JUNIOR DOCTORS RECRUITMENT

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• JUNIOR DOCTORS RECRUITMENT
• Past, Present Future

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• Recruitment pre 2007
• August 2005 - a new 2-year Foundation Programme
  replaced the previous PRHO year and the 1st SHO
  year
• The FP covers a variety of specialties which all
  UK medical graduates are required to undertake
  before progressing to GP or Specialty Training
• LNR Foundation School Leicestershire,
  Northamtonshire, Rutland
  
• Trent Foundation School Derbyshire,
  Nottinghamshire, Linconshire
• National on-line Recruitment System application
  form scored by clinicians lay people
• Scores entered into on-line matching system to
  match to preferred deanery then post. They do
  not have an interview.
• Deanery inform Trusts

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• Recruitment pre 2007 cont
• 3 year GP Training programmes
• 8 months spent in hospital training posts
  followed by 4 months in General Practice in first
  and second years followed by 12 months in GP in
  third year
• GP National on-line recruitment system
• Selection Centres used including written exam,
  group exercise role plays
• Successful applicants are matched (ideally) to
  their preferred choice of training programme
  location by the deanery
• Matched to specific rotations/posts by locality
  VTS scheme e.g. Derby VTS scheme.
• Candidates, GP Trainers Trusts then informed

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• Recruitment pre 2007 cont
• Uncoordinated approach for SHO SpR recruitment
  still
• Twice yearly for SHO intake Feb/August
• As when for SpR vacancies
• Concerns re quality and transparency of process
• Overseas doctors not addressed properly
• Applicants applying to all deaneries/Trusts in
  many cases

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• Recruitment 2007
• Modernising Medical Careers (MMC) major reform
  of postgraduate medical training
• MMC introduced new structure of training run
  through programmes with structured, competency
  based training
• Trainee selected into a single specialty at ST1
  level and runs through until achieves CCT
• MTAS national IT platform introduced
• Single application date and application form
• Four applications maximum per applicant e.g 1
  deanery and 4 specialties or 4 deaneries and 1
  specialty
• Disliked by applicants all or nothing
• Failures in IT system including security breach

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• Recruitment 2008
• MTAS abandoned
• Recruitment managed locally by deaneries/Trusts
• Applicants could submit multiple applications
  (East Midlands received in excess of 18000
  applications using NHS Jobs)
• Some coordinated nationally led recruitment eg
  GP, Paediatrics, Obstetrics and Gynaecology
• Run through training retained only in a small
  number of specialties most specialties
  uncoupled ie required further recruitment
  between core and higher training levels rather
  than run through guarantee

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• Recruitment 2009
• All recruitment managed electronically
• Many deaneries moved to on-line IT systems such
  as ICAMS (Intrepid Candidate Application Matching
  System) for specialty recruitment
• More specialties developing coordinated national
  approach using IT systems such as ZMR (Obs and
  Gynae, Psychiatry, Paediatrics) and Konetic (GP,
  CMT)
• Volume of applications reduced (East Midlands
  approx 5000 to date)

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• National Recruitment in 2009
• Small specialties where one national selection
  process
• was undertaken
• Specialty Level Lead
• Cardiothoracic Surgery ST3 West Midlands deanery
  
• Clinical Genetics ST3 West Midlands deanery
• Histopathology All levels London deanery
• Neurophysiology ST3 Yorkshire and the Humber
  deanery
• Neurosurgery All levels Yorkshire and the
  Humber deanery
• Plastic Surgery ST3 London deanery
• Public Health All levels East Midlands deanery
• Urology ST3 Yorkshire and the Humber deanery

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• National Recruitment in 2009 cont
• Large specialties where there is a standardised
  recruitment
• process across the country
• Specialty Level Lead
• CMT CT1 JRCPTB
• Emergency Medicine ST4 Yorkshire the Humber
  Deanery
• General Practice All levels GP National
  Recruitment Office
• Obstetrics Gynaecology All levels RCOG
• Paediatrics Child Health All levels RCPCH
• Psychiatry CT1 North Western Deanery
• Trauma Orthopaedics ST1 Yorkshire the
  Humber Deanery

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• Run through training in 2009
• The following specialties offered run through
  training
• Obstetrics Gynaecology
  Ophthalmology
• Paediatrics Child Health
  General Practice
• Public Health Medicine
  Neurosurgery
• Histopathology
  Chemical Pathology
• Medical Microbiology
  Clinical Radiology
• Trauma Orthopaedics (mixed economy entry with
  Northern, North Western, West Midlands
  Yorkshire and the Humber offering entry at ST1
  i.e. run through and the remaining deaneries
  offering entry at CT1 i.e. uncoupled or non run
  through)
• Urology (mixed economy entry with only North
  Western Deanery offering entry at ST1 i.e. run
  through)

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• Uncoupled training in 2009
• The following specialties offered uncoupled
  training
• General Medicine  Anaesthesia  
• Psychiatry Occupational
  Medicine 
• Emergency Medicine  Cardiothoracic Surgery
• Clinical Oncology General Surgery
• OMFS Otolaryngology
  (ENT)
• Paediatric Surgery Plastic Surgery
• Trauma Orthopaedics (mixed economy entry with
  Northern, North Western, West Midlands
  Yorkshire and the Humber offering entry at ST1
  i.e. run through and the remaining deaneries
  offering entry at CT1 i.e. uncoupled or non run
  through)
• Urology (mixed economy entry with only North
  Western Deanery offering entry at ST1 i.e. run
  through)

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• Deanery Lead Trust Responsibilities
• Deanery Responsibilities
• Setting up posts on ICAMS
• Helpdesk for questions, complaints and feedback
• Co-ordination of offers acceptances
• Lead Trust Responsibilities
• Setting up Interview Panels, venues
• Liaising with TPD re interview documentation
• Long listing candidates MBBS, GMC,
  immigration, IELTS, GIS etc.
• Administration of short listing and interviews
• Inputting scores into spreadsheet

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Lead Recruiting Trusts

• University Hospitals of Leicester
• Anaesthetics, ACCS, CMT, Microbiology,
  Obstetrics and Gynaecology, Occupational Health,
  Paediatrics, Surgical specialties
• Leicestershire Partnership/Nottinghamshire
  Healthcare
• Psychiatry specialties
• Derby Hospitals
• CST Surgical specialties (ENT, TO, General
  Surgery, Urology, OMFS)
• Nottingham University Hospitals
• Anaesthetics, ACCS, CMT, Paediatrics
• Sherwood Forest Hospitals
• Clinical Radiology, Ophthalmology
• Chesterfield Royal Hospital
• Obstetrics and Gynaecology

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• 2009 Statistics
• Current fill rate 90
• Small numbers of unfilled posts in
• Surgery,Paediatrics,Emergency Medicine, General
  Practice
• 1100 helpdesk calls received
• lt10 complaints received
• Approx 250 feedback requests processed

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2010 Specialty Recruitment

• Suggested timetable-
• Round 1 open for applications 7th -23rd
  December
• Longlisting/shortlisting January 2009
• Interviews January March 2009
• Round 1 closes March 26th
• Round 2 opens April 6th
• (NB the above dates are subject to MMC approval
  and at this date not confirmed)

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2010 Specialty Recruitment continued

• At least 80 of all vacancies likely to be
  managed through nationally coordinated process
• Specialties considering national recruitment
  initiatives in 2010 include Clinical Radiology,
  Clinical Oncology, Trauma and Orthopaedics,
  Gastroenterology, Cardiology, Geriatric Medicine,
  Endocrinology and Diabetes, Respiratory Medicine

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Immigration

• Current process invites applications from UK/EEA
  and overseas applicants
• In Round 1 applicants requiring work permits
  longlisted out
• In Round 2 work permit holders considered but
  only after Resident Labour Market Test satisfied
• 2010 all eligible applications should be
  processed through Round 1/Round 2 ie work
  permit holders not screened out however work
  permit holders only offered posts when RLMT
  satisfied
• (see judgement in Osborne Clarke Services v
  Purohit (UKEAT/0305/08ZT) which suggested that
  EAA and non-EAA applicants should be treated the
  same throughout a recruitment process, with the
  preference that has to be afforded to EEA/UK
  applicants in making offers of employment, in
  accordance with UK immigration rules, only
  applied at the very end  )

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Points Based System

• UK Borders Agency (UKBA) Points Based System
• Under the new system, migrants need to pass a
  points-based assessment before they are given
  permission to enter or remain in the United
  Kingdom. The system consists of five tiers.
• The tiers which are relevant to the employment of
  medical staff are
• tier 1 - highly skilled workers
• This tier of the new system is not employer-led
  and so employers are not required to sponsor the
  individual.
• tier 2 general skilled workers
• employer-led and allows NHS organisations to
  recruit individuals from outside the UK and EEA
  to fill vacancies providing Resident Labour
  Market Test satisfied
• tier 5 - temporary workers
• allow NHS organisations to employ individuals
  from outside the UK and EEA for up to 24 months
  as part of a government authorised exchange
  programme eg Medical Training Initiative (MTI)

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Roles and Tiers
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Questions