Oxford Deanery GP strategic plan
July 2004 The Vision to support the development of a modern, flexible and skilled General Practice workforce to promote the role of the generalist and the contribution of primary care in the local NHS. We believe that we have four core and priority areas of responsibility: Vocational Training Training and delivering doctors fit for the future Modernising Medical Careers (Foundation Programme Training) Primary care as the training ground for tomorrow's doctors Continuing Professional Education Developing a multi-disciplinary workforce Development as a Faculty To promote a sense of identity and purpose and promote the role of primary care in the local NHS The following strategic plan is the means by which we intend to deliver our 4 core areas of responsibility during the next 3 years to 2007, by considering each area in terms of both future development and maintenance of current practice.   1. Vocational Training As part of core deanery business it is our duty to provide the highest possible standard of Vocational Training for doctors who wish to pursue a career in general practice. Firstly we must give them the best possible start to their general practice career and secondly ensure that this very positive experience helps to retain them not just in general practice but more specifically within our deanery. In order to meet our future training needs it is essential that we focus on the development of training practices (particularly in under-doctored areas), thus building on the success in the Slough area. In addition, the senior registrar scheme, higher professional education and flexible career scheme are also included in this section. These are viewed as an important part of the continuum of education and provide innovative opportunities for the deanery to develop and retain its GP workforce. Development Timescale Resource Vocational Training Schemes: appointment of a new organiser for GPR Introductory course appointment of a new courses manager to coordinate timetable for deanery wide VTS courses such as Family Planning, CHS, STIF, MS to be administered centrally from deanery negotiation of out of hours training with providers. Apr 2004 Sept 2004 Aug 2004 SP Increasing capacity for training: appointment of associate director to develop training practices increase capacity for training in Milton Keynes recruitment of an additional 20 training practices for Foundation Programme* provide ongoing support for all trainers and their practices to meet new challenges in training.* June 2004 Aug 2005 Aug 2006 Ongoing BS Recruitment & Retention: appointment of associate director to lead on recruitment and retention of GPs support the pilot scheme to mentor new GPs. Apr 2004 Mar 2005 RJ * also part of MMC strategy. Maintenance Timescale Resource Flexible Career Scheme: appointment of a senior course organiser to work with and to promote flexible career scheme doctors to maximise the opportunities for doctors returning to general practice. Jun2004 HM Senior Registrar Scheme: maintain high standards already achieved encourage Senior Registrars to write up the successes of the project for publication ensure continued relevance to general practice, enhancing generalist skills and developing leadership and management skills continue to develop collaborative working with the PCT, linking development of special interests with local needs, exploring joint funding to train future GpwSI consider as a priority for funding promoting its usefulness as tool to encourage recruitment and retention. Mar 2005 PM Higher Professional Education: continue to be creative and flexible in our approach and therefore maximise the opportunities available for HPE learners. Apr 2004 Mar 2005 RJ 2. Modernising Medical Careers (MMC) MMC is one of the most challenging changes to postgraduate medical education in many years. It should be seen as a welcome opportunity for primary care to influence and shape the values of tomorrow's doctors. We have already appointed an associate director who is working closely with primary and secondary care colleagues to develop and deliver a 'Foundation Year 2 Programme' which includes several rotations in general practice. Along with this opportunity comes the challenge of ensuring that we have the capacity within our education workforce and training practices to deliver the Foundation Programme in future years without compromising standards. Development Timescale Resource Foundation Programme: development of curriculum and assessment framework for Foundation programme pilots assessing needs of trainer/educational supervisors to deliver Foundation Programme addressing needs of trainers/educational supervisors to deliver Foundation Programme working with secondary care to deliver Foundation Programme working with Undergraduate department to support 'free flow' into Foundation Programme. Aug 2004 Dec 2004 Aug 2005 Ongoing Ongoing JE SS Maintenance Timescale Resource Foundation Programme: ensuring the continued impetus to promote the foundation programme to primary care colleagues and their teams. JE   3. Continuing Professional Education The loss of PGEA as a result of the recent changes to the GP (GMS) contract gives us an opportunity to focus on providing needs assessed education and learning across our multi-disciplinary workforce. The deanery continues to be committed to working across the whole primary care community in order to facilitate and create good quality learning opportunities. We recognise that we also have specific responsibilities in areas of quality assurance of appraisal and personal development plans, under-performance and signposting and support for those training with special interests (GPwSI)   Development Timescale Resource Appraisal & Revalidation: appointment of associate director for CPD and appraisal Supporting GPs in preparation for revalidation collaboration with PCTs to ensure management and quality of appraisals collaboration with TVF and RCGP to provide courses and updates for appraisers ensure capacity to deliver new requirements for revalidation e.g. GPR appraisals. Apr 2004 RF GPwSI: working with PCTs to identify and evaluate new ways of delivering care and sign posting new career pathways aiming to link with locality recruitment/retention aims enabling doctors to develop special interests through senior registrar and HPE schemes developing and brokering training programmes for potential GpwSIs with PCTs / UG department / hospital specialists providing accreditation process for GPwSI for PCTs around the Deanery. Ongoing Apr 2004 Apr 2005 RF Underperformance & Retraining: develop the full potential of the POWER Unit appointment of associate dean to run the unit provision of expert advice on poor performance and career guidance provision of specialist career guidance support PCTs in dealing with under-performance train sufficient numbers of trainers and coaches in such tools as MBTI and FIRO B to be a resource to the unit recruit and support training practices with specialised skills in remedial training. Jul 2004 PM Maintenance Timescale Resource New Trainers Course: continuing to support the development and professionalism of our educators create attractive and informative brochures advertising what is available within the deanery review accreditation of courses with different HEIs and signpost clear routes for doctors to higher qualifications administration of Deanery educators courses by newly appointed course manager multi-disciplinary teaching and learning - to continue to develop and promote across the deanery. Jun2004 HM 4. Development as a Faculty As a deanery it is essential that we play our part in promoting the role of primary care in the local NHS community. To do this we must raise our profile ensuring that the role of the deanery is understood and valued by its partner organisations. Our development as a faculty will help us to promote a sense of identity and purpose as well as providing us with clarity for direction. Development Timescale Resource Raising the faculty/deanery profile: development of a deanery website encouraging members of the faculty to submit, attend and present papers at national and international conferences marketing by developing an information pack for each project and advertising what we have achieved develop an effective communication strategy ensuring all faculty members have clear and accessible lines of communication across the deanery. PH Maintenance Timescale Resource Promoting the role of primary care in the local NHS by developing effective relationships with: Undergraduate Department to forge stronger links with Dept of Primary Care through liaison and collaboration with undergraduate tutors. This is particularly important with the advent of the Foundation Programme Strategic Health Authority (inc WDC) by ensuring effective representation on StHA committees Primary Care Trusts through continued support for joint CPD posts and collaboration to provide CPD? HEIs developing innovative teaching and learning partnerships for the benefit of primary care staff developing new accredited courses appropriate to the learning needs of the primary care workforce. PH GB Support for professional development to a minimum of certificate level financial support for appropriate courses to develop as an educator educators facilitation days organised by the deanery opportunities to learn by shadowing learning from best practice by developing intra and inter deanery visits appraisals for all deanery educators in their role as educators. PH GB Developing the capacity for Research and Development develop R&D skills across the deanery team utilise skills of newly appointed research fellow encourage submission of articles to peer review journals evaluation of Foundation programme prototypes. PH GB Resources and Constraints Budget Our biggest resource and constraint is funding. It is therefore the intention that there is transparency in the budgetary control to help everyone understand any necessary changes in priorities and to ensure value for money.