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Role Overview

Each Candidate via the standard pathway, has a workplace Supervisor ('Supervisor') who is normally in a substantive position within the Candidate's organisation as the Candidate's line manager, so that they have direct or one-on-one contact for discussion, review and reflection about learning experiences. Candidates should have regular weekly access to their Supervisor.

The Supervisor oversees a Candidate's day-to-day work. The Supervisor may or may not be medically qualified and may or may not be a Fellow of the College. Supervisors are normally senior managers employed in organisations where trainees hold substantive positions.

It is important for Supervisors to be fully aware of the core competencies prescribed by RACMA and of the education, activities and experiences which are most likely to assist in the development of the competencies. Supervisors should be familiar with RACMA's Medical Leadership and Management Curriculum and the Fellowship Training Program components that are required to be undertaken by their Candidate.

An Annual Training Plan is developed at the start of the training year by the Candidate in consultation with the Candidate's Supervisor and Preceptor and it is expected to be reviewed at the time of the completion of the bi-annual In-Training Assessments.

Candidates are expected to reach competency progressively during their training program. The progression of a Candidate through the RACMA curriculum to assessment as a competent medical administrator, is mapped to the Dreyfus model of skills acquisition (Dreyfus 1980). The competencies cover not only knowledge attained and constructed from experience, but also skills and behaviours developed and demonstrated in the workplace.

The Supervisor is expected to report on the Candidate's progress twice a year through the compulsory In-Training Assessment Report. The frame of reference for these reports is the attainment of the RACMA competencies. The Candidate, the Candidate's Supervisor and the Preceptor collaborate on the assessment of the Candidate against these competencies. Gaps that are identified form the basis of priority setting for attainment in the following periods. Without such In Training Assessment Reports, Candidates will not be permitted to sit the oral examination nor progress to the award of Fellowship.

If a Candidate relocates their employment position during their Fellowship training program, a new Supervisor will be approved.

Key Accountabilities and Tasks of a workplace Supervisor

  1. Be familiar with the RACMA Fellowship Training Program to be undertaken by a Candidate and assist the Candidate with the maintenance of access, workplace experiential opportunities, well-being and preparation and progress towards attainment of medical management education standards by:

    • Meeting with the Candidate's Preceptor at the beginning of each new workplace situation to discuss the Candidate's duties in the workplace and liaise with the Preceptor on matters and issues that arise during Candidacy
    • Provide appropriate workplace supervision whilst understanding the RACMA core competencies and skills prescribed by the RACMA, that are to be acquired by the Candidate during the minimum three years of full-time medical administrative workplace experience
  2. Active participation in continuing professional development relevant to the role of Supervisor by way of initial attendance at Induction / Orientation programs and regular attendance at relevant RACMA Faculty development programs
  3. Work with the candidate in the development of the Annual Training Plan which must be signed by the Supervisor and submitted to the College by the due date as determined in the National Training Calendar for each year of training
  4. Formally report on the Candidate’s progress in their workplace training, by way of completion of the bi-annual In-Training Assessment Reports and signed by the Supervisor. The In Training Assessment Reports must be completed in collaboration with the Candidate, the Supervisor and the Preceptor. The Candidate’s progress in their academic studies and preparations for assessment will also be reported at this time. The In-Training Assessment Reports must be submitted to the College by the due date as determined in the National Training Calendar for each year of training
  5. Gaps that are identified in competency development form the basis of priority in workplace training and are discussed with the Candidate's Preceptor and where appropriate, the state, territory or New Zealand Jurisdictional Co-ordinator of Training
  6. Work with and guide the Candidate in selecting appropriate workplace training experiences that will contribute appropriately to attainment of the medical management competencies and provide the best opportunity to obtain the FRACMA
  7. Undertake and submit to the College all reports required on the progress of the Candidate.
  8. Set weekly meetings with their Candidate to monitor progress, discuss education issues, impart knowledge as appropriate, help to settle any issues and generally monitor the well-being of the Candidate.

Last Updated on Wednesday, 30 January 2013 14:51