๐ฉบ Bradford VTS ยท GP Training Essentials
Your GP Training
Scheme Induction
Because nobody warned you about the ePortfolio. Or the Form R. Or the ARCP. You're welcome.
๐ For Trainees, Trainers & TPDs ๐ก Knowledge not found elsewhere โก High-impact learning in minutes
Starting a GP training scheme is genuinely exciting โ and genuinely overwhelming. This page gives you the bird's-eye view of everything you need to know in your first weeks: from who's who, to what the ePortfolio actually wants from you, to why your Programme Administrator might just be the most important person on the scheme.
๐ฅ Downloads
Handouts, summaries, and teaching extras โ ready when you are.
Induction Resource Library
A curated collection of induction materials โ welcome packs, glossaries, programme guides, evaluation forms, and teaching resources. Click a folder to explore.
๐ Web Resources
A hand-picked mix of official guidance and real-world GP training resources. Because sometimes the best pearls are not hiding in the official documents.
๐ Official GP Training Guidance
๐ฅ RCGP โ MRCGP OverviewOfficial overview of all three MRCGP components: AKT, SCA, and WPBA ๐ RCGP ePortfolio LoginYour online training record โ the most important tool in your training ๐ RCGP โ Register as AiTAssociate in Training registration โ do this on day one, not later ๐ด๓ ง๓ ข๓ ฅ๓ ฎ๓ ง๓ ฟ NHS England โ GP TrainingNational GP training framework and specialty training guidance ๐
BMA โ Leave EntitlementsAnnual leave, study leave, and working hours guidance for trainees
๐บ๏ธ Bradford VTS Training Roadmaps
๐ ST1/ST2 in GP โ RoadmapWhat to do, when to do it, what's expected of you in a GP post ๐ฅ ST1/ST2 in Hospital โ RoadmapNavigating hospital posts while keeping a GP mindset ๐บ๏ธ Full 3-Year GP Training MapThe complete picture โ assessments, milestones, and key dates ๐ Induction for a GP PostWhat to expect in your first two weeks in a GP practice ๐ IMGs โ Dedicated GuideSpecific guidance for International Medical Graduates new to UK GP training
๐ Assessments & ePortfolio
๐ฌ Case-Based Discussions (CBD)How to get the most from your CBD assessments โ๏ธ Ram's Easy-Peasy Log EntriesThe most practical guide to writing great log entries โ a Bradford VTS classic ๐ค Educational Supervision GuideWhat ES meetings are, how to prepare, and how to get the most from them ๐ Professional Capabilities Cheat SheetThe 13 RCGP capabilities explained clearly โ essential for log entries
๐ Support & Wellbeing
๐ก๏ธ BMA โ Join NowEmployment support, legal advice, BMJ access โ especially vital for IMGs ๐ NHS Practitioner HealthConfidential mental health and wellbeing support for doctors โฐ Less Than Full Time & MaternityHow LTFT training works and what happens to your programme ๐ Moonlighting โ Can I Do Other Jobs?The rules around working additional clinical roles alongside training
โก One-Minute Recall
Panic before your first day? Read just this. Everything else can wait.
โก If you read only one section โ read this one
โGP training is 3 years, 6 posts โ 3 in hospital, 3 in GP
โRegister as an AiT with the RCGP on day one โ not later
โThe ePortfolio is not a diary โ it is the evidence that defines you at ARCP
โYour Educational Supervisor (ES) oversees your whole 3-year journey
โYour Clinical Supervisor (CS) looks after you just for that specific post
โARCP panels judge you through your ePortfolio โ they may not know you personally
โHDR (Half Day Release) is compulsory โ and you are paid to attend it
โTPDs run the scheme โ programme leaders, not just admin
โThe Programme Administrator is your most powerful ally โ be genuinely kind
โJoin the BMA now โ not when you need them (then it's too late)
โStudy leave is 30 days/year โ book courses at least 6 weeks in advance
โLog entries: meaningful, frequent, and not all linked to the same capability
โMRCGP = AKT + SCA + WPBA โ all three must be passed
โIn a GP post: sort the Performers List before you start โ or you cannot see patients
โYour reputation is made in your first week โ make it count
๐ฏ Why Induction Really Matters
Not another box-ticking exercise. This one genuinely sets the tone for three years.
The Big Picture
GP training is not like foundation training. There is no quiet start. From day one, you are expected to be building evidence, attending education sessions, planning assessments, and developing the reflective habits that carry you through three years and into a career.
The scheme induction gives you the bird's-eye view before you dive into the detail of individual posts. Miss it, and you spend the first year piecing together a jigsaw that should have been laid out in front of you on day one.
๐
For IMGs especially...
The UK GP training model is unlike most other healthcare systems. The holistic, generalist consulting model, the role of the NHS infrastructure, and the ePortfolio culture are all unfamiliar to most international doctors. Give this page extra attention โ and visit the dedicated IMG section linked above.
Why Trainees Struggle Without It
- Don't know what the ARCP panel looks for โ until it's nearly too late
- Don't build the ES relationship early enough
- Miss the difference between CS and ES โ and lose learning opportunities
- Forget to register as AiT with the RCGP โ causing admin headaches later
- Don't appreciate that HDR attendance is not optional
- Treat the ePortfolio like a nuisance โ and fail ARCP scrutiny
- Don't realise they are responsible for chasing their own assessments
๐ก
Insider Tip โ From Trainee Experience
The trainees who breeze through ARCP are almost always the ones who understood the game from the beginning โ not the ones who worked hardest in the final month. The game is: ePortfolio, relationships, assessments, and reflection. Start early. The rest takes care of itself.
๐๏ธ The 3 Types of Induction
You'll have multiple inductions throughout training. Here's what each one is for โ and why all three matter.
๐ฌ
Why so many inductions?
Think of it like this: the Scheme Induction is the satellite view of the whole country. Each post induction zooms in on the particular town you're visiting. Both are essential โ they just operate at completely different levels.
What it is
The scheme induction is your orientation to the entire 3-year GP training programme. It is the bird's-eye view โ showing you what the journey looks like before you set off.
It covers: the structure of training, the key people involved, the assessments you will need to complete, the philosophy of education, the ePortfolio, HDR, ARCP, and everything else you need to understand before your first post begins.
๐
Quick facts
- Usually 2 days in duration
- Often held at a nice venue or hospital postgraduate centre
- Covers the whole programme โ not just one post
- Run by TPDs and the scheme team
- One of the most important events to attend at the start of training
โ ๏ธ
Please don't miss the scheme induction
If your first post has already started, contact your scheme administrator or TPD to find out when it is scheduled โ and book study leave for it now. This is one of the most important things you can attend at the start of training.
What it is
The hospital induction is your ground-level orientation to a specific hospital post. It is run by the department, not the GP training scheme, and focuses entirely on that placement.
It typically covers: core clinical knowledge relevant to that specialty, local management protocols, teaching schedules, rota details, and who's who in the department.
๐
Quick facts
- Usually 1 day in duration
- Run by the hospital department / consultant
- Covers clinical protocols, rota, and local systems
- Different in every specialty you rotate through
- Your CS will usually introduce themselves here
๐ก
Remember โ you are still a GP trainee in a hospital post
Your hospital induction will be focused on that specialty. But remember: you are training to become a GP. Keep your ES in mind throughout, use Bradford VTS task-sheets when sitting with allied health professionals, and use every clinical encounter as an opportunity to build WPBA evidence for your ePortfolio.
What it is
The GP post induction is the most thorough of the three โ because your GP practice will become your primary working home for 6 months. It gives you time to really understand the practice, its patients, its team, and its systems before clinical demand takes over.
It covers: meeting all members of the practice team, understanding the patient population, learning the IT systems, sitting in with different clinical and non-clinical professionals, and understanding your timetable and tutorial structure.
๐
Quick facts
- Usually 2 weeks in duration
- Run by your GP trainer and practice manager
- Includes sitting in with the full multidisciplinary team
- Establishes your tutorial structure with your trainer
- Use Bradford VTS task-sheets to make sit-ins structured and educational
๐
Make the most of sitting in with other professionals
Sitting with the district nurse, health visitor, pharmacist, or social worker is not just a tick-box. These sessions give you an understanding of primary care that no textbook can replicate. Use the Bradford VTS task-sheets (downloadable above) to structure each session and generate genuine learning.
The 3 Inductions at a Glance
| Type | Duration | Perspective | Run by | Focus |
|---|---|---|---|---|
| ๐ซ Scheme Induction | ~2 days | Bird's-eye (whole programme) | TPDs + scheme team | 3-year programme overview, assessments, key people, philosophy |
| ๐ฅ Hospital Post Induction | ~1 day | Ground-level (this post only) | Hospital department / consultant | Local clinical protocols, rota, department structure, teaching |
| ๐ฉบ GP Post Induction | ~2 weeks | Deep-dive (this practice) | GP Trainer + practice team | Practice team, patient population, IT, systems, multidisciplinary sitting-in |
๐ The Structure of Your 3-Year Training
The big picture โ what happens when, and why.
Year 1
ST1
๐ Scheme Induction (at start) ๐ฅ Hospital Post ร 1 or 2 ๐ฉบ GP Post ร 1 (sometimes) ๐ HDR every week ๐ค ES initial + review meetings ๐ ARCP at year end
Year 2
ST2
๐ฅ Hospital Post ร 1 or 2 ๐ฉบ GP Post ร 1 ๐ HDR every week โ๏ธ AKT โ can be sat from ST2 ๐ค ES review meetings ๐ ARCP at year end
Year 3
ST3
๐ฉบ GP Only (2 posts, same practice) ๐ Intensive HDR + SCA prep ๐ฏ SCA Exam โฐ Out-of-Hours sessions ๐ค ES + final ARCP panel ๐ CCT โ Certificate of Completion
๐ The Structure at a Glance
- 6 posts over 3 years (longer if part-time or LTFT)
- 3 in hospital specialties, 3 in general practice
- Each post is usually 6 months (full-time equivalent)
- ST3 is entirely in GP โ 2 posts in the same practice for continuity
- Part-time training is pro-rated โ same competencies, longer timeline
- GP+ and Integrated Training Posts (ITPs) available in some deaneries
๐๏ธ
How are schemes regulated?
Each GP training scheme belongs to an NHS England GP School (formerly HEE Deanery). The UK is divided into regions โ each with its own GP School overseeing multiple training schemes, setting standards, and managing ARCP panels. Your deanery administrator can help with cross-boundary issues.
๐ Why Does GP Training Exist?
Hospital consultants go through rigorous experiential training before they qualify as independent specialists. The same is true for GPs โ and rightly so. GPs are specialists of primary care, with a unique knowledge and skill set that is very different from what a hospital consultant does.
An experienced cardiologist could not simply switch careers and become a GP โ and vice versa. That's why we have the MRCGP: a specialist qualification that tells the world (just as the FRCS does for surgeons or the MRCP for medics) that you have achieved the required level of proficiency for general practice.
๐ก
GP = Primary Care Specialist
Never let anyone make you feel that general practice is a lesser career. It requires a different โ and in many ways broader โ set of skills than any hospital specialty. You will become expert at managing uncertainty, complexity, multimorbidity, and the whole human being in front of you.
๐ก The Educational Philosophy of GP Training
What your scheme is really trying to help you become โ and why it matters.
"To be trained is to arrive;
to be educated is to continue to travel."
โ Kenneth Calman, The Profession of Medicine
All GP training schemes see training as a partnership โ between you (the enthusiastic doctor who wants to be a high-quality GP) and your educators (who want to help you get there). Neither side can do it alone.
Throughout your training you will meet many people who teach and change you. Some will be obvious โ your TPDs, your GP trainers, your hospital consultants. Others will be less obvious but equally important.
๐งญ
Training Programme Directors (TPDs)
Provide a flexible, trainee-centred programme. Bring formal medical education expertise. Reapproved every 5 years to ensure they remain effective educators.
๐ฉบ
GP Trainers
Pride themselves on deep commitment to teaching. Will give you a wide range of clinical and consulting experience in their practices. Your most intensive day-to-day learning relationship.
๐ฅ
Hospital Consultants
Prepare you to face the breadth of clinical presentations that general practice will bring. Even if they don't always think in primary care terms โ you should.
If you are willing to remove the invisible "doctor's ring fence" around you and genuinely interact with all the people you work with โ you will be surprised at the life-changing things you learn.
๐ฉโ๐ผ
Administration Staff
๐ช
Hospital Porters
๐ฉโโ๏ธ
Nurses & HCAs
๐
Pharmacists
๐ง
Mental Health Workers
๐ถ
Health Visitors
๐ฆฝ
Allied Health Professionals
๐๏ธ
Social Workers
๐ก
These educators are as important as the obvious ones
Sit with them. Ask them about their training, their role, what they wish doctors understood better. Some of what they share will change how you practise medicine โ and how you see the world.
โค๏ธ
Your patients are your greatest teachers
Be genuinely interested in patients โ in their experience of illness, their lives, their fears, their hopes. Doing this will teach you more about life and medicine than any textbook. The patients who challenge you most will teach you the most. The ones who move you will stay with you longest. This is one of the great privileges of medicine.
As doctors, we are in a genuinely wonderful profession โ where we discover extraordinary things about others, and about ourselves.
๐ฏ What Your Training Is Trying to Help You Become
Your educators are aiming to produce doctors who can do all of the following โ not just the clinical parts. By the end of training, a newly qualified GP should be able to:
๐ฌ
Have excellent communication skills
๐งโโ๏ธ
Practise patient-centred medicine
๐
Value and embrace diversity
๐ฌ
Practise evidence-based medicine
๐ก๏ธ
Practise preventive medicine
โฑ๏ธ
Use time effectively in consultations
๐ซ๏ธ
Tolerate clinical uncertainty
๐ฅ
Organise an efficient, caring practice
๐ค
Work in multidisciplinary teams
๐
Adapt to change throughout a career
๐
Audit and reflect on their own performance
๐
Plan their own CPD and lifelong learning
๐งโ๐คโ๐ง
Look after their colleagues
๐ง
Balance personal and professional life
โจ
This is what the RCGP Professional Capabilities are built on
Each of the 13 RCGP capabilities maps directly back to these goals. When you write log entries and complete assessments, you are building evidence that you are developing into this kind of doctor. The goals above are not abstract ideals โ they are the concrete direction of travel for your entire three-year training.
๐ฅ The Key People In Your Training
Understanding who does what will save you a lot of confusion โ and a lot of awkward emails.
How the Oversight Structure Works
๐งญ
NHS England GP School
Sets national standards, oversees ARCP panels, regulates schemes
โ
๐
TPDs
Run the scheme, HDR, rotations, pastoral care
โ
๐บ๏ธ
Educational Supervisor
Your guide for the whole 3-year journey
โ
๐ฉบ
Clinical Supervisor
Supervises this specific post only
โ
๐
You (Trainee)
Responsible for driving your own learning and assessments
๐งญ
Programme Level
Training Programme Director (TPD)
Runs the whole scheme. Organises HDR, rotations, ARCP panels, trainer training, and pastoral support. Usually several TPDs with different portfolios. Requires formal training and re-approval every 5 years โ you can't just decide to become one.
๐บ๏ธ
Whole Training
Educational Supervisor (ES)
Your long-term guide for the entire 3-year programme โ usually your ST3 GP trainer. Meets you in every post to check your overall trajectory. Writes your Educational Supervisor Report (ESR) for ARCP. This is your most important professional relationship in training.
๐ฉบ
Post Only
Clinical Supervisor (CS)
The senior doctor supervising you in each specific post โ your hospital consultant or GP trainer. Changes every time you change post. Responsible for day-to-day support, WBPAs, and the Clinical Supervisor Report at the end of your post.
โ๏ธ
Scheme Operations
Programme Administrator
Your secret weapon
Not a doctor โ but arguably the most important person on the scheme. Handles all the administrative machinery. Knows where everything is and how everything works. Treat them with the utmost warmth and respect. They can make your life ten times easier. They are equals โ and they are brilliant at what they do.
โ ๏ธ
Common Confusion โ ES vs CS
This trips up almost every new trainee. Your Educational Supervisor (ES) is with you for all 3 years โ they hold your big-picture training trajectory. Your Clinical Supervisor (CS) supervises you in this post only and changes every 6 months. You have mandatory meetings with both. Confusing them in conversation is a subtle red flag to your TPD that you haven't grasped your own training structure.
ES meetings are mandatory and happen once per post (with an extra initial "handshake" meeting at the very start of ST1). They require significant preparation on your part โ your ES cannot have a meaningful meeting if you turn up empty-handed.
Before your ES meeting, prepare:
- A self-assessment of your progress against the 13 capabilities
- An updated PDP with evidence of progress on previous goals and new goals identified
- A summary of your log entries and their capability coverage
- A note of any gaps in your curriculum coverage
- Any concerns or difficulties you want to discuss honestly
โ
Please don't be scared of ES meetings
Their purpose is to help your journey go as smoothly as possible. The best ES relationships are built on honesty, integrity, respect, and trust. Share your concerns early โ your ES would rather help you at month 2 than manage a crisis at ARCP time.
๐ The ePortfolio โ Your Training Record
Not a crappy little notebook nobody looks at. The most important document in your GP training career.
๐จ
Critical Reality Check
The ARCP panel may never meet you in person. They judge you entirely through your ePortfolio. Every log entry, every assessment, every reflection โ this is how they decide whether to let you progress. Meaningful entries are more important than lengthy, waffly, unstructured ones. And we expect considerably more than what you may have produced in your Foundation Years.
๐ What Goes In The ePortfolio?
- Learning log entries (reflections on cases and events)
- Workplace-based assessments: CBDs, COTs/AoCEs, Mini-CEX, PSQs, MSFs
- Clinical Supervisor Reports (one per post)
- Educational Supervisor Reports (one per review period)
- Personal Development Plan (PDP)
- Curriculum coverage โ mapped to the 13 RCGP capabilities
- Out-of-Hours session records and learning
- AKT and SCA results (when completed)
- QI project evidence
- Form R submissions (before each ARCP)
โ Survival Guide โ What Actually Works
- โStart logging from week one โ never batch entries before ARCP
- โKeep entries concise but insightful โ less waffle, more learning
- โShow early entries to your trainer โ correct format mistakes now
- โLink logs to a variety of the 13 capabilities โ not just communication
- โUse curriculum coverage to spot gaps (ENT, genetics, eyes go missing fast)
- โPDP: keep 3 active items, update regularly
- โSend assessment tickets to supervisors with plenty of notice
- โPSQs (patient feedback) take longer than expected โ start early
- โSubmit ePortfolio at least 8 weeks before ARCP
- โEnsure Form R is completed and uploaded before each ARCP
๐
How To Write A Good Log Entry
A good entry is not a long entry โ it is a structured entry that shows you saw something, thought about it, extracted the learning, and changed your practice. The panel wants insight and growth, not description. Use Ram's Easy-Peasy method (linked in Web Resources above) โ it works, and trainees who use it consistently report a smoother ARCP experience.
๐ The 13 RCGP Professional Capabilities
Your log entries must be linked to these 13 domains. The most common mistake is linking everything to capability 1 (communication) while neglecting organisation, leadership, and management domains.
| # | Capability Domain | What it covers |
|---|---|---|
| 1 | Communication & Consultation Skills | History-taking, explanation, empathy, shared decision-making |
| 2 | Practising Holistically & Promoting Health | Whole-person care, health promotion, disease prevention |
| 3 | Data Gathering & Interpretation | Investigations, clinical data, diagnostic reasoning |
| 4 | Making Diagnoses & Decisions | Clinical reasoning, pattern recognition, managing uncertainty |
| 5 | Clinical Management | Treatment plans, prescribing, monitoring |
| 6 | Managing Medical Complexity | Multimorbidity, long-term conditions, frailty |
| 7 | Working with Colleagues & in Teams | MDT working, referrals, handovers |
| 8 | Community Orientation | Population health, health inequalities, local services |
| 9 | Maintaining Performance, Learning & Teaching | Self-directed learning, CPD, reflection |
| 10 | Organisation, Management & Leadership | Practice management, time management, leadership |
| 11 | Practising Ethically & Responsibly | Professional duties, probity, safeguarding |
| 12 | Fitness to Practise | Health, performance, conduct |
| 13 | Caring for the Whole Person | Personalised care, continuity, patient-centred approach |
๐ฅ ARCP โ Annual Review of Competency Progression
The panel that decides whether you move forward. Respect it. Prepare for it. Do not leave it to chance.
๐ฅ What the ARCP Panel Is Really Looking For
- ๐ Completeness: All mandatory WBPAs done. Log entries sufficient in number and spread. PDP active. CS and ES reports in place.
- ๐ Progression: Evidence that you are developing โ not just repeating the same cases. Show growth from simple to complex over time.
- ๐๏ธ Curriculum coverage: All 13 capabilities evidenced. Rare domains (ENT, genetics, eyes) deliberately included.
- ๐ก Quality of reflection: Insight over length. "What did you learn and how did it change your practice?" โ that's the question the panel wants answered.
- โฐ Timeliness: Dates on entries matter. Panels notice if a year's worth of logs appeared in two weeks. Consistent, spread-over-time evidence is the gold standard.
- ๐ก๏ธ Form R: Submitted correctly and on time โ check your deanery's specific requirements.
- ๐ OOH sessions: Must be completed and evidenced. At least 18 approved sessions required by CCT.
๐ ARCP Timing
- Held approximately 1 month before you change ST year
- Usually once per year โ but can be more frequent if concerns arise
- Submit ePortfolio at least 8 weeks before the ARCP date
- ES review meeting should happen around month 4 of each post
- Allow 2 weeks to arrange your ES review โ supervisors need notice
- Form R: submitted before each ARCP โ check your deanery's exact deadline
๐ฆ ARCP Outcomes Explained
| Outcome | Meaning |
|---|---|
| Outcome 1 | Satisfactory โ progress to next year |
| Outcome 2 | Development needs identified โ extra requirements set |
| Outcome 3 | Inadequate progress โ post may be extended |
| Outcome 4 | Release from training โ serious or repeated concerns |
| Outcome 5 | Incomplete evidence โ panel cannot make a judgement |
| Outcome 6 | CCT awarded โ eligible for GP register |
๐ก
Insider Tip โ The ARCP Mindset
Think of ARCP as a professional portfolio review, not an exam. The panel doesn't want to catch you out โ they want to see that you are progressing safely and thoughtfully. Your job is to make their job easy: clear evidence, well-organised, showing genuine development. Trainees who get Outcome 2 or 3 are usually those who left the ePortfolio too late or produced technically complete but intellectually thin entries. Do neither.
๐ Half Day Release (HDR) โ Your Weekly Education
Not optional. Not a break. Your professionally funded, protected learning time โ and it genuinely matters.
What Is HDR?
HDR is your weekly educational programme โ put on by the scheme for all GP trainees across your patch. You will meet trainees from other practices and hospitals, learn together, and develop skills that books consistently fail to deliver.
HDR covers far more than clinical medicine. It is specifically the place for exploring consultation skills, communication frameworks, attitudes, ethics, and professional identity โ the things that change very little with time and are impossible to find online.
Sessions vary every week โ using different educational methods to suit different learning styles, including group work, simulated patients, case discussions, and guest speakers. It is also an excellent place to develop your own teaching skills by offering to facilitate sessions.
โ ๏ธ Attendance โ The Non-Negotiable
๐ด
Minimum 70% attendance expected
Your attendance is recorded and presented at ARCP. Low attendance is flagged immediately and will be questioned by the panel. You are expected to attend every week unless on approved leave.
๐ฐ
You are paid to attend HDR
HDR is built into your salary โ funded from the public purse. An ST1 earns approximately ยฃ90 per session in protected study time. Not attending is not just an educational issue โ it is an ethical one. A low-paid worker would take nearly 2 days to earn what you are paid to come to one session.
โ
Want to do something else instead?
A course or conference may be approved as an equivalent โ discuss it with your TPD in advance. Booking the dentist or plumber for this time? Cancel and rebook in your personal time. You are not a student in a placement โ you are an employee doing a job.
๐
Hidden Gem โ Teach at HDR
Contact your TPD and offer to facilitate a session. This generates evidence for capability 9 (learning and teaching), looks exceptional in your ePortfolio, and builds skills that will serve you throughout your career โ whether in education or practice. Most trainees never think to do this. Be the one who does.
๐ Leave & Less Than Full Time Training
Know your rights โ and understand the implications before you take time away.
| Type of Leave | Entitlement | Key Note |
|---|---|---|
| Annual Leave โ Hospital | 25 days/year (rising to 30 after Incremental Point 3) | Standard NHS terms apply |
| Annual Leave โ GP Post | Usually equivalent to hospital | Confirm with your practice manager |
| Study Leave | 30 days per year | Includes HDR sessions while in a GP post. Book at least 6 weeks in advance. |
| Maternity / Paternity Leave | As NHS continuous employment | Applies even if you change employer during training |
| Sick / Compassionate Leave | Standard NHS entitlements | Over 2 weeks in a year = training extension at the end |
| Out of Programme (OOP) | Must be applied for in advance | Contact your TPD as early as possible โ more notice = smoother process |
โฐ
Less Than Full Time (LTFT) Training
Available at 50%, 60%, 70%, or 80% WTE. Training extends pro-rata. You complete the same assessments over a longer period. Must inform your scheme team as early as possible โ the sooner you raise it, the smoother the transition. Record all leave in your ePortfolio via the ES Workbook.
โ ๏ธ
The 2-Week Rule โ Important
If you take more than 2 weeks of non-annual leave (sick, compassionate, maternity, paternity) in any training year, your programme is extended at the end by the equivalent time. Plan around this โ it can catch trainees off-guard and delay CCT.
๐ MRCGP โ The Big Picture
Three components. All mandatory. None of them optional. Here's what you're working towards.
Component 1
Applied Knowledge Test (AKT)
200-question MCQ exam covering clinical medicine, evidence-based practice, and health informatics. Can be taken from ST2. Pass mark approximately 70%. Taken at Pearson Vue centres. Retakes available if needed.
Component 2
Structured Clinical Assessment (SCA)
13 role-play consultations assessing clinical decision-making, communication, and professional capabilities. Typically sat in ST3. Conducted remotely via video. Consultation skills are your biggest asset here โ start building them early.
Component 3
Workplace-Based Assessment (WPBA)
Ongoing throughout all 3 years. Includes CBDs, COTs/AoCEs, Mini-CEX, MSFs, PSQs, QI projects, and log entries โ all in your ePortfolio. Not one exam โ three years of continuous evidence. Start on day one.
๐ฏ
The Key Insight About MRCGP
Many trainees think of MRCGP as "the exams at the end." That's a mistake. WPBA starts on day one and is the largest component by far. Neglecting the ePortfolio in years 1 and 2 creates an exhausting mountain in year 3 โ at the worst possible time. MRCGP is a three-year project, not a final-year sprint.
โ Your Responsibility as a Trainee
The RCGP is clear on this โ and so are we. Training is active, not passive.
๐
The RCGP Position โ Unambiguous
The Royal College of General Practitioners states clearly that it is the trainee's responsibility to ensure all assessments are completed in a timely way. That includes CBDs, COTs, MiniCEXs, Educational Supervisor meetings, Clinical Supervisor meetings, and everything else. Do not expect supervisors to chase you. You must chase them โ well in advance, and politely.
1
Know your minimum requirements โ early
At the start of each training year, check exactly what the minimum ARCP requirements are: how many CBDs, COTs, log entries, and so on. Then aim to slightly exceed them. The curriculum coverage section of your ePortfolio is your best friend for tracking gaps.
2
Chase assessments โ with plenty of notice
Supervisors have full patient lists, clinics, and their own lives. Two weeks' notice for a CBD is not excessive. Two days' notice is not reasonable. Chase early, chase politely, and chase again if needed. The responsibility is entirely yours.
3
Book courses and study leave in advance
Hospital departments and GP practices have a service to deliver. They cannot release you at short notice for a course you booked last week. Give at least 6 weeks' notice for any study leave โ including the scheme induction programme itself. Supervisors and rota co-ordinators need time to plan.
4
Update your ePortfolio regularly โ not in a sprint
ARCP panels see the dates on your entries. A year's worth of log entries written in a two-week panic before the ARCP is not evidence of learning โ it is evidence of avoidance. Regular, spread-out entries tell the story of a developing professional.
5
Remember: you are an employee, not a student
You are being paid a professional salary โ much of which is funded by public money specifically for your education and training. With that comes professional responsibility. Approach your training with the same seriousness you would bring to any professional role.
โ ๏ธ Common Pitfalls & Trainee Traps
Every one of these has caught out at least one GP trainee. Don't let it be you.
๐ด ePortfolio Traps
- โ Ignoring the ePortfolio until 6 weeks before ARCP โ then panicking
- โ Writing all log entries in two weeks โ panels see the dates and flag it immediately
- โ Linking every entry to Communication โ ignoring leadership, management, and community orientation
- โ Writing descriptive entries with no reflection โ "I saw a chest pain. Interesting." This is not learning. This is journalism.
- โ Not showing early entries to your trainer โ finding out the format is wrong at ARCP is very bad
- โ Not requesting patient feedback early enough โ PSQs take far longer than expected
๐ด Administrative Traps
- โ Not registering as an AiT with the RCGP on day one
- โ Starting a GP post without sorting the Performers List โ you cannot legally see patients
- โ Completing Form R too early or too late before ARCP
- โ Booking study leave at less than 6 weeks' notice
- โ Not joining the BMA โ fine until something goes wrong, then impossible to fix retrospectively
- โ Assuming your defence union covers everything automatically โ check your cover in each post type
๐ด Relationship Traps
- โ Treating the Programme Administrator dismissively โ they are one of your most important professional allies
- โ Not building the ES relationship early โ meaningful reviews require genuine mutual familiarity
- โ Expecting your CS or ES to chase you for assessments
- โ Burning your professional reputation in the first week โ it sticks
๐ด Training Mindset Traps
- โ Treating HDR as optional โ attendance is mandatory, recorded, and presented at ARCP
- โ Assuming hospital posts are just "time-filling" until GP โ every post generates WPBA evidence
- โ Not sitting in with allied health professionals โ these are some of the richest learning opportunities in training
- โ Leaving SCA preparation entirely to ST3 โ consultation skills take months to develop
- โ Thinking the AKT is "just memory" โ evidence-based practice questions require specific analytical skills
๐ Insider Pearls โ Real-World Wisdom
What trainees consistently say they wish they had known from the very beginning.
๐ก
The Programme Administrator Is Your Secret Weapon
They know where everything is. They know how to fix things. They know who to call when something goes wrong. They have often been at the scheme longer than the TPDs. Introduce yourself warmly, remember their name, and be genuinely kind. It will pay dividends throughout your entire training.
โญ
Your Reputation Is Built in Week One
In hospital and GP settings alike, permanent staff form rapid impressions of new doctors โ and those impressions are remarkably sticky. People get pigeon-holed early. A small amount of extra effort in the first week โ arriving on time, being enthusiastic, thanking colleagues โ creates a professional identity that lasts months. You cannot un-make a first impression.
๐
Quality Beats Quantity in the ePortfolio
One well-written log entry that clearly demonstrates learning, reflection, and capability linkage is worth more than five descriptive entries with no insight. Write with the ARCP panel in mind: "Would this convince someone who has never met me that I am developing safely and thoughtfully?"
๐
For IMGs โ UK GP Is Genuinely Different
The holistic, generalist, patient-centred model of UK general practice is not the norm in most healthcare systems. The consultation is more relational. The GP is genuinely first-contact for almost anything. The NHS infrastructure โ referral pathways, social services, community teams โ will all be unfamiliar. Lean into your curiosity, ask questions often, and visit the Bradford VTS IMG pages early.
๐ฏ
The Unofficial Educators Are Often the Best
Admin staff, district nurses, health visitors, community mental health workers โ these people hold extraordinary knowledge about how primary care actually works. Sit with them. Use the Bradford VTS task-sheets to structure those sessions. What they teach you about patient experience, community resources, and the reality of long-term conditions is genuinely irreplaceable.
๐ฅ
MRCGP Is a Three-Year Project
The trainees who find ST3 manageable are the ones who treated WPBA as an ongoing professional habit rather than a tick-box exercise. Good log entries, timely assessments, and a well-maintained PDP in years 1 and 2 mean ST3 can focus on SCA preparation and clinical consolidation โ rather than firefighting a neglected ePortfolio.
๐ If Things Go Wrong
GP training is hard. Sometimes things go wrong โ clinically, personally, or professionally. You do not have to manage alone.
โ
The Golden Rule
Tell someone sooner rather than later. The earlier a difficulty is raised, the more options there are to help you. Most problems that become serious do so because they were not raised early enough. Your training team would rather help you at the first sign of trouble than manage a crisis at ARCP.
Who To Turn To โ In Order
Step 1 โ Your Clinical Supervisor Your hospital consultant (hospital post) or GP trainer (GP post). First port of call for clinical and day-to-day issues.
Step 2 โ Your Educational Supervisor For anything affecting your overall training trajectory, ES meetings, or ARCP concerns.
Step 3 โ Your TPD / TPD Advisor For scheme-level issues, complex situations, and anything your ES cannot resolve. Some schemes assign each trainee to a named TPD advisor โ check with your Programme Administrator.
BMA โ Employment & Legal For employment disputes, contractual issues, and legal advice. Must be a member at the time โ they cannot retrospectively help. bma.org.uk
NHS Practitioner Health Confidential support for mental health, addiction, and wellbeing. Free to access. practitionerhealth.nhs.uk
Financial Difficulty More trainees face financial stress than you'd think. BMA Money Doctors provides free, confidential financial advice. bma.org.uk
๐ก๏ธ Join the BMA โ Do This Now
The BMA provides employment support, legal representation, BMJ access, online learning modules, and financial guidance. In the major employment disputes that go to tribunal, the BMA's support has been exceptional. The people who suffer most are almost always those who thought membership wasn't important โ and found out otherwise at the worst possible moment. Trust the experience of those who have been there before you.
๐จ
If you're an IMG โ join immediately
IMGs are statistically more likely to face fitness-to-practise processes and employment disputes. The BMA will not help with issues that occurred before membership. This is not optional โ it is professional self-protection. Join at bma.org.uk
๐งโ๐ซ For Trainers & TPDs
Teaching pearls, common trainee blind spots, and tutorial ideas for scheme induction topics.
๐ฎ Common Trainee Blind Spots at Induction Stage
- Not understanding the difference between ES and CS โ worth testing explicitly in the first tutorial
- Treating the ePortfolio as administrative burden rather than professional development
- Not realising they are responsible for chasing their own assessments
- IMGs particularly: unfamiliarity with the holistic, generalist consulting model of UK general practice
- Underestimating the importance of the Programme Administrator
- Not registering as AiT with the RCGP โ obvious but frequently missed
- Not understanding OOH requirements or how to book sessions
- Thinking the 14 educational goals are abstract ideals rather than concrete curriculum targets
๐ฌ Tutorial Discussion Starters
- "What is your understanding of what the ARCP panel is looking for?"
- "Describe the difference between your CS and your ES."
- "What does a good ePortfolio log entry look like to you?"
- "Which of the 13 capabilities do you think you'll find hardest to evidence โ and why?"
- "Which of the 14 training goals do you feel most and least confident about right now?"
- "What would you do if you were struggling and didn't feel able to raise it with your clinical supervisor?"
- "Have you joined the BMA yet? Do you know why it matters?"
๐ฏ How to Assess Induction Learning
- Ask the trainee to explain the training structure in their own words โ can they describe all 3 years accurately?
- Review their first two or three log entries together โ correct format issues immediately, not at ARCP
- Check their curriculum coverage section with them โ are they aware of gaps already?
- Ask them to map a recent case to 2โ3 capabilities โ see if they can do it fluently
- Use the attitudinal grid (downloadable above) to assess motivation and engagement early
- Ask them which of the 14 educational goals resonates most with why they chose GP โ it can be a surprisingly revealing question
๐
The Philosophy Behind a Good Induction
The best induction programmes do not just deliver information โ they inspire attitude. A trainee who leaves induction genuinely excited about GP training, who understands the partnership model of education, and who has already begun to see themselves as a reflective practitioner, is far ahead of one who simply knows the rules. Aim for both โ but know which matters more.
โ Frequently Asked Questions
The questions trainees always ask โ answered directly and honestly.
ST stands for Specialty Trainee. You are on a 3-year specialist training programme. ST1 is year one, ST2 is year two, ST3 is year three. The ST bit stands for Specialty Trainee โ which is what you are. Simple. (Though the sheer volume of abbreviations in GP training can make even simple things feel confusing at first.)
- Annual leave (hospital): 25 days/year, rising to 30 after Incremental Point 3
- Annual leave (GP post): Usually equivalent โ confirm with your practice manager
- Study leave: 30 days/year (includes HDR sessions while in a GP post)
- Book all courses at least 6 weeks in advance
- Record all leave in your ePortfolio via the ES Workbook
- Maternity leave entitlement treats you as in continuous NHS employment even if you have changed employer
Yes โ this is called Out of Programme (OOP). It must be applied for well in advance through your TPD and deanery. Options include Out of Programme Experience (OOPE), Research (OOPR), and others. The most important thing is to tell your TPD and Consultant or GP Trainer as early as possible โ the more notice, the smoother your plans and the easier your return to training.
All of these are completely fine and well-supported. Tell your TPD and supervisor as early as possible. Maternity entitlement treats you as in continuous NHS employment. Sick and compassionate leave over 2 weeks in a year extends your training at the end. LTFT training is available at 50โ80% WTE. Your scheme wants to support you โ it just needs time to plan effectively.
This is a nuanced area โ it depends on the type of work, your rota, working time regulations, and your contract. Read the Bradford VTS moonlighting page (linked in Web Resources above) carefully. In general: it must not interfere with your training, your rest, or patient safety. Always discuss with your TPD and check your contract before committing to additional work.
Common areas of confusion include:
- The primacy of general practice as first-contact care โ GP is a specialist, not a "lesser" doctor
- The reflective, patient-centred consultation model โ very different from a biomedical history-taking approach
- The ePortfolio culture โ continuous evidence collection is unfamiliar in many international training systems
- The Performers List โ a legal requirement for working in GP, often overlooked until the last minute
- The BMA โ many IMGs are unfamiliar with professional unions; join immediately
- The full multidisciplinary team โ pharmacists, social workers, health visitors, community teams all play central roles that IMGs tend to underuse
TPDs are experienced, qualified GPs with formal medical education training who run your GP training scheme. Most schemes have several TPDs, each with different portfolios โ one may run HDR, another manages Educational Supervision, another handles rotations and pastoral care. They are reapproved every 5 years. Many schemes assign each trainee to a specific TPD advisor โ check with your Programme Administrator to find out who yours is.
โ Final Take-Home Points
The ten things to leave this page knowing โ and acting on today.
- 1Register as an AiT with the RCGP on day one โ this is not optional and not something to come back to later.
- 2The ePortfolio is the document by which you will be judged. Treat it with professional care from the very first week โ not the week before ARCP.
- 3Know the difference between your ES (whole programme) and your CS (this post only). This distinction matters โ and getting it wrong in conversation is a subtle red flag.
- 4Build your ES relationship early. The best ES meetings happen between two people who know and trust each other โ that takes time. Start now.
- 5Be warm, professional, and genuinely respectful to the Programme Administrator. They are one of the most operationally powerful people in your training life.
- 6HDR is mandatory, funded, and recorded. Treat it with the professional respect it deserves โ it is paid time set aside specifically for your development.
- 7You are responsible for chasing your own assessments. Supervisors are not. Plan ahead, give adequate notice, and chase politely but persistently.
- 8Join the BMA now โ not when you need them. By then it will be too late. This applies especially to IMGs.
- 9Your first week makes your reputation. A little extra effort โ punctuality, enthusiasm, gratitude โ creates a professional identity that serves you for months.
- 10If something goes wrong โ clinically, personally, or professionally โ tell someone sooner rather than later. GP training works best as a genuine partnership between you and your educators.
๐
A Final Word
"To be trained is to arrive; to be educated is to continue to travel." โ Kenneth Calman. GP training is not a destination โ it is the beginning of a lifelong journey. The patients you will care for, the colleagues you will learn from, the challenges that will shape you โ none of it can be fully anticipated. Approach all of it with curiosity, honesty, and kindness. And update your ePortfolio regularly.
Bradford VTS โ The universal GP training resource. Free since 2002. Created by Dr Ramesh Mehay and others.
Medical information is provided for educational purposes. Always refer to current RCGP, NHS England, and BNF guidance for clinical decisions. Full disclaimer
Medical information is provided for educational purposes. Always refer to current RCGP, NHS England, and BNF guidance for clinical decisions. Full disclaimer