The accompanying recommendations regarding Locum, Staff and Associate Specialist (SAS) Surgeons have been agreed by the Senate of Surgery of Great Britain and Ireland.
1. All Staff and Associate Specialist (SAS) Surgeons need good career advice before appointment and should be aware that moving back into a training programme from a Staff or Associate Specialist appointment is difficult under current regulations and there may be only limited opportunities in the future.
2. All Staff and Associate Specialist appointments should be made by a properly constituted committee. The Regional Adviser, or Colleges Regional Specialty Advisor in Scotland, or a deputy, should be consulted and represented throughout the appointment procedure.
3. Prior to appointment, there must be an agreed job description approved by the Trust, the Regional Advisor or the Colleges Regional Specialty Advisor in Scotland and the Regional Postgraduate Dean. The job description must identify the team working arrangements in which the SAS surgeon will participate. This job description should not be altered after appointment as a result of unilateral action by the employing Trust. Any alteration in the job description would require the support of all relevant parties of any significant change.
4. In each deanery there should be an individual appointed jointly by the Postgraduate Dean and College, usually an SAS surgeon, who will work with the Regional Advisor or Colleges Regional Specialty Advisor in Scotland to provide advice on job descriptions and other relevant issues affecting SAS surgeons.
5. Each SAS surgeon needs an agreed job and educational plan that sets realistic goals and is regularly reviewed at an annual appraisal by their Trust, as part of the revalidation process.
6. The job plan must include protected time for CPD, audit and study leave for all SAS surgeons.
7. The range of duties and responsibilities of an SAS job plan should be suited to the individuals grade and experience. The job plan may include the training of junior medical staff in clearly defined aspects of surgical practice, as agreed with the relevant Consultant(s) and Clinical Director.
8. Any on-call commitment should not be unduly onerous (i.e normally no more than 1:5 rota) and should be in keeping with a permanent appointment.
9. All surgical SAS surgeons, irrespective of whether they are Fellows or Members of a College, should be associated with a surgical Royal College of their choice for CPD and revalidation purposes.
10. A process for monitoring the progress of SAS surgeons, their revalidation portfolio and their employing Trusts adherence to good practice for appraisal and educational opportunities is essential. A mentor should be agreed by SAS surgeons with their Trust. The mentor will provide support and counselling for individual SAS surgeons and act as their advocate.
11. Inspection of Hospital Trusts and Deanery Training Programmes should include review of long term locum appointments (over four months) and SAS surgeons, ensuring appropriate standards are being maintained and career development is undertaken.
12. The principles outlined above for SAS surgeons should apply to planned long term locums (over four months) in Consultant or SAS vacancies.
13. At the end of their contract, all long term Locums (over four months) in Consultant or SAS vacancies should receive a formal and documented appraisal of their performance from the Consultant in charge or Clinical Director of the service in which they have been working.
Reference
Non Consultant Career Grade Doctors – Recommendations for an improved career structure. Royal College of Physicians of London June 2000.