Assessment

AKT (Applied Knowledge Test)

• The AKT is a summative assessment of the knowledge needed to be a GP.
• It is a 200 question test done on a computer over 3 hours.
• There are 3 opportunities to sit this exam every year. Check the dates here.
• It is expensive to sit, so revise well beforehand, ideally at least 2-3 months.
• The exam covers a huge amount but make sure you specifically reviseTry watersports at Willen Lake or watch others getting wet and enjoy a coffee in comfort!
  • NICE and SIGN Guidelines 
• • statistics
  • emergency drug doses
  • drug interactions and side-effects
  • childhood immunisation schedule
  • paediatric developmental milestones
  • QOF
• Read what the RCGP has to say about the AKT here.
• Online MCQs seem to be a very effective way of approaching revision for this exam, so do lots of them. Make sure you do the RCGP Sample Questions too.
• You can read detailed reports on previous exams to see what people's areas of weaknesses tend to be, so that you can focus your revision.

CSA (Clinical Skills Assessment)

• This is an assessment of a doctor’s ability to integrate and apply clinical, professional, communication and practical skills appropriate for general practice.
• It can only be sat in the ST3 year and happens in a specific test centre in Croydon. Check dates here.
• It consists of 13 consultations with actor patients, each lasting 10 minutes.

• Performance in three domains (Data gathering, Clinical management and Interpersonal skills) is graded Clear Pass (3pts), Marginal Pass (2pts), Marginal Fail (1pt) or Clear Fail (0pt) by assessors who observe the consultations

• Again, it is expensive to sit, so you definitely want to pass first time.

• Revision should include a focus on your consulting skills while working in practice in your ST3 years. Involve your trainer in this with observed surgeries and recorded consultations to hone your skills. 

• Small group role play with other trainees can also be very valuable and people tend to be interested in this. Often sessions happen on Tuesday mornings, so ask around to see if this is happening. 

• Read what the RCGP have to say about the CSA here.

WPBA (Workplace Based Assessment)Visit the Old Gaol in the heart of picturesque Buckingham.

• Workplace based assessment (WPBA) is defined as the evaluation of a doctor’s progress over time in their performance in those areas of professional practice0 best tested in the workplace.
• Evidence of competence is gathered in a structured and systematic framework over all three years of training
• Evidence is recorded in the eportfolio used to inform six monthly reviews and, at the end of training, to make a holistic, qualitative judgement about the readiness of the GPStR for independent practice
• Trainees seem to underestimate the importance attached to this part of the assessment but it is key. You will not pass without a consistently good eportfolio.

ARCP (Annual Review of Competence Progression) Panel

•  ARCP is the formal process by which a trainee's progress through training is assessed and reviewed
• The panel is made up of a number of assesors who review the eportfolio to determine whether the trainee can progress to the next stage of training
• The final ARCP Panel at the end of training decide whether to make a recommendation for the trainee to be awarded a Certificate of Completion of Training
• If the local panel cannot make a decision or feel the eportfolio is unsatisfactory then the trainee is referred to a central deanery panel. If this happens, then the trainee will also attend.
• Simply meeting the bare minimum requirements in each area of the WPBA may not be enough to provide satisfactory evidence, so aim for more all along.
• If the panel decide that there is unsatisfactory evidence, then they may decide to allow your training to be extended but this is far from guaranteed. The other alternative is that your training ends before you have completed it.

Traffic Light Scheme

• Milton Keynes has pioneered a system by which Educational Supervisors can monitor the progress of their trainees and identify and support those who need to focus on particular areas. 
• It’s important to understand this, as it will form part of your feedback and will be recorded in the eportfolio regularly.

• The Traffic Light Tool assesses four different factors - R D M p
  • RelationshipWoburn has some fantastic restaurants, just round the corner from Asplands Medical Centre.
  • Diagnostics
  • Management
  • professionalism

• Each of these is then graded from
  • 1 (Serious Concerns)
  • 2 (Below Expectations for Stage)
  • 3 (Meets Expectations for Stage)
  • 4 (Above Expectations for Stage)

• Each grade is also given a +/- to give an indication of “Insight” ie the degree to which the trainee appreciates their situation.

• This will give a score, which might look something like R3+ D2- M2+ p3+. 

• The trainee is also given a colour (Green, Amber or Red) to indicate the degree to which they are engaging with the learning process. Any trainee triggering Amber will have a meeting with a Program Director and their Educational Supervisor. Any trainee triggering Red would have a meeting with a Program Director, their Educational supervisor, the Associate Director and possibly their Clinical Supervisor too.

The following table gives an indication of what determines whether trainees are Green, Amber or Red.