NHS HDL(2000)24

Health Department
Human Resources Directorate

Dear Colleague

GUIDANCE TO BE ISSUED TO ALL THOSE INVOLVED IN HANDLING APPLICATIONS FOR AND APPOINTMENTS TO PRHO POSTS IN SCOTLAND

MECHANISM FOR APPOINTMENT OF PRHOs

1. This paper should be read in conjunction with the guidance issued with MEL (1999) 36 The Recruitment of Doctors and Dentists in Training and expands it in relation to the appointment of PRHOs.

2. Responsibility for certification for full registration following successful completion of the PRHO year rests with the university of qualification of the PRHO. Whilst undertaking their year of general clinical training, PRHOs are NHS employees. To quality monitor this 6th year of the basic medical course, the university will wish to work with trusts to ensure its curriculum is completed by the PRHO and that an adequate assessment of performance is made. The university through the postgraduate Dean will also wish to ensure educational supervisors are adequately trained and that clinical experience meets GMC requirements.

3. The Scottish Executive Health Department determines the resources that will be available each year for PRHO training and employment. These are usually allocated so as to provide sufficient places for Scottish graduates. However, this is purely a framework for resource allocation and does not imply any assumption that only local graduates will be eligible for the jobs created.

4. Those running recruitment exercises must observe EC law requirements not to discriminate between UK and other EEA nationals. Preference must not be given to UK graduates over other EEA graduates, purely on the basis of their nationality.

28th November 2000

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• The process of appointment meets employment law, EU requirements and NHS equal opportunities policy.
  
  
• Normal criteria for eligibility for appointment as a doctor apply, i.e. appropriate GMC registration, the declaration on fitness to practice proceedings (Scottish guidance to be issued shortly) health checks, ability to speak and write English to the appropriate standard (Scottish guidance to be issued shortly) and police checks as appropriate.

6. Recruiters may wish to ensure that the potential employers have a significant input to the scheme and student preferences are recognised

7. The Scottish Executive will be monitoring the graduation origin of PRHO appointments.

Equal Opportunities

8. UK graduates and those with EEA medical qualifications and EEA rights must be able to compete for jobs on an equal footing A number of aspects need to be borne in mind in delivering this:-

• Potential candidates must be able to obtain information about the matching scheme to enable them to apply - information posted to the deanery / university website should be sufficient.
  
  
• Conditions for appointment should not be set which discriminate against candidates from other member states, e.g. by making it virtually impossible to attend interviews, for example if not enough notice was given.
  
  
• Interview and equal opportunities advice will be available to any recruiter participant who wishes this.
  
  
• Recruitment materials should make it clear that all applicants (whatever their nationality or country of origin) will be expected to supply evidence of their competence to communicate in English to the standard required for the employment for which they are applying.

Scottish PRHO Allocation scheme

A Scottish PRHO Allocation (SPA) scheme has been developed and becomes national for posts beginning in August 2001. All SPA processes must comply with this guidance.

Yours sincerely

ROBIN NAYSMITH
Acting Director of Human Resources