The Outcomes Logic Model An Approach for Program

The Outcomes Logic Model: An Approach for Program Planning and Evaluation Add your Project title here: NFG. Program of peer mentorship. what factors affect career satisfaction and faculty retention? and how does this specific NFG intervention impact career satisfaction, engagement, scholarly work and retention? INPUTS Program investments OUTPUTS Activities IMPACT OUTCOMES Implementation Immediate Long term Intermediate What we invest and what we do What results we achieve xx Purpose: provide guidance, mentorship, support, reuse/repurpose edu curricula, teaching, scholarly work, QI at our individual sites. Assumptions 1. Our jobs are hard, esponsibilities added w/o subtraction 2. Don’t reinvent the wheel 3. Must share our work products 4. Need perspectives from outside residency sites 5. we are isolated, don’t know resources Inputs: Available. Boneshaker Books Tanner/Carrie lead Dept’l expertise/mentors New-$ for food -new group leads to replace peer mentors -support from PDs, dept -outside speakers -participation by new faculty -meet QO month for 1/2 day ($ from clinic) -protected time essential Activities: meet QO month, Ekstasis QO mtg proj updates, outside speakers peer mentoring (Support, check in, feedback, Collaboration) 5 group-chosen topics 1. How to ask for/ receive feedback (STFM Leading Change) 2. P&T what to save, how to move forward 3. Balance, Role transition- clinic, call, research, life 4. Imposter syndrome: Fake it til you become it 5. How is this my job description? Annual review goals, CV ASSUMPTIONS Outputs: -Presentations nationally -spread local work to regional (ID’s, QI, etc) -more engaged faculty -faculty better at their work -faculty with stronger relationships in dept and at FMRP’s -increased intraprogram collaboration -keeping up with the times (tangible solutions applicable to us on the ground) Outcomes: Immediate: -partnership among faculty -engagement incr -develop a Road Map for new faculty, keep resources in accessible location for use by others (essentials for new faculty) -new faculty cohort will want to come Outcomes: Intermediate: Long term: -better satisfaction (job easier thru sharing resources) -collaboration: edu curricula shared -scholarly work better and more freq -more promotions -new faculty then take on mentorship for their juniors -retention increased (hence cost effective) EXTERNAL FACTORS Impact: -DFMCH recognition up -PD’s w/ more efficient faculty quadruple aim -impact of scholarly output (hard to measure, but early mentorship shown to increase output and advancement) -continue this program indefinitely for new faculty (dept chair buy in) -celebrate our success! VASAN NJMS