Welcome to existing educational supervisors (ESs) and to those thinking about becoming one.

 

Information on what a Future Leader is and how the programme works is available here:

https://www.yorksandhumberdeanery.nhs.uk/education/future_leaders_programme

 

Information relating to the recruitment and employment arrangements for Future Leaders can be found here:

https://www.yorksandhumberdeanery.nhs.uk/recruitment/future-leaders-recruitment

 

We have produced an induction pack for ESs with an overview of the FLP.

 

Please also click on the tabs below, which give further information on being an ES.

 

Video for ESs – Advice on roles and responsibilities

One of our Future Leaders has created a video aimed at ESs, giving some helpful advice on roles and responsibilities. [11:00 minutes]

Webinar for ESs – Advice on expectations and key points

We hosted a webinar on the 16th July.  To replay the webinar, click on this link and then press Attendee.  This will be available until around November. 

The webinar outlined:

  • What the FLP is and HEE's expectations 
  • The perspective of an ES 
  • The perspective of a fellow 
  • Key finance and HR points
Advice for ESs - What does good look like?

We have developed some ‘top tips’ for successful Fellowships.  This is based on past evaluation of the programme and projects by Fellows. This may be particularly useful as many supervisors are hosting a Fellow for the first time, and Fellows often don’t know what to expect from a year which is very different in nature to their usual clinical working patterns.

  • Ensure board level buy-in: Fellows are much more likely to achieve success with their project if appropriate senior leadership in their organisation are aware of, and supportive of the work.  Supervisors should make the chief exec/board aware of the Fellowship and project in advance.
  • Fellows need to be released to attend the induction, the Fellows’ bimonthly meetings (dates of the meetings are on the FLP website and will be given in August), and the courses offered to meet the Fellows’ curriculum.
  • Have a project-specific induction within the first week.  Fellows and supervisors should meet to establish the remit and purpose of the project, consider what the measures of success will be, and how the Fellow’s week may be spent.
  • Establish learning outcomes and a personal development plan within the first month and review this at the end of the Fellowship year.  Fellows need to take responsibility for identifying their own learning needs.  Appraisals at the start and end of the Fellowship are also useful for those on secondment, who may have an appraisal date fixed for another time.  There is funding available for Fellows to make use of the Leadership Academy's 360° feedback tool, which includes a two hour facilitated feedback and coaching session.  It is strongly advised that Fellows make use of this facility in the latter half of their year, leaving enough time so that they can work on any development points if they wish. 
  • For nursing, AHPs, pharmacy, health care scientists, SAS doctors and dentists: Appraisals or personal development reviews usually need to be submitted on a yearly basis.  Please advise the Fellow as to whether they still need to complete their annual appraisal, in the format and set time normally required from the Fellow’s Trust.
  • For medical, dental and public health registrars in training only: On returning to programme all Fellows should have an ARCP appraisal by their home school. Fellows should pre-empt and prompt this to happen.
  • Ensure you have regular supervision meetings: Fellows who meet regularly with their supervisors have recorded better satisfaction and productivity during the year. Ensure that supervision focuses not only on the project, but also on the Fellow’s personal development.
  • A well-recognised model for learning and development is a 70:20:10 split: 70% spent on a work-based project; 20% spent on supportive relationships; and 10% spent on formal education.  In reality, this may be split 50% between the project and 50% for the Fellow’s self-development.  It is recommended that expected work commitments are discussed early on between the supervisor and Fellow.    
  • Look for other sources of support and learning: In addition to their supervisors, Fellows should be encouraged to seek out other mentors or other sources of supervision. This may be useful when the clinical background of the Fellow differs from their supervisor.
  • Senior leader introduction e.g. from the Trust Executive Group: To improve the profile of the Fellow and their project, it is important that the Fellow meets with and discusses their plans with the chief executive of their organisation at an early stage.  Fellows should be encouraged to organise such meetings early on in their Fellowship year.
  • Consider how to promote the project: The average Fellow produces 2 posters, 1 publication and gives 1-2 oral presentations over the course of the year.  Keeping this in mind early on may help to set the right tone and pace for the year, and ensure that Fellowships are challenging and productive. Fellows should be encouraged to consider how best to promote their project.  We highly recommend that they attend the ‘Writing for publication’ course.
Training for ESs - What is available?

You are welcome to attend HEE run Training the Trainer courses and Mentoring and Coaching workshops.  Please contact the FLP Learner Support & Faculty Development Coordinator for further information on futureleaders.yh@hee.nhs.uk

Other resources can be found at the NHS Leadership Academy and Faculty of Medical Leadership Management.

X