em training support unit: experience of doctors in difficulty dr jo jones associate postgraduate...
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EM Training Support Unit: experience of doctors in difficulty
Dr Jo Jones
Associate Postgraduate Dean
Secondary Care lead for TSU
Outline
• Description of the TSU
• Data from TSU work 2005 on
• Sharing learning from our experience
TSU – Acknowledgements
• System developed by Jo Jones, Val Evans, Kevin Hill in close liaison with Ian Aston (OH ) since about 2003/4
• Others involved : (Viv Purkiss) Caroline McCarthy
• Data provide by the TSU team
• Careers Team
Where do we operate?
• East Midlands Deanery: Leicester, Nottingham, Derby
• Trainee numbers ( approx):– Total 2400– Foundation 825– GPVTS 610– Secondary
• ST1/2 430• ST3+ 547
How do we work (1)?
• Underlying principle of TSU is that we assist the trainee and faculty in managing a situation
• See the trainee in context of:– their training programme– their health– the interacting factors around them- e.g life
out side medicine– current specific performance problems
How do we work? (2)
– TSU is embedded within local training context: • school structures of TPD, HoS, and an external
AD; • within an employing Trust• Linking with Specialist OH advice• Lead ADs with TSU overview of management
processes
– Offering arms length short-term work focused interventions
– Supporting ‘faculty’ in managing the situation
TSU is ‘dynamic’
• We are constantly reviewing and so learning:
– enhancing paperwork and tools– types of interventions and providers– confidentiality/legal/ ethical aspects– communications with trainees– interactions with schools and AD– feedback of learning into the Deanery
Total number of referrals per year
0
20
40
60
80
100
120
140
2005 2006 2007 2008 2009 2010 2011
Referrals by Grade
0 20 40 60 80 100 120 140 160
Med Stud
FY1 & 2
ST1 & 2
ST3
ST4 +
Referrals by Speciality
0 20 40 60 80 100
Anaes
Em
GP
Histo
FP
Student
Med
O&G
Paed
PH
Psyc
Rad
Surg
Support Options
0 50 100 150 200 250
Other
MSF
Social. Asssertive
SLDS
Lang
Career
Comm skill
EP +OP
Counsel
OH
Coach
Outcome data
• Some cases are prolonged so data per year difficult to estimate
• Success may be that a trainee decides that the specialty- (or more rarely, medicine is not for them) as well as ‘back on track for their original career aim.
2005-2007 Number
Total referred (based on current data)
64
Achieve CCT 7
Progress in programme 15
Remain in programme 13
Leave programme 11
Active case 18
2005-2007
2008
2009
resolution of casesAll 2009 cases
‘Simple’ scenario (1)
• Many trainees will have transient minor difficulties, recognised by supportive trainers and limited impact on overall pattern of training-within ’normal range’
• Others will have need for TSU assessment; maybe identified via ARCP.
• Often uni-dimensional: e.g. confidence, personal issues, language, cultural adjustment to UK/NHS, communication, exam skills, time management, short-term health issue, clash with individual trainer
‘Simple’ scenario (2)
• Problem identified and acknowledged mutually by trainer and programmes- part of an educationally minded culture; timely and transparent
• Written deanery action plan; clear learning targets within programme- readily back on track
• Trainee→ problem identified→ objectives set→ simple intervention→ back on track
Describing ‘Complex’ Situations(1)• Currently about 30% of all TSU referrals • Trainer perspective:
– difficult to articulate trainee’s needs or targets– across a number of less precise domains -
underlying difficulty in clinical practice in real life ; case load, prioritisation, managing uncertainty
– trainee may be said to’ lack insight’/ reluctant to own responsibility
– maybe anxious to seek resolution when feeling de-or unskilled to solve this problem ; falling back on linear approach
Describing Complex situations- 2• Trainee perspective:
– feel singled out– set constantly moving targets– maybe ‘high stakes’ ( self image, first ‘failure’ status
including visa)- and nowhere else to go?– interacts with health; stresses increase the
performance problems
Lack of clarity / high stress all round may lead to potential for miscommunication on all sides
Managing Complex Situations• Engagement • Multiple perspective- taking • Manage with a small team • Communication/documentation: timely clear for all • Relevant interventions -key outcome is changed
performance not the detail of the intervention ( confidentiality)
• Overview- timelines and histories• Health- relevance to assessments and training• Open expectation as to what is meant by ‘success’
Referrals by Grade
0 20 40 60 80 100 120 140 160
Med Stud
FY1 & 2
ST1 & 2
ST3
ST4 +
Questions raised by the ‘complex’• Medical school: Selection? Professional vs
graduate? Or alternative paths in a medical degree? • Transitions: student to professional/ employee;
supervised to independent (ST3/4 selection)• WBPA- assisting or exacerbating? making MSF more
robust? ‘global’ qualitative assessment- how do we assist trainee’s thinking: use of reflection?
• The elephant in the room?- ‘capability’ to think as an independent practitioner ( a ‘cul de sac’ in practice)
• How far do we go? effective use of resource• When is intervention counterproductive? • Alternative medical career pathways?