Values of a performance improvement–focused peer review culture

In Effective Peer Review, Third Edition, author Robert J. Marder, MD, discusses the importance of establishing a medical staff culture that supports and embraces peer review. Without this support, even the most logistically sound and detailed peer review process will fail. The following is an excerpt from the book.

In working with hundreds of physician leaders to create a performance improvement–focused peer review culture, there are six values that seem to resonate most strongly. These values provide a guidepost for the specific behaviors discussed in this book. They are:

1. Fairness: The structure and processes of peer review do not favor one individual or group over another and improvement methods are appropriate for the type of improvement opportunity.
2. Transparency: The peer review process is explained to the medical staff and physicians have access to their own data.
3. Data-driven: Data, rather than opinion, is used to help understand and improve physician performance. As W. Edwards Deming said, “In God we trust, all others must bring data.”
4. Self-improvement: Individuals are informed early in the evaluation cycle of a potential improvement opportunity and given the chance for self-improvement.
5. Collegiality: Interactions are designed to communicate the desire for understanding of all sides of the issue and to foster a dialogue that leads to an accurate conclusion that is accepted by all parties.
6. Pursuit of excellence: Peer review is not just about eliminating poor care to achieve mediocrity; it also is responsible for driving the achievement of excellence in the priority areas defined by medical leadership and the board.

Source: Effective Peer Review