scholarly journals Psychiatric secrets of success: who wants to be a specialist registrar?

2004 ◽  
Vol 28 (11) ◽  
pp. 421-424 ◽  
Author(s):  
Asim Naeem
Keyword(s):  
House Officer ◽  
Senior House Officer ◽  
Specialist Training ◽  
Current Structure ◽  
Specialist Registrar ◽  
Training Programmes

This paper aims to help trainees successfully negotiate the important ‘step up’ from senior house officer or equivalent grade to specialist registrar. It outlines the current structure of higher specialist training programmes in psychiatry, stresses the importance of early planning during basic specialist training and provides a guide to success in the shortlisting and interview stages.

Factors that inform the career choice of medical students: implications for otolaryngology

2002 ◽  
Vol 116 (10) ◽  
pp. 839-841 ◽  
Author(s):  
M. Ranta ◽  
S. S. M. Hussain ◽  
Q. Gardiner
Keyword(s):  
Medical Students ◽  
Career Choice ◽  
Role Models ◽  
House Officer ◽  
Career Progression ◽  
Senior House Officer ◽  
Specialist Registrar ◽  
Training Programmes ◽  
Medical Specialities

Knowledge of the factors that inform the career choice of medical students may help plan the workforce for medical specialities. To determine which factors inform the career choice of medical students we carried out a survey of medical students at the start of their educational block in Otolaryngology. Of 202 questionnaires handed out 169 were returned (84 per cent). Students were asked to rank factors according to their importance in their career choice. The single most important factor was career progression. Other factors include on-call commitment, teachers as role models, and the interest for a particular subject. At the present time progression from senior house officer grade to specialist registrar grade in Otolaryngology is delayed. If this issue is not addressed the influx of applicants into Otolaryngology training programmes will be reduced, limiting the pool from which candidates can be chosen for a career in Otolaryngology.

scholarly journals SP2.2.8Teams, performance, and trust: a perspective from the vanguard

2021 ◽  
Vol 108 (Supplement_7) ◽  
Author(s):  
Osian James ◽  
Chris Bowman ◽  
Jody Parker ◽  
Oliver Luton ◽  
Richard Egan ◽  
...  
Keyword(s):  
Patient Safety ◽  
Psychological Safety ◽  
House Officer ◽  
Senior House Officer ◽  
Team Structure ◽  
Specialist Registrar ◽  
Surgical Trainees ◽  
Team Environment ◽  
Resilience Training ◽  
Perception Of Support

Abstract Aims The aim of this study was to determine surgical trainees’ perspective regarding team environment, function, performance, and trust. Methods A 44-point, anonymous survey was distributed to all doctors working in surgery in a single UK Statutory Education Body with responses received from 116 (n = 17 Foundation Year 1 (FY1), n = 50 Senior House Officer (SHO), n = 49 Specialist Registrar (SpR)). Results Psychological safety was associated with trainee grade; SHO perception of support (60.4%, n = 29), FY1 (88.2%, n = 15), SpR (82.4%, n = 42), p = 0.016; and ability to ask for help: SHO (70.8%, n = 34), FY1 (100.0%, n = 17), SpR (92.2%, n = 47 p = 0.043). Dependability among colleagues was perceived to be poorer by women (69.8%, n = 30) than men (87.5%, n = 63, p = 0.009). Clarity of team structure was associated with grade and perceived to be poor by SHOs (60.4%, n = 29) vs. FY1 (94.1%, n = 16) vs. SpR (78.4%, n = 40), p = 0.014. Meaningfulness and impact of team achievement was associated with grade: SHO (68.8%, n = 33) vs. FY1 (76.5%, n = 13) vs. SpR (94.1%, n = 48), p = 0.005. Inverse correlations were observed between the prevalence of harassment/bullying and markers of psychological safety (rho -0.382, p < 0.001), dependability (rho -0.270, p = 0.003), and clarity of team structure (rho -0.355, p < 0.001). Conclusion Important deficiencies in psychological safety impacted two in five of SHOs adversely. Countermeasures (Enhanced Surgical Resilience Training) are needed to protect morale, patient safety, and clinical outcomes.

scholarly journals Training late – from branch to mainline at 40

2002 ◽  
Vol 26 (6) ◽  
pp. 233-234
Author(s):  
Christine Leaman ◽  
Sarah Lyle
Keyword(s):  
House Officer ◽  
Senior House Officer ◽  
Specialist Training

In 1996, after working in career-grade posts in psychiatry for over 5 years, the authors began training at Senior House Officer (SHO) level with the intent to sit the MRCPsych and enter higher specialist training. We feel that our experiences of coming late to training may be of interest to other doctors, and in particular we describe our experiences of the transition from non-training to training grades. Currently, career-grade doctors who toil on the unglamorous branchlines of psychiatry face difficulties in transferring to the mainlines because relevant experience gained in these grades is not recognised for MRCPsych. This may act as a deterrent to doctors who might, otherwise, train successfully to consultant level. We propose the use of career portfolios to facilitate movement between training and non-training grades.

scholarly journals Managing postgraduate education

1999 ◽  
Vol 5 (3) ◽  
pp. 225-232 ◽  
Author(s):  
Susan Whyte
Keyword(s):  
Royal College ◽  
Postgraduate Education ◽  
Educational Needs ◽  
House Officer ◽  
Senior House Officer ◽  
Specialist Training ◽  
Supervised Training ◽  
The Past ◽  
Department Of Health ◽  
Training Schemes

There have been many changes in postgraduate education in psychiatry over the past 15 years. The Royal College of Psychiatrists was ahead of most other Medical Royal Colleges in organising supervised training schemes which took into account the educational needs of the trainee as well as providing an appropriate service to patients. The approval exercise, with inspection of both basic specialist and higher specialist training schemes, was introduced more than 20 years ago. Prior to the introduction of ‘Achieving a Balance’ – Plan for Action (Department of Health, 1987), the senior house officer (SHO) and registrar grades in psychiatry were more or less interchangeable, although those in registrar posts tended to rotate outwith their base hospital and gain experience in the sub-specialities.

scholarly journals How to pass the MRCPsych examination

1999 ◽  
Vol 23 (3) ◽  
pp. 172-176
Author(s):  
I. Cormac ◽  
G. Marston
Keyword(s):  
Royal College ◽  
Professional Training ◽  
House Officer ◽  
Senior House Officer ◽  
Basic Training ◽  
Critical Factors ◽  
Specialist Registrar ◽  
Training Specialist ◽  
First Time ◽  
Large Investment

Membership of the Royal College of Psychiatrists is the main qualification needed to progress from the basic training grade (senior house officer) to higher professional training (specialist registrar) in psychiatry. The Collegiate Trainees Committee (CTC) recognises that the MRCPsych examinations may generate anxiety in candidates and require a large investment in time and personal resources. The examinations are competitive, with approximately 50% of candidates passing on each attempt. It is worthwhile preparing well the first time, by planning in advance and understanding the critical factors for success. This article aims to help trainees preparing for the MRCPsych examination.

What is the Role of Senior House Officer or Dental Foundation Year Two Posts in Professional Careers?

2010 ◽  
Vol os17 (3) ◽  
pp. 115-122 ◽  
Author(s):  
Jennifer E Gallagher ◽  
Timothy J Bates ◽  
Harpoonam Kalsi ◽  
Aneesha Shah ◽  
Yon Jon Wang ◽  
...  
Keyword(s):  
Dental Service ◽  
House Officer ◽  
Senior House Officer ◽  
Perceived Benefits ◽  
Cross Sectional ◽  
Professional Careers ◽  
Training Post ◽  
Question Difficulty ◽  
Motivating Factor

Aims To investigate the motivations for, and perceived benefits of, undertaking senior house officer (SHO) posts, and to explore the career pathways of those who do, examining trends in successive cohorts. Method Postal cross-sectional questionnaire survey of all dental and maxillofacial SHOs (DF2s) who had worked for two South London hospitals within the previous nine years (n=137). Respondents were grouped into three cohorts to enable responses to be examined in relation to respondents’ entry to their first SHO post. Results There were responses from 83 (61%) potential participants. The most frequent motivation for carrying out SHO posts from 79 (95%) of the respondents was the desire to ‘learn from experienced clinicians’. The most common perceived benefit reported by those who had completed posts at the time of the survey was ‘an improved understanding of the role of the hospital dental service’ from 68 (97%) of those who answered this question. Difficulty in securing a job in general dental practice was not reported as a notable motivating factor, either before or after the implementation of the new dental contract. ‘Fulfil approved training post requirements for postgraduate examinations’ reduced as a motivator from 28 (88%) for the earlier cohort of SHOs to nine (36%) for the more recent cohort. Fifty-four of 78 (69%) respondents declared a definite plan to seek admission to the General Dental Council Specialist Lists in future, 24 (83%) in the first cohort, compared with 11 (46%) in the last ( P=0.05). Of the males, 13 (52%) were significantly more likely to report that they were currently working in general practice compared with 15 (27%) females ( P=0.028). Conclusion The findings suggest that multiple benefits are identified from undertaking SHO posts. However, some of the motivations for undertaking SHO posts may have changed over the nine-year period investigated. Possible influences are discussed. This paper highlights the perceived benefits of junior training posts at a time of significant transition within the profession.

It's Getting Better: Progress in Medical Senior House Officer Training in Scotland

2007 ◽  
Vol 52 (1) ◽  
pp. 32-35
Author(s):  
M Roberts ◽  
K McHardy ◽  
J Wakeling ◽  
E Dalgetty ◽  
A Cadzow ◽  
...  
Keyword(s):  
House Officer ◽  
Senior House Officer ◽  
Officer Training
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