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Everything you wanted to know about Bradford GP Training Scheme but were afraid to ask

Maggie Eisner November 2012. Everything you wanted to know about Bradford GP Training Scheme but were afraid to ask. Introduction. Organising group asked me to talk about ‘How the VTS works’ This was a suggestion on someone’s Peer Appraisal feedback I asked everyone to send me a question

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Everything you wanted to know about Bradford GP Training Scheme but were afraid to ask

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  1. Maggie Eisner November 2012 Everything you wanted to know about Bradford GP Training Scheme but were afraid to ask

  2. Introduction • Organising group asked me to talk about ‘How the VTS works’ • This was a suggestion on someone’s Peer Appraisal feedback • I asked everyone to send me a question • 3 people replied, one of them with 2 questions • The slides re their questions have lilac titles

  3. Recruitment process • National system via GP recruitment website • Stage 2: 2 machine marked papers: knowledge and Situational Judgement test (Professional Dilemmas) • Stage 3: 3 simulations (patient, relative, colleague) + written paper (prioritisation) • Individual component marks fed into computer -> Trainable or Not Trainable

  4. Allocation of posts • Trainees put rotations in order of preference on application forms • Allocated according to their recruitment scores – but bottom 10% are given their higher preferences, in order not to make their chances worse • In Bradford, rotations of successful candidates adjusted according to trainee preference • References not scrutinised before trainee accepted at recruitment – we look at them when trainees are allocated to the scheme

  5. Today’s Bradford trainees • 85 on scheme in August 2012 • 59 female (approx 70%) • 19 IMGs (22%) • Almost 50% Muslim • Many less than full time • Several on maternity leave • Several with significant health problems • Several with complex family responsibilities

  6. What should trainees cover in each of the 3 years (so I can tailor my tutorials appropriately)? • Too much variation between trainees to give an answer • Broad 1st GP post (ST1 and 2) aims are on website • ST2s should possibly be thinking about AKT • ST3s will be working towards CSA • Consider using CSA ‘generic indicators for targeted assessment domains’, as well as COT criteria, when looking at videos

  7. Pathway to becoming a trainer • Submit consultation video to COT standard • Pass PG cert in Primary Care Education (4 modules) • Learn about MRCGP (no ‘n’) • Sessions with trainer-mentor – anyone interested in being one? • Interview at Deanery

  8. Ensuring trainers get feedback from trainees • Free-text form which trainees fill in at 1st HDR of each 6 months, about the last 6 months – we send to trainers and to consultants • Survey Monkey – nearly all trainers have agreed to share results; you’ll soon have access to them all • Even then we probably won’t get 100% response rate

  9. Our educational programmes • Half day release – mostly about attitudes and competencies • Modular courses – mostly related to assessments • Wednesday tutorials – mostly related to knowledge/curriculum • IMG days

  10. Half Day Release – how has it changed recently? • Some sessions still in 4 mixed-year groups • 3 tier sessions (5 in 6 months): • ST3s: CSA practice, then ‘preparation for life after GP training’ • ST1/2s in 1st GP post: consultation models & consultation skills practice • ST1/2s in hosp : trainees present key topics from their specialty • Mix of discussion sessions, trainee presentations (4 competencies and other topics), topic based sessions, sessions covering broad aspects of GP (ethics, person-centred care), Arts based sessions • Also mock CSA sessions and consultation skills sessions using simulators

  11. Modular courses • Developed partly because hospital trainees found it hard to get to HDR • Full days, most at Utopia near Skipton • Programme: • Induction – on starting scheme • 2 Intro to WPBA days – on starting scheme • 2 AKT preparation days – ST2 • Safeguarding – any ST year • ARCP prep – any year (could be done every year) • Introduction to CSA – ST1 or 2

  12. Attendance at educational sessions • We expect • Equivalent of 70% HDR attendance in hosp posts • 80% HDR attendance in GP posts • New electronic system for recording HDR attendance and feedback • Hospital trainees can make up 16 sessions of educational attendance from a mixture of HDR sessions and modular courses • Spelling this out for hospital consultants and rotaco-ordinators has helped attendance

  13. IMG courses • 2 days in Spring every year • For IMGs in all years • Aims • General support, (recognising everything’s harder for them) • Increase chances of their passing CSA? • Content • Address and discuss their own concerns • Discussion of English language/culture issues • Presentation on CSA by successful IMG ex trainee • Consultation skills practice (mostly sex and death) • Peer support

  14. TPDs’ areas of responsibility • Each of us – TPD advisor to group of trainees • Each of us – TPD liaison with one or more hospital specialties • Maggie – HDR (with Lucy), IMG days, trainer support and development, Practice Managers, lead for admin liaison • Nick – trainee allocations, finance (incl Study Leave), modular courses (with Hasna), OOH • Ram – website, Wednesday tutorials, educational supervision, ARCP • Lucy – HDR (with Maggie) • Hasna – Modular courses (with Nick), IMG days

  15. What about the Deanery? • We are in W Yorks Locality, 1 of 3 localities in Y&H Deanery • GP and hospital education less separate than before • Increasing financial constraints • Fewer support staff, more overworked • Fewer clinical staff • We have to do more locally

  16. The future (national)– 4 year training? • RCGP proposals accepted in principle by some bodies, but more will have to accept it before it goes ahead • No additional money • At least 24 months in primary care • AKT and CSA by end of 3rd year • 4th year may concentrate on leadership/community/society aspects of GP rather than just the consulting room and the practice • Some ‘innovative training placements’ w relevant experience in GP and ‘integrated community placements’ (e g drugs and alc) • Quality Improvement Project in Year 4, and CCT at end of year 4 • No implementation date so far

  17. The future (local) • Sofya’s maternity leave • Dec 2012 – Dec 2013 • Challenging negotiations with BHT Education dept about cover • Leanne Priestley (from BHT Library) covering most of Sofya’s work • Nick’s sabbatical • Jan, Feb and Mar 2012 • Hasna and Lucy doing extra sessions to cover • Possible slight rejig of responsibilities within team (e g Ram setting up online OOH, Lucy main lead for HDR, Maggie and Hasna sharing other duties of Nick’s)

  18. What I’ve covered • Recruitment process • Allocation of trainees • Trainee numbers and characteristics • Pathway to becoming a trainer • Feedback from trainees • Our educational programmes • Roles and responsibilities of TPDs • What the Deanery does • 4 year training • Local changes in team

  19. Now you’ve heard all this • Please let us know if you have any • Thoughts • Suggestions • Ideas

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