'I don't belong anywhere': Identity and professional development in SAS doctors.

Specialist, associate specialist and specialty (SAS) doctors constitute a marginalised professional group who can struggle to achieve the professional development they desire. Our primary objective was to understand, from a theoretically informed perspective, the ways in which the professional identity of SAS doctors influences their professional development opportunities, including through appraisal. Ten UK SAS doctors participated in in-depth, narrative interviews. Participants were drawn from six medical specialities, and ranged in experience (2.5-15 years) and country of primary medical qualification. Interview transcripts were analysed via critical discourse analysis using Figured Worlds theory. The position of SAS doctors within the Figured World was at times unstable, ambiguous and context dependent. They were often relative outsiders, not immediately trusted by colleagues. Some found their development needs eclipsed by the priorities of colleagues, typically consultants and postgraduate trainees. Appraisal was often not perceived to have successfully addressed these issues. This study enhances our understanding of the lived experience of SAS doctors, which is often in stark contrast to formal policy on the range of roles that they can fulfil. The struggles and successes of SAS doctors described here suggest that there is scope to improve the professional status and professional development opportunities for SAS doctors, including through appraisal.

'I brought that up in my appraisal ... and my consultant said no.' Structure and agency in specialty and associate specialist (SAS) doctors' experiences of appraisal.

BACKGROUND: Specialty and associate specialist (SAS) doctors comprise a significant proportion of the UK medical workforce.Appraisal has the potential to support professional development, as well as being vital for revalidating a doctor's licence to practise.Early research indicated that SAS doctors experienced difficulties engaging with appraisal. It is not clear if the situation has improved over recent years, and SAS doctors' voices are largely absent from the literature. RESEARCH QUESTION: What are SAS doctors' understanding and experiences of appraisal and how do they make sense of them? FINDINGS: Our qualitative, phenomenological case study identified four interrelated themes: development, compliance, recognition and wellbeing. The lived experiences of SAS doctors included compliance with organisational processes (including redundant processes) and structures that diminish agency (including unhelpful hierarchies). Positive experiences included support for development and recognition of unacknowledged work. IMPLICATION FOR PRACTICE: Our research reveals the importance of enhancing the professional status and agency of SAS doctors. There should be structured support and career guidance for new SAS doctors or those changing specialty and an expectation of support for professional exams. SAS doctors may benefit from explicit discussions around wellbeing. Some of these needs may be better addressed by having SAS doctors as appraisers, but this is likely to be insufficient in itself.