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It's funny that; I have absolutely no problems remembering, and in some considerable detail, all, or nearly all, of my previous junior doctors. And those few who don't come back to my consciousness in an instant are "refreshed" by glancing at their CV (and I keep all the CVs). What I would say however, to echo Rowley, is that my standard prose-style references are mostly just that - standard. But I'm not afraid of occasionally providing a disarmingly honest CV about a doctor who was outstandingly good or outstandingly bad. The latter is perhaps more important than the former. As for the new style questionnaire, yes, they are quite tedious - and I spend much of my time writing references - but I just figure it's part of my job these days. I think it's something that's going to get more prevalent, not less. And I notice the very specific questions asked regarding, for example, sickness and sometimes teaching attendance. I now keep accurate records of sick leave (and grade it according to a complex HR-style formula!) and teaching attendance so at the touch of a button I have this information, rather than guesstimate it like we all used to in the past. I get the impression that my juniors like to choose me as their referee as I can remember them, but they can't escape from the dreaded sick leave statistics now! And perhaps that's one good thing to emerge from these structured references. AF ----- Original Message ----- From: "Prescott Mark (RLZ)" <[log in to unmask]> To: <[log in to unmask]> Sent: Tuesday, March 21, 2006 9:59 AM Subject: Re: structured reference requests > These forms are very frustrating. > In my department we retain a written record of the mid-term and final > appraisal meetings with all the juniors and use that information for > references. We also have started to keep a photograph on file (it does > help!) > My concern about the old system was that written refeerences often seemed > to > say the same thing and rarely provided warning of concerns (that emerged > later). Perhaps we are too kind as a group? > Mark P > >> -----Original Message----- >> From: Scott, Charles [SMTP:[log in to unmask]] >> Sent: 20 March 2006 15:57 >> To: [log in to unmask] >> Subject: structured reference requests >> >> Can I ask through the list what others attitudes to these requests are. >> At this time of year I receive many reference requests like this all with >> questionnaires to fill out asking for information which is very difficult >> to asses fairly. I have 10 juniors changing regularly so to remember >> details such as this is impossible., To be honest I sometimes cannot >> remember their names after a few months so what hope is there for stuff >> like this. I realise that these forms are for scoring but surely the >> appointing authority should devise its own way of assessing candidates >> and >> not rely on very dubious scoring from previous consultants. The >> following is the sort of thing I mean. If I don't fill the damn thing >> out >> I'm putting the doctor at a disadvantage but these are multiplying and we >> should have a united response. The old system of a genuine written >> reference was in my opinion far more honest and relevant (and easily >> reproducible). Not unnaturally all my F2s/SHO score highly on these >> forms. >> >> >> I) For how long and in what capacity did you know the applicant? >> >> From.................................... >> to..................................... >> >> Name of Trust/Organisation >> .......................................................................... >> ................................. >> >> * Consultant - immediate supervisor * >> * Educational Supervisor * >> * Clinical Director * >> * Other (please specify) * >> ................................. >> >> >> ii) What is / was the title of the post occupied by applicant? >> >> >> .......................................................................... >> . >> >> >> Please tick (*) one of the following options listed below under each >> heading which best describes the candidate in relation to his current >> post >> from your point of view. If necessary, please give further information >> on >> a separate sheet. >> >> >> 1. Knowledge/Experience >> >> a. Very able, comprehensive knowledge of speciality >> b. Good all round medical knowledge >> c. Key areas of medicine well known but no details >> d. Some gaps in knowledge >> e. Large areas of ignorance >> >> 2. Technical Skills >> >> a. Able and highly skilled with all practical procedures >> b. Usually capable with most practical procedures >> c. Very poor practically >> >> 3. Attitude to patients and family >> >> a. Always sensitive to physical and psychosocial needs >> b. Usually very thoughtful and caring >> c. Occasionally failing to think of their needs >> d. Not very caring at all >> >> 4. Response to stress >> >> a. Manages patients well and calmly seeks advice >> regarding problems promptly and appropriately having thought them through >> b. Sometimes uncertain when to discuss potential problems with >> senior colleagues >> c. Uncertainties in referral are potentially dangerous >> d. Panics >> 5. Organisational Skills >> >> a. Enthusiastic, efficient and innovative >> b. Effective >> c. Passive >> d. Disorganised >> >> 6. Note keeping >> >> a. Exemplary. Always keeps clear, concise problem-orientated >> notes >> b. Usually keeps well prepared problem-orientated notes >> c. Inconsistent note keeping >> d. Poor note keeping >> >> 7. Participates in structured teaching/learning >> >> a. Looks for and finds opportunities >> b. Passive participant >> c. Will attend if reminded >> d. Takes little advantage of programmes >> >> 8. Ability to learn >> >> a. Learns rapidly from experience and passes on new found >> knowledge >> b. Able to learn from experience >> c. Learns steadily after role familiarisation. >> d. Unable to think problems through >> >> 9. Commitment >> >> a. Punctual and stays to finish relevant tasks >> b. Punctual >> c. Usually punctual >> d. Not punctual >> >> 10. Relationships with other staff. >> >> a. Dependable, sensitive and supportive of all colleagues >> b. Friendly, gets on well with most people >> c. Only occasionally conflicts with other colleagues >> d. Frequently upsets others and does not work as one of a team >> >> 11. Teaching Skills >> >> a. Excellent communicator, knowledgeable, careful tutor >> b. Fulfils teaching requirements well >> c. Adequate but not well motivated >> d. Poor teacher >> e Not applicable >> >> 12. Audit >> >> a. Initiates and completes well thought out projects >> b. Participates actively in audit >> c. Will participate but not well-motivated >> d. Not interested >> >> 13. Research >> >> a. Initiates and completes well thought out projects >> b. Participates actively in audit >> c. Will participate but not well-motivated >> d. Not interested >> e. Not applicable >> >> 14. Communication Skills >> >> a. Excellent written and verbal communication >> b. Some gaps in understanding >> c. Difficulties in written and verbal communication >> >> >> 15. Career prospects >> >> a. Likely to succeed in chosen career >> b. Uncertain as to likelihood of success >> c. Unlikely to succeed in chosen career >> >> Please specify why you have chosen this particular option >> >> .......................................................................... >> .......... >> >> .......................................................................... >> .......... >> >> 16. Sickness Absence >> (If you are unable to complete this section, please liaise with your >> medical staffing department) >> >> (i) How many days sick leave did the applicant take during their time >> with you? >> >> >> (ii) On how many separate occasions was the applicant off sick? >> >> >> (iii) Did you have any cause for concern about the applicant's level of >> sickness? >> >> 17. Has the applicant been subject to any disciplinary procedure, formal >> or otherwise >> during their time with you (including proceedings instigated >> by the GMC / GDC)? >> >> Yes * No >> * >> If yes, please describe: >> >> >> .......................................................................... >> .................................. >> >> >> .......................................................................... >> .................................. >> >> 18. Junior Doctors Hours Monitoring >> >> Junior doctors are now contractually required to comply with Trust >> requests to monitor their hours of work. Can you confirm (or otherwise) >> that the candidate complied fully with requests to monitor hours of work, >> whilst working with you? >> >> Yes * No * >> 19. Recommendation >> >> i) Strongly recommend without reservation >> ii) Recommend >> iii) Recommend with some reservation (please specify >> below) >> >> >> ..................................................................... >> >> >> ..................................................................... >> >> Please add any other comments that may assist in the assessment process, >> for example any involvement in audit, management training, experience >> etc. >> >> >> >> >> >> >> >> 20. Is this reference based on: >> >> i) General impression >> ii) Close Observation >> iii) Collective opinion of consultants >> >> >> Signed: Printed Name: >> >> >> Position: Contact number: >> >> >> Date: Name of Tr >> >> This e-mail and any files transmitted with it are intended solely >> for the use of the individual or entity to whom they are addressed. >> The information contained in this e-mail may be subject to public >> disclosure under the Freedom of Information Act 2000. >> Unless the information is legally exempt from disclosure, the >> confidentiality of this e-mail and your reply cannot be guaranteed. >> Any views or opinions expressed are those of the author and do >> not represent the views of Southport & Ormskirk Hospital NHS Trust >> unless otherwise explicitly stated. >> >> Web address www.southportandormskirk.nhs.uk > This electronic message may contain information from Shrewsbury and > Telford > Hospital NHS Trust which may be privileged or confidential. 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