1. Helmy Mashaly Mid Yorkshire Hospitals NHS Trust
Introducing National Training Scheme for SAS doctors. Will it be the ultimate solution we are waiting for?
Helmy Mashaly
Mid Yorkshire Hospitals NHS Trust

2. Training: Development:
is the process of learning the skills that you need for a particular job or activity.
Development:
is the process of growth or new information, the systematic use of scientific and technical knowledge to meet specific objectives or requirements

3. Introduction
SAS doctors constitute a significant proportion of all NHS clinicians
The issue of work recognition has been raised for a substantial period of time
No practical solution has been proposed
The lack of assessment of the progress of SAS doctors has led to inefficient usage of expensive resources resulting in significant financial losses
Introducing a training scheme could be the foundation for progression and autonomy
Such a scheme could benefit patients and NHS trusts in addition to SAS doctors

4. Background “What is not documented is not done”
At the present time there is no documented evidence of SAS doctors individual progression
The appraisal process was an important step but it is not a replacement for robust assessment and certification

5. Aim
To highlight the importance of a training/development programme for SAS doctors
To look at the financial and health care gains from applying such a scheme
To assess the feedback from SAS doctors in relation to introducing training programme

6. WORK RECOGNITION
LACK OF ASSESSMENT

7. Demoralisation and deskilling
Lack of work recognition
Demoralisation and demotivation
Loss of interest
De-skilling (surgical specialities)

8. Loss of resources for NHS
Lack of assessment Under utilisation Financial loss for the trust

9. Survey
Questionnaires were sent to SAS doctors across the Yorkshire and Humber region
The questionnaire covered;
the type of duties undertaken
job satisfaction
training received
application for CESR
thoughts about a formal training scheme

10. Questionnaires Initials /GMC no. (optional) NHS Trust
How many years you have been working as SAS doctor?
<5
5-10
10-20
>20
Are you satisfied with your job duties?
Very satisfied
Satisfied
Less satisfied
Do not know
Are you receiving training?
Yes
To some degree No
Are you applying for CESR?
Thinking about it
Successful
Would recognised training would help applying for CEASR?
What do you think of training scheme for SAS doctors?
Very important
Important
Equivocal
Not important

11. View on training scheme
Results
View on training scheme

12. Results This showed a lack of enthusiasm throughout the SAS doctors.
Many doctors were dis-satisfied with the lack of training and felt pressured to undertake junior duties.
Many others do not trust that there will be change to their situation

13. Proposed scheme 5 points in parallel to the trainees programme:
SAS G1: Doctor who have the knowledge and able to demonstrate some wide basic experience in their specialty.
SAS G2: Doctor who is able to show specialty skills and motivated to be subspecialised in certain area under close supervision
SAS G3: Doctor who wants to advance in certain area/areas needed for day to day work and has sufficient experience to work safe under supervision
SAS G4: Doctor who can work independently and are confident of their knowledge and skills but need further development of their skills
SAS G5: Doctor who is able to practice at consultant’s level but need a period of supervision before starting autonomous practice

14. Enrolling assessment Should it be voluntary? Who would do it?
Time table planning
What point should SAS doctor starts
How long for each stage (annual)
Annual formal assessment
Certificate of competence
Recognition and supervision by the deaneries

15. NHS gains Filling senior positions for less pay
Improving SAS doctors job satisfaction
Maintaining high standards in patient care
Improving NHS image by addressing the unfairness to SAS doctors
Increased recruitment and retention of SAS doctors
Improving overall patient safety

16. Conclusion
The ultimate solution for the issues facing SAS doctors is to engage them in a recognised training/development process
This will result in significant improvements for the benefit of the patients and the NHS
It will benefit SAS doctors and improve their morale hence their production
Considering the rising cost of litigation, training may have an impact on reducing litigation

17. Conclusion
Successful valid outcome depends on well structured programme, transparent process and standardised assessment
Completing this programme should be recommended for the application for CESR
Final certification would result in productive autonomous work

18. References
1- University Hospital Southampton NHS Foundation Trust. SAS grade doctors, [internet] 2014 [Last updated 2016 December 28] Available on line from: 2- BMA UK Medical Workforce Briefing [internet] 2015 May [Last updated 2016 June 30] 3- Health and Social Care Information Centre (2015). NHS Workforce: Summary of staff in the NHS: Results from September 2014 Census Medical and Dental, Non-Medical and GP censuses. Website. May Available on line from: 5- Available on line from:

19. Thank you

20. ?