Search PubMed⌕ Search

Biomedical subjects

David Wall

Publications and source records attributed to David Wall.

9 recordsLinked to original sources
PubMed2004

Curriculum and assessment in higher specialist training.

Higher Specialist Training (HST) has been radically reformed in the last decade, and specialties have been urged to conduct further reform. This paper reports on an explorative investigation into curriculum provision and assessment within four specialties in the West Midlands. Methods include analysis of curriculum documents; observation of the RITA process; and interviews with consultants (4), specialist registrars (5) and members of the regional higher specialist training management team (3). Three major themes identified within the interviews are discussed: the content and use of the curriculum; the impact of service-based learning; and issues around assessment.

Certification↗
PubMed2003

Determining generic standards for specialist registrar training.

Requirements for specialist registrar (SpR) training have been developed by adapting standards already determined for senior house officers in the West Midlands. A consensus of views of chairs of higher specialist training committees on generic requirements for SpR training has been reached by using a Delphi technique. There is a large variation between specialties in the extent that they have been able to reach these standards; some have proved easier to establish than others. Acceptance of the new standards should lead to the delivery of a measurable degree of higher quality education, training and experience for SpRs.

Delphi Technique↗
PubMed2003

Teaching the consultant teachers in psychiatry: experience in Birmingham.

This paper describes the establishment and evaluation of a single specialty programme for the development of teaching skills in senior doctors. The learning is scheduled against the needs of trainers, which can be derived from the available evidence including a college curriculum for juniors, and the learners' own personal declarations. The outcome is shown though performance measures (junior doctors' feedback), participant feedback and group development. The value of a programme, which is specialty specific, is thus highlighted.

Alabama↗
PubMed2002

Pilot study of 360 degrees assessment of personal skills to inform record of in training assessments for senior house officers.

The assessment of a trainee doctor's human skills, including teamworking, communication and maintaining trust, is difficult but necessary to confirm competence and to alert trainees and trainers of potential problems before they become intractable. This study used 360 degrees team observation reports for this purpose. The process was easy to administer and valued by trainees.

Clinical Competence↗
PubMed2001

Measuring effectiveness for best evidence medical education: a discussion.

This paper considers how educational interventions should be evaluated for their effectiveness. Five levels of effectiveness are clarified and illustrated: outcomes, behaviour, learning, reaction and participation. These levels are then discussed, within the context of research evidence for education within the medical profession. Methodological and practical research conclusions are then drawn. From an analysis of over 300 abstracts the evidence shows that only limited research on healthcare outcomes has been undertaken, and there is considerable ambiguity over what constitutes an effectiveness measure. The benefits of a consistent set of terms are then considered. Finally, five key messages are distilled from the discussion and summarized.

Journal Article↗
PubMed2001

The development and uses of a computerized evaluation tool for senior house office posts in the West Midlands Region, UK.

The senior house officer grade contains the largest group of junior doctors in the United Kingdom. For many years there has been concern over their poor training, long hours of work, poor supervision, little or no feedback (often given inappropriately), and their levels of psychological distress. Evaluation of senior house officer posts has been cumbersome and inconsistent. This paper describes the origins, design, piloting, testing for reliability and subsequent use of a simple 10-point evaluation form for senior house officers in the West Midlands. The process has now been computerized, and has been incorporated into the postgraduate dean's database of all junior doctor posts in the West Midlands. The evaluation of all 1500 senior house officer posts can now be performed every 6 months. Detailed results can be obtained and fed back to clinical tutors, hospitals, and Royal Colleges. The uses of such data in improving the lot of the senior house officer are discussed.

Journal Article↗