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Addressing medical leaves of absence with FPPE

Credentialing Resource Center Connection, March 25, 2010

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Anne Roberts, CPMSM, CPCS, is the director of medical affairs at Children's Medical Center of Dallas, where she oversees the medical administration, graduate medical education, continuing medical education, research administration, and medical staff services departments.

Dear credentialing colleague,

Some MSPs are confused as to whether focused professional practice evaluations (FPPE) are required for medical staff members returning to work after a medical leave of absence. The answer depends on the type of medical leave the medical staff member was on and whether or not the member’s physician has requested accommodations in order for the member to return to practice. Having a clearly defined leave of absence policy is important and ensures that the appropriate steps are followed whenever a member goes on leave for any reason.

Members on short medical leaves, such as a maternity leave, typically don’t require monitoring upon return. However, if the member takes a year off to stay home with a child, for example, the medical staff should implement an FPPE process upon the member’s return. The department chief may want to accomplish FPPE by assigning a proctor or conducting chart reviews for a small percentage of the member’s patients upon return to practice after an extended leave.

If a member returns from a medical leave and his or her physician recommends accommodations (such as limiting the number of hours the member can work, specifying a certain shift, etc.) then it is up to the chief and the hospital to determine whether they can meet those accommodations. The chief also has the discretion to assign a FPPE depending on the circumstances. For example, if the chief has concerns regarding the practitioner’s competence, if the practitioner was on leave for an extended amount of time, or other justifiable reasons that the chief may feel additional monitoring would be prudent.

MSPs should also remember that anytime they are dealing with a medical leave of absence, they should review their impaired practitioner policy to determine whether or not the condition qualifies to be treated under the impaired practitioner policy. The hospital policy was likely developed in order to provide support and assistance to an impaired practitioner and to ensure that they are treated fairly.

Remember, clear, effective communication is the key to success!

That's all for this week.

All the best,

Anne Roberts, CPMSM, CPCS

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