information

The Office of the Associate Dean & Director of Veterinary Medical Services is located within the Dean’s suite in the A wing of the main CVM building.

College of Veterinary Medicine 1060 William Moore Drive Campus Box 8401 Raleigh, NC 27607 cvm-houseofficerprograms@ncsu.edu

Websites

● The internal resources webpage is https://cvm.ncsu.edu/internal/house-officer-resources/.

● The internal hospital resources website is https://cvm.ncsu.edu/internal/hospital-staff/

● The Office of Postdoctoral Affairs website is https://grad.ncsu.edu/professional-development/opa/

Staff

Brandi Bush is the House Officer Coordinator. She is your main administrative contact for any questions or concerns (professional or personal). She also serves as Dr. Marks assistant. She can be reached at

bsbush@ncsu.edu

Sue Chiappone is our HR Specialist. She is your contact regarding human resources issues, VIRMP match, and international employment. She can be reached at sjchiapp@ncsu.edu

Danielle Pfaff is our Hospital Administrator. She oversees both small and large animal facilities, implements hospital practices/ policies, ensures safety, and coordinates budget and operations plans. She can be reached at danielle_pfaff@ncsu.edu

A list of key people within CVM, the hospital, and around campus can be found on the internal house officer resources website on the “People” tab: https://cvm.ncsu.edu/internal/house-officer-resources/people/

Curtis Colwell is the Operations Manager of the Equine & Farm Animal Veterinary Center (EFAVC) and the Health & Wellness Center (HWC). He oversees the day-to-day running of all services within the EFAVC and HWC. He can be reached at ccolwel@ncsu.edu

Andrew Jackson is the Executive Assistant to the Hospital Administrator. In addition to supporting the TC business office, he also assists with client/case concerns/complaints. He can be reached at

ajackso6@ncsu.edu

Kelly Vanderlaske is the Director of Small Animal Services. She oversees the day-to-day running of all services within the Terry Center (TC) hospital. She can be reached at kwvander@ncsu.edu

Duties and Responsibilities

Professionalism: https://docs.google.com/document/d/1ag4kc6maFU2NL80VjJ_ncKZTY5cI7qst0FV5N_7Bao8/edit

All NC State Veterinary Hospital (VH) team members are expected to conduct themselves in an ethical and professional manner at all times, and to comply with hospital and University expectations, policies, and procedures. VH team members should strive to enhance their image with respect to their colleagues, clients, other health professionals, and the general public. Individuals are expected to be honest, fair, courteous, considerate, and compassionate.

Expectations for behavior towards fellow hospital employees and veterinary students: Fellow hospital employees and veterinary students are to be treated with respect and courtesy. VH team members are not to employ offensive, upsetting, or distasteful language or gestures. Constructive criticism of fellow VH team members is to take place in private and to that person alone, first, to try to resolve any conflict before involving other parties. Only after this is attempted is their direct supervisor informed. The issue is not to be discussed with others. Seek evidence of your fellow VH team member’s excellence. Praise may be made openly and by anyone if it will not embarrass the individual.

Expectations for behavior toward clients and referring veterinarians (RDVMs): The veterinarian-client-patient relationship is the foundation for the delivery of medical service at the VH. It is expected that all VH team members will treat clients and RDVMs with respect and courtesy. Disparaging remarks about other practices, their veterinarians or staff, business methods, practice philosophies, and specific events are strictly prohibited. Faculty, House Officers, students and staff are not to volunteer an opinion on the medical or animal care provided at other facilities or by other veterinarians. Opinions should only be provided as a formal expert witness in court. Volunteering an opinion may be considered unethical and an individual can be held personally accountable and liable for any opinions volunteered.

There will be instances from time to time when clients are not satisfied with the quality or timeliness of care received at the VH. In addition, there will be instances where RDVMs are dissatisfied with the service provided to them or their clients. Hospital administration will make every effort to investigate each instance of client and/or RDVM dissatisfaction. Refer to VH Standard Operating Procedure 22 – Client/RDVM Complaint for additional information.

Expectations for behavior towards patients (alive and deceased): VH team members should first consider the needs of the patient: to relieve disease, suffering, or disability while minimizing pain or fear. Patients and their remains are to be handled with the gentleness and respect due to a beloved companion. Treat the patients as you would your own pets, both when alive and deceased.

Standard Operating Procedures (SOPs): https://cvm.ncsu.edu/internal/hospital-staff/vh_sop/

There are administrative, clinical and support services SOPs. These outline hospital rules and procedures which have been put together by the supervisors of the hospital departments primarily as a guide and resource for anyone working in the hospital. Please E-mail any

comments, changes or suggestions for improvement to the Hospital Administrator, Danielle Pfaff, Danielle_pfaff@ncsu.edu. Particularly useful ones include, but are not limited to:

● Dress Code (separate ones for SAand LA)

● Client Communication● Assessing/Collecting Client Fees● Adverse Weather● Controlled Substance Ordering,

Dispensing & Disposal

● NCSU Discount & Payment Plan● RDVM Communication● Accident, Incident, and Animal Bite

Reporting● Deceased Patient Disposition &

Process (TC)● Personal Pets at the VH

House Officer Seminar & Rounds

Interns, 2nd year residents, and 3rd year residents will present one 30 minute presentation on their research during their training program (1st year residents and fellows are not expected to present). These presentations occur Thursdays, 8:00am-9:00 am (South Theater, B-112). House officers are expected to attend at least 70% of seminars in order to be eligible for travel funding.

License to Practice Veterinary Medicine https://docs.google.com/document/d/1sDUS0jM7T3eR6lfdZV_Yi1aCCXJdqpaFeosoUPYuS54/edit?usp=s

haring

Hospital privileges are required for all veterinarians (faculty, resident, intern, post-doc or graduate student) engaged in the delivery of individual and population animal healthcare. Hospital privileges are necessary to admit patients, provide treatment and diagnostic support, access to medical records, hospital information systems and hospital vehicles for field service use. In accordance with the North Carolina Veterinary Practice Act, no person shall engage in the practice of veterinary medicine in North Carolina without having first applied for and obtained a license or faculty certificate for such purpose from the North Carolina Veterinary Medical Board (NCVMB).

Veterinary Accreditation

The Council on Education of the American Veterinary Medical Association is the accrediting body for colleges of veterinary medicine. North Carolina State University is accredited by the Southern Association of Colleges and Schools Commission on Colleges to award the associate, baccalaureate, master’s, and doctoral degrees. Contact the Commission on Colleges at 1866 Southern Lane, Decatur, Georgia 30033 or call 404.679.4500 for questions about the accreditation of NC State University.

Additional information about the College’s accreditation status can be obtained from the Associate Dean of Academic Affairs, Dr. Laura Nelson: lnelson3@ncsu.edu

Engaging in Outside Veterinary Practice https://docs.google.com/document/d/12NamfBMyk9kGMEXx348ZfeCyKigCgNKmROzibM04gbE/edit?usp

=sharing

Graduate students, interns, residents and postdoctoral fellows are employed by the College and participate in an intensive training program that involves scholarship and development of a high degree of technical skills. Thus, for these individuals consultation for pay is prohibited because of the time-demand placed on their training program.

6.2.1 House Officers are not permitted to perform external professional activities for pay, including the practice of veterinary medicine outside the CVM, pursuant to the college consulting policy (https://policies.ncsu.edu/regulation/reg-05-20-36/).

House Officer Performance Evaluationshttps://cvm.ncsu.edu/internal/house-officer-resources/evaluations/

Monitoring Progress in Training Program - All House Officers must have an Evaluation Committee for the duration of their appointment. The committee for each House Officer is created within thirty (30) days of hire. A standing evaluation committee is formed and consists of three faculty members with one of those members being the program advisor. This committee seeks input on the house officer’s performance from all clinical services through which the individual has rotated. House officers have the latitude to pick two of their committee members (one should be from a second specialty or discipline); the third committee member is the program advisor. Interns can elect to only have their mentor or program director do their evaluations.

Frequency - Each internship, residency, and fellowship has its own set of goals and expectations. Evaluations are conducted twice a year. House officers must also be proactive and seek opportunities to discuss their progress with their program director.

Criteria - Evaluations generally address knowledge (both basic and applied), clinical ability, sense of responsibility, interpersonal skills (clients, faculty, students, technicians, staff, rDVMs), hospital policies and procedures, teaching skills, and seminar and lecture presentations. Generally, expectations increase with time.

Faculty Committee on House Officer Programs (FCHOPR) - The FCHOPR is responsible for evaluating all internship and residency programs for the college. FCHOP meets monthly (generally the 3rd Thursday of the month). FCHOP also oversees the exit interview process. All house officers must complete an in-person exit interview with committee members prior to completing their program. This committee helps to identify trends and actions needed to improve program culture.

Consequences of Unsatisfactory Performance - House Officers are expected to meet standards each category. Suggestions for improvement with a reasonable time frame should be addressed for categories that need improvement (please describe specific actions required, their date on implementation, and their anticipated outcome). There should be evidence of improvement at the time of the next evaluation in each category needing improvement. If an overall evaluation of the house officer does not meet standards at any time, a review of the House Officer by the Faculty Committee on House Officer Program Resources and the Associate Dean & Director of Veterinary Medical Services is required within two (2) weeks to determine whether the House Officer will continue in his/her program.

7.1.1 A House Officer may be discharged for cause. Stated causes for discharge shall include, but not necessarily be limited to, incompetence, unsatisfactory performance, neglect of duty, or misconduct that interferes with the capacity of the appointee to perform effectively the requirements of his or her appointment, violations of NC State policies, rules or regulations, and failure to meet the expectations as set forth in Section 6 of the policy. Discharge for cause is to be preceded by written notice of intent to discharge (https://policies.ncsu.edu/regulation/reg-05-20-36/).

Grievance Procedure - When a House Officer has been notified of the intent to discharge him or her for cause, the Dean or the Dean’s designee may place the appointee on administrative leave with pay. Within five (5) business days of receiving the notice of intent to discharge, the House Officer may file a written request with the Dean or Dean’s designee for a meeting. Within

five (5) business days of receiving the request from the House Officer, the Dean or Dean’s designees will hold a meeting in order to allow the House Officer the opportunity to respond to the proposed discharge. The Dean or the Dean’s designee will make a final decision in writing within ten (10) business days of the meeting. If the decision of the Dean or the Dean’s designee is to discharge the House Officer, then the House Officer may be discharged without further review.

Procedure for Workplace Concerns -

1. The House Officer should make a reasonable effort to resolve the matter through directdiscussions with his/her advisor.

2. The House Officer is encouraged to utilize mediation services available, free of chargethrough the university. Mediation services that support the informal resolution ofworkplace concerns are available through Human Resource’s Employee Relations unit.

3. If the matter is not adequately resolved by discussion with the advisor or throughmediation, the House Officer may formally request review by the advisor’s departmenthead, center director or other unit administrator directly responsible for the House Officeradvisor’s professional activities. Such a request must be accompanied by a writtenstatement describing the matter of concern, the supporting facts, the disposition of priordiscussions, and the desired resolution. The responsible department head, centerdirector or other unit administrator responsible shall review the matter promptly andprovide a written response outlining the reasons for the decision.

4. If still unresolved, the House Officer may formally request resolution from the CVM Deanor designee. Such a request must be filed within five (5) business days of the previousdecisions and accompanied by a written statement describing the matter of concern, thesupporting facts, and the disposition of prior discussions. The Dean or designee shouldmeet with the House Officer within five (5) business days of receiving the request todiscuss the concern. The Dean or other designee shall review the matter within ten (10)business days, providing a written response outlining the reasons for the decision. Suchdecision shall be final and there shall be no further review.

Employee Benefits

Health and Life Insurance - Health insurance is offered to House Officers, who are paid through the University payroll system, through the Post Doc Medical Plan. To be covered under this benefit plan, House Officers must be on an active, paid assignment of at least .75 FTE. Dependents may be covered under this health plan as long as the House Officer participates; however, dependent premiums are not payroll deducted and must be paid by bank draft directly to the plan administrator. Health insurance coverage is effective on the first day of the month following the hire date and ends the last day of the month in which the postdoctoral appointee terminates (unless the termination date is the first of the month; then the coverage ends on the first of the month). If applicable, a waiting period may apply for pre-existing conditions for new House Officers and covered dependents. House Officers are expected to first use Student Health Services for their medical needs prior to seeking services from an off-campus provider; more information about the Post Doc Medical Plan is available online: https://benefits.hr.ncsu.edu/postdoc-health-insurance/. House Officers who are not paid through NC State are not eligible to enroll through the university but may be able to obtain payment for their health insurance through arrangements with the funding agency.

NCSU Senior Benefits Consultant for Post Docs: Kaprina Mitchell, 919-515-4311, ksmitch2@ncsu.edu

Dental - Separate dental insurance is also available for House Officers: http://www.campus-smiles.com/ncstate

Vacation - Full-time (1.0 FTE) House Officers earn one (1) day of paid time off for annual leave monthly, for a total of twelve (12) annual leave per year. Leave is prorated for part-time House Officers who work half-time or more (.50-.99 FTE). Leave accrual and use must be tracked in the HR Web Leave system. The maximum number of unused days of annual leave that a House Officer may accrue and carry forward from one calendar year to the next shall be twenty-four (24) days. Once the House Officer exceeds twenty-four (24) days of annual leave, the remainingdays will be converted to sick leave at the end of the calendar year. Unused annual leave willnot be paid out when the House Officer appointment ends and will not be converted or carriedforward if the House Officer subsequently accepts a regular EHRA or SHRA position at theUniversity.

Sick Leave – Full-time (1.0 FTE) House Officers earn one (1) day of sick leave monthly, for a total of twelve (12) sick leave days per year. Leave is prorated for part-time House Officers who work half-time or more (.50-.99 FTE). Leave accrual and use must be tracked in the HR Web Leave system. Accrued, unused sick leave carries forward without a limit within the term of appointment. Unused sick leave will not be paid out when the House Officer appointment ends and will not be converted or carried forward if the House Officer subsequently accepts a regular EHRA or SHRA position at the University.

Leave of Absence - House Officers are eligible for family and medical leave as outlined in the Family Medical Leave guidelines or as required by law. In the event a leave is necessary due to personal illness or to attend to an immediate family member's illness, this should be discuss with the house officer’s program director and Human Resources since an extended leave may affect a clinical trainee’s ability to complete his or her training on schedule or to continue in a clinical trainee position.

Professional Liability Insurance - The College of Veterinary Medicine’s employees are covered for liability/negligence claims through the North Carolina Defense of State Employees Act. This Act provides for the defense, representation and indemnification of state employees who are acting within the course and scope of their duties and are sued in their official or individual capacities. For more information on the Defense of State Employees Act, go to: https://www.ncsu.edu/general_counsel/legal_topics/DefenseofStateEmployeesandInsurance.php

The College of Veterinary Medicine also carries Veterinary Professional Liability Insurance for high value malpractice claims. Similar to the Defense of State Employees Act, this insurance is intended to protect and cover employees who are acting in the course and scope of their duties and are sued as a result of their provision of veterinary medical services. The Veterinary Professional Liability coverage becomes the primary coverage for College of Veterinary Medicine employees when the value of the claim exceeds $50,000.00.

In addition, the College of Veterinary Medicine now self-insures for Veterinary License Defense. The College works with NC State’s Office of General Counsel to retain an outside law firm for representation of its veterinarians when a disciplinary complaint is made to the North Carolina Veterinary Medical Board against a veterinarian’s license. The College will pay up to $25,000.00 in legal fees and reasonable costs for the defense of a disciplinary complaint.

Workman’s Comp – If you are injured while performing your duties and the employee needs medical attention they should go to one of the facilities listed on the Medical Authorization form (https://hr.ncsu.edu/wp-content/uploads/2017/06/supervisors-medical-treatment-authorization.pdf) which must be signed by the supervisor and accompany the individual seeking medical attention. Medical treatment received at any other facility could result in a non-payment by the University.

When an employee seeks medical attention for an injury please see: https://benefits.hr.ncsu.edu/workers-compensation/. All doctor’s notes/reports and medical bills for Workman’s Compensation claims must immediately be sent to CVM-HR.

Perks & Discounts

WolfPerks: https://benefits.hr.ncsu.edu/wellness-recognition-perks/wolfperks/

The WolfPerks Program is designed to save NC State University Faculty & Staff money on products and services both locally and nationally. Includes offers:

● Discounted athletics tickets ● Discounted arts performances and

classes ● Computer purchases via interest-

free monthly payments ● Dental care● Massage therapy● Cellular service discounts through

AT&T, Sprint, and Verizon Wireless● Wolfpup child care program● Local entertainment discounts (i.e.

American Dance Festival, the

Durham Performing Arts Center, the North Carolina Symphony, Carolina Railhawks soccer, the Carolina Hurricanes and the Durham Bulls)

● Financial discounts and services● Moving with the Pack is a program

that assists employees with finding,buying, selling or financing a home.

● Shopping discounts (i.e. Sam’sClub/BJs Warehouse)

● Amusement park admissiondiscounts

Wellness

Pack Essentials - NC State and campus partners have developed many programs to support students/house officers in need of food, housing, financial, and educational security: https://dasa.ncsu.edu/pack-essentials/

● Food and Housing: https://dasa.ncsu.edu/pack-essentials/campus-food-resources/● Financial: https://dasa.ncsu.edu/pack-essentials/campus-financial-resources/● Education: https://dasa.ncsu.edu/pack-essentials/campus-educational-resources/● Miscellaneous Campus Resources: https://dasa.ncsu.edu/pack-

essentials/miscellaneous-campus-resources/

Coping with Stress and Burnout as a Veterinarian - An evidence-based book by Dr. Nadine Hamilton that is offered to all house officers to increase their well-being. The book is written to educate veterinarians on how to develop protective attitudes, enhance well-being, and increase coping skills. Topics covered include financial issues, dealing with clients, performing euthanasia, and other day-to-day stressors.

Ombuds Services – https://ombuds.dasa.ncsu.edu/

The Ombuds assist students/postdocs of the NC State community to resolve problems related to their working and learning experience. The Ombuds office has three primary roles:

1. to be a confidential resource, a sounding board that provides information, discussesuniversity policies and procedures, and helps students resolve situations - ideally beforethey escalate,

2. to serve as a listening post for systemic concerns and to bring these to the attention ofthe university, and

3. to be an outreach educator; that is, someone who is available to present to campusgroups on issues related to conflict, controversy, and communication. That includesdiversity and inclusion, and how to be effective in difficult dialogues.

Mental Health Resources – At CVM we are lucky to have clinical counselors built into our infrastructure. Both Laura Castro and Rebecca Maher can provide you with a referral for services:

● Laura Castro, MSW, LCSW, Clinical Counselor, lncastro@ncsu.edu, 919-513-6008● Rebecca S. Maher, MSW, LCSW, Family and Community Services, rsmaher@ncsu.edu,

919-513-3901● University of Tennessee Veterinary Social Work program - Any veterinarian, not just

Tennessee graduates, can contact a veterinary social worker at the University ofTennessee, Knoxville School of Veterinary Social Work. Call 1-865-755-8839 duringbusiness hours, or email vetsocialwork@utk.edu

● If you have the postdoc health plan, you can access mental health services throughMagellan Behavioral Health: 1-800-359-2422

Emergency & Crisis Intervention Contacts -

● NC State Counseling Center: 919-515-2423● University Police: 919-515-3000 or 911● Wake County Mobile Crisis Unit: 877-626-1772

APPENDIX A - INTERPERSONAL RELATIONSHIPS

While close working relationships are encouraged among faculty, staff, and students, it is misconduct, subject to disciplinary action, for an individual to exercise direct supervisory, evaluational, instructional, and/or advisory responsibilities; or participate in hiring, retention, promotion, or award decisions, for someone with whom there exists an amorous relationship or to whom they are related by blood, law, or marriage. Both the fact and semblance of any exploitation must be avoided. The relative difference in power, actual or perceived, in working relationships must be recognized by faculty and staff, and must not be employed to anyone's advantage or disadvantage.

For additional guidance, see NCSU POL 04.20.6, Interpersonal Relationships among Faculty, Staff and Students

APPENDIX B - REG 05.20.36

REG 05.20.36 – College of Veterinary Medicine (CVM) House Officers

Authority: Executive Vice Chancellor and Provost

History: First Issued: August 9, 2011.

Related Policies: Family Medical Leave NCSU REG04.20.07 – Adverse Weather and Other Emergency Conditions NCSU POL04.25.05 – Equal Opportunity and Non-Discrimination Policy Statement NCSU POL10.00.02 – Research Policy NCSU REG01.25.01 – Conflicts of Interest and Conflicts of Commitment NCSU REG04.25.06 – Discrimination and Harassment Prevention and Response Training NCSU REG05.00.01 – New Employee Orientation NCSU REG05.00.02 – Reasonable Accommodations in Employment NCSU REG05.15.01 – Procedures for Establishing EHRA Positions NCSU REG05.35.01 – Mediation Procedure for Faculty and Staff NCSU REG10.10.08 – Postdoctoral Scholars

Additional References: Office of Postdoctoral Affairs (OPA) NCGS § 126 – State Personnel System International Employment U.S. Citizenship and Immigration Services UNC Voluntary 403b Program NCSU Benefits Office NC Deferred Compensation Plan (457) Appendix 1.0 – House Officer – Offer Letter Appointment Addendum – House Officer

Contact Info: Associate Dean and Director of Veterinary Medical Services (919-513-6211)

1. INTRODUCTION

1.1 The College of Veterinary Medicine (CVM) at North Carolina State University (NC State) provides for house officers to be appointed to positions within the CVM. House Officers include interns or residents that are part of post-Doctor of Veterinary Medicine (DVM) degree clinical training programs. House Officers gain important training and research experience through their relationship with NC State in ways that support and fulfill the research and scholarship missions of the institution. House Officers receive training, through an apprenticeship model, under the supervision of a faculty member who serves as an advisor and chair of the Faculty Committee on House Officer Programs (FCHOP). House Officer appointments are viewed as preparatory for full-time careers in general veterinary practices, specialty veterinary referral centers, institutional, industrial or public practice. This regulation describes the terms and conditions of House Officer appointments.

1.2 Although CVM House Officer appointments are classified as having postdoctoral status, other postdoctoral scholars (NCSU REG10.10.08 – Postdoctoral Scholars) are not covered by this regulation.

2. GENERAL PROVISIONS FOR APPOINTMENT TO A HOUSE OFFICER POSITION

2.1 The requirements for an appointment to a House Officer position are as follows:

2.1.1 the appointee has received a DVM or equivalent degree;

2.1.2 the appointment is temporary;

2.1.3 the appointment involves substantial clinical training and research;

2.1.4 the appointment is viewed as preparatory for a general or specialty veterinary intuitional;

2.1.5 industrial or public practice;

2.1.6 the appointee works under the supervision of a scholar or a department in a university; or

2.1.7 similar research institution (e.g., national laboratory, NIH, etc.); and

2.1.8 the appointee is expected to publish the results of his/her research or scholarship during the period of appointment, in consultation with his/her advisor.

2.2 A House Officer must have been awarded a DVM or equivalent doctorate (e.g., VMD, BVSc) by an American Veterinary Medical Associate (AVMA) Council on Education accredited program, or by a “Recognized School of Veterinary Medicine” as defined by the AVMA.

2.3 Creation of a House Officer Appointment

2.3.1 New House Officer positions of .50 FTE or higher must be established in the HR System for tracking purposes. Vacant House Officer position tracking numbers may be used on a recurring basis by a college or department rather than creating new positions with every appointment.

2.4 Recruitment and Appointment of House Officers

2.4.1 Most House Officers are selected using the Veterinary Internship Residency Matching Program (VIRMP), which is a web-based application and selection system sponsored by the American Association of Veterinary Clinicians. Open recruitment through NC State’s online employment system may also be utilized, although it is not required since House Officer positions are both temporary and highly-specialized. CVM will also publicize House Officer vacancies on the CVM website and also utilize professional networks in order to identify qualified candidates and to promote equal opportunity and diversity.

2.5 Offers of Appointment

2.5.1 No written offer of appointment may be made to a House Officer without prior endorsement from the Associate Dean & Director of Veterinary Medical Services or a designee and must comply with applicable university policies.

3. HOUSE OFFICER TITLES, DEFINITIONS, AND JOB CODES

3.1 A House Officer must hold one of the following approved titles. [the term, “House Officer,” broadly refers to all house officers throughout this regulation; however, there are distinct classifications based on the responsibilities and length of program].

3.1.1 Intern – An individual who is engaged in a broad-based, one-year program of flexible rotating clinical instruction beyond the professional degree (e.g., DVM). The program is structured to provide practical experience in applying knowledge gained during veterinary college in a supervised environment.

3.1.2 Resident – An individual who is engaged in a two to three year program in a specialized field of clinical study. A residency is designed to provide advanced clinical instruction in a specialty of veterinary medicine leading to board certification.

3.1.3 No-Pay Intern/Resident – an individual who receives funding directly from a sponsoring agency and is not compensated through the NC State payroll system though he/she conducts activities or training at CVM in the role of intern/resident.

3.1.4 Postdoctoral appointees are assigned to the following job (JCAT) codes with the Human Resources system:

3.1.4.1 “(932X01)” if an Intern;

3.1.4.2 “(908X00)” if a Resident;

3.1.4.3 None required if a No Pay Employee.

4. HOUSE OFFICER APPOINTMENTS

4.1 Terms and Conditions of Appointment

4.1.1 Except for Articles 6 and 7 of Chapter 126 of the North Carolina General Statutes (State Personnel System), House Officer appointees are not subject to the State Human Resources Act.

4.1.2 House Officer appointments are “at-will” and subject to continuation or discontinuation at the discretion of the Dean or the Dean’s designee. House Officer appointments, though at- will, may not exceed five (5) years total. If the position is contingent upon the continued availability of non-state appropriated funds to support the position, the appointment letter must state that continuation of the House Officer appointment is contingent upon the continuing availability of such funds to support the position, shall specify the source of such funds, and shall state that the effect of such contingency may apply without the additional notice otherwise required by Section 4.1.6 below.

4.1.3 All House Officer appointments are contingent upon:

4.1.3.1 verification of the individual’s academic credentials;

4.1.3.2 verification of the individual’s eligibility to work and be paid in the United States; and

4.1.3.3 a satisfactory background check.

4.1.4 If any of the above-listed contingencies are not met, the House Officer appointment will not go into effect or, if the House Officer has begun employment, the appointment shall be terminated immediately.

4.1.5 All House Officers must have an Advisory Committee for the duration of their appointment. Evaluations are conducted twice a year. The committee for each House Officer is created within thirty (30) days of hire.

4.1.5.1 For most CVM interns, a standing advisory committee is formed and consists of three faculty members with one of those members being the program advisor. This committee seeks

input on the intern’s performance from all clinical services through which the individual has rotated. Other interns have the latitude to pick two of their committee members; the third committee member is the program advisor.

4.1.5.2 A residency Advisory Committee will also consist of at least three members. The Advisory Committee will be comprised of the advisor and one other faculty member from the primary specialty and a faculty member from a second specialty or discipline. The advisor will serve as chairperson of the committee and will seek input from all faculty involved in that training program. The advisor and committee members will assume responsibility for the house officer’s professional development until requirements for the House Officer program are complete.

4.1.6 The advisor will be responsible for seeing that all essential meetings are conducted, and that progress reports are submitted. All evaluations for the House Officer will be maintained in the office of the Associate Dean and Director of Veterinary Medical Services. Copies of evaluations will be provided to department heads when requested.

4.1.7 Unless the “at will” appointment ends in accordance with Section 7 below (i.e., discharge for cause), discontinuation shall be subject to notice as follows:

4.1.7.1 no less than thirty (30) calendar days notice prior to discontinuation of appointment or the payment of severance pay for thirty (30) days;

4.1.7.2 in the second, third, fourth and fifth year of the appointment, no less than sixty (60) calendar days notice prior to discontinuation of appointment or the payment of severance pay for sixty (60) days;

4.1.7.3 benefits are not continued beyond the last working day if severance is paid in lieu of notice.

4.1.8 The Dean or the Dean’s designee has the discretion to determine whether the notice will be a working notice or whether the payment of severance will be made.

4.1.9 House Officers may end their employment at any time for any reason but are expected to give at least thirty (30) calendar days notice.

4.2 House Officers Not Paid by the University

4.2.1 “No-pay” appointments can be established for House Officers who are not paid directly through NC State’s payroll system but who receive funding directly from an outside agency. The no-pay appointment provides such externally-funded House Officers with access to NC State’s information technology resources, gym, library and other campus resources.

4.3 Appointment Letter – See Appendix 1.0 for the House Officer Offer letter template.

4.3.1 The CVM Dean or the Dean’s designee (e.g., Associate Dean and Director of Veterinary Medical Services) appoints an individual to a House Officer position by using a letter that must include the following:

4.3.1.1 Designation of the appointment as “at-will”, 12 month service obligation and subject to continuation or discontinuation at the discretion of the Dean;

4.3.1.2 Stating that the House Officer appointment (individually and cumulatively) shall not exceed five (5) years total;

4.3.1.3 Statement that the appointment is contingent upon the verification of educational credentials, satisfactory background check, successfully obtaining a “Faculty Certificate” or North Carolina Veterinary Medical License, and availability of non-state appropriated funding (if applicable);

4.3.1.4 The conditions regarding subsequent or continued appointment, if any; and

4.3.1.5 Salary and benefits information.

5. SALARY REQUIREMENTS FOR HOUSE OFFICERS

5.1 The CVM strives to provide House Officers’ with salaries that are competitive with other higher education institutions in NC State’s peer group. Base salary levels for House Officers will be reviewed periodically by the Associate Dean and Director of Veterinary Services by compiling salary data from other peer intuitions.

5.2 Base rates are determined by the Associate Dean and Director of Veterinary Services and approved through the Faculty Committee on House Officer Program (FCHOP), pending review of compensation data of peer institutions. All House Officers who are paid through NC State payroll and from university funds receive the same percentage increase when salary increases are authorized.

5.3 Compensation data from peer institutions will be collected and evaluated by the Associate Dean and Director of Veterinary Medical Services every two (2) years.

6. EXPECTATIONS OF HOUSE OFFICERS APPOINTEES

6.1 NC State has adopted the following performance expectations for House Officers:

6.1.1 Conscientious fulfillment of agreed-upon duties;

6.1.2 Adherence to ethical standards of research and scholarship;

6.1.3 Adherence to House Officer Guidelines put in place by the Faculty Committee on House Officer Programs (FCHOP) and all other applicable University policies, rules and regulations on research and research-sponsored activities;

6.1.4 Observation of established federal, state and municipal regulations and guidelines for research involving hazardous materials, human subjects or animals;

6.1.5 Open and timely discussion with advisors regarding the House Officer’s individual development plan, research progress, distribution of materials, or any disclosure of finding or techniques privately or in publications;

6.1.6 Publication of the results of his or her research or scholarship during the period of appointment in consultation with his or her mentor;

6.1.7 Collegial conduct towards co-workers;

6.1.8 Compliance with all applicable University policies and procedures; and

6.1.9 Prior to resignation, it is expected that the House Officer provide at least thirty (30) calendar days written notice.

6.2 Potential Conflict of Interest Activities

6.2.1 House Officers are not permitted to perform external professional activities for pay, including the practice of veterinary medicine outside the CVM, pursuant to the college consulting policy.

6.2.2 Annually, House Officers are required to file a Conflict of Interest disclosure by completing the on-line disclosure form. NCSU REG01.25.01 – Conflicts of Interest and Conflicts of Commitment.

7. DISCHARGE

7.1 Discharge

7.1.1 A House Officer may be discharged for cause. Stated causes for discharge shall include, but not necessarily be limited to, incompetence, unsatisfactory performance, neglect of duty, or misconduct that interferes with the capacity of the appointee to perform effectively the requirements of his or her appointment, violations of NC State policies, rules or regulations, and failure to meet the expectations as set forth in Section 6 of the policy. Discharge for cause is to be preceded by written notice of intent to discharge. When a House Officer has been notified of the intent to discharge him or her for cause, the Dean or the Dean’s designee may place the appointee on administrative leave with pay. Within five (5) business days of receiving the notice of intent to discharge, the House Officer may file a written request with the Dean or Dean’s designee for a meeting. Within five (5) business days of receiving the request from the House Officer, the Dean or Dean’s designees will hold a meeting in order to allow the House Officer the opportunity to respond to the proposed discharge. The Dean or the Dean’s designee will make a final decision in writing within ten (10) business days of the meeting. If the decision of the Dean or the Dean’s designee is to discharge the House Officer, then the House Officer may be discharged without further review.

8. PROCEDURE FOR WORKPLACE CONCERNS UNLESS COVERED BY ANOTHER NCSTATE POLICY, RULE OR REGULATION

8.1 A House Officer may use the following procedures to address matters of workplace concern related to his/her appointment:

8.1.2 The House Officer should make a reasonable effort to resolve the matter through direct discussions with his/her advisor.

8.1.3 The House Officer is encouraged to utilize mediation services available, free of charge through the university. Mediation services that support the informal resolution of workplace concerns are available though Human Resource’s Employee Relations unit.

8.1.4 If the matter is not adequately resolved by discussion with the advisor or through mediation, the House Officer may formally request review by the advisor’s department head, center director or other unit administrator directly responsible for the House Officer advisor’s professional activities. Such a request must be accompanied by a written statement describing the matter of concern, the supporting facts, the disposition of prior discussions, and the desired resolution. The responsible department head, center director or other unit administrator responsible shall review the matter promptly and provide a written response outlining the reasons for the decision.

8.5 If still unresolved, the House Officer may formally request resolution from the CVM Dean or designee. Such a request must be filed within five (5) business days of the previous decisions and accompanied by a written statement describing the matter of concern, the supporting facts, and the disposition of prior discussions. The Dean or designee should meet with the House

Officer within five (5) business days of receiving the request to discuss the concern. The Dean or other designee shall review the matter within ten (10) business days, providing a written response outlining the reasons for the decision. Such decision shall be final and there shall be no further review.

9. EVALUATION OF THE RESIDENCY TRAINING PROGRAM

9.1 The FCHOP will review individual House Officer Programs and recommend revisions or modifications. FCHOP will invite all interns and final-year residents to attend an unbiased exit interview during the last month of their program. FCHOP will forward the results of these interviews to respective department heads, advisors, and the Associate Dean and Director of Veterinary Medical Services.

10. BENEFITS AND LEAVE PROVISIONS

10.1 The benefits and leave provisions currently provided to House Officers are outlined below. Benefits offered through the university or the State are subject to change or discontinuation at any time.

10.2 Retirement

10.2.1 House Officers may participate in the UNC System Voluntary 403(b) Program and the North Carolina Public Employee Deferred Compensation Plan provided under Section 457 of the Internal Revenue Code.

10.3 Health Insurance

10.3.1 Health insurance is offered to House Officers, who are paid through the University payroll system, through the Post Doc Medical Plan. To be covered under this benefit plan, House Officers must be on an active, paid assignment of at least .75 FTE. Dependents may be covered under this health plan as long as the House Officer participates; however, dependent premiums are not payroll deducted and must be paid by bank draft directly to the plan administrator. Health insurance coverage is effective on the first day of the month following the hire date and ends the last day of the month in which the postdoctoral appointee terminates (unless the termination date is the first of the month; then the coverage ends on the first of the month). If applicable, a waiting period may apply for pre-existing conditions for new House Officers and covered dependents. House Officers are expected to first use Student Health Services for their medical needs prior to seeking services from an off-campus provider; more information about the Post Doc Medical Plan is available online. House Officers who are not paid through NC State are not eligible to enroll through the university but may be able to obtain payment for their health insurance through arrangements with the funding agency. Dental insurance is also available for House Officers.

10.4 Types of Leave

10.4.1 Full-time (1.0 FTE) House Officers earn one (1) day of paid time off for annual leave and one (1) day of sick leave monthly, for a total of twelve (12) annual leave days and twelve (12) sick leaves days per year. Leave is prorated for part-time House Officers who work half-time or more (.50-.99 FTE). Leave accrual and use must be tracked in the HR Web Leave system.

10.4.1.1 The maximum number of unused days of annual leave that a House Officer may accrue and carry forward from one calendar year to the next shall be twenty-four (24) days. Accrued, unused sick leave carries forward without a limit within the term of appointment. Once the House Officer exceeds twenty-four (24) days of annual leave, the remaining days will be converted to sick leave at the end of the calendar year.

10.4.1.2 Unused annual and sick leave will not be paid out when the House Officer appointment ends and will not be converted or carried forward if the House Officer subsequently accepts a regular EHRA or SHRA position at the University.

10.4.1.3 House Officers are subject to the Veterinary Teaching Hospital (VTH) official holidays and closings per active clinical assignment. House Officers who do not have an active clinical assignment will adhere to the NC State official holidays and closings.

10.4.1.4 House Officers are subject to NCSU REG04.20.07 – Adverse Weather and Other Emergency Conditions. House Officers are considered essential personnel as determined by their clinical assignment.

10.4.1.5 House Officers are eligible for family and medical leave as outlined in the Family Medical Leave guidelines or as required by law.

10.4.1.6 House Officers are not subject to or eligible for shared leave, community service leave, family illness leave, or other leave provisions applicable to EHRA employees unless stated otherwise in the regulation or as required by Federal or State law.

11. OTHER PROVISIONS APPLICABLE TO HOUSE OFFICERS

11.1 Except as otherwise addressed in this regulation, House Officers are governed by the same university policies and regulations that apply to permanent EHRA or SHRA employees, including but not limited to conflict of interest, research activities, research misconduct, intellectual property and technology transfer. Information applicable to international House Officers can be found through NC State’s International Employment Office and the U.S. Citizenship and Immigration Services.

APPENDIX C – PROFESSIONAL LIABILITY INSURANCE LETTER

APPENDIX D – EMERGENCY & ASSISTANCE RESOURCES

In the event of an emergency on campus:

● Terry Center – Kelly VanDerlaske, Director of Small Animal Clinical Services (cell: 919-618-4966)

● Health & Wellness Center or EFAVC – Curtis Colwell, Operations Manager, EFAVC andHWC (cell: 919-586-5188)

All Standard Operating Procedures: https://cvm.ncsu.edu/internal/hospital-staff/vh_sop/

Frequently used VH forms: https://cvm.ncsu.edu/internal/hospital-staff/frequently-used-vh-forms/

● Administrative Write-off Form● Animal Bite Form● Client Assistance Application● Client Assistance Information

Handout● Faculty-House Officer Invoice● Funding Request Form● Incident Report Form.doc● Leave Request.xls● MRI Procedure Patient Screening

Questionnaire● Overtime Log-Optional Tool for

Supervisors

● Overtime Payout Confirmation Form● Petco Cancer Treatment Client

Agreement Form● Post Anesthesia Checklist.pdf● Rabies Zoonoses Contact Log● Radiation Oncology Request

Form.pdf● Reimbursement Form.xlsx● Seminar and Meeting Approval.doc● Surplus & Equipment Storage

Request Form.pdf● Travel Authorization-Reimbursement

Form.doc

House Officer Resources Website: https://cvm.ncsu.edu/internal/house-officer-resources/

● Evaluationso Program Evaluation of House Officer (form available for download)o House Officer Committee Declaration Sheet (form available for download)o House Officer Evaluation of Program

● Frequently Asked Questions:o Do we have professional liability insurance coverage as CVM employees?o How do I get COBRA coverage after I finish my program?o Do house officers have mailboxes? What is my mailing address at CVM?o How do I request and enter absences into the WolfTime leave system?o How do I get hospital privileges?o How do I request a hospital service closure?o How do I request an update to a page on the public website? House Officer

Resources internal website?o How do I update my directory profile on the public website?o How do switch from a NCVMB faculty certificate to a full license?o My NC Veterinary Medical Board (NCVMB) license needs to be renewed. What

do I do?o My NC Veterinary Medical Board (NCVMB) faculty certificate needs to be

renewed. What do I do?o Who can sign my Public Service Loan Forgiveness (PSLF) employment

certification form?o How do I determine how much in taxes will be deducted from my paycheck

o Are there internal department pages?o I am buying a house/car and/or applying for student loan deferment...how do I

get proof that I am in employed in a training program?

● FCHOPR – list of committee members and meeting information

● People:o Administrative – questions about administrative and program logistics can be

answered by Brandi Bush 513-6211 or bsbush@ncsu.edu

o Human Resources – employment verification for forms and employee relationissues can be handled by Sue Chiappone at 513-6020 or sjchiapp@ncsu.edu

o Travel – question about travel authorizations/reimbursements and pre-prepayment options should go to Tammie Harrison, Travel AccountingTechnician: 513-6809, tbharri4@ncsu.edu

o Benefits - Questions about Postdoc benefits should go to Kaprina Mitchell,Senior Benefits Consultant, 515-4311, ksmitch2@ncsu.edu

o UVIS/VH apps – a supervisor or the new hire should submit an online facultyUVIS access request so they can see patient records and access other VHapplications. These take 24 hours to process or Patti Andrews should becontacted for expedited access (1-2 hours): plandrew@ncsu.edu

o Hospital Badge Access & Keys – Tyler Johnson (tjjohns7@ncsu.edu)coordinates access to the CVM campus buildings and the locking mechanismson the doors. He will need the information from the front and back of your IDbadge if you are experiencing access issues. In order to obtain pharmacyaccess, permission must also be obtained by the Pharmacy Assistant Director,Dan Aber. In order to obtain large animal hospital access, permission must alsobe obtained by the EFAVC and HWC Operations Manager, Curtis Colwell.

o RIS – Scarlett Robinson (smrobin2@ncsu.edu) coordinates our RadiologyInformation System training (you must schedule training with her). TheDiagnostic Imaging Service provides image acquisition and interpretationexpertise in multiple imaging modalities including Digital Radiography (CR,DX),Digital Fluoroscopy (RF,XA), Diagnostic Ultrasound (US), ComputedTomography (CT), Nuclear Medicine (NM) and Magnetic Resonance Imaging(MRI). RIS training allows clinicians to view images and reports from anycomputer throughout the hospital, minutes after they are acquired.

o Pagers – Tanya Carr (tbcarr@ncsu.edu) coordinates pagers and the pagerlisting. Upon arrival, you can either get an actual, physical pager or chose to useyour cell phone to receive pages. If you choose to accept pagers via your cellphone, she will need to know your phone number as well as your mobile carrier

o CRESS – Aly Brinley (cvm-clinicalcoordinator@ncsu.edu) is the Clinical CourseCoordinator in charge of the online performance evaluation system for fourth

year DVM students (CRESS)

o Omnicell – to request login information for the pharmacy controlled drug dispensing machines, please contact Dan Aber: dsaber@ncsu.edu

o Scrubs/Lab Coats/End-of life Options – Materials management (i.e. purchasing, asset, and inventory management), please contact Brandon Moore mbmoore4@ncsu.edu

o Laser Training – John Ladner arranges laser training: joladner@ncsu.edu

o Website Photo – You name will automatically be listed in the CVM directory on our website once you are hired. If you would like a photo, please schedule a time to have yours taken with John Joyner: jejoyne3@ncsu.edu

o Website Updates – If you need to▪ Take a photo for the website: https://go.ncsu.edu/cvm-directory-

headshots▪ Update your directory information: https://go.ncsu.edu/cvm-directory-

update▪ Change information on the public website, please contact Mike

Charbonneau: mrcharbo@ncsu,edu

o Medical Records – For assistance in medical records, contact Valerie Basham: veball@ncsu.edu

VH Apps: https://webapps.cvm.ncsu.edu/uvis31/

1. Communications & Contact Info

a. After Hours Contact Number Search

b. After Hours On Call List

c. Client Communications

d. Client Communications Email Tracking Report

e. Client Contact List by Clinician

f. Send Pages or Text Messages

g. Service Contact Numbers

h. Service Information Page

i. Ongoing Clinical Studies

2. Appointments, Billing & Census

a. Appointment Schedule

b. Daily Census by Service

c. Hospital Billing Manuals

3. Anesthesia, Surgery & MRI

a. Anesthesia

i. Anesthesia Only Request

ii. Pre Anesthesia Checklist

iii. View Anesthesia Schedule

b. Surgery

i. Surgery Request

ii. Surgery Equipment ONLY Request

iii. Surgery Equipment Locator

c. MRI Requests and Schedule

i. MRI Only Request and Checklist

ii. View MRI Schedule

4. Lab Test Related

a. Alphabetical Lab Test Listing

b. Autopsy Log Menu

c. Clinical Pathology Search

d. Discharge Summary/Lab Test Search by Patient

e. Emergency CYTO Worksheet

f. Gross Rounds Reports

g. Hold Sample List

h. Laboratory Test Status Search

i. Labs Flowsheet by Patient Id

j. Lab Search Request Form

5. After Hours Additional Compensation

a. After Hours Additional Compensation Request

6. Medical Record & Discharge

a. Blood Bank

b. Colic and Digestive Disease Program

c. Discharge Summary Search by Data

d. Discharge Summary/Lab Test Search by Patient

e. Discharge Template Lookup

f. Emergency Transfers

g. Incomplete Medical Records

h. LA On Clinics

i. Pre-UVIS Case Search (THIS)

j. Quick Patient Case Search

k. Rabies Form

l. Rehab Consult Form

m. Search for Patients by Location

7. Pharmacy Related Links

a. Antimicrobial Drugs and Dosages

b. Available Patient Education Handouts

c. Controlled Drugs (Requiring Disposition)

d. Drug Information Request

e. Inpatient Drug List

f. Medication Errors

g. Pharmacy OTC Order Form

h. Pharmacy Items on Back Order

8. Central Supply

a. VH Product Backorder Log

b. Purchases by Product (Inventory Ordering)

c. SA Food Order

9. Manuals & Resources

a. VHC Manuals

i. Standard Operating Procedures (SOP)

ii. Frequently Used Forms

iii. Infectious Disease Control

b. UVIS

i. Access/Authorization Form

ii. Tutorial Pocket Cards

c. Antibiograms

i. Small Animal

ii. Large Animal

iii. SA-Derm

iv. SA-Urine

d. Miscellaneous

i. Hospital Board Minutes