THE FUTURE OF THE MEDICAL WORKFORCE
Listen, My Black Cat, we’re going to have to serialise this post because we’ll need to digest it carefully.
Very carefully.
After all, it is essentially the voice of the government - speaking at the same time as the publication of the draft Tooke Report.
NHS Employers position paper on “The Future of the Medical Workforce” dated October 2007.
The Key Points are as follows:
“In the next 10 to 20 years, we expect that the way in which some NHS services are delivered will change. We need a medical workforce capable of adapting to this change.
• Employers favour a more modular approach to training that provides a range of attractive and fulfilling career pathways.
• Medical training and services should be aligned to the needs and expectations of patients.
• We need a greater understanding of the aspirations and expectations of future generations of doctors, and career pathways that attract the best candidates into the profession.
• We need an appropriate balance between service delivery and creating a supportive environment for learning.
• A multi-disciplinary approach to workforce planning, based on the needs of health service provision, is essential, with more refined tools and systematic engagement with employers.
• We believe a small planned oversupply in the medical workforce is desirable to improve quality and allow for a flexible response to changing demographics and service needs.
• Clear and transparent decisions about medical graduate numbers are needed, including whether we continue to incorporate international medical graduates into our medical training plans.
• We should quickly establish whether we will need, and can train, the increasing numbers of medical graduates expected over the next five years, ensuring they are equipped to make informed decisions about their future careers.”
Some more extracts:
“The new generation of medical students and doctors in training favour a more flexible career and better work-life balance. With these preferences needs to come an understanding that, given the greater competition for training opportunities and a range of healthcare suppliers delivering NHS services, there are no guarantees of becoming a consultant or GP principal.”
They mean women, but don’t want to mention it. Just call women by a new name. For “work-life balance” read “women”
A reference to a sub-consultant specialist presumably.
“A career ladder approach should be explored, which would allow doctors to step in and out of training, research, academia and service roles, take career breaks or spend more time on the management of clinical services. This approach could result in the development of a whole range of roles from foundation programme trainee to senior consultant levels, each with a defined range of competencies and capabilities.”
Collecting fistfuls of competencies still on the agenda.
A career ladder similar or incorporated into the Agenda for Change “Skills Escalator?”
And, jump on the bandwaggon now everyone else is criticising MMC……..
“The concept of trainees ‘laddering’ across from one specialty training programme to another appears to have been lost amid the complexity of MMC……”
I don’t see much change so far, do you My Black Cat.
They’re still attached the notion that an over-supply of doctors is to be commended, but they’re trying to give an altruistic reason for this.
Bollocks!!!!
It’s to do with control!!!
We’ll read more tomorrow.
The Witch Doctor - Link to a random page
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LINK TO UK MISSING KIDS WEBSITE
LINK TO MISSING PERSONS WEBSITE
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