ACOE_Self-Study

• In response to student surveys and informal feedback, in which students expressed the desire for more exposure to prospective employers, the Career Development Center (CDC) implemented a ‘soft’ career fair during the Annual Career Symposium. • Based on the results of satisfaction surveys, the CDC established partnerships with local ODs and alumni to set up "field trips" for Collegiate Science and Technology Entry Program (CSTEP) students. As a result of a 2013-14 review of clinical systems, a new integrated electronic medical records system that enables attestation to meaningful use, facilitates the documentation process for providers, enables e-prescribing, and enhances communication with other health care providers was purchased and implemented. • Following a 2012-13 review by the Quality Assessment and Improvement Committee that found low referral rates for low vision services, an internal education program was implemented that resulted in substantially higher referral rates. • Referrals to the Clinical Vision Research Center (CVRC) were initially poor, but through concerted efforts between CVRC and UEC administration and careful monitoring of referral rates, there has been much improvement and with continued outreach, a new electronic health record, clinical faculty education and better communication, the college expects to see continued steady improvement with continued monitoring. • After a review of patient scheduling for vision therapy appointments found long wait times and a lengthy list of patients waiting for appointments, new scheduling protocols were introduced that allowed the wait list to be cleared. • During the Spring of 2017, an operational assessment of the Primary Care Service, Eyewear Center and Call Center was conducted. As a result, changes in each area were made to minimize back‐logs, maintain staffing levels, increase efficiency, improve the student experience and increase patient satisfaction. • A compliance consultative review was conducted. The results provided guidance to enhance our training program, provide additional detail to our policies and procedures, and minimize potential risk. Based on the College’s periodic assessments of facul ty salaries, which use optometry faculty salaries as reported by the Association of Schools and Colleges of Optometry, local faculty salaries as reported by the Chronicle of Higher Education and local optometrist salaries as reported by the US Bureau of Labor Statistics as comparison data, it was determined that full-time clinical faculty salaries should be made more competitive. A goal of a minimum starting salary of $90,000 for full-time clinical faculty was implemented in July 2016 and required an adjustment for current faculty. The adjustments were implemented over a two-year contract period with half of the increase given for the 2015- 16 academic year and the second half for the 2016-17 academic year. The average total increase is 7%. All faculty salaries will be increased additionally by at least 6% upon implementation of the new United University Professions (UUP) contract, which was

University Eye Center (UEC) •

Clinical Faculty Salaries •

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