Resources for GP Educators

Welcome to the GP Educators section of the website.

Here you will find some general information on training and HEE NW policies and guidance that are relevant to your role.

Regular meetings are held for Programme Directors and Primary Care Medical Educators. A residential conference is held each year, and also a day conference.

Dates are ciruclated via e-mail annually.


Lead Employer Contacts:

St Helens & Knowsley HRt

Educational Resources:

Please find attached a list of essential reading for GPSTs.

 Problems During Training

Less Than Full Time Training

Trainees may undertake locum or other work outside of their employed training programme provided certain conditions are met.  Please see the Policy document for guidance and contact the GP School for clarification if required.

Policy Document  

Undertaking Additional Work During Training

Trainees may undertake locum or other work outside of their employed training programme provided certain conditions are met.  Please see the Policy document for guidance and contact the GP School for clarification if required.

Policy Document

Suspension of e-portfolio during maternity leave

Trainees are advised agianst suspending their RCGP e-portfolio during maternity leave. Please seee the advice below 

When a trainee plans to go on maternity leave they should let their employer know (hospital trust or GP Practice) as well as their Educational Supervisor, local GP Training Patch Office and GP School team who can then advise on the various administrative steps that need to take place.

As soon as the Educational Supervisor is informed about a trainee’s proposed maternity leave, he/she should contact the trainee and arrange a date for an Educational Supervisor (ES) Review to be performed just before the leave commences. This review allows the ES to write a report on the trainee’s progress since the previous ES report up until the date of starting maternity leave.

Before starting Maternity leave the trainee must make sure that they continue to record their educational activity (assessments, learning log entries etc.) even though this might be the last thing on their mind. If the trainee is leaving for maternity leave after only a few months of, for example, a hospital post it is essential that the trainee does some assessments and records their learning even in these months.

The RCGP is very careful to make sure that all periods of time in GP Training counts for educational purposes as well as service provision. If there is no evidence of any learning i.e. no log entries and no assessments, the RCGP certification department may regard this time as having no educational value at all to the trainee and ask that the GP School give the trainee an extension to compensate for this lost time.

Prior to Maternity leave Learning Log and PDP entries should be recorded at the usual rate appropriate for the trainee’s phase of training (ST1,2 or 3) and the number of assessments that need to be done for the ES review is pro-rata for the duration of the Educational Review period.

Keep in Touch Days - KIT Days

When trainees go on maternity leave they are regarded as being “Out of Post” (OOP) and as such there is no legal obligation for the trainee to maintain their e-Portfolio or do any work towards passing the WPBA part of the MRCGP. However they can take the CSA and/or the AKT parts of the MRCGP if they so wish To do so the trainee must sit the examination during a “Keep in touch”(KIT) day.

A trainee may work for up to a maximum of 10 keeping in touch days during her maternity leave. The work does not have to be consecutive and can include training or other activities that enable the employee to keep in touch with the workplace. These keeping in touch days do not normally count towards the 36 months training requirement. It should be noted that there is no central funding or reimbursements to support KIT days.

Although there is no obligation to maintain the e-portfolio it is considered beneficial if some entries are added – reading, professional conversations from KIT days etc – this would demonstrate ongoing engagement in the learning process, whatever decision the trainee makes about their future.

Please see  for further guidance.

(Credit: HEE Wessex and Dr Peter Johnson, TPD St Helens & Knowsley)

Update 23/05/2019 

HRMC have confirmed that KIT days should only be worked whilst trainees are in receipt of statutory maternity pay (SMP) i.e. after the first two weeks of compulsory maternity leave and subsequent 37 weeks. KIT days are not to be worked in the unpaid period of leave or in annual leave. The reason for this is that trainees should have SMP deducted for any KIT day worked, therefore in the no pay period, there is no SMP to deduct. In addition, KIT days cannot be worked during the annual leave period as this would result in a double payment. 

We appreciate that the above ruling will a very significant impact on the Supported Return to Training Scheme and recognise that trainees are likely to benefit the most from undertaking training, teaching, simulation and shadowing days as near as possible to their actual return to training. 

We discussed the above with HEE NW last week and they have agreed to the following, as a solution to the above:

  • The Lead Employer will facilitate trainees to undertake Supported Return to Training days during their period of accrued annual leave.
  • Trainees will be allowed to take up to 10 days of supportive activities during their annual leave period. 
  • The total number of KIT days and Supportive Return to Training days combined shall not exceed 10 days.
  • Any trainee who uses a day of annual leave to undertake such training will be given the annual leave day back and this must be taken prior to their return to work.
  • These days cannot be used to undertake locum work.
  • Any trainee wishing to undertake a Supportive Return to Training day should contact the Lead Employer who will provide guidance and support to facilitate these days.

Return to Training Guidance

Trainees who have been off work for more than 3 months will be required to attend a Return To Training meeting with their Training Programme Director and Educational Supervisor.  The policy is attached below.

Return to Training Guidance Document

Medical Education Reform Programme around Enhancing Supervision for Postgraduate Doctors in Training Resources 

The pack includes:

  1. A report that sets out the different kinds of supervision (educational, clinical and workplace) and what good supervision looks like
  2. A handbook for trainees and trainers
  3. A benchmarking document for Trusts to help them to assess whether they are providing good supervision
  4. An animation for trainees explaining in simple terms what good supervision looks and what they should expect from their supervisors.


The first three are attached and the animation can be found on the website at