P01 Mentorship in United Kingdom plastic surgery

Abstract

Abstract Introduction A cornerstone of the Halstedian model of surgical training is a reliance on mentors to support and guide trainees in taking on increasing levels of responsibility. In the UK, however, there are significant barriers to effective mentorship which are affecting the quality of training and the satisfaction of trainees, with 85% of UK Plastic Surgery trainees reporting they do not have access to a mentoring service. Methods A round robin brainstorming session at the Royal Free Hospital Plastic Surgery department brought together clinicians ranging from foundation year doctors to consultants. The barriers to effective mentorship and potential solutions were discussed. Results and Conclusion Key barriers identified included the fragmented nature of training, with short rotations of -12 months, and the non-run-through nature of training leading to the loss of motivated trainees at each stage of competition. Proposed solutions included a transition to run-through training, with smaller deaneries allowing trainees to progress within a handful of units, increasing stability, satisfaction and mentorship. This could also be achieved by expanding the number of academic trainees, with guaranteed national training numbers and greater levels of mentorship from academic supervisors. Another proposal was a transition to the “old-school-firm style workforce”, with consultants allocated their own registrar, core trainee and foundation year doctor –promoting continuity of care, collaboration and mentorship. Finally, a nationwide mentorship scheme was postulated, with consultants supporting registrars who subsequently support junior trainees. Such a scheme should be driven by a national organisation such as BAPRAS, standardising its reaching to all UK units.