Practices hosting resident doctors play a crucial role in shaping the future primary care workforce. This guidance outlines essential requirements to ensure a high-quality learning environment.
All GP resident doctors are to be regarded as supernumerary whilst working in primary care. This is interpreted as meaning that the service would not collapse in their absence.
A robust induction lasting 1 to 2 weeks is essential, tailored to the resident doctor's previous experience. The induction should include:
Practices must provide resident doctors with appropriate diagnostic equipment:
Equipment can be provided in a dedicated pack for the resident doctor or available in each consulting room. Resident doctors should have their own stethoscope. Additional supplies should be readily available including swabs, sample bottles, speculums, needles and syringes. Resident doctors must also have access to a glucometer and appropriate emergency drugs.
Resident doctor timetables must comply with contractual requirements:
Total hours: Maximum 40 hours per week for full-time resident doctors (including protected breaks: 30 minutes for shifts between 5 to 9 hours, 60 minutes for shifts over 9 hours).
Time breakdown for full-time resident doctors (less than full time pro rata):
The lead employer has completed mandatory training which is visible on Electronic Staff Record (ESR) and transferable between placements. Basic Life Support (BLS) is delivered face-to-face whilst other training is completed via e-Learning for Health.
If you don't have ESR access, visit: Lead Employer ESR self-service.
GP resident doctors working full-time have 28 hours clinical and 12 hours educational time within their work schedule (pro rata for less than full time).
If structured teaching is not taking place or the educational supervisor is on annual leave, the resident doctor remains contractually entitled to educational time. This provides opportunities to complete workplace-based assessments such as prescribing assessments or quality improvement activities.
If the educational supervisor attends a locality trainer group meeting, the resident doctor may be asked to provide backfill, with educational time replaced at a mutually convenient time.
GP resident doctors have an annual study leave entitlement of 30 days. Delivered programme teaching accounts for 15 days per year, leaving 15 days for course attendance and private study. All study leave must be requested through the Accent portal.
Resident doctors can apply for funding for approved courses. They must not book courses until approved and must claim reimbursement within 3 months of attendance or purchase.
SOX provides exam support for resident doctors who have been unsuccessful in exam sittings, which may include additional educational sessions.
Resident doctors may take up to 3 days study leave prior to sitting the Applied Knowledge Test (AKT). The day of the AKT and consultation assessment exams are also taken as study leave (full day allowed). All study leave must be applied for through Accent with due notice given to the practice.
Resident doctors are required to complete workplace-based assessments including:
Colleagues should provide honest but supportive feedback.
Annual leave entitlement is specified in the resident doctor's contract and visible on ESR. Annual leave should be taken at regular intervals throughout the year.
Resident doctors must comply with practice policies regarding notice. Reasonable requests should be granted. Annual leave exceeding 2 weeks should be for exceptional reasons only.
For full-time resident doctors, 1 week's annual leave equals 5 days. Resident doctors should not deduct educational time before applying for leave. Annual leave covers absence from all contracted hours, both clinical and educational, and should be logged on ESR.
Resident doctors considering changes to their training should first discuss plans with their training programme director. For information on specific policies and guidance regarding the following, visit NWPGMD policies and guidance:
SuppoRTT is a national programme supporting postgraduate doctors and dentists who have been out of training for 3 months or more, regardless of reason (parental leave, out of programme experiences, career break, carer's leave, sickness).
NHS England, the GP school and training programme directors provide support and guidance throughout the return process. Resident doctors are encouraged to apply before taking time out of training if possible.
The SuppoRTT programme provides educational resources, support days and coaching if required.
Find out more information on the SuppoRTT webpages.
Training can be challenging, and resident doctors may occasionally need extra support beyond what clinical and educational supervisors can provide. This may be due to adverse clinical events, wider life events, or concerns relating to training and career progression.
For resident doctors requiring additional support, contact your training programme director in the first instance.
Health, work and wellbeing service is available through the lead employer: Lead.Employer@merseywestlancs.nhs.uk.
Dyslexia screening and assessment is also available: Neurodiversity support.
Each programme has differential attainment champions who provide additional mentorship and support for resident doctors who need it.
Find out more about what the GP educator role involves and funding available for GP educators, the applications steps to become a GP educator and the approved learning environment processes in the North West below: