ADMISSIONS MANUAL FOR INTERVIEWERS

Manual for Interviewers

Multiple Mini Interviews

Admissions
Undergraduate Medical Program
Michael G. DeGroote School of Medicine
ADMISSIONS MANUAL FOR INTERVIEWERS

PREFACE

The Faculty of Health Sciences considers the selection of applicants to medical school to be one
of the most important functions in determining the basic characteristics of the group of
physicians graduating from McMaster. The Multiple-Mini Interview (MMI) is an indispensable
element of the admission cycle and the Faculty is very appreciative of the efforts of all
participants in this process.

This manual is prepared for all Interviewers/Assessors taking part in the MMI for the McMaster
Undergraduate Medical Program.

The Manual contains brief descriptions of:

the approach to the education of medical students at McMaster and the basis for their
selection;

how the interview fits into our selection process; and

the function of the interviewer/assessor.

Guidelines, with suggested approaches, are provided, to identify the areas that must be assessed
for each applicant. Instructions on interview procedures are included. The main text makes
reference to the procedures and to the forms that need to be completed during the interviews.

PREAMBLE

McMaster University offers a three year undergraduate medical Program that culminates in the
conferring of an M.D. degree. The Program is different from those at other medical schools in
that students are largely responsible for their own learning, and their progress is frequently
evaluated by peers, tutors and other faculty members. This self-directed learning is
accomplished by small tutorial groups, assisted by lectures, and facilitated by elective activities
that are tailored to the individual students needs and interests.

In order to practice medicine in Canada, graduates of all medical schools must pass the licensing
examinations of the Medical Council of Canada and, in most provinces, be certified by the
College of Family Physicians of Canada or the Royal College of Physicians and Surgeons of
Canada.

WHAT TYPE OF DOCTOR DOES MCMASTER WISH TO GRADUATE?

McMaster tends not to prepare students for any particular career specialty but, rather, strives to
produce graduates who will have the capacity and flexibility to select any area in the broad field
of medicine. This means that graduates from this school, as a group, may have a wide range of
interests, from the exclusively clinical to the non-clinical. It also means that, in the applicants to
be interviewed, there may be the same breadth of interests.
ADMISSIONS MANUAL FOR INTERVIEWERS

SELF DIRECTED LEARNING

Physicians must be life-long learners. It is our belief that they should develop the skills to do
this during their formative years at medical school. In the McMaster Program, students are
encouraged to define their learning goals, to select appropriate experiences for achieving these
goals and to be responsible for assessing their own learning progress. Statements of the goals of
the medical Program and its component parts (Medical Foundations) are provided to help
students and tutorial groups define their individual goals. These goals must be explicit, realistic,
and consistent with the general goals of the Program. In order to function well in this type of
educational environment, a student must be responsible, motivated and mature.

SMALL GROUP LEARNING

One of the goals of the medical Program is to graduate individuals who will become effective
members of groups engaged in various educational, research and clinical activities. The setting
for learning in the McMaster medical Program small tutorial groups provides opportunities
for developing interpersonal skills and becoming aware of individual assets and limitations. It is
also effective in promoting group problem solving and having students learn how to listen to
others and how to receive and provide constructive feedback. In addition, the tutorial setting
also provides students with an opportunity for self-evaluation in order to monitor their learning
progress.

While in the Program, students are expected to be responsible for their own learning as well as
that of other members of the group, and they need to be responsible for developing skills in self-
assessment, skills in peer assessment.

PROBLEM BASED LEARNING

Learning based on problems represents an alternative to studying blocks of classified information
in an organized sequence. In problem-based learning, students focus on a problem (or situation)
which they or the tutorial group have selected. They then bring to the examination of the
problem all of their previous information and experience as well as their ability to think
rationally and critically.

As students begins to ask questions, specific issues become better defined and require a search
for additional information. After assembling the appropriate information, a solution to the
problem is synthesized which includes a re-evaluation of the formed hypotheses. The students
learn how wrestling with any one problem may open up many other avenues of enquiry.

Problem-based learning contributes to the students motivation, enhances transfer, integration

and retention of information, and encourages curiosity and systematic thinking.

EVALUATION OF STUDENT LEARNING

Students are assessed frequently while they learn. Individual assessments provide the
opportunity to form or modify the students learning practices. Evaluation is a constructive and
integral component of the learning process rather than a detached activity.

The purpose of our evaluation system is primarily to facilitate student learning and to modify,
where necessary, the students learning Program. The tutor has final responsibility for
ADMISSIONS MANUAL FOR INTERVIEWERS

evaluation, but the students themselves and their peers, are important contributors to the process.
This is consistent with the concept of self-directed learning in small groups.

SELECTION OF STUDENTS
It is the overall goal of the admissions process to select those applicants who are most likely to
fulfill all the goals of the Program and who will thrive in a flexible learning environment.

The admissions process includes the selection of applicants not only on their academic
qualifications but also on personal characteristics and aptitudes, such as problem-solving ability,
self-appraisal ability, the ability to relate to others, motivation to study medicine and learning
styles which may be better suited for learning medicine at McMaster. The rationale for this is
that we believe that for the practice of medicine the physician must recognize personal assets and
limitations and evaluate emotional reactions.

As well as the obvious need to select candidates who will be sensitive to patients, we hope to
select students who will also be sensitive to the needs and potential contributions of colleagues in
their tutorial group setting.

We need to be aware that the educational system at McMaster is not ideal for everyone. Some
individuals may enjoy working in tutorials and thrive on self-directed learning and problem-
based learning which for them may generate enthusiasm and excitement. However, others may
need, or enjoy, a more structured environment, and thus may not be well-suited to the Program at
McMaster.

THE MULTIPLE MINI-INTERVIEW

The interview is one of the opportunities for the medical school to assess the applicant in person.
Candidates have reached this stage because of their sufficiently high academic standing, strong
MCAT verbal reasoning or critical analysis and reasoning score, or by presenting themselves as
highly suitable on their CASPer test. It is the combination of these assessments that is used to
select applicants for this next stage of selection.

The purpose of the interview is therefore to collect information concerning the personal qualities
of those applicants selected for an interview. This information, in conjunction with a battery of
other data , will be used to help the Collation Committee determine which applicants may be
better suited for, and therefore more likely to succeed in, the McMaster Program.
ADMISSIONS MANUAL FOR INTERVIEWERS

INTRODUCTION

The Medical Program has changed its admissions interview to a Multiple Mini-Interview (MMI).
This protocol has been modeled on the Objective Structured Clinical Examination (OSCE) that is
commonly used by Health Sciences Programs to evaluate student competence. The procedure
has undergone a series of tests and has been deemed more psychometrically sound than
traditional interview processes. In addition, both interviewers and candidates have reported
positive feedback on their perceptions of the MMI.

The MMI consists of a series of short, carefully timed interview stations in an attempt to draw
multiple samples of the applicants ability to think on his or her feet, critically appraise
information, communicate ideas, and demonstrate that they have thought about some of the
issues that are important to the medical profession. You will be asked to either interview
applicants or observe the applicants interaction with a human simulator (i.e. an actor portraying
a particular character).

REASONS FOR USING THE MULTIPLE MINI-INTERVIEW PROCESS:

As the performance of an individual is highly variable across situations, evaluations that use
multiple scenarios have been found to be psychometrically more sound, with a strong basis in
educational and evaluation theory. This is advantageous for applicants. If applicants have
trouble in one scenario they can recover with an excellent performance in another situation.
Also, with the MMI, individuals with diverse backgrounds have a better opportunity to
demonstrate the quality of their educational and personal experiences.

Applicants have reached this stage of the admissions process because their academic
performance has been sufficiently high. For this reason we will not test their specific knowledge
in any given subject. There is absolutely no intent to test the applicants present knowledge of
the health sciences. Clinical knowledge will be no more useful than knowledge from any other
discipline, including, for example, chemistry, music, or English literature. We are, however,
trying to assess the applicants ability to apply general knowledge to issues relevant to the
culture and society in which they will be practicing should they gain admission to (and graduate
from) medical school. Equally important, is the applicants ability to communicate and defend
his or her personal opinions.

Recognize that there are no right answers for many of the scenarios that applicants will be
required to address. They are simply asked to adopt a position and defend any ideas they put
forward, or discuss the issues raised in the scenarios. You, the interviewer, are an individual
who has some expertise in the topic. You can, and should, challenge the applicant to express his
or her ideas clearly and rigorously.
ADMISSIONS MANUAL FOR INTERVIEWERS

OPERATIONAL DETAILS:

Each mini-interview takes place in a different room.

When the applicant comes to the door, he/she will see a card that, in a few lines,
describes the scenario for that room. There may be a brief additional note.

The applicants will have two minutes to read the information and will be told when they
may enter the room.

A second copy of the scenario will be placed in the room, so the applicants need not
memorize the information. Please do not allow the applicants to remove this copy from
the room.

The applicant may choose to take longer than the time allotted to think about the scenario
before entering the room. However, any additional time will reduce the time available to
discuss the issue with you, the interviewer.

The mini-interview will take 8 minutes; no longer. At the end of that time, the session is
over and the applicant should move to the next room. Do not go over this time limit.

Be aware that there will be no feedback at any stage of these proceedings.

ADMISSIONS MANUAL FOR INTERVIEWERS

AN OUTLINE OF THE INTERVIEW

On the morning of the interview you will receive a copy of the station that we would like you to
evaluate. Examples of four stations that have been used in the past are included in this manual.

You will quickly note that the instructions that the candidates are provided with are relatively
vague and deliberately so. This will allow different candidates to approach the station in
different ways.

If the instructions on the second page of the materials that you receive the morning of the
interviews label you as an interviewer, you should prepare to discuss the topic with each
applicant (some background information and theory will be provided for you).

You need not read down the list of questions provided or discuss all of the information that
you will receive with each candidate. Rather, follow the applicants lead to some extent, but
feel free to challenge the applicant to defend his/her opinions by offering a countering point of
view.

Candidates have been informed that there are no absolutely correct answers for any of the
stations.

Be mindful that the MMI is not intended to test the amount of prior knowledge candidates
have in a particular domain.

Feel free to provide definitions to terms, or clarify what is meant by the instructions, if the
applicant is uncertain. Make sure you are familiar with the wording used in your station
during the morning briefing session.

If the instructions on the second page of your materials label you as an observer, you have
been assigned to a scenario outlined and you should observe and evaluate each applicants
communication and/or collaboration skills.

UNDER NO CIRCUMSTANCES SHOULD THE ASSESSORS DISCUSS THE

ASSESSMENT PROCESS OR ANY ASPECT OF THE INTERVIEW PROCESS
WITH THE APPLICANTS OR THE ACTORS.
ADMISSIONS MANUAL FOR INTERVIEWERS

Admissions MMI Sample Station 1 (Ethical Decision-Making)

INSTRUCTIONS FOR THE INTERVIEWER

In 2012, a provincial health authority implemented an enhanced influenza control policy

which, among other things, requires all hospital staff to receive the flu vaccination or
wear a mask during flu season.

If you were in charge of a committee investigating whether to implement a

mandatory flu vaccination policy for healthcare workers in Ontario, what
information would you want to collect before making a recommendation?

1. Ensure that the Applicant has read the scenario.

2. The applicant has 8 minutes to discuss these issues with you. After 8 minutes a bell will
sound and you will have 2 minutes to complete the score sheet. Do not give the
applicants feedback.

3. Discuss some of the following issues with the applicant. Some background information
is given on the following pages.

A. Some organizations argue that such a policy is an infringement on the rights of

healthcare workers. Discuss your thoughts on this statement.
B. If you chose NOT to implement a mandatory vaccination program, what
strategies might you use to increase healthcare provider vaccination coverage?
C. The policy implemented allows staff to opt out. Do you think it would be fair to
penalize them if they get sick with the flu (i.e. unpaid sick day)?

4. In assessing the applicant, consider the following issues.

A. How well did the applicant demonstrate their analytical and critical thinking
skills?
B. Did the applicant consider the issue from multiple perspectives?
C. Did the applicant demonstrate an understanding of the professional and ethical
principles related to this issue?
ADMISSIONS MANUAL FOR INTERVIEWERS

BACKGROUND AND THEORY

In 2012, British Columbias Health Authorities implemented an enhanced influenza control

policy which, among other things, requires all hospital staff to receive the flu vaccination or
wear a mask during flu season. If you were in charge of a committee investigating whether to
implement such a policy in Ontario, what information would you want to collect before making a
recommendation?

Applicants may discuss some of the following points (this is not an exhaustive list):

What is the burden of influenza on both health care workers and patients?
How effective is the vaccine?
What is the safety profile of the vaccine?
What proportion of the staff is eligible for the vaccine?
Is there evidence demonstrating that vaccinating staff reduces patient mortality
secondary to influenza (or other outcome measures)?
How would the vaccine affect the number of missed work days by staff?
How effective the masks at preventing influenza transmission?
How receptive is the staff to such a policy?
What is the cost of this policy?

Some organizations argue that such a policy is an infringement on the rights of healthcare
workers. Discuss your thoughts on this statement.

Applicants may discuss some of the following points:

Autonomy of health care workers

Nature of the policy: invasive procedure, risks of vaccine
Professional responsibilities of health care workers respect, altruism, commitment
to patients, health advocate, quality assurance
Ethical responsibilities of health care workers non-maleficence (do no harm)

If you chose NOT to implement a mandatory vaccination program, what strategies might you use
to increase healthcare provider vaccination coverage?

Applicants may discuss some of the following points:

Educational initiatives to inform staff of risks/benefits, etc.

Accessibility: i.e. self-administered needles, provide flu shots for staff on hospital
wards
Incentives: money? food?
Penalties: i.e. unpaid days if missed work due to influenza illness
ADMISSIONS MANUAL FOR INTERVIEWERS

Admissions MMI Sample Station 2 (Communication/Actor Station)

INSTRUCTIONS FOR THE OBSERVER

Your company needs both you and a co-worker (Sara, a colleague from another branch of the
company) to attend a critical business meeting in San Diego. You have just arrived to drive Sara
to the airport.

Sara is in the room.

1. Ensure that the student has read the scenario

2. Observe the applicant and be prepared to assess the communication skills displayed.
Some background information is given on the following pages.

3. The student has 8 minutes to interact with the actor. After 8 minutes a bell will sound
and you will have 2 minutes to complete the score sheet. Do not give the applicants
feedback.

4. In assessing the student, consider the following issues. Note, however, that these
are just a guideline and should not be considered comprehensive.

A. Did the applicant appear empathetic?

B. Did the applicant attempt to console Sara without belittling her or making light of
her concerns?
C. Does the applicant help Sara consider multiple potential courses of action?
ADMISSIONS MANUAL FOR INTERVIEWERS

BACKGROUND AND THEORY

History

Sara is anxious regarding her safety. She had a friend who narrowly escaped being at the World
Trade Center when it was destroyed. Until now, she had not experienced angst regarding air
travel, but presumably there were latent feelings present, surfacing today with the immediate
prospect of flying to San Diego. She had routinely travelled via air in the past, but this is the first
time air travel was required since September 11th, 2001. She is gripped with fear over what might
happen.

Focus of station

This station is intended to be one that will allow an observer to evaluate the applicants
communication skills. The simulator should act in a standard manner for all applicants, but
should also be reactive to the approach taken by the applicant.

Below are some characteristics of effective communication skills that the applicant might display.

1. Listens well.

2. Remains supportive.

3. Avoids making light of Saras concerns.

4. Normalizes concerns, noting that these feelings of anxiety have become quite common.

5. Confirms, without patronizing, that Sara is aware of the relative safety of air travel (e.g.
better security now in place at airports, statistically tiny chance of being targeted, etc)

6. Helps Sara separate the intellectual response of low danger from the emotional response of
anxiety.
ADMISSIONS MANUAL FOR INTERVIEWERS

Admissions MMI Sample Station 3 (Collaboration/Task-Oriented)

INSTRUCTIONS FOR THE INTERVIEWER

When you enter the room there will be a sheet of paper that illustrates how to complete an
origami (paper folding) project. On the other side of the room there is another candidate who
cant look at you, but who has a blank piece of paper. Verbally guide your colleague to
completion of the origami project.

You have 5 minutes to complete the project after which you will be given 3 minutes to
discuss with your colleague any difficulties that arise during your communication.

YOU ARE APPLICANT A

1. Ensure that the applicant has read the scenario

2. During the first 5 minutes, observe the interaction of Applicant A with the other applicant.
Assess how Applicant A approaches the problem. At the 5 minute mark, end the
discussion and ask the two applicants to discuss the interaction and assess their
contribution as well as that of the other applicant.

3. In assessing the student, consider the following issues. Note, however, that these
are just a guideline and should not be considered comprehensive.

A. Did the applicant speak calmly, clearly, and eloquently?

B. Did the applicant attempt to elicit feedback from the instructee to help guide the
process?
C. Did the applicant attempt to confirm that the instructions had been understood
before moving onto the next step?
D. During the final 3 minutes, was feedback given and received in an honest,
respectful and mature manner?
ADMISSIONS MANUAL FOR INTERVIEWERS

BACKGROUND AND THEORY

One of the essential roles that the CanMeds 2015 Physician Competency Framework, published
by the Royal College of Physicians and Surgeons of Canada defined as critical to the performance
of medical specialists is Communicator. The key competencies under this role include:

Establishes professional therapeutic relationships with patients and their families;

Elicits and synthesizes accurate and relevant information, incorporating the perspectives of
patients and their families;
Shares health care information and plans with patients and their families;
Engages patients and their families in developing plans that reflect the patients health care
needs and goals;
Documents and shares written and electronic information about the medical encounter to
optimize clinical decision-making, patient safety, confidentiality and privacy.

Obviously new candidates cant be placed in clinical situations and expected to show that they are
capable of each of these competencies, but this exercise is intended to serve as a proxy measure of
these abilities.

Below are some characteristics of effective communication skills that the applicant might display.
Listens well
Remains supportive
Provides instructee with a sense of the end goal rather than just leaping into the step by
step instructions
Avoids making light of any difficulties experienced by the instructee
Takes stock of progress, gathering feedback from the instructee and confirming that the
project is at the anticipated stage
Is able to eloquently express instructions and maintain an effective dialogue with
instructee during the 3 minute debriefing/feedback session
ADMISSIONS MANUAL FOR INTERVIEWERS

Admissions MMI Sample Station 4 (Personal Interview)

INSTRUCTIONS FOR THE INTERVIEWER

What experiences have you had (and what insights have you gained from these experiences)
that lead you to believe you would be a good physician?

Discuss this question with the interviewer.

1. Ensure that the applicant has read the scenario

2. Discuss some of the following issues with the applicant. Some background information is
given on the following pages.

A. What personal skills does the applicant feel physicians require?

B. How have these skills been demonstrated by the applicant in the past?
C. If the applicant does not get in, what would he/she do in the following year to try
and improve his/her chances during the next admissions cycle?
D. What was learned from the experiences described by the applicant?
E. What experiences does the applicant wish he/she had had an opportunity to
participate in?

3. The student has 8 minutes to discuss these issues with you. After 8 minutes a bell will
sound and you will have 2 minutes to complete the score sheet. Do not give the applicants
feedback.

4. In assessing the student, consider the following issues. Note, however, that these are just a
guideline and should not be considered comprehensive.

A. Did the applicant demonstrate having put some thought into the qualities that must
be maintained by a good physician?

B. Did the applicant support his/her claim that he/she has these qualities with specific
examples of past experiences?
ADMISSIONS MANUAL FOR INTERVIEWERS

BACKGROUND AND THEORY

Following is a list of essential roles and key competencies that the CanMeds 2015 Physician
Competency Framework, published by the Royal College of Physicians and Surgeons of Canada
defined as critical to the performance of medical specialists. Applicants cannot have
demonstrated competency in each of these areas without medical training, but they might serve as
a guideline when listening to responses.

Medical Expert
Practise medicine within their defined scope of practice and expertise
Perform a patient-centred clinical assessment and establish a management plan
Plan and perform procedures and therapies for the purpose of assessment and/or management
Establish plans for ongoing care and, when appropriate, timely consultation
Actively contribute, as an individual and as a member of a team providing care, to the
continuous improvement of health care quality and patient safety

Communicator
Establish professional therapeutic relationships with patients and their families
Elicit and synthesize accurate and relevant information, incorporating the perspectives of
patients and their families
Share health care information and plans with patients and their families
Engage patients and their families in developing plans that reflect the patients health care
needs and goals
Document and share written and electronic information about the medical encounter to
optimize clinical decision-making, patient safety, confidentiality, and privacy

Collaborator
Work effectively with physicians and other colleagues in the health care professions
Work with physicians and other colleagues in the health care professions to promote
understanding, manage differences, and resolve conflicts
Hand over the care of a patient to another health care professional to facilitate continuity of
safe patient care

Leader
Contribute to the improvement of health care delivery in teams, organizations, and systems
Engage in the stewardship of health care resources
Demonstrate leadership in professional practice
Manage career planning, finances, and health human resources in a practice

Health Advocate
Respond to an individual patients health needs by advocating with the patient within and
beyond the clinical environment
Respond to the needs of the communities or populations they serve by advocating with them
for system-level change in a socially accountable manner

Scholar
Engage in the continuous enhancement of their professional activities through ongoing
learning
ADMISSIONS MANUAL FOR INTERVIEWERS

Teach students, residents, the public, and other health care professionals
Integrate best available evidence into practice
Contribute to the creation and dissemination of knowledge and practices applicable to health

Professional
Demonstrate a commitment to patients by applying best practices and adhering to high ethical
standards
Demonstrate a commitment to society by recognizing and responding to societal expectations
in health care
Demonstrate a commitment to the profession by adhering to standards and participating in
physician-led regulation
Demonstrate a commitment to physician health and well-being to foster optimal patient care
ADMISSIONS MANUAL FOR INTERVIEWERS

Place Applicant Sticker Here

ADMISSIONS MMI SAMPLE SCORE SHEET

Applicants Name:

Interviewers Name:

Potential Conflict of Interest?: Y N If Yes, Why?

Station Stem will appear here

Please rate the applicants overall performance on this station relative to the pool of all
applicants you are rating. You may adjust your scores as necessary before turning them in.

Consider the applicants: Communication skills

The strength of the arguments expressed
The applicants suitability for the medical profession.

1 2 3 4 5 6 7 8 9 10
Unsuitable Less Suitable Satisfactory Above Average Outstanding

Comments:
.
ADMISSIONS MANUAL FOR INTERVIEWERS

McMaster University wishes to ensure the full and fair implementation of the
principles which recognize that every person is equal in dignity and worth,
and should be provided with equal rights and opportunities without
discrimination.

Interviewers may NOT ask applicants questions related to the following unless they have
been raised by the applicant, and if they are relevant to the issue under discussion.

Age
Ancestry, color, race
Citizenship
Ethnic origin
Place of origin
Creed
Disability
Family Status
Marital status
Gender identity, gender expression
Receipt of public assistance
Record of offences
Sex
Sexual orientation

[Revised March 18, 2016]