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Show Use of Wellness Practice Improvement Group (WellPIG) & Faculty Feedback Survey to Improve Family Medicine Satisfaction & Burnout University of Utah Health Department of Family and Preventive Medicine Amy Locke, MD; Erika Sullivan, MD; Katie Fortenberry, PhD; Sonja Van Hala, MD, MPH PROJECT VISION University of Utah Family Medicine (FM) faculty burnout was much higher than local or national levels in 2016 (Figure 1). Faculty turnover had been high and recruitment difficult. The Division Wellness Champions, as a part of the Office of Wellness and Integrative Health Wellness Champion Program, were tasked with improving faculty well-being and reducing burnout. An anonymous quarterly provider survey was instituted to assess needs and foster two-way communication between faculty and leadership. Figure 1. Single item question validated to the emotional exhaustion portion of the Maslach Burnout Inventory: • 48% University of Utah Family Medicine faculty • 30% locally for School of Medicine faculty • 29% nationally for all physician specialties BASELINE ANALYSIS & INVESTIGATION IMPROVEMENT DESIGN & IMPLEMENTATION • FM resident survey: improves communication, high satisfaction • Survey categories: administrative, clinic, personnel, scholarship, teaching, wellness, service, responsiveness to concerns • Survey implemented Fall 2016 • Themes of frustration: • Clinic hours of operation • Work flexibility and consistency • Sense of control • Repeat survey quarterly • Action plan process developed: • Strategy to prioritize issues • Focus on constructive input • Regular feedback to group • Clarification of roles • • • • Mission alignment Efficiency/clinic flow Recognizing and rewarding academic work Communication with leadership Progress to date: • Clinic Items: changed clinic hours of operation, reduction in faculty clinic bumps and increased work flexibility. Clinic flow and efficiency discussions are ongoing with steady changes. • Facilitated faculty meeting discussions to review data and discuss possible strategies • Anonymous answers preferred by faculty • Administrative & Teaching Items: Salary tied to teaching load to reward more active faculty. An academic RVU strategy is under review to recognize academic work. • Communication with Leadership: The flow of information and planning has been more clearly defined and shared with the group. • Burnout and sense of control markedly improved over baseline. GOALS RESULTS 1 Improve FM faculty burnout measured by single item emotional exhaustion question from 48% to 30% (baseline for U.S.) Improve FM faculty sense of control over workload as way to 2 improve faculty wellbeing Project Insights Well PIG PROGRESS TO DATE: Developed & implemented quarterly faculty survey to facilitate an ongoing improvement process for faculty wellness in the Division of Family Medicine. ROADBLOCKS & BARRIERS: Creating an inclusive process that led to constructive criticism evolved over time. Clearly stating the role of the wellness champion was essential, as was having a clear process to discuss and make policy change. VALUABLE LESSONS LEARNED: Faculty appreciate a way to share ideas around practice improvement and policies that affect their wellness. The wellness champions role is to advise not to implement policy. 1 Faculty Burnout (Emotional Exhaustion) 45% 30% 15% 0% 2 Faculty Perceived Workload Control 38% 39% 48% Ntl Avg 26% 2016 2017 30% 17% 7% Poor 45% Marginal Satisfactory 7% Good 3% 13% 2016 2017 Optimal RESILIENCY CENTER | DEPARTMENT OF FAMILY & PREVENTIVE MEDICINE |
