Career planning

Where are you now?

I have chosen the specialty I wish to pursue

I am not certain which specialty I wish to pursue but I have started to narrow it down

I haven’t decided which specialty to pursue and I haven’t yet started to narrow it down

Career Planning

“Career planning will involve foundation doctors learning and being coached about how best to match their skills,

strengths and interests with the needs of the NHS.”

Operational framework for foundation training (Paragraph 186)

http://www.foundationprogramme.nhs.uk/download.asp?file=Operational-Framework-FINAL.pdf

 

Career Planning

“Good career planning will also involve helping foundation doctors to understand

that life-long learning is vital to a successful career, giving them flexibility and adaptability throughout their medical

working lives. ”

Operational framework for foundation training (Paragraph 186)

http://www.foundationprogramme.nhs.uk/download.asp?file=Operational-Framework-FINAL.pdf

 

Skills Strengths Interests

The Needs Of The NHS

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Career Planning

YouNeeds of the NHS

CHANGE

UNCERTAINTY

Skills

Strengths

Interests

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Choosing a career

Self awarenessWhat you have to offer

& What you want

Opportunity awarenessWhat they have to offerWhat they want+

Decision MakingMaking a career choiceHaving back up plans

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TransitionMoving onEffective applications

The Recruitment Process

Skills ExerciseDemonstrating personal skills

• Skill • Activity • Evidence • Relevance to chosen specialty

In what way are you able to demonstrate that your own skills and attributes are suitable for a higher

career in this specialty?

Recruitment

Application form Interview

References

Application form

Application Form

Section A – monitoring information Section B – application for employment

Registration status Educational & professional qualifications Courses attended Employment history 6 questions

Questions

1. Why this speciality and what have you done to explore your suitability for this speciality? (300 words)

2. Describe your skills & competencies, highlighting strengths & weaknesses and areas for improvement (300 words)

3. Your experiences of & contribution to audit (150 words)4. Describe your relevant teaching experience (150 words)5. Research work, publications & presentations (150 words)6. Other helpful supporting evidence? (300 words)

Shortlisting for interview – stage 1

Question 1 Motivation Orientation Suitability Insight Exploration Use of experience to

date Quality of written

communication

Question 2 Generic skills Technical skills Relevance Strengths Areas for improvement Quality of written

communication

Full application form If successful, interviewed

Shortlisting for interview – stage 2

Application Form Exercise

Complete 2 questions 150 words per answer 30 minutes time limit These are two of the questions from last

year’s ST1 application forms.

Answers?

Why this speciality and what have you done to explore your suitability for this speciality? (300 words)

“…at least you have to use your brian for this speciality (unlike surgery)…”

Questions

Why this speciality and what have you done to explore your suitability for this speciality? (300 words)

What are your experiences of & contribution to audit? (150 words)

Group Task

30 minutes to shortlist the application forms

Create an agreed scoring system Identify which applications you would

shortlist Identify which you would reject (at least 2) Summary of key +/- feedback

Feedback

From the short listing groups about the application form answers Positive elements to the answers Negative elements to the answers

Also feedback about the group activity How you worked together How everyone contributed

Teamwork-positive indicators

Demonstrates participative, non-confrontational approach

Actively seeks contributions from others Respects others’ views. Listens and negotiates. Able to compromise.

Actively supports, encourages and recognises need to draw on others

Understands importance of being target focused

Teamwork-negative indicators

Lack of respect for others and their views Little evidence of support for others Sticks rigidly to own agenda, no negotiation No understanding of how others contribute

to success Dominates the team

Written applications - problems

Including negative statements about yourself. Applying for colleagues -“We..” Not giving clear examples that highlight your role and

contribution Being too passive/negative (“the role required…”) Making mistakes with spelling and grammar Leaving time gaps / not answering all questions Not including referees and their full contact details Too long, important information buried Too many fonts/styles/unattractive layouts

Before you write anything…pppppp Familiarise yourself with the applications timetable and keep

this in mind when planning holidays etc Read all supporting documentation.

The job description The person specification and the application form, so that you

understand what is required from you Familiarise yourself with any other material, including any deanery

guidance for applicants Gather your evidence Do your career research Plan your time Follow the instructions Language Referees Working e mail account

Interviews

Interviews

Questions about you (what do they know already?)

Questions about the job/specialty (what do you know?)

Technical / Specialist questions (to test specific knowledge / skills that are required in the job)

Questions about the organisation/profession (what do you know? Where can you find out more)

On-the-spot / off-the-wall questions…

Questions you are dreading…

Competency Based Questions

Questions that require a clear example to show how you have demonstrated the required skills/qualities, e.g.

Describe a time when your communication skills made a difference to patient care.

Tell us about a time when you effectively led a team Tell me about a time when you had conflicting

priorities and what you did to resolve them.

Structured Answers

Situation or Task Action Result or Reflection

• Context• Action• Result

1. Context. Give a quick introduction by outlining the situation or task you were faced with.

2. Action – what you actually did. Clearly show your role and contribution. The skills and qualities you demonstrated.

3. Result- quick summary – the results of your actions (ideally a positive outcome). Can also show reflection about your performance / the situation.

Interview Exercise

Groups of 3: Interviewer, interviewee, observer

5 min interviews – questions from list Observer (and interviewer) – give

feedback on answers: what was said & how it was said

Rotate roles

Interview Techniques - problems

Poor body language Irrelevant answers Badly organised answers Recited answers Repetition Being nervous / lacking in confidence Being over confident Talking too quickly (or slowly) Failing to engage all the panel

Other selection methods?

Simulated patient interaction Group exercise Written test/MCQ Written exercise Others…?

Being more competitive

Knowing what they want Understanding transferability Making the most of current opportunities Networking & identifying new

opportunities Be inventive & original Document/evidence (Portfolio)

Summary

Know yourself and be able to talk about your skills and experiences positively

Know what’s out there & what they want Make effective plans Get yourself in a position to act positively

and quickly towards change, uncertainty and opportunities.

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