Family Medicine

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World Book of Family Medicine – European Edition 2015 “technical/formal” procedure, secondly a knowledge test, and if successfully short-listed in this part, the process continued to the third step: direct observation of behavioural competencies, a simulated consultation, and a group problem-solving exercise. The Kos-workshop was successful with intense discussions. Many participants were very inspired by the elaborate system being used in certain areas of the UK. It became clear that different national settings have to influence the method of selection. It was also obvious that we might learn from each other and we should try to generate some general principles and recommendations. Some unanswered questions were: Where should training start? (in general practice or in hospital). Introductory period? (to try out the GP-speciality). Who should undertake the selection? Written application? Standard criteria? Use of references? Personal interview? Who should be the interviewers? Selection and recruitment relate closely to other aspects. EURACT has conducted further work, accessible on its website, on various issues believed to be useful to trainees, trainers, course organizers and also to policy-makers. Some examples are: http://www.euract.eu/resources/specialist-training: A database with information on “the European GP-training landscape” http://www.euract.eu/scientific-papers/finish/2-scientific-papers/96-funding-of-vocational-trainingprogrammes-for-general-practicefamily-medicine-in-europe: How is GP-training funded? How are GP-trainees salaried? Overview and recommendations. http://www.euract.eu/resources/educational-research-presentations/finish/5-educational-researchpresentations/226-selection-and-reaccreditation-of-st-trainers-in-general-practice-in-europe-brendan-osheafor-euract-specialist-training-committee-11nov2011: On selection and re-accreditation of ST-trainers in GP in Europe Since 2006 the UK has implemented a very elaborate and systematic selection process nationwide, which has been well researched, evaluated and published (7). Focus remains on assessed competencies - Communication, Empathy, Professionalism and context-based Problem solving, with no interview at all! There is a 3-stage process: a single Person Specification for entry to all Specialty training; a Machine Marked Test (8) with papers on Clinical Problem Solving and Situational Judgement; and a Selection centre including Written test and Simulations. It is an expensive but reliable process with evidence that the various elements are predictive of progress in training. Other countries were also inspired by the workshop and the ongoing discussion within EURACT. For example, Denmark - where Multiple Mini Interviews are used, and in the near future, also simulated patients. Ireland is moving towards national selection with interviews looking at 6 competencies, assuming minimum criteria are met. GP teachers are central to this process which attracts the best candidates. However the situation is still diverse. In Switzerland the GP-trainee has no clearly structured program, but many options and selection notably depend on the (hospital) posts found. Spain has an exam, consisting of the same Multiple Choice Questionnaire for all specialties. The best student is the first to choose specialty and place, usually a hospital. In Sweden some areas have too few applicants minimizing selection. Sometimes the trainee starts a supervised trial-period. The recruitment agenda in GP/FM is a big and increasing problem in many countries and in some may even present a threat to the specialty. Take home messages Selection of trainees to be done by GPs/FPs. Target competencies essential in GP/FM (empathy and sensitivity; communication skills; clinical expertise; problem solving; professional integrity and coping with pressure) to be evaluated. Systematic approach and selection process should be adapted to conditions within the country taking into account e.g. credits, funding issues, re-training. Selection of trainers. Recruitment of trainees in GP/FM of importance to the specialty, but also to other disciplines and the ability to meet the challenges of our changing world. 192
Original abstract World Book of Family Medicine – European Edition 2015 http://www.woncaeurope.org/content/275-wo-how-recruit-and-select-your-future-colleagues References 1. Patterson F et al BMJ 2005; 330:711-714 2. Spiegel W et al, Acad Med 2004; 79:703-10 3. Galazka SS et al, Acad Med 1994; 69: 304-6 4. Van Leeuwen YD et al 1997 Nr J Gen Pract 47: 359-362 5. Patterson F et al Br J Gen Pract 2000; 50: 188-93 6. Fergusson E et al BMJ 2003; 326:429-32 7. The GP National Recruitment Office in UK http://gprecruitment.hee.nhs.uk/Recruitment/Selection-System-Research-Evaluation 8. Patterson F, Irish B, Plint S, Gregory S. Validation of a Machine Marked Test to select trainees into UK General Practice; A model for the future. 2008; http://gprecruitment.hee.nhs.uk/LinkClick.aspx?fileticket=uv7eXWEpJLo%3d&portalid=8 193
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