Health Care Sector - Medical Specialists (IFMS)

IFMS in Healthcare

In 2008, the “Individual Performance of Medical Specialists” (IFMS) program was launched in all hospitals. Research has shown that the performance of physicians has a significant impact on individual patients and the public’s sense of safety regarding healthcare delivery.

The IFMS is an evaluation system aimed at improving the quality of medical specialists’ individual professional practice by discussing feedback from their peers, their personal portfolio, and self-reflection during periodic meetings. The evaluation focuses on the CanMEDS competencies as defined in the competency areas by the College of Medical Specialties (CGS).

The corresponding competencies:

1. Medical practice: knowledge and skills of the profession.
2. Communication with patients, family members, professionals, and staff.
3. Collaboration with colleagues and healthcare providers within and outside the clinic.
4. Knowledge and science: evidence-based medicine, teaching, informing the public,
5. conducting scientific research.
6. Social practice: prevention, understanding and applying the legal framework, risk
7. management, and handling errors.
8. Organization: working efficiently with others; optimizing healthcare logistics.
9. Professionalism: ethics, reflection, knowing one’s own limits.

More about the IMFS method

The IFMS method is a combination of tools used to gain insight into a specialist’s performance through self-evaluation and feedback from others, culminating in a Personal Development Plan (PDP).

The tools to support the medical specialist in conducting their IFMS cycle:

1. A self-evaluation, in which the medical specialist evaluates their own performance;
2. A portfolio, in which the specialist describes and documents their own professional performance;
3. 360-Degree Feedback, in which feedback may come from various sources, but input from patients, fellow specialists, residents, and staff within the organization is essential;
4. A confidential evaluation meeting between a (trained) facilitator and the medical specialist in which self-evaluation, feedback, and development goals are discussed;
5. A confidential personal development plan (PDP), in which the medical specialist formulates and monitors the development goals themselves;
6. A follow-up session to evaluate progress toward the development goals.

The current comprehensive approach-from medical specialist training through targeted continuing education and professional development, quality reviews, reflection on individual performance, and re-registration-is therefore aimed at promoting optimal performance and fostering a deeply rooted culture of “learning to improve.”

The 360-Degree Feedback Test

The hrmforce methodology aligns very closely with this and meets the requirements set by the IFMS. Candidate safety is reliable at hrmforce. This promotes the development of measurable outcomes. This security is reliable and ensures that the tools can be used effectively and reach their full potential.

The hrmforce development portal is designed to prioritize the combined development of both individuals and the organization.

An important component of the IFMS is receiving 360-Degree Feedback. The 360-Degree Feedback assessment provides the medical specialist with detailed feedback regarding skills, abilities, personality, motivation, and other work-related characteristics. The feedback may come from various sources, but input from patients, fellow specialists, residents, and staff within the organization is essential.

Through the 360-Degree Feedback assessment, the candidate receives feedback on how he or she views himself or herself, as well as how he or she is perceived by others. In addition, the importance of the CanMEDS competencies for a position is assessed, the employee’s strengths and weaknesses are identified, and the foundation is laid for a Personal Development Plan (PDP).

Are you interested in this test? Please contact us.

The process follows the well-known PDCA cycle.