How we should be supporting SAS doctors
Authors
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Derek Thomas, Head of Medical Workforce, University Hospital of Morecambe Bay
SAS doctors demand parity of esteem and a career, so what are we to do with them? Lots, actually.
Do I have all the answers? No.
Do I have ideas? Yes.
In this blog, I wish to capture my reflections on the work carried out over the past six plus years (and on-going) as an employer representative, and deputy chair on the JNC(SAS). How we can support our SAS colleagues in their ambitions and what employers can do to value this ever growing group of doctors.
The ambition of the 2021 contract review was to encourage colleagues to transfer from the 2008 terms to the new contract. Did it work? In part, due to many reasons and a pay uplift in 2021 that came ‘out of the blue’ for 2008 contract holders. This, in many ways, undid some elements of 14 months of negotiations, all completed over MS Teams and during the dark days of COVID-19.
But, enough of the history lesson, it’s what we do now that counts, particularly considering the new pay deal agreed with government. We need to use this as a catalyst for change and ensure our SAS colleagues are supported in their ambitions.
Firstly, you have a critical part to play, whether you are a SAS doctor, medical workforce colleague or clinical leader. Neither of the ‘s’ in SAS stands for ‘service’, they will provide one, but we also must meet their career aspirations, alongside being a crucial component of multi-disciplinary teams. This growing tranche of doctors, that include many international medical graduates, are a solution as part of long-term workforce planning.
Secondly, nurture them, if new to the NHS, make sure to on-board them properly with a structured orientation and induction process. Do not ask too much of them too soon, that simply sets them up for failure. Buddy up with a SAS colleague, provide a mentor and structure a personal development plan, with milestones, that tracks progress and a trajectory to more senior positions. The professional portfolio pathway is not for everyone, it’s hard and can be negative for the individual depending on the outcome. Do not force this upon individuals, it’s a personal choice to do so, and there is the specialist position to consider.
Specialists are a senior, autonomous and clinical decision maker. Surely that’s a consultant? Yes, it is, but within defined scope of practice and not forgetting our existing associate specialist colleagues. This role should always be included in workforce planning discussions, they provide stability at a senior level and a career trajectory for specialty doctors as an alternative to the professional portfolio to achieve that senior role in an organisation.
Final bit of advice. Talk to your SAS doctors, find out what motivates them, what makes them tick and how you can support them to achieve career objectives. Live your trust values and, through those, value our SAS colleagues for who they are and what they do. Thank you.
Some suggested links for further reading
