Prospective Residents & Fellows
Stony Brook University Hospital Graduate Medical Education programs share common criteria and processes for the recruitment and selection of residency training candidates. A selection committee exists within each residency program and consists of, at a minimum, the program director, and a faculty member. Additional members are included at the discretion of the residency director. This committee reviews all applicants and is responsible for selection of applicants for interview, participation in the interview process and the final choice of applicants to be ranked in the NRMP match or offered contracts independent of the match when this option is allowed. Stony Brook University Hospital programs require that all residency applicants meet uniform eligibility standards, detailed below. In addition, each training program, as set forth in their program requirements, may have additional requirements to be met for an application to be considered. The application process meets all requirements of the Equal Employment Opportunity and the Americans with Disability Act, in ensuring that all qualified applicants are afforded a review without discrimination based on sex, race, age, religion, color, national origin, disability or veteran status.
Stony Brook University Hospital Salary Scale*
|Pay Level||2020-2021 Salary||2021-2022 Salary
*Salary includes $2,500 resident stipend and $3,026 location stipend
**Starting PGY Level is determined by the Program’s prerequisite training years. Any exceptions would need to be discussed with the Program Director and approved by the DIO.
***Professional Liability Insurance is provided through New York State Public Officers Law section 17. https://www.nysenate.gov/legislation/laws/PBO/17
In compliance with federal law, including the provisions of Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendment of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, the ADA Amendments Act of 2008, Executive Order 11246, and the Uniformed Services Employment and Reemployment Rights Act, as amended, and the Genetic Information Nondiscrimination Act of 2008, Stony Brook University does not discriminate against individuals on the basis of their race, sex, religion, color, national or ethnic origin, age, disability, or military service, or genetic information in its administration of educational policies, programs, or activities; admissions policies; scholarship and loan programs; athletic or other University-administered programs; or employment. In addition, the University does not discriminate against individuals on the basis of their sexual orientation, gender identity, or gender expression consistent with the University’s nondiscrimination policy.
Whenever possible, all accredited house staff training programs at Stony Brook will participate in an organized matching program, such as the National Resident Matching Program (NRMP).
New York State Paid Family Leave:
The agreement provides for paid family leave, another longstanding bargaining priority for our unit. UUP is the first State bargaining unit to negotiate into coverage by the New York State Paid Family Leave Law (PFL), and we have done so in ways that coordinate the statutory benefits with existing leave provisions in our contract. Beginning January 1, 2019, UUP-represented employees who meet statutory eligibility criteria will be covered by the provisions of the PFL. This statute provides partially-paid time off, continuation of health benefits and job protection during leave for the following purposes: bonding with a child in the first year following birth, adoption or foster care placement; caring for a family member with a serious health condition; or assisting family members
deployed abroad for military service.
Leave Benefit Levels:
- Effective January 1, 2019, an eligible employee may receive up to 10 weeks of paid family leave in a 52-week period at 55% of the employee’s average weekly wage, not to exceed 55% of the NYS Average Weekly Wage (SAWW).
- Effective January 1, 2020, an eligible employee may receive up to 10 weeks of paid family leave in a 52-week period at 60% of the employee’s average weekly wage, not to exceed 60% of the SAWW.
- Effective January 1, 2021, an eligible employee may receive up to 12 weeks of paid family leave in a 52-week period at 67% of the employee’s average weekly wage, not to exceed 67% of the SAWW.
The 2018 SAWW is currently $1305.92 per week (or $67,907.84 per year). The SAWW is adjusted annually by the NYS Department of Labor.
PGY-1: All incoming interns will be provided with 2 textbooks: Kaplan and Sadock's Synopsis of Psychiatry and Kaplan & Sadock's Pocket Handbook of Psychiatric Drug Treatment
PGY-2: $250 stipend to attend conferences, if presenting at a conference: $750
PGY-3: $300 stipend to attend conferences, if presenting at a conference: $800
PGY-4: $350 stipend to attend conferences, if presenting at a conference: $850
In the PGY-4 year, the Beat the Boards Review Course is paid by the department.
Four weeks of vacation time are allowed each year. Vacation time must be scheduled in advance.
Health insurance and life insurance are available. Malpractice coverage is included in the Psychiatry residency program.
Meals are provided for those residents on call at University Hospital.
Residents are responsible for obtaining their own housing with referral assistance given by the department.
Local Area Transportation
Transportation to and from Stony Brook University is easily available.
Major roads connect the University with New York City, Brookhaven National Lab, Cold Spring Harbor Lab, the Hamptons, beaches and other attractions.
Ferry service is available to Bridgeport and New London, CT for connections to New England.
Rail service is available from the University campus to New York City and JFK Airport.
Air service is provided from Islip/MacArthur, LaGuardia and John F Kennedy Airports.