What does the junior contract mean for me, my patients and the NHS?

Meghji, Sheneen; Rajan, Nicholas; Philpott, Jonathan M.

doi:10.1177/0141076815620081

Cited by 5 publications

(6 citation statements)

References 2 publications

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“…Our findings may also reflect the disillusionment of trainees following recent renegotiations of their contracts, resulting in the redefinition of 'sociable hours', removal of banding to reflect the nature/number of hours worked and increased weekend nonemergency care. 8 Although clinical dermatology formed part of the core undergraduate curriculum for most trainees, the median duration of this was less than 2 weeks and was often combined with other specialities such as ophthalmology and ear, nose and throat. 9 Concern surrounding the limited time allocated to undergraduate dermatology has been raised previously.…”

Section: Discussionmentioning

confidence: 99%

Next steps in dermatology training: choosing to enter higher speciality training and the transition from trainee to consultant dermatologist

et al. 2021

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Background. Junior doctors are required to make career decisions at an early stage in their postgraduate training. Trainees also feel inadequately prepared for the transition to consultant roles. Aim. To explore the key factors influencing the choice of dermatology as a postgraduate medical career and to identify the training needs required for transition from trainee to consultant.Methods. An online questionnaire was designed to identify (i) why trainees chose a postgraduate medical career in dermatology, and (ii) the training required for transition from trainee to consultant. Results. In total, 46 responses were received from trainees in their first to final years (ST3-6), of whom 89% had undertaken an undergraduate dermatology placement, with a median duration of 2 weeks. Dermatology was considered as a career during medical school by 61% of trainees, and 41% confirmed their decision to pursue a career in dermatology during foundation training. The most influential factors involved in speciality selection were first, enjoyment of the work, second, postgraduate experience and equal third, the variety of the speciality and the regularity of working hours (P < 0.05). Mentoring was pivotal to career decision-making. Significant numbers of trainees expressed a need for training in medical leadership, such as running an outpatient clinic and supervising clinical multidisciplinary teams. Although larger numbers of trainees had training in management of dermatology services, such as service improvement (52%) and local governance/National Health Service structures (43%), significant numbers of trainees had no training in writing job plans (89%) or business plans (85%). Training was significantly deficient for personal management and self-awareness. Conclusion.Our study highlights important considerations in career decisionmaking for trainees. Training in medical leadership, management and self-awareness could be enhanced to ensure that trainees feel adequately equipped for consultant roles.

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Section: Discussionmentioning

confidence: 99%

Next steps in dermatology training: choosing to enter higher speciality training and the transition from trainee to consultant dermatologist

et al. 2021

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“…This is possibly reflection of the extension of 'new public management' into the public sector in the 2000s, followed by the austerity measures since 2010 which disproportionately affect women workers (Rubery and Rafferty, 2013). Thus nursing and medical professionals have seen their jobs change dramatically and have prompted junior doctors to take industrial action in response (Menghji et al, 2015). Parts of the private sector also experienced rapid rises in work effort over this period.…”

Section: )mentioning

confidence: 99%

Making Work More Equal: A New Labour Market Segmentation Approach

Bair

2020

Contemp Sociol

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Index 16.4 Gender gap in median earnings of full-time employees 16.5 National policy frameworks compared 17.1 Patterns of change in real minimum wages and Kaitz index, 2008-14/15 17.2 Five frames for understanding state policy towards wage-fixing 17.3 Wage developments, Greece 2008-15 17.4 Wage inequality indicators, Greece 2004-14 17.5 Minimum wage contour trends in the UK: the share of female and male employees in pay bands above the minimum wage, 1999-2012 x Tables Contributors

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“…Within the public sector it was in the health industry where work intensification was especially sharp between 2006 and 2012 (see also Blackaby et al, 2015). This is possibly reflection of the extension of 'new public management' into the public sector in the 2000s, followed by the austerity measures since 2010 which disproportionately affect women workers industrial action in response (Menghji et al, 2015). Parts of the private sector also experienced rapid rises in work effort over this period.…”

Section: Intensive Work Effortmentioning

confidence: 99%

Making work more equal

Grimshaw

Fagan²,

Hebson

et al. 2017

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This electronic version has been made freely available under a Creative Commons (CC-BY-NC-ND) licence, thanks to the support of The University of Manchester, which permits non-commercial use, distribution and reproduction provided the author(s) and Manchester University Press are fully cited and no modifications or adaptations are made. Details of the licence can be viewed at https://creativecommons.org/licenses/by-nc-nd/3.0/ PrefaceThis book is inspired by, and dedicated to, Jill Rubery. Jill is a major figure in international debates on inequalities in work and employment. Her intellectual contributions are renowned for both their critical questioning of mainstream theoretical approaches, whether in economics, management, industrial relations or comparative systems, and their attention to real-world empirical detail. Jill's intellectual roots are with the influential Cambridge economics group researching labour market segmentation in the late 1970s and 1980s during a period when Keynesian economic thought was being eclipsed by neoclassical economics modelling. The research was inter-disciplinary, grounded in data (mostly involving case studies of firms) and driven by an ambitious intellectual agenda that developed theory while also illuminating practical matters of relevance to policy-makers and practitioners. During these Cambridge years, Jill developed a very important network of international friends and colleagues who formed the backbone of the International Working Party on Labour Market Segmentation, which Jill co-founded in 1979, and who provided the impetus for Jill's intellectual interest in comparative employment systems. Collaboration was an important characteristic of Jill's work then and continued following her move to Manchester in 1989 where for nearly three decades many colleagues have benefited enormously from working with her on high-profile research projects, publications and policy advisory work. This book has therefore been a rather strange experience for many of us because we are so used to talking through ideas and our writing with Jill. Her absence, dictated by the tradition of the Festschrift, feels wrong! We would like to say thank you to the 33 friends and colleagues of Jill who have contributed to this volume. We are very conscious that we were unable to invite many others due to MUP page-length restrictions, in particular many younger colleagues and ex-PhD students. We were able to expand the numbers somewhat by suggesting to several colleagues that they co-authored chapters in order to bring a greater number of Jill's friends into the book. These suggestions were generously accepted and we believe they have in fact proven very fruitful, especially in expanding the cross-national comparative scope of chapters. 1A new labour market segmentation approach for analysing inequalities: introduction and overview Damian Grimshaw, Colette Fagan, Gail Hebson and Isabel TavoraThere is a real need for a new multi-dimensional approach to understanding inequalities in work and employment. Face...

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What does the junior contract mean for me, my patients and the NHS?

Cited by 5 publications

References 2 publications

Next steps in dermatology training: choosing to enter higher speciality training and the transition from trainee to consultant dermatologist

Next steps in dermatology training: choosing to enter higher speciality training and the transition from trainee to consultant dermatologist

Making Work More Equal: A New Labour Market Segmentation Approach

Making work more equal

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