Educational Affairs Staff
Meeting
SEPTEMBER 27, 2013
Agenda
 Announcements
 Kudos
 Answers to Questions
 My Vision
 Q&A if time permits
 Some housekeeping items
Announcements
 New Hires
 Promotions
 Departures
 Educational Affairs Structure
Kudos
 Everyone is doing a good job and my concern about
singling out one or two folks is that it might make
the ones who aren’t recognized feel bad.
 I will email all comments to those mentioned by
name
 I do want to recognize some people who took on
extra challenges
PBL Toolbox Team
Dr. Ann Rudnicki, Lead
 Some standardization of the way cases are
constructed and presented
 Goal: Enrichment of the cases
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More human factors
Facilitator guidance
Clear objectives
Clinical reasoning tasks
 Work available online:
http://www.utmb.edu/oed/CurriculumDevelopment
/PBL-Toolbox.asp
Changes in OCS
 Conversion of all SPs from contract to employee
status
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Carol – “dealing with the absurdities of HR”
Hazel, Percy, Lori - “stepped up to the plate”
 “Darlene is a star”
 Dr. Szauter for covering for Connie
Online Testing in Years 1 and 2
 Annette Marshman for technical support
 Amy Shanks for creating a video presentation with
the instructions for students
 Christine Ford, Giovanna D’Ambra Ortiz, Amy
Shanks, Mary Mallini for developing an online
manual, training sessions, developing procedures
Professionalism Project
Dr. Mark Holden, Lead
 Reviewed every single PBL case
 Categorized professionalism and cultural issues in
each of 100 patients in 72 cases
 Looked for opportunities to enhance cases
Some Specific Individuals
 Isaac Ohalete – accessible, available and helpful
 Fran Dawe – calm and cool under pressure
 Karen Hunley – not a question she can’t answer, a
problem she can’t solve
 Layne Dearman – WOS appointment process,
helping with proctoring
Answers to Questions
HOPEFULLY THERE WILL BE TIME FOR Q&A
AT THE END
AND YOU CAN ALWAYS EMAIL ME
COLA or Merit?
 Yes.
 March 1, 2014
 3% merit pool for classified staff
 A&P 2.5% if not in incentive pool
Exempt vs. Non-exempt?
No one is happy
I have to budget for overtime, schedule carefully
You feel “demoted”
To understand it, we need a little history lesson
Fair Labor Standards Act of 1938
 AKA Wages and Hours Bill, FLSA
 40h work week
 National minimum wage
 Time and a half for overtime
 Child labor controls
FLSA, continued
• On August 23, 2004, controversial changes to the FLSA's
overtime regulations went into effect, making substantial
modifications to the definition of an "exempt" employee. Lowlevel working supervisors throughout American industries
were reclassified as “executives” and lost overtime rights.
These changes were sought by business interests and the Bush
administration, which claimed that the laws needed
clarification and that few workers would be affected. The Bush
administration called the new regulations "FairPay". But other
organizations, such as the AFL-CIO, claimed the changes
would make millions of additional workers ineligible to obtain
relief under the FLSA for overtime pay. Attempts in Congress
to overturn the new regulations were unsuccessful.
• Source – Wikipedia because Up To Date didn’t have it 
FLSA, continued
• Conversely, some low-level employees (particularly
administrative-support staff) that had previously been
classified as exempt were now reclassified as nonexempt. Although such employees work in positions
bearing titles previously used to determine exempt status
(such as "executive assistant"), the 2004 amendment to
the FLSA now requires that an exemption must be
predicated upon actual job function and not job title.
Those employees with job titles that previously allowed
exemption but whose job descriptions did not include
managerial functions were now reclassified from exempt
to non-exempt.
• Why are we seeing so many FLSA lawsuits lately?
• If an employee feels that they have been misclassified and
paid less than they should have been, the FLSA makes it worth
their while to file a suit by allowing for double damages not
only for the employee, but also for their attorney's fee.
• It only takes one employee complaint for the DOL to open an
investigation into employee classifications in a company.
• Recent economic times have tempted employers to classify
certain employees as exempt in order to avoid paying
overtime when those employees should have been classified as
non-exempt.
• Since FLSA laws are complex and difficult to understand,
some employers are simply classifying employees wrong
because they are not aware of the more complicated aspects.
What this means
 UTMB has wisely decided to be safe
 Titles which do not routinely fit the exempt criteria
were converted to non-exempt
 This is meant to protect the worker
 Case-by-case consideration for reclassification by job
function has been requested
What Does Dr. Ainsworth Do?
Vice Dean for Academic Affairs
• Educational Affairs
• Center to Eliminate
• Student Affairs
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Recruitment & admissions
Hispanic Center of
Excellence
Enrichment & outreach
• Academy of Master
Teachers
• Global Health
• Student Societies
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Healthcare Disparities
Office of Science
Education
CME
MD/PhD programs
Faculty Affairs
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Dr. Bhardwaj is Asst Dean
APT
Faculty departmental
reviews
What’s Our Vision?
NEAR TERM
LONG TERM
Near term
 Curriculum mapping
 Christine Ford has finished first phase
 Electives, selectives next
 Identify redundancies and gaps
 LCME process
 Nancy Tovar working on database
 Self-study committees to launch soon
 Due May, 2014
 Self-study report due September 2014
 Visit December 7-10, 2014
Near Term Projects
 Address known LCME issues
 Faculty appointments
 Affiliation agreements
 Communication across sites
 Residents as teachers
 Implement PBL toolbox
 Enhance professionalism in cases
 Transition formative OSCE leadership
 Craft quality measures for educational efforts
 Also means tracking the data
More Long Term Projects
 Design TIME curriculum
 Clinical Skills task force
 Enhance Basic Science integration
UTMB Vision, Mission, Values
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Mission
UTMB’s mission is to improve health for the people of Texas and around the world.
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Vision
We work together to work wonders as we define the future of health care and strive to be
the best in all of our endeavors.
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Values
Our values define our culture and guide our every interaction.
We demonstrate compassion for all.
We always act with integrity.
We show respect to everyone we meet.
We embrace diversity to best serve a global community.
We promote excellence and innovation through lifelong learning.
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Education
Deliver educational programs of the highest quality to advance student learning and
leadership development.
50 years ago, all eyes were turned our way
Big, hairy goals
 "We choose to go to the moon. We choose to go to
the moon in this decade and do the other things, not
because they are easy, but because they are
hard, because that goal will serve to
organize and measure the best of our
energies and skills, because that challenge is
one that we are willing to accept, one we are
unwilling to postpone, and one which we
intend to win, and the others, too."
 Speech by President John F. Kennedy at Rice
University, September 1962
Continued
 "…If I were to say, my fellow citizens, that we shall send to the
moon, 240,000 miles away from the control station in Houston, a
giant rocket more than 300 feet tall, the length of this football field,
made of new metal alloys, some of which have not yet been
invented, capable of standing heat and stresses several
times more than have ever been experienced, fitted together
with a precision better than the finest watch, carrying all the
equipment needed for propulsion, guidance, control,
communications, food and survival, on an untried mission, to an
unknown celestial body, and then return it safely to earth, reentering the atmosphere at speeds of over 25,000 miles per hour,
causing heat about half that of the temperature of the sun--almost
as hot as it is here today--and do all this, and do it right, and
do it first before this decade is out--then we must be bold."
A New Curriculum
So All Eyes Will Turn Our Way Once Again
 Goal: Turn out the best physicians in the country
 Clinically prepared
 Grounded in science
 Culturally competent
 Prepared to practice in today’s world
 Our graduates will be sought after by residencies, by
employers, and as faculty in academic centers
 Faculty will want to join UTMB because we have an
exciting medical education program
 Other schools will visit or consult us to address
needs in their programs
We can do this
 We have proven we can change – IMC, Hurricane
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Ike – and be stronger in the process
We have TIME as a laboratory for change
We have great people to effect a change
We have a need for change
We’re starting from strength not panic
What will it look like?
 I don’t know
 But neither did the space program
 So let’s build it
What’s My Role?
 IMO – the voice of basic science
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Incorporate clinical reasoning, clinical skills into basic science
foundational coursework
Incorporate foundational science concepts into clinical work
 OCE – new models of clinical education
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Not just your parents’ clerkships anymore
 OED – keeping us honest
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Proper evaluation and assessment
Correct application of educational principles
 OCS – vanguard of clinical skills training
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For the whole campus
Not bound to the physical location
Q&A
IF NOT ENOUGH TIME, WE’LL USE SURVEY
MONKEY AGAIN
Housekeeping Nuts and Bolts
 Shall we meet again?
 If so, how often?
 Shall we arrange a social event?
 65% said yes, 35% said no, 2 didn’t vote
 If so, we need a committee
 Need assistance with planning May conference
 Drs Levine and Asimakis are in charge of content
 What would coordinators like to hear? Do?
 Need assistance conceiving non-monetary rewards
 I need feedback to know how my actions impact you