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Objectives The RCPCH trainee charter was launched in 2019, stipulating trainees be rostered for at-least 8 (ST1–3) or 16 (ST4+) hours/month of supporting professional activity (SPA) time to complete non-patient-facing work-related activities. This includes ARCP-critical tasks arising from the trainees' curricula such as QIPs, teaching, and e-portfolio engagement, all of which typically cannot be completed during clinical duties. This recommendation is further reinforced by the 2023 RCPCH Thrive guidance advising the standard be met as part of developing sustainable rotas to support trainee wellbeing. Additionally the GMC's Caring for Doctors recommendations advise that SPA time improves doctors' working lives by increasing their autonomy and competence. Presently no mechanisms exist to enforce the charter's recommendation. We aimed to evaluate whether London trainees' placements were meeting the charter's recommendations. Methods All London trainees were invited to complete a voluntary, anonymised annual survey on their March-September 2023 rotation. Newly introduced this year were questions exploring whether trainees had access to SPA time as per the charter. Results 705/778 (90%) 'in-programme' trainees responded, covering 31 training sites (8 tertiary, 17 DGH, 2 specialist, 4 community). 27% reported being able to take at-least the recommended time; 23% were rostered for but unable to take the time; 50% had not been rostered for the recommended time. There was minimal variation between ST grades. Variations were noted by placement type (see table 1), with community placements having the most trainees being able to have the recommended SPA time (53%), followed by tertiary placements (35%). 60% of trainees at a DGH were not rostered for the recommended SPA time. Free-text comments indicated that when rostered, SPA time was rarely ringfenced, resulting in trainees being pulled to clinical duties. In some cases, SPA time was sacrificed so trainees could meet minimum leave entitlements. Some negative comments relating to placement experience alluded to being unable to have SPA time, resulting in trainees having to complete work in their own time. Conclusion Our comprehensive sample shows the prevalence of London trainees being able to achieve the College charter's SPA benchmark being at just over a quarter. It shows that a disconnect exists between what trainees are rostered for versus what happens. SPA time is clearly valued by trainees and contributes to trainees' satisfaction with their placements. Next steps include exploring with trainees and trainers the barriers and enabling factors and to see how placements can better achieve charter standards with a view to maximise trainees' wellbeing.
Ferin et al. (Tue,) studied this question.