Strengths

• Run-through programmes promote continuity and earlier specialisation
• Accountability and supervision: improved oversight and supervisory frameworks in place with improved support and identification of struggling resident doctors
• Good training support structure via schools including teaching provision
• Current model offers a good breadth of experience with varied and rich learning across different specialties and settings
• Emphasis on welfare and wellbeing is increasing
• The high volume of patient contact and exposure to clinical medicine prepares resident doctors well for consultancy and the clinical side of patient care

Areas for improvement

• Increased incentivisation for rural, remote and coastal areas
• Inequality in training delivery at both regional and training site levels
• Bottlenecks and career progression barriers: transition points (for example, FY2 to specialty) are hard to navigate and the run-through system is too rigid
• Inadequate non-clinical training: lack of focus on management, ethics, professionalism and IT competency
• Portfolio requirements: time-consuming and difficult to manage during busy clinical rotations
• Frequent, short rotations impede learning and team integration, reducing continuity and relationship building with supervisors
• The balance between training and service often favours service delivery over educational growth
• Increasing need for generalist skills
• Increased standardisation and better quality management of training posts
• Ensuring appropriate time and remuneration for trainers at all levels
• More support and recognition for faculty members, including SAS doctors, in their training and educational roles
• Better support and parity for LEDs including access to teaching
• Management of less than full-time working including the impact on continuity of care and accounting for this in workforce planning
• Better career advice and support for international medical graduates in navigating the UK training system
• Incorporation of AI into medical training to ensure the workforce is equipped to use new technologies
• Recognition of regional differences, particularly geographical factors such as long travel distances between hospitals and limited access to certain medical specialties

Publication reference: PRN01835