Selecting general practice specialty trainees: where next?

Abstract

Selection into GP speciality training is based on results of a multi-method job analysis study. Six key competency domains were identified as priorities to assess through the current national selection process, including empathy, communication, integrity, clinical expertise, problemsolving, and resilience. Each applicant is assessed using clinical problem-solving and situational judgement machine marked tests, followed by high fidelity exercises at regional selection centres. These show good internal reliability and predictive validity, with high correlations with subsequent job performance and outcomes in the MRCGP examinations. Candidate feedback is generally positive, where candidates prefer multiple opportunities to demonstrate their aptitude. When comparing selection methods, candidates perceive high fidelity assessments (for example, a consultation exercise with a simulated patient) as the most job relevant and fair. Emerging data provides opportunities to both streamline and re-engineer the process, so as to optimise efficiency (including costeffectiveness) while further developing its robustness. Logistic considerations favour delivery of multiple equated versions of machine marked tests in invigilated test centres. As with other assessments in medical education, concerns remain about differential performance between UK and international medical graduates. There is an urgent need to review the job analysis and selection criteria given profound changes in UK general practice taking place over the last decade.

Selection of subspecialty fellows in anesthesia for pediatric anesthesia: a national survey of program directors in the United States

“…The selection process for students, residents, and fellows in the medical field has been investigated by multiple specialties (1)(2)(3). These studies are important because they provide valuable information for future applicants and guide selection policies that can shape the future of the specific specialty.…”

Selecting for creativity and innovation potential: implications for practice in healthcare education

“…We focus on applicants for GP because this role has transformed recently with policy changes aimed at modernizing medical careers (Irish and Patterson 2010), including GPs now engaging in commissioning activities (Gregory 2009) which requires creativity and innovation in how best to deploy severely constrained resources without compromising patient care. Creativity and innovation are key requirements for GPs to deliver safe and effective services, and continually improve their practices (Clark and Armit 2010).…”

A new competency model for general practice: implications for selection, training, and careers

“…The current UK GP selection system is reliable, valid, and generates positive candidate reactions, 14,15,16,17 and uses selection criteria derived from a job analysis study published over 12 years ago in this journal. 9 Although the selection criteria were reviewed using a nationwide survey in 2005, 18 there is a now an urgent need to ensure continued relevance given recent changes in practice.…”