1. Why is shadowing important?  Transition from medical student to doctor is stressful  An average of 35% of new doctors are moving foundation school  A period of 1 week of shadowing the outgoing F1 doctor has been recommended by the GMC in ‘Tomorrow’s doctors’ and the ‘New Doctor’

2. The purpose of shadowing  Familiarise new doctors with: –The day-to-day work of the F1 doctor –Clinical setting and hospital facilities –Clinical team  Encourage confidence in new role  Meet a supportive peer group prior to commencing work  Ensure all new doctors are aware of the ‘first day competencies’ of the F1 role

3. Key Drivers  Patient Safety  New doctor preparedness  Improved quality of service to patients

4. Preparedness to practice

5. Patient Safety

6. New doctor feedback “Shadowing was the single most valuable teaching experience in my career to date. I can’t stress how important it was” “Getting access to IT logins and passwords early meant I could check bloods/ imaging independently and then report back to the F1” “The best part was shadowing an out of hours shift. I learnt so much and gave me a lot of confidence” “Shadowing made me realise that all doctors feel nervous before starting work – my F1 really put me at ease and gave me loads of tips”

7. Vision  By July 2011, all appointees to the Foundation Programme will have the opportunity to undertake a high quality shadowing placement.  Shadowing should last at least a week and be undertaken as close to the time of employment as possible  Arrangements for placements will be developed through partnership working between the medical school, foundation school and employing trust

8. What can new doctors do?  Enthusiastic and engaged at induction and shadowing  Complete paperwork on time  Ensure GMC registration and professional indemnity insurance obtained  Feedback to medical staffing  Be prepared to be shadowed the following July

9. What can you do?  Actively seek feedback from F1s  Collaborative working with Foundation School and medical school  Work closely with IT to ensure timely access to EPR, reporting systems  Recognise induction and shadowing as the first step in a potentially 40 year career

10. Conclusions  Value new doctors as the future of the service and facilitate their transition  Shadowing and induction are the first steps in long NHS careers  You have the power to help shape careers through provision of meaningful, well organised, shadowing and induction periods