MMC Selection271006

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Information about MMC Selection271006
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Published on June 18, 2007

Author: Haggrid

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ASiT, MMC, and Selection Some background, principles, and examples:  ASiT, MMC, and Selection Some background, principles, and examples Conor Marron President of the Association of Surgeons in Training, UK Where has ASiT come from?:  Where has ASiT come from? Formed 1976 Social Gathering of Surgical Senior Registrars to discuss issues of concern in Training 1st President Anthony (Tony) Giddings Media Exposure and challenges to the institutions 30th Anniversary ASiT:  ASiT Association of Surgeons in Training Voluntary Membership 1700 members Represent in the region of 9000 trainees in Surgery ASiT Council:  ASiT Council Specialty Representatives Regional Representatives (22 Regions) Executive Council (Pres, 2xVP, Treasurer, Secretary, Webmaster) ASiT’s Roles:  ASiT’s Roles Independent Run by Trainees for Trainees RCSEng, RCSEd, JCHST, Specialty Advisory Committees, ASGBI, ASGBI Education and Training, ASGBI CORESS RCSEng EWTD Working group, RCSEng NWWS/SCP working parties ACS/ABS, BASO FIPO ISCP What do ASiT give back?:  What do ASiT give back? Medico-political positions and defence of training EWTD, Surgical Care Practitioners, Independent Sector Treatment Centres, Fees for Training, Intercollegiate Surgical Curriculum Project E-group discussion forums Education Courses (Exam Preparation/Laparoscopic/Trauma), website resources (Presentations/Images/Podcasts/video libraries). Other affiliated courses with reduced rates for ASiT members Annual Conference Book Deals (up to 30% off titles from leading publishers) Reduced BJS Subscription (50% Reduction) Funded places on Advanced Laparoscopic Courses Other Sponsored Travelling Fellowships 30% off Surgical Loupes, reduced top brand shirts. Website:  Website Updated Website Launched 1 year ago Discussion Forums Educational Forums Specialty and Regional Pages Annual Conference:  Annual Conference Number of Trainees:  Number of Trainees Total Number of NTNs Number of Trainees:  Number of Trainees Estimated Total Trainees:  Estimated Total Trainees UK Surgical Training System:  UK Surgical Training System 5 years Medical School training (non-specialised) In theory: In practice: MMC - Background:  MMC - Background MMC - Background:  MMC - Background DoH led initiative through the NHS Streamlined Training Process Competency Based Curriculum Changes to Career Structure Slide15:  Specialist and GP training programmes (Run-through training) Continuing Professional Development Medical school – 4-6 years Undergraduate medical training in medical school Specialty training in Specialty/GP training 'schools' Career posts F1 F2 Postgraduate Medical Training Senior Medical Appointments Continuing Professional Development Foundation training in foundation schools Fixed term specialist training Arrows indicate competitive entry CCT route Specialist and GP Registers Article 14/11 route UK MMC Career Framework Proposal Jan 06 Surgical Training:  Surgical Training From ISCP Website ISCP:  ISCP Intercollegiate Surgical Curriculum Project Interactive Curriculum Competency Assessed Explicit Standards www.iscp.ac.uk ISCP:  ISCP ISCP:  ISCP ISCP:  ISCP ISCP - Surgical DOPS:  ISCP - Surgical DOPS 6 times per year 20 minutes (15 minutes assessment, 5 feedback) Different skills Core problem groups from F2 Curriculum (Generic) Trainee chooses Time, Procedure and Observer ISCP - Mini-PAT:  ISCP - Mini-PAT ISCP - PBA:  ISCP - PBA Procedure Based Assessment Different at various stages Sequential Steps Technical and non-technical components Minimum number to be completed? What is known?:  What is known? Transition Run-Through Training to commence in August 2007 No Further SHO appointments from August 2007 Appointments to NTNs to stop by January 2007 (Still jobs being advertised at present) Pre-NTN Trainees can apply for entry to Run-Through Training at various levels (ST2 and ST3) What is known?:  Selection Process Formal Advertisement in November 2007 Application to 2 specialties, in 2 ‘Units of Application’, 1 specialty in 4 Areas, or 4 specialties in 1 area Selection by electronic application process (2 forms - 1 generic and 1 specialty specific) and structured interview National Selection with Local Appointment Interviews March/April 2007 (National Selection Centres for small specialties - otherwise in ‘Units’) ‘Clearing’ in April/May What is known? Slide26:  Selection Process F2, or less than 1 years experience as SHO, can apply to ST1 SHOs to compete with SHOs for entry to ST2 and ST3 ST2 to be andgt;1 year but andlt;3 years in ‘Specialty’ ST2 will have Provisional NTNs, ST3 will have NTNs Conversion of current SHO posts to ST1, 2, and FTSTA’s Expired (CCT Awarded) NTNs to be recycled Likely further recruitment in Autumn and Spring for recycled NTNs What is known? What is known?:  What is known? Estimates of 5000 Surgical SHO posts UK wide Estimates of 80% of SHO posts converted to ST posts available for selection, 20% to FTSTA at ST1 and ST2 level RCSEng estimate 3500 competing for 500 NTNs One opportunity for selection (as per MMC) for August 2007 Limited selection in August 2008 and 2009 allowing for people moving specialties, leaving, or not passing assessment hurdles Slide28:  Selection Criteria ST1 - Will include Evidence of Foundation Competencies and completion of Foundation Training ST2 - Likely to be be equivalent to selection to current SHO posts. Will require evidence of ‘Competencies’ to be achieved at level applicable to ST1 Person Specification. ST3 - Likely to be almost identical to current requirements for Selection to SpR posts. Pilot Studies aiming for 3:1 application:posts, and 2:1 interviews What is known? Slide29:  ‘Competencies’ for ST2 and 3 Selection DOES NOT mean the completion of the assessment tools for ST2 and ST3 ie. NOT Mini-CEX, Mini-PAT, DOPS, PBA, MSF etc. These are assessment TOOLS, not competencies in themselves However will these help demonstrate some of the other ‘competencies’ required, eg. Learning and Development, or organisation and planning, and IF these can be obtained will NOT be detrimental and may add more evidence to portfolios, but ARE NOT ESSENTIAL What is known? Slide30:  Broad Competencies for Selection (MMC) Total = 11 (as per Workforce Psychology Partnership, Prof Fiona Patterson) Technical Knowledge and Clinical Expertise Communication Skills Leadership andamp; Team Involvement Judgement under Pressure Decision Making Situation Awareness Problem Solving Organisation andamp; Planning Professional Integrity Learning andamp; Development Personal Attributes Competencies for My Own SPR Application Total = 13 Validated logbook indicating appropriate Operative experience. The ability to communicate effectively andamp; behave in a Professional manner. Must be able to work on own initiative or as part of a team. The ability to organise and the potential to cope with demanding situations and undertake responsibility. Demonstrated experience in pre-operative and post-operative management. The ability to organise and the potential to cope with demanding situations and undertake responsibility. Have an understanding of research. The ability to organise and the potential to cope with demanding situations and undertake responsibility. Qualified Medical Practitioner – MRCS/AFRCS/FRCS or equivalent. andamp; Registered with the GMC or be eligible to register at the time of commencement of the post. andamp; Three years post graduate experience in Surgery in posts approved by the Surgical Royal Colleges or approved Overseas equivalent. A minimum of two recent publications with PMID Numbers. andamp; Have an understanding of research. Additional Essential Criteria - ATLS, CCrISP,BSS course Career Intentions and Desire for Surgery What is known? Examples of Mapping:  Examples of Mapping New Competency Learning andamp; Development Old Evidence A minimum of two recent publications with PMID Numbers andamp; Have an understanding of research. Additional Essential Criteria - ATLS, CCrISP,BSS course CAN BE MET BY HAVING CERTIFICATES OF ATTENDANCES AT THE ABOVE, AND OTHER, COURSES. CERTIFICATES OF ATTENDANCE AT CONFERENCES EVIDENCE OF PUBLICATION OF PAPERS Examples of Mapping:  Examples of Mapping New Competency Leadership andamp; Team Involvement Old Evidence Must be able to work on own initiative or as part of a team CAN BE MET BY HAVING EVIDENCE OF SHO APPRAISAL FORMS WITH SATISFACTORY APPRAISALS IN TEAMWORKING ETC ATTENDANCE AT COURSES INVOLVING TEAMWORK eg CCrISP EVIDENCE OF LEADERSHIP FROM APPRAISALS AND COURSES eg ATLS INSTRUCTOR COURSE etc. What is being done?:  What is being done? At Present: Each of nine specialty derived Specialty Advisory Committees are finalising Person Specifications Based on the ‘Competency Model’. Scoring to be developed for each specification Work to decide which competencies are assessed where and how ie. Application form - v - Selection Centre Selection Centre/Interview:  Selection Centre/Interview Most likely selection scenario: 3 x 10 minute interviews Application Form CV and Career Aspiration Clinical Scenarios Competencies being cross linked with each of the interview stations with defined assessment protocols Selection Centre/Interview:  Selection Centre/Interview Other potential assessment tools Hand-eye coordination being validated Simulations Written tests Group Testing Note: My own SpR interview 3x20 minute interviews Unseen practical assessment and C.V/desire for surgery and career intentions Difficult clinical scenarios and scenarios of judgement Ethical and team working/leadership type questions Unseen Practical assessments were demonstrating and teaching Knot tying by recognised 4 step teaching method, and appaisal of a practical skill and providing feedback. Conclusion:  Conclusion Definition of ‘Competency’ is often confused with ‘Assessment Tools’ Competencies can be mapped from data within the portfolio which every Pre-NTN trainee should have developed Organisations, including ASiT, will provide examples of how to ‘map’ current data to ‘competencies’ to make the programme clearer IF obtainable, completion of Assessment tools may help provide some evidence of some competencies

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