| • The RCGP wants continued challenge for trainees by both broadening their experience into the community and allowing them to specialise3 | • Within their own practice there should be greater opportunities to take on leadership roles and manage change to meet the updated RCGP curriculum |
• Finding placement for trainees
• Finding additional trainers | • No requirement for additional training placements |
| • Finding the additional funding required | • Salaries would be met by recruiting practices (with the NQGP filling the post of partner of salaried doctor) rather than coming directly from the NHS budget |
| •Dealing with the break in workforce supply | • No delay for trainees in obtaining their CCT |
| • Avoiding the length of training becoming a deterrent for new applicants | • Minimises the impact on recruitment by not affecting the salary progression |
