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GP vocational training

GP vocational training. 3 - expectations of GPRs and practices. What can the trainer expect from the practice?. Practice commitment to educational ethos Involvement of other PHCT members in teaching

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GP vocational training

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  1. GP vocational training 3 - expectations of GPRs and practices

  2. What can the trainer expect from the practice? • Practice commitment to educational ethos • Involvement of other PHCT members in teaching • Protected time for own development as educator: Trainers’ workshops and Time Outs, Deanery seminars • Time off for paid training activities, i e reapproval visits and recruitment

  3. What can the GPR expect from the practice? • Induction programme (team, all practice systems, computing) • All team aware of balance needed between practice’s service commitment and GPR’s education • Treated as an individual, stage of training taken into account • Workload and teaching as per Deanery criteria • Leave entitlement

  4. What can the practice expect from the GPR? • Reasonable behaviour like any other member of team (punctual, polite, reliable, respectful etc) • Generic GP work • Other things (smears, joint injections etc) depending on previous experience and stage of training; also some things (requests for TOP, morning after contraception) may depend on religious beliefs • Change and development during the 6 months

  5. GPR Leave entitlement 1 • Holidays: 12.5 working days in 6 months • Maternity, paternity, parental and sick leave: same as other employees (NB more than 2 weeks of this kind of leave in a 6 month post means that it doesn’t count as full 6 months for training purposes)

  6. HDR every Tuesday (almost) is mandatory Induction and Exit courses (2 days each) Core courses: MRCGP, Child Health surveillance, Family Planning, Minor Surgery Summer school Time off to take exams (Summative Assessment, MRCGP, sometimes DRCOG) All study leave must be approved by trainer Officially 15 days in 6 months Not many days left if HDR rigidly counted in More difficult for GPRs not doing full 3 years Best if practices can have flexible attitude, requires ‘give and take’ on both sides GPR study leave

  7. Role of Practice Manager • Manage employment aspects: WYCSA forms, payment, contract etc • Manage rota • Ensure whole team understands role of GPR • Foster GPR orientation into ethos of General Practice • Teach GPR about practice management, finance, relationship with PCT • Informal ‘debriefing’ for GPR after practice meetings • Give trainer feedback from patients and team about GPR • Help leaving GPR prepare for management aspects of job interviews

  8. Problem GPRs • Raise concerns early - with trainer in first instance • Keep written record with evidence of major concerns • Trainer can get support/advice from Course Organisers and in Trainers’ Workshop • COs may need to discuss with Deanery • As with all employees, work problems can reflect health or personal problems • Some GPRs get up to 6 months’ additional training

  9. Sources of information and advice • • • Susanna Butler, VTS administrator: • Helen Kelly, administrator at Deanery:

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