Employers and the CDU: FAQs

How can a PCT follow up educational recommendations if the hospital doctor in question simply says the matter is in hand and everything is going well?

It is usually helpful if the educational plan is put on a more formal basis so that educational progress can be carefully monitored and competence demonstrated in the areas of concern.
The first point of contact for the Medical Director and this doctor will usually be the Regional Specialty Adviser, who may be able to arrange for a re-training attachment, if necessary out of region.
However, if the concerns relate to generic areas such as team working, patient relationships or personal organisation and they are not clinical or specialty specific, then the specialty adviser, on behalf of the RGOG, can refer the doctor to the Career Development Unit for personal coaching.

We have serious concerns about a doctor in our Trust who refuses to meet with either his Clinical Director or the Medical Director. What can we do?

It would need to be clarified what the serious concerns were, however refusal to engage in repeated attempts to meet and discuss the issues becomes a disciplinary matter. It may be worth thinking about whether he has a health problem and an early occupational health assessment may be important.

An SHO has been heard being abusive to patients. Should the medical director suspend him while we investigate?

This SHO will have a responsible consultant trainer/supervisor and possibly a programme director or GP course organiser if he is on a rotation. It may be sensible to talk to them first so that they can discuss it with the SHO immediately. There may be important factors that have precipitated this problem , such as personal stress, health or dysfunctional professional relationships. Whatever the reason, the SHO needs to understand the specific behaviours that have been found unacceptable and be given a chance to adjust his behaviour while closely monitored.

If the problems persist, it may be worth referring to the CDU who can make a behavioural assessment and provide personal coaching.

If he does not accept that he has a problem, denies it or blames others then the Postgraduate Dean needs to be informed and disciplinary procedures should be instigated. If the behaviour and the denial is persistent, the Trust may need to talk to the Postgraduate Dean about GMC referral.

Suspension should be a rare occurrence and only when there is a real risk to patient safety. The NCAS will provide quick confidential advice.