Introduction: Faculty awards provide an incentive to encourage higher standards of personal performance, which closely reflects the quality of health care. We report the development and implementation of the first medical faculty award program in the region.
Material and Methods: Anonymous preaward survey evaluated responses to understand the overall state of our institution. Five awards were celebrated. An anonymous postaward survey gathered responses to evaluate the effectiveness of the program.
Results: A total of 60% (307/509) of preaward survey responses were collected. Among those, 92% (283/307) felt that employee recognition was important and 78% (240/307) felt that performance should be the deciding criteria for employee recognition. A 24% (20/85) of the faculty received the decade of excellence award and 13% (11/85) received the compassionate physician award. Best service award was granted to 7% (6/85) of the nominees. Postaward survey showed 68% (170/250) agreed that the award ceremony incentivized them to increase quality of personal performance.
Conclusion: In summary, we feel that this transparent, objective, and peer-nominated awards program could serve as an incentivized model for health care providers to elevate the standards of personal performance, which in turn will benefit the advancement of patient care.
Hospital General de la Plaza de la Salud, Santo Domingo, Dominican Republic (Drs Mohiuddin, Sanchez, Alcantra, and Shuaib).
Correspondence: Waqas Shuaib, MD, Hospital General de la Plaza de la Salud, Ave. Ortega y Gasset, La Fe, Santo Domingo, República Dominicana (Waqas1184@hotmail.com)
The authors thank Luisa J. Polanco for her feedback on the details of the awards timeline and Mario C. Vega for providing missing statistics.
Authors Z.M., L.R.S., and J.M.A. designed the survey. W.S. provided statistical support. L.R.S. is the chair of the awards committee and conceived the idea of the manuscript. Z.M. and W.S. wrote the first and the final draft. W.S. takes responsibility for the paper as a whole.
There are no financial, consultant, institutional, or other relationships that might lead to bias or a conflict of interest.