1. MODELS OF SAS CAREER DEVELOPMENT 15TH SEPTEMBER 2017 BELFAST
MR RAJ NIRULA
F.R.C.S (Ed) MBE
ASSOCIATE DEAN
POST GRADUATE MEDICAL & DENTAL EDUCATION
WALES DEANERY

2. BACKGROUND/DRIVERS FOR CHANGE
Invite to post-graduate Dean
Importance of Associate Dean for SAS Doctors

3. Job Description
Responsible for management and quality control of SAS Doctors
Assist hospitals with implementation and development of SAS training program
School governance and quality control
Training and Assessment

4. ROLE OF ASSOCIATE DEAN
PROVIDE LEADERSHIP AND FACILITATE THE EDUCATION ,TRAINING AND CAREER PROGRESSION FOR ALL SAS DOCTORS IN WALES
SUPPORTED BY A NETWORK OF SAS TUTORS IN EACH HEALTH BOARD

5. SAS DOCTORS IN WALES OVER 1000 SAS DOCTORS
20% OF THE SECONDARY HOSPITAL WORK FORCE
MAJORITY OF THESE DOCTORS HAVE POST GRADUATE QUALIFICATIONS
ARE MEMBERS AND FELLOWS OF THE ROYAL COLLEGES
SIGNIFICANT NUMBER WORKING AT A VERY SENIOR LEVEL INDEPENDENTLY WITH INCREASING RESPONSIBILTY AND AUTONOMY

6. Problems Isolated Not respected by Seniors Excluded from management
No training/funding
Demoralized

7. Starting From Scratch Database Appointment of Tutors Networking
Funding for SAS Doctors

8. Achievements Best awards Support for CESR Secondment
Support for future

9. Proposal Joint proposal between Welsh RCS PAB and Deanery
Undertake personal development/career planning with all SAS surgeons in Wales
Some will need CESR portfolio development
Some will need educational packages
ISCP and e-portfolio available from RCS
Wales Deanery/RCS will certificate educational achievement
Potential recruiting bonus

10. Stakeholders In principle approval from: RCS PSRD Board
MD and CMO NHS Wales
Postgraduate Dean & Associate Dean for SAS Doctors
Medical Directors Forum
RCS ISCP Management Group
BMA in Wales.
The aim should be to implement the project within 1 year.

11. The ISCP pilot
At the outset, estimated (of ~200 SAS surgical doctors) would be interested.
By November 2013, 64 had registered.
to lack of time and lack of sufficient relevance to practice
I have to upload everything into Mars so why am I having another portfolio?”.

12. The ISCP pilot Value of WBAs
The SAS surgeons who engage with the assessments valued the feedback and felt that it led to improvements in their practice.
Benefits
Record of evidence
Educational gain

13. The ISCP pilot Barriers Technical, requests for fees
Designed for trainees not SAS doctors
Specialty coverage
Need for training in WBAs
Getting supervisor input
Facilitators
The waived annual fee
Familiarity with system
Seeing colleagues use it
A proactive attitude: taking opportunities
Plenty of ISCP training opportunities, the helpdesk and the ISCP tutor

14. Conclusions The strategy has been successfully implemented
The 3 elements add considerably to the supportive infrastructure and helps SAS doctors achieve their ambitions.
Duplication with MARS portfolio
Difficulties mostly relate to limited engagement – with tutors, with ISCP, with accessing additional funding for training.
Can’t hide from appraisal and revalidation
The strategy not designed to provide a quick fix. Rather, provides support and evidence of the how the Deanery values the SAS workforce.

15. Achievements ISCP Tools Learning Need Assessment Tools
Funding for Career development
Listening Exercise

16. THEMES FROM LISTENING EXERCISE
JOB PLANNING ISSUES
SPA/CPD
LACK OF SUPPORT
DECREASED OPPORTUNITIES
VALUES
SUPPORT FOR CESR
APPRAISAL/REVALIDATION
BULLYING AND HARASSMENT

17. ON LINE SURVEY FINDINGS
VALID E- MAIL =377
RESPONSES = %

18. RECOGNITION AND SUPPORT
57% - YES
62% - VALUED

19. BULLYING/HARASSMENT/INTIMIDATION
48.5% - YES
78.4% - SENIOR/CONSULTANT
41% -MANAGEMENT
2.7% -JUNIOR
19.8% -OTHER

20. APPRAISAL/REVALIDATION
90% ANNUAL APPRAISALS
DIFFICULTIES FINDING APPRAISERS

21. JOB PLANNING
65% UP TO DATE

22. SAS CHARTER RECOGNITION SUPPORT DEVELOPMENT
INVOLVEMENT IN ORGANISING STRUCTURE
TO SET OUT GOOD PRACTICE PRINCIPLES

24. Challenges Ahead

26. THANK YOU
Questions?

27. LEADERSHIP IS NOTHING ABOUT SIZE, ITS AN ATTITUDE .