Residency Selection Policy

The residency selection process attracts a large number and wide range of highly competitive applicants. The applicants utilize ERAS for Otolaryngology to submit an application to our program. Medical students are selected only through the NRMP ERAS matching program. The following items are required: CAS Common Application Form, personal statement, medical school transcript, Dean’s letter, USMLE scores, and 3 letters of recommendation.

A screening committee initially reviews the applications. The committee forwards recommendations to the Chair who selects a subset of appropriate applicants for personal interviews. A group of 8 faculty members including clinicians and basic science researchers are involved in the personal interviews. Three separate interview dates are offered in December and January. Applicants can expect to receive a general overview of the program and to have interviews with 8 members of the faculty. All interviewers will have access to the application materials. Interviewers will rate applicants on a variety of criteria, including medical school performance, personal attributes, exposure to the field, and goals, including research and clinical interests. Interviewers will use both the application materials and their interactions with the applicants to assign the ratings or make summary comments. Applicants will also have access to residents on the day of interview. At the time of interview, applicants will be provided with additional written information about the program that may include descriptions of the clinical rotations, the didactic program, the residency position appointment agreement, and the “Essential Abilities” requirements. Applicants will be requested to review the “Essential Abilities” document and to notify the program director of requested accommodations, if applicable.

Development of the rank list for the match involves all members of the residency selection committee. Each member will develop his or her own rank list. Criteria that may be considered include medical school performance, letters of recommendation, interview performance, research interest, career goals, and input from residents or other members of the staff who met the applicant (not solicited, but accepted). A meeting of the residency selection committee will be held in February to develop a consensus of rank order. The program director and Chair may review and revise the final list if needed. The final ranking list is submitted to the NRMP. The Director of the Office of Graduate Medical Education Program Assessment and Development and the institution’s Graduate Medical Education Committee review the results of the match each year.

In the case of vacancies following the match, applicants may be interviewed at any time. Up to 3 faculty will be involved in the interview process. The residency training director will decide whether to offer a position or whether further review by the whole residency selection committee is indicated after the interview. A letter offering the position and specifying the post-graduate year of the initial appointment and salary level will be provided to the selected applicant, who will sign and return an agreement to the appointment. The appointment will be contingent upon receipt of a satisfactory “Evaluation Record for a Transferring Resident or Fellow” from the previous program director.