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Public Health Registrar Career Development Programme

Public Health Registrar Career Development Programme. East Midlands Local Education & Training Board. Charlene Binding Lucy Douglas-Pannett Iain Little. Overview. Concept Development Delivery Evaluation Next Steps. Who A re T he HEEM Careers Team?.

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Public Health Registrar Career Development Programme

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  1. Public Health Registrar Career Development Programme East Midlands Local Education & Training Board Charlene Binding Lucy Douglas-Pannett Iain Little

  2. Overview • Concept • Development • Delivery • Evaluation • Next Steps

  3. Who Are The HEEM Careers Team? • Service available to all foundation trainees and specialty trainees working in East Midlands • “To empower and enable trainees to access an appropriate range of people, support, tools and resources in order to help them manage their careers effectively and make informed career and life decisions” • Also support development of PHORCaST

  4. How Did The Enquiry Come About? July 2013 Sep 2013 Oct 2013

  5. 3 Day Programme January 2014 February 2014 March 2014

  6. Why Windmills? “No regrets on a Sunday”

  7. “How Will WeEnsure We Have No Regrets On A Sunday?” • Play to your strengths • Open up opportunities • Think about what is important to you • Explore your choices • Nurture relationships • Take control • Impact on others • Act now • Lifelong

  8. Programme Content • Day 1 (full day) • Current career concerns • ‘There aren’t any public health consultant roles around!’ • ‘I want to remain in the NHS’ • ‘If I want to work in PHE, what skills do I need?’ • Current career aspirations • ‘I want to work specifically in health inequalities’ • ‘I need to work part-time around family commitments’ • Skills analysis • Strengths/opportunities • Gap analysis • Weaknesses/threats

  9. Select an image which you think represents the current public health employment market • Describe your image & how it relates to the topic • What images do you think StRs selected? • How can you support StRs to ensure they are developing the skills required in the new world? ExerciseThe future of Public Health

  10. Image drawn by StR group reflecting their fears regarding future employment

  11. Day 1 – Skills Identification • Completed after StRs aired career concerns & aspirations • Based on the Windmills career development programme • Skills: need developing, reasonable & good • Application: don’t enjoy, quite enjoy & love using • Self-rated & peer reviewed

  12. Programme Content • Day 2 (half day) • Introduction to networking • What is networking? (& how is it different to schmoozing?) • How do I network? • How is networking beneficial to my career? • Career ‘Speed Dating’ • Networking opportunity & reflection • Networking opportunity spotting

  13. Day 2 – Career ‘Speed Dating’ • Representatives from PH & other organisations • Outline PH function of role/organisation • Provide advice on entry to role/organisation • Offer advice to StRs • Provide StRs with opportunity to consider different roles • Networking opportunity!

  14. Programme Content • Day 3 (half day) • Career opportunities & challenges • Understanding the current employment market • JD review • CV review (traditional versus narrative) • Further gap analysis • Interview preparation • 5-10 year (career) plan • Training action plan • Looking forward

  15. Think about the reasons you chose a career in public health… • What do you love about your job? • How much time do you spend doing what you love? ExerciseHow to love your job

  16. Day 3 – Looking Forward • Reflecting on what is important to each StR • Designing action plan to address training gaps/needs • Increasing awareness of job opportunities • Developing CV • Enhancing interview techniques

  17. Next Steps • Completion of StR action plans* • Dissemination of learning* • Sharing knowledge relating to job opportunities & skills between StRs* • Building CVs* • Developing mock interview panels* • Preparation of 2ndprogramme* • Continued learning through ‘Action Learning Sets’ * Educational & academic supervisors can provide support to StRs

  18. Evaluation

  19. Evaluation • On a scale of 1-5, how well has the programme increased your overall confidence in terms of finding a job or identifying opportunities open to you? • 75% scored 4 or 5 • On a scale of 1-5, overall how would you rate this programme? • 83% scored 4 0r 5 • On a scale of 1-5, how likely are you to recommend this programme to others? • 83% scored 4 or 5

  20. Evaluation “Increased confidence and determination to actively seek out opportunities rather than looking so negatively at current fragmented public health system” “Confidence in my employability. Time to reflect on the positives, in a period when there is much negativity” “I think feeling more confident to take opportunities to talk to senior people” “Good to share ideas, thoughts and feelings with others” “Support network of other StRs”

  21. Programme Development • Proposal to make standard curriculum • Longer 3rd session • More organisations at career ‘speed dating’ session • Promotion of 1:1 careers coaching through HEEM • Any suggestions?

  22. Thank You Any Questions?

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