Selection into Specialty

1
Selection into Specialty

• Sarah Thomas
• Chair COPMED recruitment and selection into
  Specialty Training Steering Committee

2
Overview

• Progress so far
• Application process
• Selection methodology
• Operational proposals
• Problems

3
Change Management

• July 2005 Copmed Steering group
• Key stakeholders involved
• Medical Recruitment Board
• National project manager
• Project board
• User group
• Rules group

4
Progress

• Electronic recruitment platform
• Draft generic application form
• Draft person specification
• Positive Feedback from key stakeholders
• COPMED and Academy of Royal Colleges agreement to
  proceed with work stream
• UK MMC Strategy Group

5
Application

• Application to main specialty groups plus fixed
  term training appointment
• 2 specialty choices
• 2 Geographical choices
• Clearing system
• Rules group review

6
Specialty groups

• General internal medicine, BMT
• Acute emergency medicine, including AE,
  Anaesthetics, Emergency Medicine
• Anaesthetics
• Paediatrics
• Obstetrics and Gynaecology
• Neurosciences, BNT
• Ophthalmology

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Specialty groups

• Psychiatry
• General practise
• Surgical specialties ENT, TO,
  Urology,Paediatric ,Cardio thoracic, ,General
  surgery
• OMFS
• Radiology, Histopathology, Public Health, Chem
  Path, Med Micro

8
Selection Methodology

• Competency based selection
• Cross competencies within groups
• Common selection methodology within groups
• Scoring and ranking

9
Operational Proposals

• National standards and documentation
• Legally robust
• Single portal for applications
• Careers website LINK
• Lead Deanery /Specialty QA , PMETB
• Coordinated annual recruitment via Deanery
  Schools

10
Operational proposals

• Entry from F2 to ST1
• Short listing application form, generic and
  specialty specific areas
• Selection, competency based
• Assessment centre approach, including structured
  interview, aptitude testing
• Multiple assessments by trained assessors
• Triangulation of data
• Transparent scoring system

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Transition

• August 2007 until SHOs absorbed
• New curricula start
• Person specifications for each training level
• Recruitment to ST1, ST2, ST3, ST4
• NTNs awarded to those successful applicants
• Harmonisation of rotation dates

13
Timescale

• National advert November 2006
• Round 1 Application deadline January 5th 2007
• Completion of Selection process 31st April
• Round 2 applications for clearing
• Recruitment completed by June 30th
• Fixed term specialty training post recruitment

14
Problems

• Timescale
• Resources
• National consistency
• Communication
• Fatigue!

15
What next?

• Agreement on methodology and roll out
• QA via PMETB
• Communication