Transcript To CESR and beyond

by
Dr Chris Ubawuchi MRCPsych
Consultant Psychiatrist
Lancashire Care NHS Foundation Trust
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How careers of successful applicants develop
after certification.
How quickly successful applicants were
employed.
Type of certificate and likelihood of
employment.
Whether the various certificates were
considered to be sufficient for employment at
consultant/GP level?
Clarity of recommendation on top-up training
or submission of additional evidence .
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Majority followed expected career pathways.
Significant proportion of associate specialists
(58%) remained in their roles.
CESR applicants went into a broader range of
roles vs SRCCT applicants.
Majority (65%) of doctors in staff grade posts
at the time of CESR application took up roles
other than consultant (locum consultant,
associate specialist, trust doctor) or remained
in staff grade posts after certification.
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44% of locum consultants at the time of CESR
application remained as locum consultants
post certification vs 27% of SRCCT.
A small proportion of trainees with SRCCT
and CESR certification remained trainees (14
and 12% respectively).
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78% of UK -based after certification and
working as consultants and GPs took less
than 6/12 to secure post.
CESR respondents appeared more likely to
take longer than 6 months to take up a post
at the substantive level.
39% had not taken up a substantive
consultant or GP post.
Type of certificate seemed to have no impact
on the likelihood of applicants taking up
substantive posts.
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98% of substantive consultant/GP post
certification felt qualified and had sufficient
experience to take up such posts.
The two main reasons were in relation to
management and feeling that more
training/experience was needed.
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Information gathering and setting goals.
Identifying new learning needs and creating
development plans.
Self evaluation(strengths and weaknesses).
Improving weaknesses and enhancing
strengths.
Developing leadership and management
skills.
Planning and taking responsibility for
personal, educational and career
development.
Pertinent questions
• What do I wish to achieve over the next few
years?
• What training or resources would this require?
• Would this need a change in my current job?
• Strengths?
• Weaknesses? why ? resources, further
training, personality, systemic. remedies?
• What guidance or help do I need? Who? How?
• Clinical/training/organisational.
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Consultant CV preparation.
Consultant interview preparation.
Career development courses.
Consultant interviews.
Securing a substantive post.
The dilemma of choosing.
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Huge sense of achievement.
Feeling more empowered/ more
independence.
More autonomy.
Competent to lead team, caring for patients
without direct supervision.
Pressure and anxiety.
Surviving a period of uncertainty – up to the
job?
Living up to your own, colleagues’ and
employer’s expectations.
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Becoming a consultant is just a step on the
career journey
Key challenges facing a consultant (multifaceted)
Key transitions
Understanding Trust priorities: drivers and
impacts.
Trust vs clinical responsibilities
New role, new priorities - unique elements of
the consultant role
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Achieving balance between clinical and nonclinical priorities (PDP/Job planning/appraisal)
Time management/greater delegation.
Work -life balance.
Support mechanisms - balancing selfreliance with support from a mentor.
Trust and probity.
Responsibility for self development.
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Effective leadership.
Developing a unique team.
Setting clear direction
Environmental manipulation.
Delegation.
Conflict resolution.
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Balancing responsibilities.
Audits.
Clinical risk management.
Complaints, SUIs and individual liability
Avoiding complaint escalation.
Directorate and Medical Staff Committees.
Service redesign / modernising services.
Understanding NHS organisational structure.
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Model for juniors.
Development as clinical/educational
supervisor.
Preparing your trainee for ARCP.
Balancing clinical & educational priorities
Mentoring.
Doctors in difficulty.
Addressing development as a teacher in PDP.
Pastoral care.
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Working with stakeholders.
Business planning.
Prioritizing.
Supporting medical managers.
Delivering effective service.
Negotiation and Assertiveness.
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Commitment to patient care and wellbeing.
Setting high standards.
Providing patient focused care.
Professional leadership.
Commitment to the values and goals of the
NHS.
Annual job planning.
Observing Private Practice Code of Conduct.
Commitment to achieving agreed service
objectives
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Active participation in clinical governance.
Evidence based practice.
Contributing to knowledge base through
research.
Excellence in teaching and training.
Contributing to policy making and planning.
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Welcome change as a opportunity not as a
threat.
PDP and Job planning.
Maintain good relationships at work.
Control demands (unreasonable/unrealistic).
Have outside interests – get a life!
Physical fitness, healthy lifestyle,
family/friends
Talk to others. Seek help if necessary.
Prevention is better than cure.
That’s all, folks !