2022 NIHR Clinical Lectureship (Dental) Guidance For Recruitment and Appointment

Introduction

1. This guidance is for NIHR Integrated Academic Training (IAT) Partnerships comprising Health Education England (HEE) Local Offices (formerly Local Education Training Boards; LETBs), Dental Schools, and NHS Organisations, to support the selection of individuals for NIHR Clinical Lectureships (CLs) in dentistry starting on or after 01 April 2022.

2. The CL represents the second substantive phase of integrated clinical and academic training for dental graduates whom have completed foundation training and already hold a PhD (or equivalent).

3. The CL is a four year fellowship comprising 50% clinical training and 50% postdoctoral research, with a flexible entry level tailored to the individual career stage of the applicant. The CL phase normally ends at the acquisition of a Certificate of Completion of Specialty Training (CCST).

The CL phase of integrated academic training is aimed at dentists:

1. Entering a General Dental Council (GDC) recognised specialty training programme at ST1 or above;
2. Post-CCST entry is available for Paediatric Dentistry and Orthodontics trainees; and
3. General Dental Practitioners (GDPs) who wish to develop an academic career.

The primary purpose of the CL is to provide a clinical and academic training environment for a dentist to further develop their postdoctoral research portfolio and establish themselves as an independent researcher and leader in their chosen field. Applicants for a NIHR CL must be able to demonstrate that they have outstanding potential for development as a clinical academic in research and/or educational research.

Applications for a NIHR CL in England will follow the same process for entry into clinical specialty training programmes. This document sets out the broad framework regarding the eligibility for CLs; however, IAT partnerships will identify at which level(s) each CL is offered.

The principles set out in the Dental Gold Guide will still apply.

Part Funded NIHR GDP CLs

8. In 2021 the NIHR introduced a “part-funded post” model for General Dental Practitioners working in general practice. NIHR does not fully fund these posts; funding is provided pro-rata for the academic component of the post only (50%). The salary costs associated with the provision of clinical dentistry (50%) are to be drawn from the host practice.  

Recruitment and the Award of a NTN

9. Recruitment to CL posts should be jointly managed by the relevant HEI and HEE Local Office in the IAT Partnerships.

10. The award of a National Training Number (NTN) will be made to applicants who are successful in the appointment process that enter a GDC recognised specialty training programme. Since NTNs are awarded by Postgraduate Deans, the HEE Local Office must have appropriate representation on the appointment committee.

11. NIHR CL posts are, in part, clinical training posts and must be managed to fit in with clinical training rotas. Posts may be supernumerary but, where they are not, it may be necessary to convert an existing clinical training post’s NTN to accommodate a NIHR CL. In some cases, it may be possible to create a supernumerary post and allocate an additional NTN. Permission must be sought from the local Postgraduate Dental Dean to create a new NTN.

12. Applicants must meet the requirements of the clinical person specification for entry into the specialty training programme at the advertised level, in addition to meeting the requirements of the academic appointment. Panels must ensure that both clinical and academic standards for appointments are met.

13. In the case of GDP CLs, there is no recognised specialty training programme therefore the award of a NTN will not apply.

2022 NIHR Dental Academic Recruitment Round 1 Timetable

For recruitment to GDC Specialty CL posts with clinical benchmarking at national recruitment.

• Advert appears & applications open between - Monday 4 October and Tuesday 26 October 2021
• Applications close between - Monday 1 November and Tuesday 23 November 2021
• Interview window - Wednesday 3 November to Friday 14 January 2022
• Initial offers released from - Wednesday 19 January 2022
• Hold deadline - Wednesday 26 January 2022

2022 NIHR Dental Academic Recruitment Re-advert Timetable

For recruitment to GDC Specialty CL posts without clinical benchmarking at national recruitment.

Application window - Thursday 27 January 2022 - Friday 31 March 2023.

Successful 2022 NIHR CL applicants must be in post by 31/03/2023.

National Recruitment to Specialty Training

14. For recruitment to CLs in GDC specialties, applicants deemed appointable at interview who do not hold a NTN will need to be assessed/interviewed subsequently through the relevant national process for the specialty. Applicants must pass the pre-determined “threshold of appointability” (also referred to as “the benchmark”) in order to be appointed to the CL. Clinical benchmarking is described in more detail below.

15. CL applicants undergoing clinical benchmarking will be ranked on their performance at the CL interview, not the national clinical interview.

16. For recruitment to GDC specialties where national recruitment is not available, and for GDP CL recruitment, recruiters should conduct the interviews ensuring that clinical suitability is adequately assessed.

Advertisement

17. The launch of the 2022 dental CL recruitment round will be advertised nationally by the NIHR Academy. Details of the available posts will be available on the NIHR IAT website. Potential applicants will be asked to make contact locally via an identified IAT Partnership contact. The NIHR Academy will direct CL applicants to the relevant HEE Local Office websites, university websites, and Oriel.

18. The recommended minimum content for the advert can be found in Appendix 9. Partnerships may advertise NIHR CL posts in up to three GDC specialties (or General Dental Practice).

19. Posts should be advertised specifying: the GDC specialty/specialties if including specialist training; or that the CL is a GDP post, regardless of the level of entry.

20. Posts can be advertised at a specific entry level or at multiple levels. IAT partnerships will need to make it clear at what level or levels each CL is being offered.

21. The national launch of Round 1 dental academic recruitment is 04 October 2021. The 2021 CL posts may not be advertised and closed before this date. IAT partnerships unable to advertise in Round 1 may advertise the CL posts at any time, without candidate access to clinical benchmarking, according to the CL Re-advert timetable.

22. All CL posts must be advertised and open for applications for at least four weeks. All posts must be advertised nationally; local advertisements are also allowed should partnerships wish to do so.

23. In cases where the IAT partnership is undertaking CL recruitment to GDC specialties outside of the standard national recruitment timetable, advertisements should clearly state all applicants will need to have already attended clinical benchmarking (or have a NTN) to be eligible to apply for the CL. For any clarification regarding clinical benchmarking requirements for appointment to CL posts, queries should be directed to the Academic Postgraduate Dental Dean.

24. Should the HEI member of the IAT partnership wish to lead recruitment to the CL post, an information only vacancy should be created on Oriel. This will enable applicants to search for the CL but will only allow them to apply using the HEI recruitment process. A link to the HEI’s main advert, where individuals should apply, is to be provided in the information section for the vacancy.

25. Organisational partnerships must inform the NIHR Academy when they are planning to advertise their posts and provide details of where their adverts will be placed. This should be done via e-mail to iat@nihr.ac.uk. All posts must be advertised nationally; local advertisements are also allowed should partnerships wish to do so.

26. Successful applicants must take up the post before 31 March 2023, therefore please allow enough time to advertise, shortlist, interview, and where required, allow notice periods to be given. Please note there will not be any extensions given beyond the deadline. Posts that remain unfilled ahead of 31 March 2023 will be withdrawn. It is anticipated that CLs entering a GDC-recognised specialty training programme should commence in post on the common start date of September/October.

Eligibility

27. NIHR CL posts are awarded to IAT partnerships of Dental Schools, HEE Local Offices, and NHS Organisations. HEE Local Offices do not have permission to move any posts from one dental school to another within the HEE Local Office boundary.

28. NIHR dental CL posts are only available to dentally-qualified applicants. Other dental healthcare professions, for example dental therapy, should reference the HEE/NIHR Integrated Clinical Academic (ICA) Programme.

29. Applicants for a NIHR CL must already hold a higher research degree (PhD, MD, or equivalent) in a relevant subject area. NIHR does not consider taught doctorates (such as a DDSc) equivalent to a PhD.

30. NIHR dental CL posts are open to:

1. Dentists with specialist/ty experience who meet the entry criteria for entry into specialty training who have completed a PhD (or equivalent)
2. Specialist Registrars (SpR) or Specialty Registrars (StR) (those currently holding an NTN) who have completed a PhD (or equivalent)
3. General Dental Practitioners who have completed a PhD (or equivalent).

31. Applicants must have already submitted their PhD or MD thesis at the time of application. If the applicant’s thesis has not been submitted by the application closing date, then they are ineligible to apply in this round.

32. Applicants that have already completed one NIHR CL may not apply for another, but may apply for a locally-funded CL. Applicants with less than one year to CCST may be more suited to another postdoctoral fellowship e.g. a NIHR Advanced Fellowship, rather than a NIHR CL.

33. Successful applicants may not take up their post until their PhD or MD has been fully awarded. Should the PhD not be awarded until after the 31 March 2023 deadline, then the applicant is ineligible to apply in this round.

34. NIHR CL posts in dentistry are available at multiple entry levels starting at ST1. The recommended minimum entry level for a NIHR CL post is ST2; however, dentists may also be appointed at ST1, as befits their individual career stage. NIHR recommends that dentists yet to begin a specialty training programme consider applying for an Academic Clinical Fellowship (ACF) to take advantage of both the ACF and CL funding during their training.

35. IAT partnerships may offer NIHR CL posts at a higher level, e.g. ST3 or ST4, if it is appropriate to do so. With the exception of Paediatric Dentistry and Orthodontics appointments, applicants who have already gained a CCST are ineligible for appointment to a NIHR CL.

36. Paediatric Dentistry and Orthodontics specialty trainees gain CCST after three years of specialty training. Subsequently trainees are required to undertake a two year Fixed Term Training Appointment (FTTA). Such trainees are referred to as post-CCST trainees.

37. NIHR views post-CCST trainees in Paediatric Dentistry and Orthodontics to be undertaking specialty training and are therefore eligible to apply for a NIHR CL.

38. Appointments to NIHR CL posts in Paediatric Dentistry and Orthodontics may be made at ST4, should partnerships wish.

39. For NIHR CLs undertaking specialty training in Paediatric Dentistry or Orthodontics, the duration of the post will be for a maximum of 4 years or until the end of the post-CCST training period, whichever is sooner.

Run-through

40. Specialty-specific NIHR CLs are considered as run-through posts for the duration of the CL and beyond. Clinical progression is based on the achievement of competencies and satisfactory completion of an Annual Review of Competence Progression (ARCP). Specialty NIHR CLs are considered to have entered into a programme that will take them through to gaining a CCST.

Additional Information for NIHR GDP CLs and Part-Funded GDP CLs

41. NIHR GDP CLs are not appointed to a specialty training programme. Their academic time (50%) will thus be combined with clinical service (50%), as a salaried or self-employed GDP or Community Dentist.

42. Early career GDPs are encouraged to align their clinical training to the DCT curriculum. Advanced career GDPs are expected to engage in appropriate continuing professional development.

43. NIHR funds “classic” GDP CL posts at 100%.

44. The maximum amount of funding available for the “classic” GDP CL post is equivalent to the top of the pre-2003 consultant contract pay scale. Should partnerships wish to offer more than this amount, then they may do so from their own funding sources.

45. Should the partnership wish to offer their CL to a candidate as a Part-Funded Post, NIHR will fund the academic component of the post pro-rata at 0.5 Full Time Equivalent (FTE). This funding will be paid to the host HEI via the HEE Local Office where the GDP’s practice is based.

46. It should be noted that for GDPs undertaking clinical service on a self-employed basis, the academic host institution contracted to deliver the 50% academic training associated with the CL post would be required to agree to the Terms and Conditions of employment expected by the NIHR, e.g. employment and accrued benefits, statutory leave etc. The proposed employer should be identified and asked for consent to adopt this funding model in advance of advertising the post. 

47. GDP CLs appointed to Part-Funded Posts should be paid on the UCEA (or equivalent) clinical academic pay scale at an appropriate point according to their postdoctoral academic experience.

Application

48. The National Application Form on Oriel should be used for 2021 Dental CL recruitment. The application form contains both clinical and academic sections.

49. A CL application is additional to an application for a clinical post. For recruitment to GDC specialty training programmes, CL applicants that do not already hold a relevant NTN will be required to apply to the appropriate national speciality recruitment process to be appointed to the post.

50. HEE Local Offices should use the 2022 person specifications for the relevant specialty and level of entry and the generic academic person specification (Appendix 2).

51. An academic reference must be provided for applicants applying for CL posts in addition to clinical references.

Job Description

52. The job description must be agreed by both the academic and clinical leads involved in the scheme and include the following information, as a minimum:

1. Job title, level, and name of up to 3 GDC specialties (or GDP)
2. Duration of the post, and what happens at the end of the post if an applicant is successful or unsuccessful in obtaining a further postdoctoral fellowship
3. Hospitals in which training will take place
4. Research institution(s) in which training will take place
5. Whether day release or block release will be used for protected research time
6. Description of the research component of the programme (minimum 250 words)
7. Description of the clinical training component of the programme (minimum 250 words)
8. Academic Programme Director name
9. Clinical Programme Director name
10. Programme contact for further information (phone or email)
11. HEE Local Office contact for further information (phone or email)
12. A link to the NIHR IAT website for further information
13. Confirmation that the post attracts a NTN (with the exception GDP CL appointments).

Shortlisting

53. CL applicants should have their application forms scored using the shortlisting guidance (Appendix 3). Shortlisted applicants should provide evidence of clinical competency appropriate for the specialty training level of the CL.

54. Shortlisting must be undertaken by two qualified individuals, both of whom should have received training in fair recruitment and selection and equal opportunities in the last three years.

55. The appointment committee should sit as a joint clinical/academic appointments committee. Committee membership should reflect the organisational partnership offering the clinical and academic aspects of the CL programme. The committee must be constituted to assess clinical competence at the appropriate level. They should also be confident in assessing academic quality and potential. Committee members should have received training in fair recruitment and selection, and equal opportunities, within the last three years.

CL Interviews

56. All shortlisted applicants (internal and external) for NIHR CL posts must be given a joint academic and clinical interview. ARCPs (or equivalent) are not to be used in place of a clinical and academic interview.

57. Academic interviews for recruitment to NIHR CL posts (and we would suggest locally funded posts) should continue to be undertaken. They will need to be conducted safely, both for candidates and recruitment staff (including all selection committee members), ensuring that the current government guidelines are followed. Partnerships are encouraged to undertake interviews using online platforms such as Microsoft Teams/Zoom/Skype in order to adhere to social distancing rules, as appropriate. Interviews should last at least thirty minutes and follow the interview guidance in Appendix 4.

58. Partnerships should inform the NIHR Academy of when interviews will be taking place, as members of the NIHR Academy will be attending randomly selected interviews throughout the year.

59. Applicants will be initially ranked on their academic scores. In the event of joint academic ranking, clinical scoring will be used to order the applicants based on the NIHR CL recruitment process. An interview panel briefing document and chair’s briefing checklist can be found in Appendix 5 and Appendix 6, respectively.

60. The appointment panel should have appropriate representation that reflects the IAT partnership offering the CL programme and specialty. The panel will include:

1. A lay chair
2. The lead of the CL training programme, or their representative
3. The chair of the Training Committee, the Programme Director, and a representative of the HEE Local Office
4. Representation from the relevant academic community
5. An independent academic member (wherever possible from outside the HEE Local Office boundary)
6. Representation from the relevant NHS organisation.

61. For GDPs, the committee should include, as appropriate:

1. A lay chair
2. The lead of the CL training programme, or their representative
3. The Postgraduate Dental Dean, or their representative
4. Representation from the relevant academic community
5. An independent academic member (wherever possible, from outside the HEE Local Office boundary)
6. Representation from the relevant NHS organisation
7. A Senior Member/Partner from the relevant practice.

62. The academic referee’s comments should be available to the appointment panel if required. The recruiter should request paper versions of the academic references if required at the interview.

63. The appointment panel will have the authority to allocate a NTN, and successful appointees (with the exception of GDP CL appointees) will gain a NTN at entry.

64. The appointment panel members should have received training in fair recruitment and selection and equal opportunities (equality and diversity training) in the last three years.

65. It may be necessary to convene more than one CL appointment committee for organisational partnerships hosting several academic programmes.

CL Interview Selection Criteria

66. The criteria at short-listing and interview for assessing applicants should be derived directly from the person specification, including academic aptitude and commitment to an academic career, and the training and service requirements.

67. The NIHR CL interview guidance may be found in Appendix 4.

68. Both the supplementary person specification and questions should be incorporated into the appointments process. Applicants for NIHR CLs must hold a PhD (or equivalent) in a relevant subject area and questioning of their academic and research commitment and skills should reflect this.

69. The following should be remembered when formulating the assessment criteria:

1. The duration of a NIHR CL will be for a maximum of four years or until CCST is reached, whichever is the sooner
2. Applicants with less than one year to CCST may be more suited to a NIHR Advanced Fellowship or other postdoctoral fellowship, rather than a NIHR CL
3. NIHR CLs are intended to offer training to those who have already demonstrated outstanding potential through success at doctoral level research
4. NIHR CLs are intended for those who show further potential for development as a clinical academic in research and/or educational research, with demonstration of potential to act as independent researchers and leaders in their chosen field
5. Successful applicants will demonstrate clear medium- and long-term career goals
6. The training will require the trainees spending 50% of their time undergoing academic training combined with clinical training and/or service in the remaining 50%
7. The NIHR CL will provide the trainee the opportunity to complete their clinical training in conjunction with postdoctoral research career development. It is expected that a substantial number of the trainees will, where appropriate, apply for a further, peer-reviewed externally-funded postdoctoral training award, such as a NIHR Advanced Fellowship.

70. The selection criteria should require applicants to demonstrate:

1. High-level interest in the proposed academic field, backed up by relevant publications, prizes or distinctions
2. Their potential as a postdoctoral researcher
3. Clarity about longer-term career aspirations and how this lectureship will provide opportunities for career development.

71. To assess the applicant’s prior research experience, it is essential that the appointment panel have the applicant’s application form, including publication record, on the day of interview.

The Selection Process

72. Applicants will be assessed against the criteria in the appropriate clinical programme person specification for the specialty as well as against the appropriate academic person specification (Appendix 2) in the same interview. Interview guidance notes and a chair’s briefing checklist can be found in Appendix 5 and Appendix 6, respectively.

73. Applicants for CL posts must be deemed clinically ‘good enough’ at their CL interview(s). To address this a clinical question must be asked at the CL interview.

74. If academic interview scores are tied, clinical performance at the CL interview will determine ranking.

75. Applicants without an appropriate NTN will need to demonstrate their clinical competencies for the CL post at clinical benchmarking.

Offers: GDC Specialties

76. For recruitment to CLs into GDC specialty training programmes, applicants deemed appointable at the CL interview that do not already hold a NTN in the GDC specialty and level to which they are applying will receive a conditional offer, subject to clinical benchmarking (described below) to be appointed to the CL post.

77. Unconditional offers will be given to successful applicants at the CL interview that already hold an appropriate NTN in the GDC specialty and level to which they are applying, or have already undergone clinical benchmarking during the national specialty recruitment round.

Offers: GDP Applicants

78. For GDP applicants successful at interview, an unconditional offer will be made to the top ranked applicant.

Clinical Benchmarking

79. A schematic overview of the clinical benchmarking process is provided in Appendix 7.

80. Clinical benchmarking relates to applicants reaching the threshold of appointability at the national standard clinical interviews/assessments for the GDC specialty and level of CL post to which they are applying. Only applicants to GDC specialties that do not hold an NTN in the GDC specialty to which they are applying need to be clinically benchmarked.

81. Should an applicant attend clinical benchmarking and then not begin their post prior to the next round of benchmarking, they will be required to re-attend benchmarking.

82. If applicants require clinical benchmarking, then the HEE Local Office hosting the CL post will need to ensure that the HEE national recruitment team are made aware of this in a timely manner.

83. Applicants who fail to reach the appointability threshold at clinical benchmarking will be ineligible for appointment to the CL post in that recruitment round. Under these circumstances, the conditional CL offer is withdrawn.

84. Applicants who fail clinical benchmarking are still eligible to apply in future rounds.

85. Should clinical benchmarking at national recruitment not be available within the relevant timeframe to enable an appointment to be made to the CL, recruiters must conduct the interviews ensuring clinical suitability is adequately assessed. For any clarification regarding local clinical benchmarking, queries should be directed to the Academic Postgraduate Dental Dean.

Appointments

86. Post holders may be employed either by a HEI or NHS organisation, or both through joint contracts. Details of how the employing partnership will manage the appointment should be agreed with the trainee and each appointment should be managed according to the established practices and needs of individual HEIs and local NHS organisations. It is anticipated that appointments will reflect the principles outlined in the Follett Review report of September 2001 (available on request).

87. Individuals who are successful at interview must be able to take up their post before 31 March 2023. No extensions will be granted, including for notice periods.

Providing Information

88. IAT Partnerships are expected to provide up to date information on these posts. 100% of funding for each post comes from the Department of Health and Social Care Science, Research and Evidence Directorate R&D budget that is supported directly by funding from the Treasury. Funding arrangements do not now require HEE to part-fund posts, switch funding from standard clinical training posts, or arrange back-fill.

89. It is important that IAT Partnerships provide information on available and filled posts in a timely manner to ensure that applicants and potential applicants can have accurate information.

90. For each new trainee, the HEE Local Office must return a Recruitment Monitoring Form (RMF) to the NIHR Academy. This form contains information about the trainee, including contact details, and will also be a trigger for the funding to be released in the next quarter. RMFs can be returned at any time during the year. If The NIHR Academy does not receive monitoring forms from the HEE Local Offices, then trainees may not be offered the opportunity be invited to NIHR events. Quarterly Monitoring Forms must be returned at the end of June, September, December, and March each year. These forms contain details of all trainees in post, as well as those who have recently completed their CL.

91. The return of both the Quarterly Monitoring Forms and the RMFs are required as part of the Service Level Agreement between DHSC and HEE. Further information can be found in the NIHR Guide to Integrated Academic Training.

Academic Appraisals and CCST Date

92. Structured postgraduate dental training is dependent on having curricula that clearly set out the standards and competences of practice, an assessment strategy to know whether those standards have been achieved, and an infrastructure that supports a training environment within the context of service delivery.

93. The Annual Review of Competence Progression (ARCP) should comprise joint academic and clinical appraisal according to Follett principles with assessment according to College and HEE Local Office recommendations for CLs.

94. A general overview for reviewing the progression of trainees undertaking joint clinical and academic training programmes is provided in the Medical Gold Guide and Dental Gold Guide. The Academy of Medical Sciences has formulated supplementary guidelines to aid trainees, supervisors, and assessors in reviewing academic training and progress.

95. Although progress on both clinical and academic fronts should be documented, and future training needs for both identified, a single ARCP outcome should be determined, with patient safety a dominant consideration.

96. Postgraduate Deans have agreed to consider a NIHR ACF’s and/or CL’s overall progress and take account of the time spent in research (if necessary) before issuing an Outcome 3.

97. NIHR expects assessment of clinical progress by academic trainees to be competence-based rather than simply time-based. NIHR also recognises that in, for example, craft specialties, trainees do need to undertake procedures on a number of occasions to become competent to perform the procedure independently, which requires a variable period of time to complete. After discussions with the GMC, Postgraduate Deans and others, the NIHR stance is that setting a target CCST date is best determined flexibly, and tailored to the needs of the individual trainee. The target CCST date is best determined at the first annual ARCP for CLs when the trainee and supervisors can take stock of initial progress in post. The target CCST date may be exactly the same as it would be for a non-academic trainee, or it may be later than it would be for a non-academic trainee. Once set, the CCST date can be extended further through the ARCP process. If there is a need to extend clinical training this should not necessarily be regarded as a failure.

In the event that an individual is unsuccessful in progressing academically, they will re-join a standard clinical training programme or in the case of GDPs or for those who have completed clinical training, return to clinical service.

Completion of a NIHR CL

99. The duration of a NIHR CL will be for a maximum of four years, or until CCST is reached, whichever is the sooner. During this time the trainee combines clinical specialty training with academic training to complete a substantial piece of postdoctoral research.

100. For NIHR CLs undertaking specialty training in Paediatric Dentistry or Orthodontics, the duration of the NIHR CL will be for a maximum of four years, or until the end of the post-CCST training period, whichever is sooner.

101. It is expected that a substantial number of trainees will, where appropriate, apply for a further peer reviewed, externally-funded postdoctoral training award (such as the NIHR Advanced Fellowship). In the event that an individual is unsuccessful in developing their postdoctoral research career within this timeframe, they will join a standard clinical training programme.

Obtaining another Fellowship

102. Where the trainee is successful in obtaining a further fellowship award, the NIHR CL will end. If the trainee has further clinical training to undertake, they will return to standard clinical training upon completion of the fellowship.

Options for Less than Full Time (LTFT) Working

103. NIHR CLs comprise 50% academic and 50% clinical training for up to four years.

104. LTFT CLs can be extended up to a maximum of 6 years, with a stipulation that the academic component must not fall below 33% of full-time equivalent. The trainee should provide input regarding how they would arrange the balance between academic and clinical training. Local selection committees should be able to advise on this matter should suitable applicants be identified.

105. Monitoring forms (post-recruitment and those reporting on annual progress) will need to make the LTFT arrangements and planned duration of the CL clear.

106. Guidance has been issued by the GMC with respect to LTFT trainees in November 2017.

107. The maximum duration of both full and LTFT CL posts stated above does not include any periods of statutory leave taken during the post.

Early Exit from Academic Training: NIHR Specialty CLs

108. There are several points at which a CL may decide, or be advised, to leave the academic training pathway. For dentists undertaking specialty training, as long as clinical competencies have been successfully achieved, they would retain their NTN and re-join the standard clinical specialty training programme. It is important to remember that the clinical Programme Director (acting on behalf of the Postgraduate Dental Dean) would have to identify a suitable placement in the clinical programme, and that in some cases this could take up to a year. It is therefore important to give warning to the Postgraduate Dental Dean as soon as the possibility of early exit from the programme is identified.

109. At the end of the CL, the dentist may fail for whatever reason to obtain, or may decide not to pursue, a further postdoctoral award. NIHR funding could not be guaranteed to continue beyond 4 years, so as much warning as possible is needed if the fellow wishes to continue in a clinical programme. 

Early Exit from Academic Training: NIHR GDP CLs

110. At the end of the NIHR GDP CL, the fellow may fail for whatever reason to obtain, or may decide not to pursue, a training fellowship award for a further postdoctoral award. In such cases, the trainee would return to normal clinical service.

Extension beyond CCST for NIHR CLs

111. Recommendation 11 from the NIHR Strategic Review of Training is to allow NIHR CL posts (including badged/match-funded CL posts) to span CCST. This recommendation has now been implemented.

112. The guidance and application process for extensions beyond CCST described in this document is applicable for all NIHR CLs that are in post on or after 01 April 2019, i.e. the extension process is also available to NIHR CLs appointed in previous allocation years. NIHR expects the extension process described in this document to be followed for NIHR-recognised, locally-funded (badged/match-funded) CL posts.

113. Extensions are not automatically given; they are considered on a case-by-case basis and are not guaranteed to be granted.

114. Please note: The process for extending a CL post beyond CCST does not apply to GDP CLs, as they are fully qualified.

115. The option to apply for an extension post-CCST is open to all NIHR CLs, dependent on the CL submitting, among other documents, a supportive letter from their host Higher Education Institution (HEI) justifying the need for an extension, as detailed below.

116. If the trainee does not reach CCST by the end of the four year (1.0 WTE) CL post period, then no extensions will be considered by the NIHR.

117. Should a trainee reach and attain CCST at the end of the period of funding for the post, then no extensions will be considered by NIHR. Should partnerships wish to continue to fund the post from another source beyond the four year maximum, then they may do so and the post will become a locally-funded CL.

118. Should a trainee reach and attain CCST earlier than the four year period of funding for the post, then exceptionally an application can be made to NIHR to extend the post beyond CCST.

119. Applications for extension must be made at least 6 months prior to CCST.

120. A trainee that wishes to apply for an extension must have been appointed to their CL post with more than 12 months (1.0 WTE) remaining of their training at the time of application to the NIHR CL post. CL applicants with less than 12 months (1.0 WTE) to CCST at the time of application to their NIHR CL post will be considered ineligible to apply for an extension.

121. Extensions may not be used to offer a post to a trainee who presents at interview with 6-12 months left before reaching CCST and immediately request an extension of the CL post-CCST.

122. On reaching CCST the NIHR CL will have completed clinical training. It is anticipated that the request to prolong the post beyond CCST is to acquire additional academic competencies to enable the individual to make the transition to research independence. It is expected that the majority of activity will be research orientated.

123. The duration of the CL extension would be dependent on the time remaining in the 4 year (1.0 WTE) post, with the extension phase being no more than 1 year (1.0 WTE).

124. Except in exceptional circumstances, post-CCT CLs must reduce their clinical commitments to 2 clinical sessions per week, which should be sufficient to maintain clinical skills and remain appointable as a NHS consultant. Those employed in the craft specialties may undertake up to 4 clinical sessions per week, with the extension request accompanied by an explanation for this requirement.

125. The CL will remain employed by the Higher Education Institution (HEI), or substantive employer, post-CCST with an honorary contract with a NHS Trust. The CL post-CCST will need to be appraised jointly, both clinically and academically, via the Follet Report principles with adherence to the joint working checklist, with academic progression managed by the substantive employer’s HR processes.

126. Eligible NIHR CLs that wish to invoke the extension must gain prospective approval for the extension from their Postgraduate Dental Dean.

127. Following approval from the Postgraduate Dental Dean to extend the CL post beyond CCST, the trainee will need to coordinate the submission of the following documentation via their HEE Local Office.

128. Cover Letter addressing the following points:

• NIHR CL Start Date
• Target CCST date
• The extension request has the approval of the Postgraduate Dental Dean
• The intended academic / clinical time split

129. Trainee Statement of Intent (1-2 pages) addressing, for example, the following points as befits the personal circumstances of the individual:

• What are your career ambitions?
• What research and academic training will be undertaken during the extension?
• What will your clinical duties consist of?
• Are there any publications in preparation / under review?
• What stage are you at with applications for further funding (grants/fellowships etc.)?
• If a fellowship application has been submitted but was unsuccessful, what steps are being taken to address the feedback?
• What is the intended submission date for a future fellowship / grant application?
• What support is the host institutional partnership offering to facilitate applications for further funding?
• In the event that the fellowship or grant application is unsuccessful, will the host institution provide bridging funding?
• Has the host institution offered a substantive post at the end of the NIHR CL award?

130. Letters of Support indicating how the CL will benefit from the extension both academically and clinically from the following:

• The NIHR Academic IAT Lead
• The academic supervisor
• The clinical supervisor/Training Programme Director
• The host HEI, justifying the need for extension. Commitment from the academic institution should also include a post-CCST job plan.

To discuss extensions further on a case-by-case basis, please contact iat@nihr.ac.uk.

Out of Programme (OOP)

131. No Out of Programme (OOP) activity, other than for statutory reasons, is allowed for NIHR CLs. Trainees can still apply to the HEE Local Office to go out of programme for other reasons; however the NIHR CL post will end and they will go into normal clinical training on their return from OOP. Any OOP must also be agreed with the employing organisation.

132. Trainees may wish to obtain relevant research experience at another institution: this is not the same as OOP. Anytime spent elsewhere for research must be agreed by NIHR and will be counted as part of the research time associated with the CL post.

133. Funding from NIHR will continue to be paid as normal during any time taken at another institution. Should the trainee obtain external funding to cover the period of time away, then this would be regarded as being the same as gaining another fellowship and the CL post would end.

134. For further information, please contact: iat@nihr.ac.uk

Obtaining relevant research experience at another institution

135. NIHR CLs may wish to obtain relevant research experience at another institution. This is not the same as OOP.

136. Obtaining relevant research experience elsewhere is acceptable if it can be accommodated within the 50% academic time of the post and has the agreement of the Academic Programme Lead and Postgraduate Dean. Time spent at another institution to gain clinical experience is also possible; however, permission must be sought from the relevant authorities in order for this to count towards CCST.

137.Funding from NIHR will continue to be paid as per normal during any time taken at another institution. Should the trainee obtain external funding to cover the period of time away, then this would be regarded as being the same as gaining another fellowship and the CL post would end.

Guidance for Appendix 1: “Dental CL Supplementary Questions”

138. In addition to completing the standard application form on Oriel, please ensure that you meet the criteria in the Person Specification for a NIHR CL and eligibility criteria outlined in Appendix 2. Applicants must also demonstrate the appropriate clinical competences to enter specialty training at the advertised level for the post.

139. Dental & Clinical Experience

University(ies) Attended

Please provide the name of the university or universities that you have attended with dates when you gained your professional or academic qualifications. For each, please name the Department or School where you were based for your study.

Degree/Diplomas in Relevant Subject Area

Please provide all the qualifications that you have achieved which you feel are relevant to your application for a NIHR CL. Where a class or grade was associated with your qualification, please provide this information. The date and awarding body of your qualification(s) should also be provided. Please note that original certificates will be requested at interview.

140. Prizes

Please list any prizes or academic distinctions (maximum of six) which you have gained and provide the date of award and the awarding body for each.

141. Key & Relevant Academic Achievements

Prizes or other academic distinctions – details

• Please provide further detail about the prizes or distinctions you have achieved. Please select those that are relevant to your application for a NIHR CL and briefly describe what you did in order to be recognised with a prize or distinction.

142. Describe your PhD research (750 word limit)

• Please include a brief description of your main findings, the research methods that you used, and the impact your research findings have had. Examples of impact could include:

• Contribution of research to practice, diagnosis, treatment or management of patients;
• Contribution of research to the understanding of a disease process;
• Changes to a service (e.g. a referral pathway); and translation of a research finding or development into clinical practice (e.g. a diagnostic tool).

143. Research Training

• This section provides you with the opportunity to give details about any other research training you have received to date. You only have 250 words, but please give brief details of any training courses or projects that you have undertaken.

144. Scientific Publications and Scientific Presentations

• Please list published abstracts, original research articles, and reviews. Please provide details of relevant scientific presentations and whether these were at a departmental, national, or international level. Please note, shortlisted applicants will be required to supply copies of any peer-reviewed publications at interview.
• CL applicants must demonstrate the appropriate language skills as per the standard clinical person specification for the advertised post. Further evidence of language and communication skills will be drawn from the information provided in the Scientific Publications and Presentations section of the application.

145. Other Relevant Experience

Teaching Experience

• Please list any formal teaching role(s) you have had to-date, where this is relevant to research, and whether you have any teaching qualifications e.g. FHEA. You may also include examples outside of dentistry.

Management and/or Leadership Experience

• Please give examples and brief details of the experience you have had of developing your management or leadership skills.

146. Aims, Career Objectives, and Commitment to a Career in Academic Dentistry

• Please indicate your medium- and long-term goals in relation to academic dentistry. You might wish to say what you are aiming to be doing in 5 and 10 years’ time.
• Managing completion of clinical training: Please use this section to describe how you will manage the completion of your clinical training alongside your academic development. Please provide a timetable of your plans.
• Support from Host Department: Please explain how the host department offering the NIHR CL you have chosen will support your research aims and career objectives.

147. Any Further Information Relevant to an Application for a NIHR CL

• Please provide any further information that you feel is relevant to this application, in particular, areas that have not been covered elsewhere. Please state what skills and attributes you will bring to this position and how you meet the selection criteria.

Guidance about Academic Referees

148. One of the referees for each applicant should be able to advise the recruitment panel of the applicant’s academic strengths and weaknesses. The referee may be someone who has knowledge of the applicant’s skills and attributes from some time ago, e.g. supervisor of an intercalated degree or special study module. It is important, however, that the academic referee carefully considers the suitability of the applicant for a long-term career in academic dentistry. Applicants are expected to discuss their application with the academic referee and to have established that the referee is happy to submit a reference. Referees will be asked to comment on:

1. their perception of the commitment of the applicant to an academic career
2. academic competencies that they have already developed
3. the applicant's potential for further development as a clinical academic.

149. Where appropriate and applicable the referee may also comment on the role played by the applicant in any scientific outputs. Information supplied by the academic referee may be considered by the committee conducting the interview.

Appendix 1: Dental CL Supplementary Questions

• Dental & Clinical Experience
  • Univeristy(ies) attended. Please also indicate the Department or School
  • Dates 
  • Shortlisted applicants will be required to bring original certificates to the interviews

• Degree/Diploma (includeBSc,BDS,BChD,MBBS,MSc, MB/PhD, PhD, MD or equivalent) – state class of degree awarded, where appropriate.
  • Awarding Body
  • Dates
• Prizes
  • Prizes and other academic distinctions.
  • Awarding Body
  • Dates
• Key & Relevant Academic Achievements
  • Prizes or other academic distinctions - details. Please provide any relevant additional information to that provided above.
• Describe your PhD research
• Research Training
• Scientific Publications
• Scientific Presentations
• Other Relevant Experience
  • Please provide a brief description of any teaching experience you have had. You may include experience gained outside of dentistry.
  • Please give examples and brief details of experience you have had of management or leadership.
• Aims, Career Objectives, and Commitment to a Career in Academic Dentistry
  • Please indicate your medium and long-term career goals in relation to an academic career.
  • If you are successful in gaining a NIHR CL, please describe how you will manage the completion of your clinical training.
  • Please explain how the hosting research department will support your research aims and career objectives.
• AnyFurtherInformationRelevanttoanApplicationforaNIHR CL
  • Please provide any further information that you feel is relevant to this application, in particular, areas that have not been covered elsewhere. Please state what skills and attributes you will bring to this position and how you meet the selection criteria.
• Academic Referees

Appendix 2: Dental CL Supplementary Person Specification

CRITERIA	ESSENTIAL	DESIRABLE	WHEN EVALUATED
ELIGIBILITY	Higher degree (PhD or equivalent) Evidence of achievement of general professional competencies Completion of Foundation Training (or equivalent) by time of appointment, as appropriate	Evidence of commitment to GDC specialty Intercalated honours for BSc and/or additional qualifications e.g. MSc etc. Distinction or honours during BDS programme Completion of academic programme or equivalent GDPs may hold further qualifications in primary care (eg. FFGDP) or be on a specialty list relevant to a primary care specialism	Application Form
KNOWLEDGE & ACHIEVEMENTS	Demonstration of acquisition of the level of knowledge and skills necessary for the completion of general professional training with an emphasis on academic competencies Demonstration of understanding of, and commitment to, an academic career Demonstration of the potential for scientific independence and the ability to lead a research team Potential to become a leader in chosen field	Knowledge of the centre hosting the research and how this is best placed to support the research, education and training needs Prizes or distinctions Presentation of work at a national or international meeting Significant publications in peer reviewed journals	Application Form and Selection Centre
EDUCATIONAL & PERSONAL ASPECTS	Demonstration of understanding and commitment to academic career Indication of medium and long-term career goals Demonstration of educational reasons for applying to a NIHR CL		Application Form and Selection Centre
PROFESSIONAL SKILLS	Evidence of team working skills Evidence of leadership potential		Application Form and Selection Centre

This person specification should be used in conjunction with a person specification for assessment of clinical competences. “When evaluated is indicative, but may be carried out at any time during the assessments.

Appendix 3: Shortlisting Guidance Notes

The shortlisting assessments for NIHR dental CL posts should be appropriate for appointment to the CL in the specialty and at the training level advertised. Each application should be rated as either “Shortlisted” or ‘Not Shortlisted’ for interview to the particular Integrated Academic Training post.

Dental & Clinical Experience

Select appropriate evidence of experience relevant to the CL entry level

Criteria	Score
i) No evidence	0
ii) Minimum relevant clinical experience	1
iii) Average relevant clinical experience	2
iv) Above average relevant clinical experience	3

/3

Degree in a Relevant Subject Area

Only score the highest degree awarded 

Criteria	Score
i) No evidence	0
ii) 2-1 Intercalated Degree (BSc/BA/MSc/MRes/equivalent)	1
iii) 1st Intercalated Degree (BSc/BA/MSc/MRes/equivalent)	2
v) Masters/MPhil/PhD/MD in a relevant subject area	3

/3

Prizes

Awarded appropriate prizes indicating excellence/potential excellence for CL

Criteria	Score
i) No evidence	0
ii) One or two undergraduate/ postgraduate	1
iii) More than two undergraduate/ postgraduate	2

Teaching Experience

Score formal teaching role where evidenced or higher education teaching qualification e.g. FHEA

Criteria	Score
i) No evidence	0
ii) Formal teaching role	1
iii) Any higher education teaching qualification	2

/2

Evidence of Scientific Publications

Criteria	Score
i) No evidence	0
ii) Good quality published abstract(s) as a co-author	1
iii) Several good quality published abstracts as a first author	2
iv) Publication(s) in a major journal as a co-author	3
v) Publication(s) in a major journal as a first-author	4

/4

Evidence of Scientific Presentations

Criteria	Score
i) No evidence	0
ii) Limited to local/regional levels	1
iii) National level	2
iv) International level	3
v) Several presentations at international level	4

/4

Language skills and content of evidence

Assess the written English and how applicants link their experience to the post they are applying for

Criteria	Score
i) No evidence of competence in written English	0
ii) Competence in and reasonable use of written English	1
iii) Criteria ii) with some relevant evidence linked to the application	2
Clear and concise use of appropriate written English, providing relevant evidence throughout	3

/3

Key & Relevant Academic Achievements

Rate a subjective assessment of academic experience balancing achievements with career stage. E.g. an applicant at ST1 with the same quantifiable academic achievements (publications, prizes, degrees etc.) as an applicant at ST3 would score highly

Criteria	Score
i) No evidence of relevant academic experience	0
ii) Evidence of minimum relevant academic experience	1
iii) Evidence of average relevant academic experience	2
iv) Evidence of above average academic experience	3

/3

Aims, Career Objectives, and Commitment to a Career in Academic Dentistry

Rate a subjective assessment of the applicant’s potential and commitment to an academic career

Criteria	Score
i) No evidence of relevant academic potential	0
ii) Evidence weak	1
iii) Evidence limited	2
iv) Evidence ample	3
v) Evidence outstanding	4

/4

Shortlisting Outcome Total score = /28

Select:

• Not shortlisted for ACF interview 
• Shortlisted for ACF interview

Appendix 4: Interview Guidance Notes

The interview for NIHR dental CL posts should be at least 30 minutes in duration and appropriate for appointment to a CL at the training level advertised. Each applicant should be rated as either ‘Appointable’ or ‘Not appointable’ to the particular Integrated Academic Training post. Applicants should be ranked on their total score, with the highest scoring applicant being offered the post, dependent on clinical benchmarking (if required). The remaining appointable applicants are to be informed that they are appointable but are reserve applicants.

‘Average’, ‘Good’, ‘Very good’ and ‘Exceptional’ relate to comparison with CLs already in the programme where appropriate (at the time of their appointment).

The non-linear scoresheets below should be used as a minimum for questioning under the various headings, however the proposed questions are examples only. The actual questions used at interview are at the interview panel’s discretion, following Follet Principles.

All applicants to a CL post should assess the same datasets/publication and be asked and scored on the same questions.

ACADEMIC: SCIENTIFIC

Understanding of data

Applicant provided with a generic dataset/publication (e.g. outcomes following an intervention) this will be released to shortlisted applicants in advance of their interview. The dataset/publication should be appropriate for assessment in 10 minutes and should be no longer than two sides of A4.

Ability to explain a dataset concisely to a scientific audience

“Please explain the data you have been shown”

• Negative indicators: Little appreciation of issues such as experimental design, statistics, power calculations, appropriate controls.
• Positive indicators: Clear communication; Ability to summarise data/design succinctly. Discussion of relevant controls and confounders; discussion of statistical analysis

Outcome	Score
Little or no evidence	0
Acceptable	2
Average	4
Good	6
Very good	10
Exceptional	16

Comments...

Ability to explain the result to a lay audience

“Please briefly explain this data for a lay audience”

• Negative indicators: Inappropriate use of technical terms, technical language and complicated sentence structures
• Positive indicators: Clear communication; clear, plain English summary; able to explain significance in lay terms

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	5
Exceptional	8

Comments...

Evidence of academic achievements to date

This should reflect demonstrable achievements rather than ‘just’ posts held.

“Please summarise your academic achievements and your personal contribution”

• Negative indicators:Little demonstrable academic activity; academic activity without productivity 
• Positive indicators: Degrees; publications; prizes; posters; presentations; projects completed (Scoring should reflect whether prizes etc. were at a local, national or international setting).

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	5
Exceptional	8

Comments...

Knowledge of science/academic dentistry related to the advertised CL post

“Can you tell us what area of research linked with this CL post interests you?”

• Negative indicators:Little evidence of prior thought about specific projects; little evidence of knowledge of local expertise; little knowledge of relevant methodological approaches, does not know the research theme of the competition ACF post
• Positive indicators: Knowledge of area of endeavour; knowledge of local expertise; appropriate ideas for a possible project (applicants should be able to discuss possible themes, ideas, or research questions relevant to the academic/research environment.); Understanding of relevant methodological approaches (e.g. strengths and limitations), research theme if competition post

Outcome	Score
Little or no evidence	0
Acceptable	2
Average	4
Good	6
Very good	10
Exceptional	16

Experience of research

“Can you describe your personal practical experience of research (in any form)?”

“Can you describe your personal practical experience of research (in any form)?”

• Negative indicators: Little experience; little or superficial understanding of challenges, pitfalls, need for funding 
• Positive indicators: Relevant practical experience; understanding of the pitfalls and limitations from practical experience; ability to discuss how research activities proceed in principle (in any field); ability to discuss PPI/PPE (patient/public involvement/engagement)

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	5
Exceptional	8

General/broad knowledge of other areas of science/academic dentistry

“Can you share with us some aspect of academic dentistry/ clinical or basic research that you have read recently that excited you, outside of your immediate area of interest?”

• Negative indicators: Little evidence of reading or exploration; little understanding of relevant methodological approaches available across biomedicine
• Positive indicators: Knowledge and understanding of new findings in their field; evidence of reading across fields outside their immediate interest; evidence of ability to identify a research development outside their field which could be utilised in their area of interest. Understanding of relevant methodological approaches; (e.g. strengths and limitations)

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	5
Exceptional	8

Balancing your clinical and academic responsibilities

“What do you see are the challenges to balancing the clinical and academic roles? Give an example of how you have overcome similar career challenges so far. What skills will you need and how will you develop them?”

• Negative indicators: Little appreciation of issues such as time management, clinical / externally driven pressures, recourse to the support of others in protecting academic time
• Positive indicators: Clear communication; example of time management/ protecting time given; clear on need for skills to protect academic time; recourse to academic supervisor/programme director

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	4
Exceptional	5

Comments...

Total score = /69

Appointability to Integrated Academic Training Post

The panel should consider the local academic research training environment and any academic research aspirations of the applicant and determine whether those aspirations can be fulfilled through appointment to this post.

Outcome	Score
No	Unsuccessful
Yes	0

Interview panel to determine whether applicant is appointable to the CL post at the institution in which it is to be held

Academic Outcome	Select
Unacceptable for appointment to ACF at training level advertised	Unsuccessful
Acceptable for appointment to ACF at training level advertised	Successful

 Applicants Name/Reference Number:

Panel Member Declaration

I will ensure that I have read the relevant 2022 NIHR CL Guidance for Recruitment and Appointment, and as a member of the Interview Panel, understand;

The requirements I have in respect to:

• Confidentiality;
• Storage of Personal Data;
• Declaring a potential conflict of interest; and
• Equality.

That in considering the applicant and in accordance with the requirements of the General Data Protection Regulation 2016, the Data Protection Act 2018, the Freedom of Information Act 2000 and the Equality Act 2010, the scores and comments I have provided will be used to:

• Provide an assessment for ranking purposes; and
• Inform discussion at the meetings and may be used to provide anonymised information and feedback to applicants.

Panel member name (PLEASE PRINT): ………………………………………………………………

Panel member signature: ………………………………………………………………………………

Date: ………………………………..………………………………………..………………………………

Oriel privacy policy: found on the Oriel website

Optional - Additional questions

The heading, questions, negative and positive indicators should be determined prior to interview.

Heading:

Question:

Negative indicators:
Positive indicators:

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	4
Exceptional	5

Comments...

Heading:

Question:

Negative indicators:
Positive indicators:

Outcome	Score
Little or no evidence	0
Acceptable	1
Average	2
Good	3
Very good	4
Exceptional	5

Comments...

Appendix 5: Interview Panel Briefing Document

1. Interview process

Recruitment offices should use the agreed NIHR dental CL scoresheets for the interviews. The interviews should be at least 30 minutes in duration. The IAT partnership hosting the post should provide the recruitment team with the appropriate dataset/publication ahead of the interviews. The questions, negative and positive indicators on the scoresheets for any additional questions must be completed ahead of the interviews. Panel members should have access to applications and academic references at interview and have a full briefing on the process, the use of the scoresheets, and sign the code of practice.

Panel members should score individually and should not confer prior to awarding a mark. Where clinical concerns are raised about an applicant, based on their performance at interview, then they must be deemed unappointable.

Panel “wash ups” should take place throughout the day, and no less frequently than twice per day. “Wash ups” should only include panel members who have interviewed and scored an applicant.

The recruitment leads should ensure that all panel members are aware that the outcome of the interviews should not be revealed until the offers are released on 15 January 2021.

2. Interview roles and responsibilities

The appointment panel should have both clinical and academic representatives that reflect the IAT partnership offering the CL programme and specialty. It is expected, in addition to the clinical and academic representative that the panel should include:

• A lay representative (if available) - who is not dentally qualified but has experience of healthcare management. Their role is to provide impartial oversight of the process, ensuring that interviews are appropriate and fair. They will observe interview panels and be available to answer questions or deal with concerns on the day. If there is an issue with the interview, the applicant should request to speak with the lay representative at the first opportunity.

The following panel members are usually dentally qualified specialists who are responsible for delivering the content of the interviews and providing quality assurance of the process. They are available to answer questions that require clinical or academic clarification during the interviews:

• Lead of the CL training programme or their representative;
• Additional representation from the relevant clinical academic community, if required;
• An independent clinical academic member (wherever possible, from outside the HEE Local Office boundary);

At interviews, the following additional personnel should be available:

• Recruitment Officer - This person is responsible for the smooth running of the interview process. They are usually senior administrators in the HEE Local Office/Deanery hosting the interviews and are responsible for ensuring that interview materials and data are handled appropriately. They are usually the point of contact for messages handled via helplines, escalating them appropriately. There will be an administrator present during each digital interview so that they are available to support the panel by for example, managing the panel members and candidates entering and leaving the interview. HEI IAT administrators should also be available to support HEE colleagues to ensure there is enough staffing resource.

3. Equality and diversity training

All interview panel members are required to have undertaken Equality and Diversity training in the last three years. Recruiters must obtain evidence of completion of this training from the interviewers. This would normally be in the form of a certificate to confirm completion of training. Verbal confirmation from the interviewer is not acceptable evidence.

4. Conflicts of interest

Recruitment leads should ensure there is a mechanism in place for interviewing panel members or trainees to declare any conflict of interest e.g. knowing an applicant. This could be achieved by providing a list of prospective applicants to the interview panel(s) before the interviews commence.

If a panel member or applicant know one another then their conflicts of interest should be declared prior to interview.

Where possible, applicants known to one or more panel members should be switched to another panel. If this is not possible then the administrative team should arrange for a lay representative or other member of the recruitment team (e.g. the recruitment lead) to be present, in addition to the interviewers, at the relevant panel.

A list of panel members should be available for applicants to review for conflicts of interest prior to interview(s). If it is not recognised in advance of the interview that an applicant is known to a panel member, and there is no opportunity to implement the measures described above, the interviewer should note their prior knowledge of the applicant on the scoresheet, allow the other panel members to lead the questioning for that applicant and also notify the selection team of this before or during the post interview wash up, to ensure that any potential aberrant scores can be reviewed.

Appendix 6: Chair’s Briefing Checklist

Chair's welcome

Welcome to Panel and Introductions

While interviews are being conducted digitally, panel members should be kept to a minimum. Panel members may assume more than one role on the panel:

Attendees should include:

• A lay representative (if available)

These are not dentally qualified but have experience of healthcare management. Their role is to provide impartial oversight of the process, ensuring that interviews are appropriate and fair. They will observe interview panels and be available to answer questions or deal with concerns on the day. If there is an issue with the interview the applicant should request to speak with a lay representative at the first opportunity.

• Lead of the CL training programme or their representative

They represent the specialties of the CL being offered and should have an awareness of the research projects/training available at the locality;

• Additional representation from the relevant clinical academic community, if required
• An independent clinical academic member (wherever possible, from outside the HEE Local Office boundary)

At interviews, the following additional personnel should be available:

• Recruitment Officer

They are responsible for the smooth running of the interview process. They are usually senior administrators in the HEE Local Office/Deanery hosting the interviews and are responsible for ensuring that interview materials and data are appropriately handled. They are usually the point of contact for messages handled via helplines, escalating them appropriately. There will be an administrator present during each digital interview so that they are available to support the panel by for example, managing the panel members and candidates entering and leaving the interview.

Please thank members for their involvement.

Code of practice

Please remind the panel that:

HEE is committed to eliminating unjustified discrimination and to promoting equality of opportunity for all applications to our Fellowships and other training schemes. HEE welcomes applications from all sections of the community and does not discriminate on the grounds of gender, disability, age, race/ethnicity, religion or philosophical belief or sexual orientation.

In order to support this commitment, the Panel must ensure that the decisions and judgements about people are based on objective and justifiable criteria funding recommendations.

Quoracy

Please note that in order for the panel to have quoracy the minimum number of panel members listed in the NIHR recruitment guidance paperwork is required to take into account the balance of expertise required for the meeting.

Conflicts of Interest

You should remind the panel that they must declare all conflicts of interest with applicants. Where possible, applicants known to one or more panel members should be switched to another panel. If this is not possible then the administrative team should arrange for a lay representative or other member of the recruitment team (e.g. the recruitment lead) to be present, in addition to the interviewers, at the relevant panel.

Interview process

You should remind Panel members of the purpose of the CL interview and indicate if any of the posts are competition posts and that the applicants should demonstrate a knowledge/interest in the research theme associated with the post.

• Additional questions should be determined prior to the interviews.
• Determine who is leading on each interview question, with all panel members scoring each question, independently.

Panel Process for discussion of applications

On the basis of the scores and comments received from Panel members a rank list is produced. The panel should determine the cut off for appointability for the CL posts. The top ranked applicant will be offered the NIHR CL, if the applicant requires clinical benchmarking the offer will be conditional on them reaching the level of appointability at national clinical assessment.

If the top ranked applicant withdraws or does not reach the level of appointability at clinical benchmarking then the post will be offered to the next highest ranked applicant.

Closing Remarks

Please remind Panel members that they should not discuss the outcome of today’s interview. All enquiries about the outcome and requests for feedback should be directed to the HEE.

The offers date is 19 January 2022. Please thank the Panel.

 

Appendix 7: Clinical Benchmarking Overview

Outlined are the steps of clinical benchmarking. Firstly a CL post is advertised and NIHR is informed, followed by CL ‘academic’ interviews. At the CL interview, applicants are ranked and the outcome of the interview is dependent on whether benchmarking is needed or the applicant already has an NTN. When a top ranked applicant has an NTN or is already benchmarked, an unconditional offer is made. When a top ranked applicant has no NTN and is not benchmarked, then a conditional offer is made. The top ranked and other appointable applicants proceed to national benchmarking if required. Subject to successful benchmarking, the top ranked applicant is appointed, otherwise an appointable reserve applicant is appointed, in order of ranking.

Appendix 8: Frequently Asked Questions

1. What is the process for applicants to NIHR CLs in dentistry?

NIHR CL posts are allocated annually to Integrated Academic Training (IAT) partnerships comprising a HEE Local Office, Higher Education Institute (HEI) and NHS Organisation. The recruitment process is managed by the relevant HEE Local Office in the IAT partnerships and advertisements will appear on their websites, Oriel, and potentially also in other professional publications, for example the British Dental Journal.

CL Application Form

Applicants will need to complete the CL application form for the CL posts advertised in the relevant specialties and levels through Oriel.

Specialty Training Application Form

CL applicants who require clinical benchmarking if they were successful at the CL interview will need to complete the relevant specialty training application when the national recruitment application window opens.

Following assessment of the CL applications, shortlisted applicants are invited for an CL interview (also sometimes known as the ‘academic’ interview) by the HEE Local Office hosting the CL post. The CL interview has several components assessing the clinical–academic potential of the applicant and the panel will include relevant clinical academic representatives from the hosting HEI. Appointable applicants at the CL interviews will be ranked and, subject to national clinical benchmarking, the top ranked applicant will be offered the CL post when offers are made.

Please refer to Appendix 7 for a summary of the benchmarking process flow chart.

Conditional offers will be given to successful applicants at the CL interviews who did not already hold a NTN in the GDC specialty and level to which they are applying. The condition of the offer relates to the clinical benchmarking in the GDC specialty of the CL post to which they are applying.

If the top ranked applicant at the CL interviews requires clinical benchmarking, then reserve appointable applicants from the CL interview will also be invited for clinical benchmarking if required. An unconditional offer to reserve applicants, who passed clinical benchmarking, is dependent on the applicants ranked higher at the CL interviews withdrawing or failing clinical benchmarking.

CL applicants will be ranked and offered on their performance at the CL interview and not the national standard clinical interview where they just need to pass the clinical benchmark. If applicants require clinical benchmarking then the HEE Local Office hosting the CL post will need to ensure that the HEE national recruitment team are made aware of this in a timely manner, applicants should have been advised to apply to the relevant national recruitment round.

2. What is clinical benchmarking?

Clinical benchmarking relates to applicants reaching the threshold of appointability at the national standard clinical interviews/assessments for the GDC specialty and level of the CL post for which they are applying.

Applicants who fail to reach the appointability threshold at clinical benchmarking will be ineligible for appointment to the CL post in that recruitment round. Under these circumstances, the conditional CL offer will be withdrawn.

Applicants who fail clinical benchmarking and become ineligible are still able to reapply in future recruitment rounds.

3. Will all applicants need to attend clinical benchmarking?

No. If the applicant already holds a NTN in the same GDC specialty as their NIHR CL application, there is no need for them to attend a national clinical assessment/interview as they will have previously met the required clinical standard.

4. Will applicants who hold a NTN in a different GDC specialty to the CL they are applying for be required to attend clinical benchmarking?

Yes. Although they have met the required standard in a national clinical interview previously, it was not in the same GDC specialty. Different specialties assess different skills and competences at interview and therefore should not be assumed that success in one clinical interview is appropriate for all specialties.

5. What is the required standard for NIHR CL applicants undergoing clinical benchmarking?

Applicants who do not hold a NTN will need to be assessed and interviewed through the relevant national process for the specialty. The applicant will be required to reach the threshold of ‘appointability’ at national selection assessment/interview. The applicant does not need to have been ranked high enough to have received a specialty training post i.e. ‘appointed’.

Applicants that do not reach the appointable score threshold at national selection assessment/interview will have their CL offer (or place on reserve list) withdrawn.

Appendix 9: NIHR Advert Guidance

Minimum content for NIHR CL adverts

1. Post type

NIHR Clinical Lectureship (Fully Funded OR Part-Funded Post)

2. GDC Specialty and level(s) / General Dental Practice

If a multi-specialty option is available, then include the following:
“Please note that an appointment may not be made in this specialty. There will be 1 CL post in either <GDC Specialty 1 and levels> OR <GDC Specialty 2 and levels> OR <GDC Specialty 3 and levels>”

3. Host integrated academic training partnership details

Higher Education Institute
NHS Organisation
HEE Local Office

4. Proposed Research

Outline the proposed research training associated with this post

5. The elements of the clinical and academic programme associated with the post

Either a web link or provide details

6. Details of protected academic time

The arrangements regarding clinical and academic time for CL posts are agreed at a local level with academic and clinical leads and should be organised to ensure trainee-centred flexibility with protected time for research. Academic time can be organised in various ways including:

• 2.5 days per week
• Alternating weeks
• One month blocks
• Two three-month blocks per year
• Six-month blocks
• Twelve month blocks.

7. NIHR CL Person specification

As an attachment or a web link to the document on the NIHR website

8.  Links to further information

HEE Local Office website and NIHR website

9.  Job description

As an attachment to the advert or web link.