Internal Medicine Residency


I haven’t passed CS – can I still apply?

Due to the COVID-19 pandemic, many applicants have been unable to take Step 2 CS.  Accordingly, our residency program will not require passage of CS for any applicants this year.  US medical schools are each developing their own criteria for determining adequate clinical skills among their students, and these will be included in the MSPE.  For IMG’s, you must be certified by the ECFMG to be ranked by our residency program.  For those without a passing CS score, the ECFMG has established several alternative pathways.  To be eligible, you must qualify for one of these.  Check the ECFMG’s website for the latest updates (

What's all the talk about 4+1?
We implemented an ambulatory block curriculum (4+1) in 2014.  It’s been a big hit. See the Curriculum tab for more details, and be sure to ask us about it during your visit to our program.

Is the UMKC Internal Medicine Residency Program 'All-In' or 'All-Out'?

We are an ‘All-in’ program, filling our entire complement in the Match each year.

What are the fellowship opportunities for UMKC Internal Medicine residency graduates?

Over the last 5 years, just over ½ of our graduates matched to fellowship programs, with the others becoming Chief Residents or entering hospitalist or primary care practices.  Averaged over all our programs in the last several years, roughly 50% of all UMKC fellows are graduates of the UMKC Internal Medicine residency.  UMKC has fellowships in most of the Internal Medicine subspecialties.

What are we doing for resident wellness?

Lots of things! We are proud that we have excellent residents that not only excel in their academic pursuits, but also have great self-awareness and well-being. We have a resident-led Wellness Committee that meets monthly with the goal of ensuring a safe, enjoyable work environment and promoting healthy work-life balance. The committee’s efforts are facilitated by a faculty wellness champion and Chief Residents. Actions of the committee include organizing social events, recognizing standout residents, developing peer support systems, and much more.

In addition, residents have access to the Mayo Clinic’s Well-Being Index provided by UMKC’s Graduate Medical Education Department. This survey helps residents identify burnout early and connect with appropriate local resources. UMKC is also leading an ongoing multi-center study investigating the link between chronotype and burnout.

How do we evaluate our residents?

We utilize a 360-degree evaluation process, incorporating faculty, peer, self, medical student, patient, and nursing evaluations for each resident. These evaluations, along with information on timeliness of record completion, quality of chart documentation, procedures, direct observation by faculty in the form of Mini-CEX’s, conference attendance, use of evidence based order sets, and completion of educational modules is used to gauge residents’ progress in each of the ACGME’s 22 reporting Milestones.  Our Clinical Competency Committee reports each resident’s progress in the Milestones twice a year to the ACGME.

Are there opportunities for research?

It is our belief that an understanding of research methodology is an essential component of Internal Medicine training. As such, we require all categorical residents to complete and present a scholarly project during the course of residency. Projects range from basic science research to clinical/translational research to curricular development/assessment to quality improvement projects, and everything in between. We work to connect residents with a mentor in their area(s) of interest, and Dr. Foxworth, our Director for Research, works personally with each resident. In addition, members of UMKC’s Office of Research Administration and Department of Biomedical and Health Informatics are available to assist residents with their project(s).  Last year, our PGY-3 class alone had more than 80 presentations at regional/national/international meetings.  In addition, each resident completes at least one quality improvement project annually, culminating in a regional poster presentation at the end of the year.

Do we have Point-of-Care U/S training?

Of course!  We have three faculty-led courses for residents each year that incorporate POCUS education.  One focuses on procedural training, including use of bedside ultrasound.  A second emphasizes acquisition of POCUS skills in the critical care setting.  The last has been expanded recently to teach diagnostic ultrasound and echocardiography.  We were recently able to purchase several new POCUS devices for use by our residents.

Are there opportunities for teaching?

More than just an opportunity, there is an expectation that residents teach junior learners on most rotations. We pride ourselves on graduating outstanding clinician educators.

What is our board passage rate?

We have traditionally had Board passage rates well above the national average.  Our 3-year (2018-2020) pass rate is 98%, with 100% passing in 2 of the last 3 years.

Do we sponsor H1-B visas?

The legal counsel of the University of Missouri-Kansas City has interpreted the legal duty of the University, as an employer, to incur all costs with obtaining and maintaining visa status during employment. As a result of the significant financial responsibility, we no longer sponsor H1-B visas for our trainees, although we do have several residents on J-1 visas.

How many positions are available for 2021-22?

Categorical 19
Preliminary 10

Do we have a structured recruitment system to look specifically for residents with particular skill or interests?

We strive to have a diverse panel of residents in each class. We do not specifically recruit to a quota system by medical school origin, research interest, clinical interest, or fellowship interest. Our rank list is based on a time-tested, continuously refined evaluation process relying on objective ranking utilizing the ERAS selection process.

How does the program foster diversity and inclusion throughout training?

As a university, UMKC takes diversity and inclusion very seriously and this is reflected throughout  the School of Medicine, GME, and our training hospitals. In 2018 the Office of Diversity, Equity, and Inclusion developed a strategic plan to establish the SOM as a diversity leader among its institutional peers. In 2019, UMKC’s GME founded UNITED – Uniting Numerous medical Trainees for Equity and Diversity – to establish a space for Diversity and community for our residency and fellowship programs.

In addition to our GME program, University Health Truman Medical Center (UH TMC) is committed to embracing diversity and inclusion within its organization. Diversity and inclusion are embedded in the way UH TMC interacts with staff, patients and community organizations. UH TMC’s Diversity & Inclusion Council guides its vision in developing, implementing, and maintaining diversity and inclusion strategies.

Do we have happy residents?

Absolutely! The program has a monthly resident luncheon to discuss programmatic and administrative issues and hear the voice of the residents on matters of concern, as well as monthly PGY-specific roundtables. We have a very effective mentoring program and administrative team to address and react to the concerns of all our residents. We have a good sense of camaraderie and support within the resident ranks and we strive for cohesiveness. Our resident exit surveys are consistently positive regarding the program and the experience.

What are the anticipated program changes for next year?

We expanded the number of incoming residents for 2020-21, and look forward to the process of fine-tuning our curriculum based on the complement increase.  Over the next year, we will continue embracing the opportunities COVID brought our way, including optimization of virtual didactic conferences and both inpatient and ambulatory telehealth visits.  In addition, as noted above, we have significantly expanded our POCUS/echo education and have purchased several new handheld units for use by our residents.

What is the biggest asset of our program?

Our two biggest assets? First, experience in two contrasting hospital systems gives each learner a much broader exposure to the practice of medicine. Second, our people. From residents to faculty to leadership, we foster a collegial working environment that aims to challenge and empower each resident.