Staff
and Associate Specialist Grade
The MWF
is an organisation run by women doctors and medical students many of whom
freely give up their time to try to help other women in the profession. A
significant proportion of our members are SAS doctors.
At
present SAS grades make up about 13,000 staff according to NHSE but it is
likely there are many more in non-standard grades. The latest surveys show
that almost 50% are women.
Many women choose a SAS post because it provides them with a predictable permanent
position around which they can base their family life.
WHAT CAN MWF DO FOR SAS DOCTORS?
MWF holds meetings locally and nationally at which women doctors are able
to network and discuss issues of mutual interest. The national meetings are
also educationally worthwhile, with CPD points available. (see meetings tab
for further details).
We campaign on issues relevant to women SAS doctors. MWF has in a large part
been responsible for the introduction of Less than Full time training (LTFTT).
MWF provides general information relevant to all doctors and also more specific
information e.g. regarding maternity rights /leave/ pay (see Maternity tab
on this web-site).
Joining the MWF will give you access to advice and information from women
doctors who know what is going on at the coalface (see also mentoring tab
on this web-site) .
CAREER DEVELOPMENT FUNDING
There is now funding available for SAS career development in England and Wales,
the funding comes from Strategic Health Authority to the Deaneries and many
Deaneries have devolved it down to Trusts on a per capita basis. Many Trusts
have appointed a SAS Tutor who will utilise the funding based on the learning
needs of their SAS staff. Most is being used for generic non-clinical training
courses, such as teaching skills, appraisal, job planning, communications
skills, leadership training etc. Some of the rest is being utilised to support
individual SAS grades, and examples of use include reimbursing fees for specific
post graduate certificates/ diplomas, or for locum backfill to enable short
term secondments to gain experience which may be useful locally or for Certificates
of Eligibility for Specialist Registration (CESR) applications.
We would therefore recommend finding out who is the SAS tutor is in your trust
and thereby find out how this money is being spent in your local area. It
is likely there are free courses available to you.
ARTICLE
14: CERTIFICATE OF ELIGIBILITY FOR SPECIALIST REGISTRATION (CESR)
Article 14 is the shorthand for the process leading to a Certificate of Eligibility
for Specialist Registration ( CESR). Modernising Medical Careers recognised
several years ago that the conventional medical training programmes limited
entry for those with previous training and experience gained elsewhere. The
Article 14 route created as an incentive for those outside the conventional
training programmes to gain accreditation of their training and experience,
while at the same time avoiding wasteful duplication of training.
Article 14 works by accrediting the training found to be equivalent to that
of UK CCT standards. This can be from training, qualifications and experience
gained from within the UK and /or abroad. The applicant needs to prove that
they have gained the required training as well as being up to date with their
knowledge and skills. Detailed clear parameters regarding this are set out
on the GMC website and the individual Royal College websites.
These sources provide a wealth of comprehensive information on the application
process, the standard for accreditation and the evidence required. The successful
applicant would establish in a clear, objective and systematic manner that
the breadth and depth of their knowledge and skills meets the standards required
of a consultant fit to practice in the UK. Evidence demonstrating participation
in audits, research, 360 appraisal, sub-specialty experience, teaching, management
initiatives and robust CPD profile all add weight to the application.
Those maintaining a comprehensive appraisal folder would have a head start
in the process. This also provides a valuable means to make up any perceived
deficits in your portfolio with the support of the department you work in.
It also minimises the loss of time in obtaining evidence in retrospect from
previous posts. Embarking on this route is a major undertaking and a clear
roadmap and timetable is likely to maximise the chances of success at the
first attempt.
The General Medical Council uses its website to sound a note of caution:
It is very important that you do not submit your application prematurely.
The biggest single reason why applications fail is because they are incomplete;
perhaps because the applicant has not submitted sufficient or appropriate
evidence to demonstrate that they meet CESR criteria. It is therefore much
quicker (and cheaper) to take the time to gather all your evidence before
you submit your application than it is to submit an incomplete application
and be unsuccessful.
JOB PLANNING
For advice on job planning we would recommend contacting the BMA http://www.bma.org.uk/employment/working_arrangements/job_
planning/sasjobplanning.jsp?page=3
APPRAISAL
Guidance on appraisals for SAS doctors, including the purpose, process and
documentation required for an appraisal and 360 appraisals can be found at:
www.bma.org.uk/employmentandcontracts/doctors_performance/1_
appraisal/sascappraisalguide.jsp
Strength
to Strength
The BMA has developed a very useful online Handbook for SAS docotrs which
is full of useful tips and advice. Click
here to access>>
