Trainee Support.
All policies can be found below.
We have a dedicated page on our website full of useful information to help international doctors settle in to the region, click here to visit our social integration page.
*NEW* IMG Handbook 2023 - available in the documents below
HEE values feedback from doctors in training which enables learning, development, and improvement. Where there are concerns about how training is delivered and the impact that has on the quality of the training experience, we want to know so that it can be explored and addressed appropriately. Click here to access the HEE procedure and Complaints Policy.
Specialty Recruitment
Candidates wishing to make a complaint about any aspect of a Specialty Recruitment process held within Yorkshire and the Humber should use the following: specialtyrec.yh@hee.nhs.uk
Employment based complaints
Each Local Education Provider (LEP - NHS Trust or other training provider) will have its own complaints procedure. For complaints relating to employment based issues, learners should consult the LEP website or the Personnel / Human Resources Department accordingly.
Approaches made directly to Health Education England in relation to employment-based complaints are most likely to be directed to the LEP in the first instance. Trainees would also be encouraged to discuss mechanisms of support with their Educational Supervisor, Training Programme Director or Head of School.
Health Education England, working across Yorkshire and the Humber (HEE YH) offer the following advice to trainees in Postgraduate Medical Training;
Postgraduate medical trainees in their work for NHS bodies are supported by NHS Indemnity Arrangements where the NHS body you provide services to as part of your training (whether your direct employer or not) are liable for your acts and omissions and have arrangements in place to meet such liabilities. General Practice trainees when working in practices are required to have their own indemnity or insurance the costs of which are met as part of training but which is the responsibility of the trainee to obtain.
Not all circumstances of liability or other legal consequences are covered by NHS Indemnity and in some situations a conflict of interests may exist between the trainee and the relevant NHS body. In addition NHS Indemnity arrangements do not apply to internal disciplinary matters, investigations conducted by a regulator pertaining to an individual, or criminal investigations. This is not an exhaustive list. In addition, there may be occasions where a trainee determines that it is in their best interests to seek separate representation. In such circumstances, that is a matter for the trainee and is not part of the responsibility of Health Education England.
As such, postgraduate medical trainees are advised to give due consideration to personal indemnity or insurance arrangements through the various medical defence organisations or insurers.
Reimbursement of relocation and excess travel expenses are the responsibility of NHS Trusts as Employers of junior doctors and dentists in training.
Please contact your employer for further information.
Trainees should contact their regulator or employer for advice on social media usage.
Please refer to the National HEE Guidance which can be found here on www.hee.nhs.uk
Medical and dental professionals have ethical responsibilities to raise concerns about matters which may harm patients or colleagues. Whistle blowing is the act of reporting these concerns about malpractice, wrongdoing or fraud. Within the NHS and social care sector these issues have the potential to undermine public confidence in these vital services and threaten patient safety.
The General Medical Council’s guidance under ‘Good Medical Practice’ states:
“If you have good reason to think that patient safety is or may be seriously compromised by inadequate premises, equipment, or other resources, policies or systems, you should put the matter right if that is possible. In all other cases you should draw the matter to the attention of your employing or contracting body. If they do not take adequate action, you should take independent advice on how to take the matter further. You must record your concerns and the steps you have taken to try to resolve them.”
If you are working in this situation but don’t know what to do, or who to turn to about your concerns, NHS Employers the leading source of signposting, advice and guidance.
http://www.nhsemployers.org/whistleblowing
Employees’ legal rights are detailed in the Public Interest Disclosure Act 1998. The Act provides protection for people raising concerns about:
· Breaches of civil and criminal law
· Miscarriages of justice
· Dangers to health and safety and the environment
· Cover up of any of the above
Public Concern at Work (http://www.pcaw.org.uk/) also offers guidance on whistle blowing. It describes whistle blowers as witnesses, not complainants. That is to say that, to be protected, they must have a reasonable and genuine belief or suspicion that their allegations are substantially true and they must not be motivated by a personal grievance nor should they be out for financial gain. However, there should be no recriminations, detriment suffered or victimisation over genuine whistle blowing, even if the concern is later proven to be unfounded.
Each Local Education Provider (LEP - NHS Trust or other training provider) should have its own whistle blowing policy to allow for these concerns to be addressed locally. This may be available on the LEP website or intranet or alternatively directly by request from their Personnel / Human Resources Department.
Concerns can also be raised with the Director of Medical Education, Clinical Director, Training Programme Director or Educational Supervisor. Early resolution closest to the concern is normally the preferred route.
Although approaches made directly to Health Education England in Yorkshire and the Humber (HEEYH) in the first instance are most likely to be directed to one of the above, concerned individuals may be able to discuss the most appropriate route for support, or for formal whistle blowing, with the Postgraduate Dean (or nominated deputy).
HEEYH fully support a trainee’s right to raise their concerns about the organisation within which they work or other organisations associated with it. All NHS bodies are required to have whistleblowing policies and trainees are encouraged to use these if they have a genuine concern about the issues identified above.
HEEYH Employees
All staff employed by Health Education England should consult the Raising Concerns at Work policy for further information on whistle blowing.
