#THEME HOSPITAL CONSULTANT TRAINING PROFESSIONAL#

speak about areas, mainly, kind of, about cases that I might have found challenging. I think the main things that I have found helpful is just having the space to. However, in doing so, she highlighted a comparative lack of support within her day-to-day work as a doctor: ‘Mary’ also identified a role for appraisal in supporting her development. and also the last year's personal development plan, whether I achieved it or what stopped it achieving. what I am doing and why is it relevant with my practice.

‘Asif’ described the planning process for his CPD:

#THEME HOSPITAL CONSULTANT TRAINING PROFESSIONAL#

Participants recounted how appraisal could support continuing professional development (CPD). The theme of development was recurrent across all interviews. Consequently, we undertook an in-depth, phenomenological enquiry to understand the authentic, lived experiences of appraisal among this, often-marginalised, group of doctors.ĭevelopment, including support, agency and status 13ĭespite this recent improvement in appraisal rates, there remains a notable lack of evidence regarding SAS doctors' experiences of appraisal. 7–12 The arrival of revalidation in 2012 had significant influence on SAS doctors' appraisal rates a survey by a joint working group of the British Medical Association, Health Education England and NHS Employers reported a rate of 93%, placing SAS doctors on a par with GPs and consultants. Low appraisal rates for SAS doctors were first reported in 2004, and subsequent surveys have revealed a highly heterogeneous picture with rates ranging from 17% to 90% depending on geographical region and specialty. To date, research on SAS doctors' appraisal has largely focused on whether or not it is occurring. 4 This is important, as while there have been high profile critics of doctors' appraisal, it nonetheless has the potential to give shape and substance to professional conversations about doctors' development. While subsequent policy documents have continued to assert the importance of maximising SAS doctors' potential (including through appraisal), it is not clear that the situation has significantly changed. 3 These included the existence of a hierarchical appraisal culture, a lack of awareness of the requirements for revalidation, a lack of parity with their consultant colleagues and problems with engaging with these important members of the NHS workforce. 2 In 2013, a review of appraisal for SAS doctors identified serious difficulties with the process. There are two contractual groups of SAS doctors working in the UK NHS the specialty doctors and the associate specialists, the latter is often described as the more senior role.Ī very recent overview of the role of appraisal in revalidation of doctors suggests that more research is needed on the intended and unintended consequences of appraisal. 1 They do not follow traditional training pathways to be general practitioners (GPs) or consultants for a variety of reasons including flexibility and work–life balance. Specialty and associate specialist (SAS) doctors are employed on specific contracts.

Theme hospital consultant training