SAS Survey Results - NHS Employers/media/Employers/Documents/Pay a… · Rec 1 •Acclimatisation...
Transcript of SAS Survey Results - NHS Employers/media/Employers/Documents/Pay a… · Rec 1 •Acclimatisation...
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SAS Survey ResultsMark Radcliffe – Chair of the
Yorkshire & Humber SAS Tutors Group, South West Yorkshire
Partnership NHS Foundation Trust
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www.hee.nhs.uk
Outline
• Background
• Findings– Demographic
– Competence & experience
– SPAs
– Revalidation & job planning
– Career progression & development
– Changing grades / CESER
– Management & teaching
• Key Messages
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Background
• Last survey on SAS education and training done in 2008 by BMA
• 403 SAS doctors filled in our survey
• Ran from 12 Jan - 13 Feb 2015
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Demographics
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Demographics
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Demographics
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Qualifications
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Competence & Experience
Work appropriate level to competence / experience
Receive due recognition of competence / experience
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CPD Variety
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SPAs
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SPA Use
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Study Leave
Proportion get funded study leave
Proportion using full allowance of leave
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Revalidation & Job Planning
Time for revalidation, appraisal evidence gathering
Proportion with agreed job plan
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Aspirations
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Aspirations
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Aspirations
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Job Grade
Remain in current grade Grades want to move to
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CESR
Currently working towards CESR
Aspire to achieve CESR at some point
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CESR
Work towards CESR if circumstances allow
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Management & Other Roles
Adequate recognition of management, educational, appraisal role
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Management & Other Roles
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Positives:
– 82% believe they work at a level appropriate to their competences / experience
– 67% believe they receive due recognition of their competences / experience
– 93% receive a good, regular appraisal
– 74% have an agreed job plan
Key Messages
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Challenges
• 10% of respondents do not have any SPA time in job plans. In some cases SPA time is not given or is cancelled for service.
• Although 94% get funded study leave, only 56% utilise full allowance
• 60% get time for revalidation and appraisal evidence gathering
Key Messages
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• 44% feel able to work effectively towards their development and career progression aspirations (for various reasons but largely due to too much clinical workload)
• 75% would like to become a consultant but there are lots of barriers to achieving CESR
• 53% of those who have roles as a manager / educational supervisor / appraiser feel they receive adequate recognition for these roles.
Key Messages
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©British Medical Association
Barriers and blockers to professional development -
table discussions
Dr Amit Kochhar
Chair
BMA SAS Committee
9 March, 2015
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©British Medical Association
Barriers and blockers
5 March 2015
What is preventing SAS doctors from achieving their
professional development goals?
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CESR / CEGPR applications
5 March 2015
Leeds
Steve Cunliffe – Head of Specialist Applications –General Medical Council
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What the Specialist Apps Team do
• Deal with all applications for entry onto the Specialist Register or GP
• Certificate of Completion of Training (CCT)
• Certificate of Eligibility for Specialist Registration (CESR)
• Certificate of Eligibility for General Practice Registration
(CEGPR)
• Verifications and duplicates of certificates for GMC and previous
bodies responsible for Specialist training / registration
• Coordinate GMC’s response to appeals against SR / GPR
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CCTs
• Following qualification and foundation years, doctors apply for entry into
specialist training
• Once appointed, they follow a GMC approved curriculum
• If they achieve all the competencies, they will be recommended to the GMC for
the award of a CCT.
• Fee is £390
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Certificate of Eligibility for Specialist Registration (CESR)
Certificate of Eligibility for GP Registration (CEGPR)
For doctors who have not followed a full UK training
programme but can demonstrate that their:
knowledge
skills
and experience
are equivalent to the relevant curriculum.
Numbers of applications increasing
CESR / CEGPR applications
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640
660
680
700
720
740
760
2012 2013 2014
Numbers of CESR / CEGPR apps received
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JCST
26%
JRCPTB
19%RCPsych
11%
RCoA 6%
JCST
JRCPTB
RCPsych
RCGP
RCRad
RCoA
RCOG
RCOphth
RCPCH
CEM
RCPath
FSRH
FOM
FPH
Applications by specialties
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Breakdown of CESR applications
Where applicants have had their most recent experience:
Type UK EEA Rest of the
World
Proportion by
region
CESR 82.0% 2.9% 15.1%
CEGPR 74.4% 4.7% 20.9%
All 81.5% 3.0% 15.5%
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Documentary-based assessment – usually 800 – 1000
pages of evidence
Evidence has to be validated, authenticated and
anonymised
Assessed against the standards of the CCT curriculum
No two applications are the same
Often takes 6 – 9 months from start to end
CESR / CEGPR – evidence
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Preparing for submission
Documentary evidence based on GMC’s Good Medical Practice Guide:
Domain 1: Knowledge, skills and performance Domain 2: Safety and quality Domain 3: Communication, partnership and teamwork Domain 4: Maintaining trust
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CESR / CEGPR – the process
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Structured Reports
You will be asked to provide six referees
These are used to triangulate your primary evidence
Verify work, training and experience
Details on your personal attributes, skills and competencies
First referee should be your current medical / clinical
director
A minimum of two other referees should be supervisory
consultants in the same specialty
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Evidence - Validation
Every piece of evidence that relates to your training and
experience
Medical Supervisors who can confirm it is a true and
accurate record
Hospital Stamp
Name of person validating
Their job title
Their Signature
Incorrectly validated or authenticated evidence will not be
sent to the Royal College
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A decision is made - Successful
Specialist Registration (and Full Registration) is automatically granted
A copy of the evaluation is sent to you
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A decision is made - Unsuccessful
A letter confirming you have not been successful
A copy of the evaluation
Recommendations which will help in future applications
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Review
You may wish to review our decision on an unsuccessful application if:
You have additional relevant documentary evidence
OR
You consider there has been a procedural error
You must apply within 12 months of the date on your decision letter
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Success rates
0%
20%
40%
60%
80%
100%
120%
2012 2013 2014
Reject
Grant
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Reasons applications are unsuccessful
• Common themes:• Lack of audit experience• Lack of WPBAs or assessment tools• Specialising in one area • Lack of evidence of research• Lack of management / leadership experience
47%
67%74%
43%51%
35%
74%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Pass
Fail
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Compliance with legal deadline
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
-10
10
30
50
70
90
110
130
150
170
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1
2012 2013 2014 2015
# Apps
% met SLA
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Future of specialist registration
• GMC consulted on routes to the GP and specialist registers in
2012
• In September 2012 council approved a report regarding the
consultation and 13 resultant recommendations
• Short / medium term– publish an annual report regarding
outcomes, issues and learning points for CESR
• Longer term
• Doctors are required to work in the UK for 12 months prior
to application
• Test of knowledge to be introduced
• An evaluation of performance in practice required
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13 recommendations
Rec 1• Acclimatisation
Rec 2• Knowledge test
Rec 3 • Workplace evaluation
Rec 4• GP legislation
Rec 5• Less documentary evidence
Rec 6• Applied to A or R applicants
Rec 7• International renown applicants
Rec 8• Reduce need for panels
Rec 9• Panel role defined
Rec 10
• Early mitigation
Rec 11
• Improve panel efficiency
Rec 12
• Publish TORs for panels
Rec 13
• Improve perceptions
Complicated ones still to do Straightforward ones done
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For help from the Specialist Applications team
Website www.gmc-uk.org/doctors/SpecApps.asp
Phone0161 923 6002
(
*
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•
•
•
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©British Medical Association
Identifying facilitators and
local action planning -
table discussions
5 March 2015
Dr Amit KochharChair
BMA SAS Committee
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©British Medical Association
1. Which facilitators can help overcome barriers to
professional development?
2. What are your 'take-home' messages from today's
workshop?
3. How do you intend to use what you have learnt
today to spread good practice within your own
trusts / areas?
Identifying facilitators and
local action planning
5 March 2015
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