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Flexible Training

Flexible Training. Dr Margaret Bamforth. Funding – old arrangements. At the moment supernumerary Deanery hold a ‘flexible training budget’ Deanery funds either 0.5 (SHOs) or 0.6 (SpRs) WTE On-call funded by the employing Trust Banding.

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Flexible Training

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  1. Flexible Training Dr Margaret Bamforth

  2. Funding – old arrangements • At the moment supernumerary • Deanery hold a ‘flexible training budget’ • Deanery funds either 0.5 (SHOs) or 0.6 (SpRs) WTE • On-call funded by the employing Trust • Banding. • FA = 1.25, FB = 1.05, FC = pro-rata of the training salary • Additional funds made available. 7 million (2002-03 & 2003-4)

  3. National picture – the drivers for change • Increasing numbers of women entering medical school • Improving working lives • Need to retain women in the medical workforce • Pay and conditions • MMC

  4. Improving Working Lives • Intercollegiate Improving Working Lives Committee • Offers options for part-time working • Keeps doctors in employment • Allows for doctors to return after periods out of employment

  5. The Issues • Changing the culture • Mainstreaming • Funding • EWTD and MMC • National consistency

  6. Principles • Should be supernumerary (?) • Should allow for flexibility • Should provide high quality training opportunities • Should address the learning outcomes required by the specialty curricula

  7. Unmet need • Difficult to quantify • Expressed demand low in areas of low take-up • Specialties with the highest number of female consultants also have a high number of flexible trainees. i.e Paediatrics and Psychiatry • Survey of the RCP showed 92% of women and 51% of men expressed an interest in working part-time.

  8. Need for a Strategy • Improve communication • Support a change in culture • Set out clear principles • Develop ‘protocols’ in line with national guidance • Clarify roles and responsibilities

  9. Recommendations from COPMED • National eligibility criteria • National recruitment guidelines • Slot shares used whenever possible • Agreed educational contracts • Creation of dedicated flexible training slots • NTNs for flexible trainees from lead deans • Annual review re eligibility criteria • Discussion at RITAs re career aspirations to improve workforce planning • 6mths grace period

  10. Recommendations from COPMED – July 2004 • Mainstream with pro-rata pay • In high volume specialties – slot shares and fixed part-time posts • Pro-rata work • IWL • Assessment of training capacity • Rotation in conjunction with FT trainees • Equal opps and open competition.

  11. PRHO/SHO/SPR FLEXIBLE TRAINING FLOWCHART CONTACT DEANERY ASSESSEMENT INTERVIEW TO ESTABLISH ELIGIBILITY IN POST ? YES NO Placement identified Competitive Interview with letter of support Funding identified Programme approved by Deanery and Regional Advisors (GMC for PRHO) Contract/HR documentation and start date agreed Review date set (ie. Length of contract agreed)

  12. Problems encountered • Overseas applicants • Specialty differences • Oversubscribed specialities • Specialties with few flexible trainees • Specialties with few female Consultants • Part-time consultant posts • Non rotational SHO posts

  13. Possible solutions • ‘flexible rotations’ • Slot shares • Flexible Careers scheme • MMC - all trainees on specialty training schemes • Better career advice

  14. Next Steps • Revise Strategy Document • Implementation • Operational issues

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