Common use of RESPONSIBILITIES OF THE UNIVERSITY Clause in Contracts

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of fellows. The University shall perform administrative functions for the benefit of the fellows. These include fellow providing TRIA with support for onboarding; administering the procedure related to the discipline of fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities of the training program, including benefits provided to fellows are outlined in Addendum A, “TRIA Sports Medicine & Shoulder Fellowship Program”, Section 3 “Responsibilities of the Training Program”, and are incorporated as part of this Agreement. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each fellow is the responsibility of the fellowship program director with input from faculty. Academic performance of a fellow must be evaluated by a careful and deliberate review, including documentation of the fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a fellow’s performance are accessible to the fellow. A fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a fellow or not renewing a fellow’s contract for academic reasons, the program must give the fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University shall agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow providing TRIA with support for onboardingrecords; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities of the training program, including benefits provided to residents/fellows are outlined in Addendum A, “TRIA Sports Duluth Family Medicine & Shoulder Fellowship Residency Program”,” Section 3., Section 3 “Responsibilities of the Training Program”, ,” and are incorporated as part of this Agreement. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University shall agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow providing TRIA with support for onboardingrecords; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities of the training program, including benefits provided to residents/fellows are outlined in Addendum A, “TRIA Sports Methodist Hospital Family Medicine & Shoulder Fellowship Residency Program”,” Section 3., Section 3 “Responsibilities of the Training Program”, ,” and are incorporated as part of this Agreementagreement. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University shall agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow providing TRIA with support for onboardingrecords; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities of the training program, including benefits provided to residents/fellows are outlined in Addendum A, “TRIA Sports St. Cloud Hospital Family Medicine & Shoulder Fellowship Residency Program”, Section 3 “Responsibilities of the Training Program”, and are incorporated as part of this Agreement. Agreement The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University shall agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow providing TRIA with support for onboardingrecords; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities Consistent with the agreement between the resident/fellow and the State DHS, all compensation and benefits are provided by the State, including protection from professional liability in civil suits through defense by the Attorney General’s Office and indemnification from the State consistent with the requirements of the training program, including benefits provided to fellows are outlined in Addendum A, “TRIA Sports Medicine & Shoulder Fellowship Program”, Section 3 “Responsibilities of the Training Program”, and are incorporated as part of this AgreementMinnesota Tort Claims Act. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University shall agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow providing TRIA with support for onboardingrecords; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. Additional responsibilities The University agrees to provide the following benefits to residents/fellows effective the date set forth in Section 1.1: Benefits as set forth in the GME Institution Policy Manual. All residents/fellows receive the following benefits regardless of appointment classification: professional liability insurance through the University covering claims related to duties performed as part of the residency/fellowship, whether such claims arise during or after the resident’s/fellow’s completion of the program; other insurance through the Office of Student Health Benefits specifically for residents/fellows that provides medical insurance and optional dependent coverage, long-term and short-term disability insurance, life insurance, and optional dental insurance at the resident’s/fellow’s cost; reasonable accommodations for residents with a documented disability as outlined in the Institution Policy Manual; and counseling and psychological support services through a residency/fellowship assistance program, including monitoring and assistance for impaired physicians consistent with professional and legal obligations. Residents/fellows who are not appointed in a training grant position are eligible to participate in the University’s dependent and health care flexible spending accounts and the Optional Retirement Plan (ORP) or the University of Minnesota Section 457 Deferred Compensation Program (457 Plan). Leave of absence benefits, which include parental/family medical, professional/academic, personal, vacation, holiday, sick, bereavement, military and jury duty/witness leave. These benefits are available to all residents/fellows as set forth in the GME Institution Policy Manual, but amounts of vacation and sick leave vary with the policies of each department. See applicable Program Policy Manual. Each program is responsible for advising its residents/fellows on how a requested leave of absence may affect timely completion of the training program and eligibility to sit for the relevant specialty board exam. Other benefits determined at the individual program level as set forth in the applicable Resident/Fellow Program Policy Manual. These benefits vary from program to program, including benefits provided to fellows . On-call sleeping quarters are outlined in Addendum A, “TRIA Sports Medicine & Shoulder Fellowship Program”, Section 3 “Responsibilities of determined by the Training Program”, and are incorporated as part of this Agreementhospitals where the resident/fellow is assigned. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require fellows residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. Evaluations of Academic Performance. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.