Abstract

Both the ongoing evaluation of training and the possible reduction in SpR training numbers makes it imperative to identify which SpR training posts offer the best educational value. Consultants may overestimate or overstate the training opportunities at their hospital. The JRCPTB “Post Assessment” form is rather non-specific and poorly used. The Respiratory STC in our region undertook to obtain feedback from respiratory SpR’s about the diversity and quality of training and educational supervision. A questionnaire was e-mailed to all SpR’s asking about training opportunities in clinical areas defined by the respiratory curriculum and the JRCPTB Respiratory PYA form; asking about exposure to a given service or specialty rather than just its presence in the hospital (e.g. domiciliary NIV, sleep medicine, thoracoscopy), and the quality of training in that area, (score 1–5, poor - excellent), and how they rated their educational supervision overall. Responses were to include posts previously and currently worked. Trainees sent 40 evaluations on the 14 training hospital in our region, (range 1–6 per hospital). A composite score for training opportunities was derived (maximum possible score for specialty and service areas 71). Scores for individual hospitals ranged from 17.3–43.6 (median 32) and the score for supervision at those sites ranged from 3.3–5 (median 4.3). Hospital identifiable results were tabulated and circulated firstly to trainers and later to trainees. Free text comments were handled more confidentially. Despite some reservations, (e.g. the perspective held by a junior SpR in completing the survey and a possible bias away from broad based DGH training), the STC regarded this as a useful exercise and the questionnaire will be modified by iteration and trainees will complete one after each post. Consultants will be asked to complete the same questionnaire for cross reference. Anecdotally, some units have already begun addressing some issue raised, perhaps in response to a need to “compete”. These results may motivate hospitals to improve their training of SpR’s as well as informing decisions on which posts should be retained and which should not.