Selection for GP training

1
Selection for GP training

• Dr Roger Price
• Deputy director of
• GP postgraduate education

2
Plan for workshop

• Brief background on development
• Outline of current process
• Clarify rules for competency assessment
• Watch video of doctors performing
• Assess their performance
• Discussion

3
Background development

• Research with occupational psychologists
• Publication in BMJ pilot project
• Roll out in 3 deaneries over 3 years
• Taken up by Wales, N Ireland 2 others
• Losing interviews
• Adding MCQ
• Constant evaluation of everything

4
Current short listing process in LNR

• National advertisement, twice yearly
• National forms for biographical details
• 8 work based questions, personal experience,
  anonymous
• Each assessed by 2 assessors
• 16 assessors involved
• Total scores produce short list

5
Current selection process in LNR

• 48 candidates, 18 assessors, 3 admin(me)
• 3 hour MCQ
• 3 exercises, 30 minutes each
• Wash up by assessors
• Determine which doctors are suitable to progress
  to GP training

6
Next steps

• Ensure references are robust
• Check biography
• Match schemes to applicants by choice
• Offer gaps to other applicants

7
Competencies

• Empathy Sensitivity
• Communication skills
• Problem solving
• Coping with pressure
• Professional integrity
• Clinical expertise

8
Structure of selection centres

• Multi-trait, multi- method, multi- evaluation
• Competencies work samples
• Competency/Exercise matrix or grid
• Multiple assessment

9
Observation inc. short listing

• Haloes Horns
• Prejudices Red rags
• Stereotype thinking
• Barrier to objectivity
• First impressions last
• Dump them
• Subjectivity v objectivity

10
Recording inc. shortlisting

• Accurate
• All relevant words, actions behaviour
• Complete
• If in doubt, keep it in
• Non-judgemental
• Record, do not judge or evaluate

11
Classifying

• Use Competency model
• Look at the crib sheet
• Classify under exercise competencies
• Summarise behaviours
• Separate positive negative
• No evidence?
• Really? If so, usually indicates negative

12
Rating

• Summarise performance
• Step back from recording role
• Briefly summarise overall performance
• Rate performance
• Assign single overall exercise score (1-4)
• Rate competencies
• Assign rating for each competency
• Do not force rating to match overall score

13
Group exercise

• Watch video
• Discuss
• Look at paperwork
• More video
• Observe Record
• Classify Rate
• Discussion

14
Discussion

• Process
• Presentation

15
Thank you for attention

• Dr Roger Price
• Deputy director of GP postgraduate
• education