Practice Support

“The best teachers are those who show you where to look, but don’t tell you what to see” – Alexandra K Trenfor

Over the last six months, the Practice Support and Development team (PS & D) have been contacting practices with feedback generated from previous registrar End of Training Interviews. This has assisted us to build good relationships with practices, and allows them to reflect on what’s going well and what might require change – where desired.

PS & D are in the process of creating a mix of resources on specific feedback areas, including approachability, scope of patients, community engagement and independent practice.  These are designed to provide information on how to address issues that might have been identified in these areas.  

We have also supported the seven new practices who have their first registrar placement in 2022 which is going well. 

Dr Niroshe Amarasekera
Practice Support and Development Coordinator

Supervisor Professional Development

We would like to thank all the supervisors who have completed the Cultural Awareness module on EVe which is now a requirement for all supervisors – both clinical and educational. 

PS & D have been sending reminders and encouragement to supervisors to undertake their PD obligations for 2022. 

New educational supervisors can find three core modules on EVe and the remaining three core modules (Category C activities) will continue to run virtually for the remainder of the year. This is to allow for maximum participation and reduce barriers to attend such as transport. 

The remaining EV provided supervisor PD for established supervisors (Category B activities) will run face to face which the team is looking forward to after two years of remote delivery.   

In addition to these live deliveries for supervisor PD, the ReCEnT modules are available online on EVe. There are also a number of other easily accessible activities recognised for completion of the Category B requirement. These can be found on our website. 

At this stage, Practice Manager workshops in August (Rural) and September (Metro) will also be run face to face.

Dr Niroshe Amarasekera
Practice Support and Development Coordinator

Supervisor Liaison Officer Report

Metropolitan SLO report

Taking Responsibility

We often hear about the poor status of general practice, the recent government inquiry into general practice, rural health, low numbers of applicants for the training program, poor remuneration and “only a GP” attitude.

However I ask why is this so? General Practice offers advantages over other professions, flexibility, ability to work part time and to be involved in teaching and education.

I suspect part of the decline of general practice is a result of our own doing. We refer patients to dermatologists for routine skin checks. However, screening for skin cancer is the domain of primary health care.

We refer skin lesions to plastic surgeons…but with training and an interest we can confidently excise many skin lesions. Plastics should deal with the more complex and high risk areas.

Another item that is frequently spoken about is the poor remuneration of General Practitioners. Why should a HMO leave the supportive hospital system, overtime, on call rates, paid annual leave, maternity leave, long service leave, and salary packaging?

It’s a pretty simple answer.

As a profession we need to consider what our value is.

I encourage all of us to consider these questions. We need to value our profession, value our time and thus increase our presence when HMOs are choosing careers. The hard work and health outcomes that we collectively deliver to Australians should be recognised and that will help to address the paucity of applicants to General Practice training.

Dr James Boyd
Metropolitan SLO


Rural SLO report

We had a series of three rural regional workshops in May. The supervisors provided us with valuable feedback about the future of GP training.  

A summary of the key concerns and issues going forward is provided here.  

Key priorities for GP Supervisors in Gippsland 2023 & beyond 

  • We want to retain Local Hubs  
  • Regional / local selection concerns 
  • Registrars into training 
  • Practice matching 
  • Priority given to local students / residents / LMOs / student 0r HMO immersions used to meet 2 practice rule  
  • Accommodation for Registrars is essential 
  • Retain regional office 
  • ECTVs done by GP Supervisors & contribute to final assessments 
  • GPT1 placements should be in rural 
  • RURAL incentives through MBS schedule 
  • Practice Managers local network & PD critical 
  • Regional Registrar F2F cluster meetings 
  • Work Based Assessment, we have never, ever, been asked to contribute to final assessment for RACGP Fellowship. It is an apprenticeship model of training, we take clinical responsibility for registrars activity, we are best placed to determine their suitability for independent practice. 
  • Centralised payments, how can we make these payable to GP Supervisors, especially in corporates 
  • GPS CPD, what, how, when & where; could this be a MOPS style of recording 
  • F2F registrar workshops are critical for peer support 
  • Pathways for remediation 
  • “Reluctant Registrar” will the increased rural push increase these issues  
  • Mandate significant Aged-care exposure & engagement of registrars during training

Dr Peter Stevens
Rural SLO

Meet our SLOs

Time to prepare for changes to MBS, NTCER, and superannuation

The AMA has announced the anticipated increase to the base rate of pay for registrars will be 1.6%, in line with the indexation of MBS general practice items. Changes to both the MBS indexation and base pay come into effect on 1 July 2022, coinciding with the next 0.5% rise in superannuation to 10.5%.

For further information on registrar remuneration, visit the GPSA website.

EV eNews June 2022 Reports