Qualification Criteria

The selection criteria for the Medicus Integra Award are designed to identify and recognize healthcare organizations that demonstrate exemplary commitment to enhancing the well-being of their medical staff. These criteria assess the comprehensiveness, effectiveness, and sustainability of well-being programs within these organizations. The criteria are divided into several key domains, each reflecting a vital aspect of physician and APP well-being.

The 4 Pillars of Medicus Integra®

A Standard for Excellence in Clinician Well-Being

The Medicus Integra® Award is a national recognition for healthcare organizations that have taken meaningful, measurable steps toward building a culture that prioritizes well-being. Based on a framework developed by The Coalition for Physician & APP Well-Being, the award is grounded in four key pillars. Each one reflects critical areas of focus—and to qualify, organizations must demonstrate they are not only investing in programs, but embedding well-being into their operations, leadership, and values.

Empowering clinicians to thrive through connection, support, and resources.

This pillar recognizes organizations that actively strengthen the emotional, mental, and relational resilience of their physicians and APPs. Qualification is based on:

Peer connection and mentorship, with programs that foster collegiality and offer safe, structured opportunities for support among clinicians.
Support for family life, including consideration for after-hours schedules, childcare at events, and meaningful inclusion of spouses or significant others.
Resources for personal resilience, such as access to crisis support, coaching, and systems for gathering and responding to clinician feedback.

These components ensure clinicians are not navigating burnout alone-and that their personal and professional lives are respected and supported.

Fostering growth, development, and a culture of continuous improvement.

Learning is a pillar rooted in the belief that education and innovation are key to sustained well-being. It recognizes organizations that invest in the growth of their physicians and APPs, both professionally and personally. Qualification is based on:

Formal leadership and wellness training, offered regularly and often tied to CME credit.
Career development support, including coaching, mentoring, and resources to help clinicians grow in their roles or navigate transitions.
Opportunities for scholarly engagement, such as research, publication, or innovation projects related to clinician well-being.

When organizations make learning a priority, they show that well-being is part of the journey-not just the destination.

Creating an environment where well-being is championed and celebrated.

Culture is more than a mission statement-it's what people experience daily. This pillar focuses on how leadership and teams live out their commitment to clinician well-being. Qualification is based on:

Established well-being committees that meet regularly, include physician and APP voices, and influence organizational decisions.
Visible leadership engagement, where senior leaders model wellness, involve clinicians in planning, and use communication channels to listen and respond.
Celebration and recognition, through intentional gratitude practices, team appreciation efforts, and the creation of safe spaces for reflection and feedback.

Organizations that excel here demonstrate that well-being is a shared value, not an afterthought.

Aligning infrastructure and systems with the realities of clinical work.

This pillar examines how well-being is supported through policies, workflows, and daily operations. It moves beyond individual effort and into system-level change. Qualification is based on:

Workload management, including thoughtful staffing models, manageable call schedules, and efforts to reduce the burden of electronic health records.
Time for meaningful work, ensuring clinicians have protected time to engage in teaching, research, or professional development.
Two-way communication, with established processes for input from physicians and APPs in administrative and strategic decisions.

Operational alignment means clinicians feel heard—and empowered to do their best work in a sustainable way.

Becoming a Medicus Integra® Organization

Each of these four pillars contains specific, evidence-based criteria designed to guide organizations from intent to implementation. Recognized sites have shown that they are building cultures of care from the inside out, where physicians and APPs are empowered, supported, and sustained.

Application Process

Organizations interested in applying for the Medicus Integra Award must submit a detailed application that includes:

Documentation of Well-being Initiatives: Descriptions and evidence of implemented programs and policies.
Impact Data and Outcomes: Quantitative and qualitative data demonstrating the effectiveness of these initiatives.
Letters of Support: From staff and leadership attesting to the benefits and changes observed as a result of the initiatives.

The evaluation process includes a thorough review of submitted materials, a site visit, and interviews with staff and leadership.

MI: MUST HAVES

Physician Well-Being Committee

A group of providers and administrators of any size meet on a regular basis to address physician/APP wellness, burnout, and engagement initiatives.

Physician Leadership training and functioning

A regular, formalized program that equips physicians to become active and engaged leaders within the organization. The organization should also include physicians in the strategic planning process.

Coaching & Counseling

A program sponsored by the facility/group that helps coach and/or counsel providers dealing with the effects of burnout.

Communication

Provide a formalized process that demonstrates bi-directional communication to distribute information, respond to physicians' and APPs’ concerns, and provide an opportunity to participate in planning and strategy for the organization.

Collegiality Initiative

Initiatives that promote collegiality and collaboration among physicians and APPs. Examples may include a formalized mentoring program, Finding Meaning in Medicine, Whole Person Care Conferences, Balint group, etc., to help physicians discuss issues, build trust, and grow professionally and personally.

Onboarding process

A formalized and standardized onboarding/orientation program for new physicians to understand the organization they are joining. This includes information such as the organizational mission, vision, culture, and legacy, along with resources for providers dealing with stress and burnout.

MI Program Launcher