[This page details support available to specific specialties only]
♦ For national support services available to all trainees click here ♦
As a member of the RCGP you will be part of a local Faculty, and the staff and Faculty Board members are in place to help any member with any enquiry. Each Board has district reps, and also educational leads. If you want local support or guidance, you should contact the RCGP Faculty office and they will put you in touch with the appropriate person who can offer support and advice. The GPs on Faculty Boards are there as volunteers for the RCGP, not as specialist occupational health advisers or counsellors, but they will help as best they can.
Your own GP is also able to provide support for health issues and you might want to contact them if you think the current problems you face are impacting on your health.
In addition there are two organisations offering support specifically to GP's
The Cameron Fund
The only medical benevolent fund that solely supports general practitioners and their dependents. It provides support to GPs and their families in times of financial need, whether through ill-health, disability, death or loss of employment. It also helps those who are already suffering from financial hardship and those who are facing it.
T: 020 7388 0796
The GP Lifestyle - Wellbeing in General Practice
The GP Lifestyle is an online course offering advice on stress management, alcohol, nutrition, exercise and substance misuse and can be accessed by visiting http://elearning.rcgp.org.uk
NHSE Coaching - Looking after you too
Individual coaching is available with a skilled and experienced coach who will work with you to discuss any area of your wellbeing that you would like to address. They will listen, ask questions and support you to develop practical strategies to cope with your situation and stay well. It might be that by having a one-off conversation you will have all the strategies you need, or you might find a few sessions helpful. It is all led by you.
For more details and information on how to apply for this coaching, please visit the 'Looking after you too' web page here.
TRiM Support available to Primary Care staff in Norfolk & Waveney
This service has been designed to support staff following potentially traumatic events via the TRiM Model. Free and confidential, this is available to Primary Care staff in Norfolk & Waveney.
Lead Employer Reasonable Adjustments Policy
As part of the Lead Employer’s ongoing commitment to ensure that all doctors and dentists in training with disabilities and long-term health conditions have access to the support that they need, managers and staff can now make use of an Adjustments Passport and Guidance.
Developed in consultation with disabled staff, managers and the Building Abilities Network, the Passport and Guidance offers a template and supplementary information for staff and managers to document decisions around workplace adjustments.
All host organisations are asked to familiarise themselves with the policy and the passport to ensure that all trainees placed at their host are offered the opportunity to have a confidential conversation about workplace adjustments, if they wish. While not all trainees with long-term conditions and disabilities will require workplace adjustments, these tools assist in ensuring that available options are explored and consistently documented, and that taking a compassionate approach to identifying and removing barriers that individuals may face remains at the heart of workplace adjustment conversations.
The RCOphth is committed to supporting doctors throughout their ophthalmology career and have developed an extensive list of resources and support in the hope that trainees will find it beneficial. The full list can be viewed here
OST Introductory Booklet
Getting started in OST – 7 Important Things to Do In Your First Month.
Workplace Based Assessments (WpBAs) Handbook
This handbook (updated April 2014) is intended to complement formal training in assessment provided by the Royal College and others for those involved in postgraduate training in the UK. It should be read in conjunction with the RCOphth curriculum for OST.
Ophthalmologists in Training (OTG)
The OTG represents the voice and interests of trainees. Its members sit on all College standing committees and Council and is represented on the Academy Trainee’s Group of the Academy of Medical Royal Colleges.
College Tutors and Regional Advisers
The responsibility for delivering training and education lies with the Trust, on behalf of and resourced by the Postgraduate Dean. College Tutors have overall responsibility as lead trainers for the postgraduate training in the unit and are the point of contact with the Royal College. Regional Advisers are appointed by the Education Committee to act on behalf of the College and maintain a College presence in the region.
If you have any questions please contact the Education and Training Department.
Dealing with Undermining
Undermining and bullying behaviour has long been recognised as a problem for trainees in O&G. In repeated GMC trainee surveys, O&G trainees report more undermining behaviour than any other specialty. Although the vast majority of undermining is carried out by consultants, midwives represent the second biggest group. Both the RCOG and the Royal College of Midwives (RCM) condemn undermining and bullying behaviours, and have issued a joint statement with a commitment to develop an action plan to address this serious issue.
There is an RCOG Workplace Behaviour Champion in each school/deanery, who can give you independent advice about any unacceptable behaviour you’re experiencing. Find out more about the RCOG Workplace Behaviour Champions, and see the list of contact details.
The RCOG and RCM have produced an workplace behaviour toolkit, with resources to help address undermining and bullying behaviour in the workplace. The toolkit includes recommendations at various levels:
Strategic interventions: recommendations for over-arching institutions such as the wider NHS, GMC, RCOG, RCM and others
Unit, trust and local education provider interventions: recommendations for trusts and hospitals
Departmental and team interventions: recommendations for departments, particularly around team working between obstetricians and midwives
Individual interventions: recommendations for individual victims and perpetrators of undermining
Follow the guidance below to try to deal with undermining behaviour.
Try to separate the just from the unjust. We all need to learn from our mistakes, even if the rebuke was unreasonable. If harsh words are spoken, accept them and move on. Replying with a ‘thank you’ can make the underminer see the error of their ways.
If your supervisor is not being supportive, spell out what you want them to do and why.
Talk it over
First of all, it’s best to talk it over with someone you can trust. Sometimes, what seems like undermining might not be.
Take no further action
If the undermining is an isolated event, you may not want to take any action. This should be on the understanding that it does not happen again. The underminer must realise their actions, explain their point of view and offer an apology.
Speak to the perpetrator
If the behaviour does happen again, speaking to the perpetrator can be very effective. Some undermining is not deliberate. Arrange a meeting in private and take along a trusted companion. Plan what you’re going to say beforehand to explain how their actions made you feel. Stay calm and polite. Afterwards, make a written record of the date, time, venue, persons present and what was discussed at the meeting.
Write it down
Make a note of each episode of undermining and any associated meetings. Collect any documents that may back this up, especially emails. This will be valuable evidence if the undermining persists, and will also allow you to reflect on the events.
Speak to a senior colleague
Before pursuing a formal complaint, try talking to a senior colleague. This can be any of the following, depending on where the undermining occurs:
Training Programme Director
You may also wish to involve occupational health, the BMA or a Trainees’ Representative. Extra support can be found through counselling.
The Emergency Medicine Trainees Association (EMTA) represents trainees; assisting the College on training and education, and organising the trainee conference.
The Forum for Associate Specialist and Staff Grade Doctors in Emergency Medicine (FASSGEM) represents SAS doctors; advising the College on matters of training, education, CPD and professional standards for this group.
Research, Education and Travel Grants
The National Institute for Academic Anaesthesia (NIAA) has several small grants funded by the Royal College of Anaesthetists for the purpose of supporting research, education or travel connected with the study of Anaesthesia. Priority will be given to educational projects, the presentation of original work or the provision of education to developing countries. Please go to the NIAA website for further information.
Association of Anaesthetists (AAGBI) Support and Wellbeing
The AAGBI Support and Wellbeing service provides Anaesthetists with access to the appropriate support and guidance for their professional and personal wellbeing. It provides a number of schemes that are relevant for Anaesthetists.
The Royal College of Psychiatrists has published a Resource Booklet detailing the support available more specifically to Psychiatrists.
Psychiatrists' Support Service:
The Royal College of Psychiatrists is committed to assisting its members who find themselves in difficult situations that may include:
Bullying and Harrassment
Serious clinical incidents
Internal and external reviews
Questions about career pathway
PSS is a free and confidential support and advice helpline for members, trainee members and associates of the college. It aims to help doctors through whatever situation is causing them particular difficulties.
Initially, the Service Manager will provide some general advice. Depending on the issue or concern, the doctor may be signposted to another appropriate organisation or service that could provide the necessary support. Alternatively, if the issue is complex, the doctor may be referred to a College member who can provide focused support and advice through the period of difficulty.
Coaching and Mentoring
The Royal College of Psychiatrists has a coaching and mentoring team, whose main role is to promote coaching and mentoring throughout the profession. Currently there is no central College mentoring scheme as the emphasis is for mentoring to be developed through individual College divisions, NHS Trusts and independent-sector organisations. We can provide advice and respond to queries from members about coaching and mentoring. Guidance has been developed on how to set up mentoring schemes, find a coach, and on coaching and mentoring training. In addition, each division has its own mentoring lead who is able to provide advice on local arrangements.
Find out more on the website HERE