Here's how you can assess the competency of physicians.

It is imperative that all credentials are checked and reports are pulled from the national databases NPDB, AMA, State DataBases, and all of the National Board Certification websites.

Assessing the competency of physicians globally involves evaluating their clinical skills, knowledge, professionalism, and communication abilities through a comprehensive approach. Start by verifying their educational background and training. Confirm graduation from an accredited medical school and completion of required postgraduate training, such as residency and fellowships. This can be done by contacting the institutions directly or using international credentialing services. Ensuring the training programs were accredited and checking performance evaluations during training are crucial steps in establishing a strong foundation for competency.

Next, verify the physician's licensure and board certification. Contact the relevant medical licensing authorities in the physician's country to confirm they hold a current, active medical license with no restrictions or disciplinary actions. Utilize international databases if available to check for multi-country licensure status. Confirm board certification through relevant specialty boards, ensuring it is current and the physician participates in ongoing maintenance of certification programs. In some countries, this may include certifications from recognized international boards.

Evaluate the physician’s clinical skills and professional conduct by reviewing their work history, malpractice claims, and disciplinary records. Verify employment history by contacting previous employers for references and performance evaluations. Check the physician’s history of malpractice claims through national medical boards or similar regulatory bodies, assessing the nature and frequency of any claims. Investigate any disciplinary actions taken by medical boards, hospitals, or professional organizations to understand the context and resolution of these actions.

Finally, assess the physician’s communication and interpersonal skills, as well as their commitment to continuous learning. Collect patient feedback to gain insights into their bedside manner and communication abilities. Conduct peer evaluations to gather feedback from colleagues, nurses, and other healthcare professionals regarding their teamwork and reliability. Ensure the physician meets continuing medical education (CME) requirements and holds memberships in relevant professional organizations, which often have standards for ongoing education and ethical practice. This comprehensive approach ensures a thorough assessment of a physician's competency on a global scale.

Direct Observation: Supervisors or peer reviewers can observe physician-patient interactions to evaluate clarity, empathy, and effectiveness in communication. This can be done through shadowing or recording consultations for later review (CMS.gov). Patient Feedback: Collecting feedback from patients about their experiences with the physician can provide insights into the physician’s ability to communicate effectively, understand patient concerns, and explain medical conditions and treatments clearly (Novitas Solutions).

Assessing how physicians communicate with patients' families, especially in critical or end-of-life care discussions, can provide valuable information about their empathy, clarity, and professionalism. Structured tools can be used during direct observation or review of recorded interactions to assess various aspects of communication systematically. Surveys and Questionnaires: Collecting data from patients, peers, and staff using well-designed surveys can help gather consistent and comprehensive feedback on communication skills (Novitas Solutions). Feedback Sessions: Regular feedback sessions based on observed interactions or collected data can help physicians understand their strengths and areas for improvement in communication.

I think there are two important distinctions about peer feedback. First, when peer references are requested at initial appointment they are often left to the discretion of the physician being reviewed. The process should require a reference from a physician in the same specialty and a physician leader. This process should be confidential and “peer protected” so the feedback is honest. Second, ongoing real time peer feedback can be valuable in a high reliability and just culture that is free from retaliation and politics. Fear will destroy the process. If there is any doubt about the culture, I would start with concise, confidential, and consistent surveys that include questions seeking positive feedback to build a foundation of trust.

Assessing the competency of physicians is challenging because only a physician can truly evaluate clinical competency. While the organization may use other metrics, such as professionalism and behavior, these do not reflect clinical skills. For an accurate assessment, implement peer review processes where experienced physicians evaluate clinical performance. Use case reviews, direct observations, and feedback from peers to ensure a comprehensive evaluation. Focus on clinical outcomes, adherence to best practices, and ongoing professional development. Remember, assessing competency goes beyond behavior and requires in-depth clinical insight from qualified physicians.