Appointment of Fitness to Practise Panel Members Information pack for candidates
www.gdc-uk.org Appointment of Fitness to Practise Panel Members Information pack for candidates Closing date for online test registration - 12 Noon 18 November 2014 1 CONTENTS Welcome Letter Overview The Role of the General Dental Council (the GDC) The General Dental Council and Fitness to Practise The Role of Fitness to Practise Panel Members Terms and Conditions The Role of the Appointments Committee The Appointments Process How to apply Use of your personal information Appendix 1: Code of Conduct Appendix 2: Managing Interests Policy Appendix 3: Development Review Process Appendix 4: Disqualification criteria 2 Welcome Dear Candidate, I am very pleased that you are considering applying to become a Fitness to Practise Panel Member with the General Dental Council. (GDC) Fitness to Practise Panel Members play an important role in the GDC’s work to protect patients. The GDC has the power to take action by removing or restricting a dental professional’s registration if they fall short of the high standards expected. Panel Members sit in public hearings to reach these decisions and consider cases where a registrant’s fitness to practise may be impaired due to their health, conduct or performance, as well as applications for restoration to the registers and appeals against registration decisions. These are challenging and rewarding roles and we are seeking to recruit in three categories: dentists; dental care professionals (which include dental nurses, dental technicians, clinical dental technicians, dental hygienists, dental therapists and orthodontic therapists) and lay members of the public. All applicants will be considered fairly and openly on the basis of their individual qualities. We are seeking candidates with excellent analytical skills and judgement who are capable of working effectively with others. These roles are demanding, cover difficult and highly sensitive topics, and will test your ability to make reasoned decisions against a range of conflicting factors. We are looking for individuals who have a real commitment to improving patient safety, who understand the impact of our regulatory role and who approach their work with integrity and objectivity. If you think that you have what it takes to make an impact as one of our new Fitness to Practise Panel Members and can demonstrate relevant skills in line with our key competencies, then we would very much like to hear from you. I hope that you will find the following information informative William Moyes Chair of Council 3 Overview We are seeking to appoint 100 Fitness to Practise Panel Members (Panel Members). The composition of these new members will be made up of up to 15 lay people; 40 dental care professionals (DCPs) and 45 dentists. Definitions: A lay Panel Member is a person who is not, and has never, been registered with the GDC or who has never held a qualification that makes him/her eligible for registration with the GDC. Please see the GDC website for further details www.gdc-uk.org A dentist Panel Member is someone who is currently registered and in good standing with the GDC. A dental care professional (DCP) Panel Member is someone who is currently registered and in good standing with the GDC as a dental nurse, dental technician, clinical dental technician, dental hygienist, dental therapist or orthodontic therapist. All registrants must be in practice or within 18 months of practice in order to be eligible to be appointed as a Fitness to Practise Panel member. Summary of the appointments process: The General Dental Council has an Appointments Committee which makes appointments independently of the Council. The Appointments Committee was established under the GDC (Constitution of Committees) Rules 2009, to appoint members to the statutory committees ie those members who sit on our Fitness to Practise panels and our Investigating Committee. The aim of the Appointments Committee is to oversee a fair and open recruitment process which is transparent and robust and which adds value to the reputation of the GDC. The Appointments Committee aims to appoint high calibre candidates on merit. The recruitment process is accessible, seeks to attract a diverse range of candidates, mirrors the role of a Fitness to Practise Panel Member and is as relevant and easy to navigate as possible. The Appointments Committee has selected GatenbySanderson to assist in delivering this recruitment campaign. All communication throughout the recruitment process will come from GatenbySanderson via the telephone, via email and via their secure online candidate portal. Candidates interested in applying should register their interest online, where they will then be invited to complete two tests, also online. These tests will measure analytical thinking and working styles (more information about the tests and why they are being used is provided in the detailed ‘Appointments Process’ section of this document). Those candidates who successfully meet the criteria of the online assessments will then be invited to attend an assessment centre through February to March 2015 (precise dates to be confirmed). An Open Day will be run by the GDC for candidates attending the assessment centre, on the 20th January 2015 (and it will also be available via podcast). Successful candidates will be informed of the outcome at the end of March 2015. All applicants will go through the same selection process, the timetable for which is set out below. Timetable: All potential applicants will be asked to complete an online eligibility/self-selection questionnaire at the outset which will seek to help each candidate identify whether they match the requirements of the role and save those who do not from taking the time to apply. The decision to apply will however still rest with the applicant at this point in the process. Selection Stage 1: 19 October 2014: Two online tests open for completion: critical thinking (the ‘Watson Glaser Critical Thinking Appraisal’) and working styles (‘Aspects’). 4 Noon 18 November 2014: Online tests closes for registration. Any candidates wishing to apply must have completed both tests by noon 20th November. 1st December 2014: Candidates notified if they have been successful. Selection Stage 2: 1st December 2014: Candidates successful at stage 1 notified and asked to do the following in advance of the assessment centre: submit a personal statement; and complete and pass an online Equality & Diversity training module. 14th January 2015: Deadline for completion of online Equality & Diversity training module and for submission of personal statement. 20th January 2015: Open Day in London (venue to be announced) for candidates to find out more about the GDC, the Panel Member role and how to prepare for the assessment centre. This is intended as an informal opportunity for candidates to ask questions and prepare for the assessment. Attendance is not compulsory. Summaries made available to those who cannot attend. Selection Stage 3: Weeks commencing 2nd, 9th, 16th, 23rd February and 2nd and 9th March 2015: Half day evaluation at an assessment centre for those who successfully complete the Equality and Diversity module. Assessment centres will be held in central London and Leeds city centre. Candidates will be given a date and time to attend an assessment centre, though efforts will be made to accommodate individuals’ preferences wherever possible, if the date and time does not suit. End of the week commencing 23rd March 2015: Notification to successful candidates of the GDC’s intention to appoint them as a Panel Member, subject to satisfactory references. Candidates should be ready to provide referees on being notified of a successful outcome. Written references will be sought via email from the 23rd March 2015 onwards. Pre-appointment Induction Training Panel Members will not be appointed until the successful completion of a two day pre-appointment induction programme and you will be asked to express a preference from the following dates: Thursday 30 April and Friday 1 May; Thursday 7 and Friday 8 May; Monday 11 and Tuesday 12 May; Monday 18 and Tuesday 19 May; Thursday 4 and Friday 5 June; Monday 8 and Tuesday 9 June Newly appointed members will be asked to sit on FTP Panels in stages from July 2015. Feedback Feedback can be requested after completion of the online tests by emailing [email protected] After completion of the assessment centre, feedback will be provided, to those who request it, in the form of a written report. All successful candidates will receive feedback prior to their induction, to inform their personal development plans. 5 Remuneration: Panel Members receive an attendance fee of £353.00 per day (or £176.50 per half day), payable gross. The same rate also applies to training days. Panel Members will also be eligible to claim expenses, at rates set centrally by the Council, for travel and subsistence costs necessarily incurred on GDC business. Time commitment and Location: Dentist and DCP Panel Members are required to offer not less than 25 days per year of availability, and lay members to offer not less than 30 days (total, inclusive of sitting days and 2-3 training days). It is extremely helpful if Panel Members can make themselves available to sit for at least 1 block of 10 days at a time, as so many of our hearings are taking longer than 5 days. Please note that Panel Members are normally required to travel to London for hearings and training days. 6 The Role of the General Dental Council (the GDC) Our role is to protect the public by regulating dental professionals. We do this by: Registering qualified dental professionals Setting and enforcing standards of dental practice and conduct Protecting the public from illegal practice Assuring the quality of dental education Ensuring professionals keep their knowledge and skills up-to-date Investigating and acting on complaints received about fitness to practise Helping patients and dental professionals to resolve complaints about private dentistry, through the Dental Complaints Service Effective regulation of dental professionals enhances patient safety, improves the quality of dental care and helps ensure public confidence in dental regulation. We aim to regulate in a way that is proportionate, accountable, transparent, consistent, targeted and responsive to changing demands, risks and priorities. We are committed to reducing costs through efficiency measures that do not compromise our key purpose of maintaining patient protection. About us The GDC is one of a number of healthcare regulators in the UK. We are funded in the main through fees charged to dental professionals who must be registered to work in the UK. We do not receive any financial support from Government to carry out our regulatory responsibilities. The GDC reports its income and expenditure in accordance with International Financial reporting standards as adopted by the European Union and the Annual Report is presented to Parliament and the Scottish Parliament, as required by current legislation. The latest Annual report and Accounts can be found at: http://www.gdcuk.org/Newsandpublications/Publications/Pages/default.aspx?cat=About%20the%20GDC We have a diverse range of professionals registered with the GDC. The table below sets out the main professional groupings and the numbers registered in October 2014. Title Number of entrants under that title Dentists 40904 Clinical Dental Technician (DCP[1]) 287 Dental Hygienist (DCP) 6506 Dental Nurse (DCP) 51367 Dental Technician (DCP) 6241 Dental Therapist (DCP) 2443 Orthodontic Therapist (DCP) 398 [1] 7 Dental Care Professional Our work is aimed at ensuring registered dental professionals are fit to practise. We check standards in dental education in the UK to ensure individuals are properly trained, ready to be registered and safe to work in healthcare. All dental professionals are required to meet our Standards for Dental Professionals and we will investigate any complaints alleging a failure to meet these Standards. Using our statutory Fitness to Practise procedures we can take action to restrict or stop a dental professional working in the UK. We employ approximately 280 staff in our main offices in London. We have embarked on an extensive range of reforms of our fitness to practise processes. Some reforms have already been implemented, in particular, those aimed at speeding up the most serious cases and resolving less serious cases at the earliest opportunity. We have implemented a new IT case management system. These reforms are essential at a time when the number of complaints continues to rise. 8 Our Governance Framework The Council of the GDC The Council comprises 12 members, including the Chair, with an equal number of dental professional and lay members, i.e. 6 of each. The Council’s role is to set the direction of the GDC in line with its mission and purpose; to ensure systems are in place to enable it to monitor performance and to hold the Executive to account; and to ensure probity. The Statutory Committees of the Council Under the Dentists Act 1984 (as amended), the General Dental Council (GDC) has overall responsibility for dealing with allegations of impairment of fitness to practise against members of the dental profession. The GDC has six statutory committees to assist it in fulfilling its statutory duty as a healthcare regulator. These committees (along with the Appointments Committee) are constituted as provided in the GDC (Constitution of Committees) Rules Order of Council 2009. The committees comprise independent panellists who are lay people, dentists and dental care professionals. To protect their independence, Council members and members of the Appointments Committee do not sit on the statutory committees. However, the statutory committees are accountable to the Council for their performance. Fitness to practise panellists is the term for those members appointed to sit on the following statutory committees of the GDC: Interim Orders Committee, Professional Conduct Committee, Health Committee, Professional Performance Committee and Registration Appeals Committee. 9 The Role of Fitness to Practise Panel Members Role Description: The role of the Fitness to Practise Panel members is to discharge the General Dental Council’s statutory adjudicatory function. They do this by considering allegations of impairment of fitness to practise by evaluating evidence and contributing to discussions to reach a collaborative decision. They also provide structured reasons for the panel’s decision. Hearings are normally held in public at venues in central London. The work will include: Hearing charges of professional misconduct and deficient professional performance against members of the dental team, assessing whether the alleged facts are found proved, and whether in the light of those facts the dentist’s or DCP’s registration should be affected by the imposition of a sanction. Hearing cases involving serious criminal convictions Hearing resumed cases where judgement has been postponed Hearing applications for restoration following erasure Hearing medical evidence where fitness to practise may be seriously impaired by reason of a physical or mental condition Hearing appeals against registration decisions Asking questions of witnesses, defendants and professional advisers The Competency Framework for Fitness to Practise Panel Members: Purpose The competency framework sets out the behaviours and skills which contribute to individual member effectiveness and the success of the GDC’s adjudication function overall. The competency framework supports the goals, values and plans of the GDC. The competency framework forms the basis of recruitment, selection, review, development and performance management for Fitness to Practise panel members. Themes and setting The Framework has five key themes which underpin the effective performance of this role. These are: 1. Working within a legislative framework 1.1 The ability to work within a framework of rules and to understand complex legal and procedural issues 1.2 Respect for the confidential and sensitive nature of information received as either information or evidence 10 2. Analytical and decision-making skills 2.1 The skills and ability to assimilate written information or evidence and oral evidence in a fair and balanced way and arrive at objective and reasoned decisions. 2.2 The ability to analyse large-volume and complex sets of information quickly 3. Collaborative and professional communication skills 3.1 The ability to generate the trust and confidence of all parties 3.2 The ability to communicate clearly orally and in writing 4. Integrity and Respect 4.1 The ability to behave in a fair, balanced and non-discriminatory fashion 5. Team work 5.1 The ability to listen attentively to others and have regard for the views of others. 5.2 The ability to behave corporately when a decision has been made Essential requirements: 11 Dentist and DCP Panel Members must be able to commit to at least 25 hearing days per year and lay members 30 days; Must be able to commit to not less than five consecutive working days on some occasions to attend Fitness to Practise hearings; and occasionally to offer availability of 2 or more consecutive weeks; Must be IT literate and have a confidential, private email address through which they can receive and send information electronically. All the documentation is sent electronically for reading on a GDC iPad, which is provided to all Fitness to Practise Panel members Must demonstrate a commitment to learning and development, participate in induction and training, and undertake self reflection, peer and team feedback and play an active part in the Development Review Process; Must be of good standing if they are GDC registrants; Must be committed to the principles of public life: selflessness, integrity, objectivity, accountability, openness, honesty and leadership Terms and Conditions Terms of office All Panel Members will be appointed for five years. Reappointments of a further term of up to five years may be made at the end of the first period of appointment, subject to satisfactory performance and the needs of the GDC. New Panel Members will be appointed in June 2015 following the successful completion of compulsory two day induction training, and will begin sitting following their appointment in stages from July 2015. Time Commitment Dentist and DCP Panel Members are required to offer not less than 25 days per year of availability, and lay members to offer not less than 30 days (total, inclusive of sitting days and 2-3 training days). It is extremely helpful if Panel Members can make themselves available to sit for at least 1 block of 10 days at a time, as so many of our hearings are taking longer than 5 days. Panel Members are allocated to a particular hearing well in advance. Panel Members are required to give their availability up to 12 months’ in advance and the programme of listings for cases is decided up to 6 months’ ahead. Remuneration Panel Members receive an attendance fee of £353.00 per day (or £176.50 per half day), payable gross. The same rate also applies to training days. Panel Members will also be eligible to claim allowances, at rates set centrally by the Council, for travel and subsistence costs necessarily incurred on GDC business. Warning: Impact of appointment on people in receipt of benefits. Your appointment may have an effect on your entitlement to benefits. If you are in receipt of benefits you should seek advice from the Benefits Agency. Principles of Public Life You will be expected to demonstrate high standards of corporate and personal conduct. Successful candidates must demonstrate their commitment to the seven principles of public life and subscribe to our Code of Conduct (Appendix 1) and Managing Interests Policy (Appendix 2). Conflicts of Interest Public bodies are expected to maintain a Register of Interests to avoid any danger of those working for it or on its behalf being influenced, or appearing to be influenced, by their private interests in the exercise of their public duties. The GDC Code of Conduct (Appendix 1) and Managing Interests Policy (Appendix 2) have been written to ensure that the interests of those with particular experience or expertise are declared and managed correctly. If the GDC feels that a conflict of interest cannot be managed you may be asked to stand down from the Fitness to Practise Panel. Training and Development The GDC will provide induction and training to ensure members are familiar and up to date with the fitness to practise procedures and perform their role in accordance with the competencies and behaviour expected by the GDC. Successful applicants must be prepared to undertake this training, which will be remunerated at the usual rate. Appointees must first satisfactorily complete a compulsory induction training programme of two days before the appointments are confirmed. 12 Panel Members will be expected to participate in a development review process, reflect on their own performance and provide constructive feedback to colleagues to support their own development and that of fellow Panel Members. This is set out at Appendix 3. Disqualification from appointment The lay posts are not open to anyone who is, or has ever been registered with the GDC or who holds a qualification that makes them eligible for registration with the GDC. The registrant member posts are only open to applicants who are registered and in good standing with the GDC and be in practice or within 18 months of practice in order to be eligible to be appointed. You cannot be a member of the Fitness to Practise Panel at the same time as being a member of the Council or a member of the Investigating Committee. The GDC (Constitution of Committees) Rules Order of Council 2009 contains criteria which disqualify a member from being appointed this is set out in Appendix 4. Further advice about disqualification for appointment can be given by contacting GatenbySanderson on 0113 205 6090 or emailing them at [email protected] The Role of the Appointments Committee The Appointments Committee is an independent, non-executive statutory committee of the Council composed of lay members and registrants (dentists and DCPs). Its key function is to appoint members to the other five statutory committees, listed below, whose role it is to investigate and adjudicate on allegations of impaired fitness to practise: Investigating Committee Interim Orders Committee Professional Conduct Committee Health Committee Professional Performance Committee Registration Appeals Committee. The role of the Appointments Committee is to ensure that appointments made to these statutory committees meet rigorous standards of merit, fairness, transparency, equality and are resourceeffective. The committees comprise independent panellists who are lay people, dentists and dental care professionals. To protect their independence, Council members and members of the Appointments Committee do not sit on the statutory committees. However, these committees are accountable to the Council for their performance. 13 The Appointments Process: The aim of the Appointments Committee is to oversee a fair and open recruitment process which is transparent and robust and which adds value to the reputation of the GDC. The Appointments Committee aims to appoint high calibre candidates on merit. It has developed a process which is accessible, seeks to attract a diverse range of candidates, mirrors the role of a Fitness to Practise Panel member and is as relevant and easy to navigate as possible. The Appointments Committee has selected GatenbySanderson to assist it in delivering this recruitment campaign. All communication throughout the recruitment process will come from GatenbySanderson via the telephone, via email and via their secure online candidate portal. All potential applicants will be asked to complete an online eligibility/self-selection questionnaire at the outset which will seek to help each candidate identify whether they match the requirements of the role and save those who do not from taking the time to apply. The decision to apply will however still rest with the applicant at this point in the process. Selection Stage 1: The first stage will require candidates to complete two online tests: 1) a critical thinking test (the ‘Watson Glaser Critical Thinking Appraisal’) to identify those individuals who demonstrate the critical reasoning skills required for the role; and 2) a working styles test (‘Aspects’) to identify those individuals whose working style is a close match with the requirements of the role. Information about what to expect from the two tests is provided in the ‘How to Apply’ section; it will also be supplied to applicants via email when they register to complete the tests. These specific tests have been chosen for use in this appointments process for the following reasons: they measure competencies essential for success in the role; selection of the tests was based upon research into the demands of the job; particularly when combined, these tests offer the most accurate way of identifying candidates to proceed to the next stage in the selection process; they can be completed online, at candidates’ convenience, quickly and easily; they are objective, fair and minimise bias or disadvantage, especially when compared to traditional selection methods such as application forms - no humans are involved in marking the tests, it is all computer-based; and they are an efficient way to assess large numbers of applicants in a short timeframe. Prior experience is not required for completion of the Stage 1 online tests. Neither CVs nor application forms are required. The online tests offer the fairest way to assess applicants at this stage. Candidates proceeding to the next stage of the appointments process must meet certain minimum standards in both of the tests. Feedback can be requested after completion of the online tests (see below). Selection Stage 2: Candidates who are successful at stage 1 will be invited to an assessment centre. In advance of attending the assessment centre, candidates must complete the following: firstly, a ‘personal statement’ within a template that will be provided. In the personal statement we will require evidence in answer to a short selection of questions aligned to the GDC’s competencies. The personal statement is for interviewers’ use during the assessment centre. Secondly, candidates will need to complete an online Equality and Diversity training module, which must be passed by the applicant before proceeding to the assessment centre. Selection Stage 3: The final stage in the selection process will be a half-day assessment centre, in which a group of candidates will complete various observed exercises designed to assess the GDC’s competencies. It will consist of a range of different tasks that have been designed to mirror the challenges of the Panel Member role, such as a group discussion for example. There will also be more typical activities such as an interview. Detailed information about the assessment centre will be made available to 14 applicants invited to attend, so that they can prepare adequately. Joining instructions will be issued via email from GatenbySanderson and extra information about role and the assessment centre will be provided at an Open Day on the 20th January 2015, and summaries made available to those who cannot attend. Candidates’ performance at the assessment centre will be evaluated by trained assessors against the GDC’s competencies for this role. The best performing candidates who meet the standards required for the role will be selected for appointment. Upon completion of all of the assessment centres (through February and March), GatenbySanderson will notify candidates of the outcome. We regret that decisions cannot be provided until every candidate has been assessed, so some individuals may have to wait longer than others to hear the news. Successful candidates will be required immediately to provide details of two referees, from whom a written reference will be requested via email. Appointment to the Panel is subject to satisfactory references, as well as completion of the induction training. Feedback Feedback can be requested after completion of the online tests by emailing [email protected] After completion of the assessment centre, feedback will be provided, to those who request it, in the form of a written report. All successful candidates will receive feedback prior to their induction, to inform their personal development plans. Reasonable adjustments If candidates consider themselves to have a disability they are invited to notify GatenbySanderson so that any reasonable adjustments might be made at any point in the selection process. Contact GatenbySanderson on 0113 205 6090 or email [email protected] 15 How to apply All applications must be made via the dedicated recruitment site: www.gdcpanelappointments.com. Applications by email will not be accepted. If you are unfamiliar with online applications/transactions, then we recommend that you allow sufficient time to familiarise yourself with the site well before the deadline. Registering and Creating an Account Creating an account is an important means by which we manage your data securely and run an efficient process. Your account will be used throughout the process so setting it up early will save time later on. Your information is held within a secure account and ensures you will not have to email any personal data at any time. Choose a username and password and ensure that you remember it. Communication throughout the process will be via notifications in your account. You will be sent emails alerting you to new notifications but you will need to login to your account to access the message. Again, this is to protect your privacy. Stage 1 – If you intend to apply then first create an account on the above site by clicking on the red ‘Create my Account ‘button on the right. Once you have established an account, then you can log in at any time using the username and password you have created. Keep these safe as correspondence from us will be via email and you will need your account details to access messages securely. Go into the Job Details page found on the ‘Available Roles’ page and continue to full details when you have viewed the privacy policy. When you have satisfied yourself that you meet the role criteria, click on the red ‘Apply Now’ button. On the next screen, you will be asked a number of availability and eligibility criteria. Your details will be shown on screen to check they are correct and you will then be asked to complete an online equal opportunities form, which is important so that we can review our performance, but is used purely for statistical purposes. To complete Stage 1 of the application, simply click the red ‘Continue’ button and this will register your request to take part in the two online tests. A confirmation will be shown on screen and you should also receive a confirmation email to the email address you have provided within your account details. If this does not arrive (though please do check your Junk/Spam box), then contact GatenbySanderson on 0113 205 6090 or email [email protected]. Within one working day, you will receive an email from GatenbySanderson via the account you have set up, which will contain two unique links to take you directly to the websites where you can complete the tests. Please note that the tests are published by two different companies, therefore it is essential that you click on each of the links so that you complete both tests. All instructions for completing the tests are available via the links issued to you. You must read them carefully. However please bear the following important points in mind: 16 Both tests can only be taken once. You may complete the tests separately and at different times, but both tests must be completed in order for you to progress. The test of critical thinking is strictly timed. The timer starts once you agree to commence the test. You will start by completing example questions and then progress to the live questions. - Note that all of these questions (examples and live) are timed. You will need to work quickly and accurately. The working styles test is not timed. Please answer the questions honestly. . Ensure that you take the tests at a time when you will not be disturbed; time extensions and re-tests are not allowed. Make sure you have a strong internet connection The results of the two tests will be sent to GatenbySanderson by the test publishers. GatenbySanderson will use the results to identify which candidates will progress to the next stage, as explained in the ‘Appointments Process’ section. The two tests and stage 1 is now complete and you will not need to return to either of the online tests. Should you require any reasonable adjustments to be made to the process, it is important that you make this known to GatenbySanderson as soon as possible, and at least one week before you undertake any stage of the selection process. Please email [email protected] or call 0113 2056090 and we will arrange to speak to you about your needs. Candidates will be notified of the outcome of stage 1 via email. Candidates who are not selected for the assessment centre will be informed by email and will take no further part in the application process. Feedback is available and can be requested by emailing [email protected]. Participation in Stage 2 requires the completion of a personal statement and an online Equality & Diversity training module. The personal statement requires responses to a selection of competencybased questions. Your responses are for use at the assessment centre. A unique link contained within the email will take you through to a dedicated page on the recruitment site on which you can complete this form. You will need to log in to your account and then follow instructions to submit your personal statement. We recommend that you should already have completed this and saved it on your computer/device. Once uploaded, simply click submit and a confirmation message should appear on screen. Please note, you can only submit a personal statement once so ensure you have your completed and final document saved and ready to upload. A link to the online Equality and Diversity training module will also be provided via email. Candidates are required to complete and pass this module before they can attend the assessment centre. Equal Opportunities: The GDC is committed to promoting and developing equal opportunities in all our work. We want to make sure that all our products and services are accessible to everyone. Please contact GatenbySanderson on [email protected] or 0113 205 60790 if you require assistance with any aspect of the application process. Travel expenses: We will reimburse travel by the most economical cost, proportionate to the length of the journey for travel to the assessment centre. You must be prepared to justify your choice of travel arrangements if challenged. Note: expense claims must be submitted to GatenbySanderson within 6 weeks of date of the assessment. We endeavour to pay your claim within 30 days of receipt. Dealing with your concerns: If you have a complaint about the way that your application has been handled, please email Katrina Paget on [email protected]. If you are dissatisfied with the response given, then your 17 query can be escalated to Mark Turner, Joint Managing Partner. The complaints policy for these roles is available on the website www.gdcpanelappointments.com The Appointments Committee will be advised of any complaints made. 18 Use of your personal information Data Protection The GDC will treat any data it receives in accordance with the Data Protection Act 1998. All documentation relating to a recruitment exercise will be kept for a period of two years for audit purposes. The following information will be retained: Your initial contact details, including your name and address Any supporting documentation Monitoring Information The diversity monitoring form, which candidates are required to complete online, is not used in the selection process. It will be removed on receipt and is not seen by the panel assessing your application. We use this form to monitor and review the diversity of candidates we attract and those we appoint. Due care will be taken to ensure that individuals cannot be identified from anonymous reports on diversity, however, this may not always be possible if a small number of candidates apply. 19 Appendix 1 GDC CODE OF CONDUCT FOR MEMBERS & ASSOCIATES Who does this policy apply to? 1. The General Dental Council’s (GDC) Code of Conduct applies to Council Members (members); and associates (which includes any non-Council Members who are serving on Council Committees or Task and Finish Groups, members of the Statutory Committees, assessors and inspectors (visitors) and others to whom the Code of Conduct applies by agreement). Where the policy refers to members and associates, this should be read as all those referred to in this paragraph except where otherwise indicated. Why is this Code of Conduct needed? 2. As a regulator, the GDC establishes standards for the conduct, performance and ethics of the dental team. Members and associates must maintain similarly high standards. 3. Members and associates will treat others with respect and will comply with the seven principles of public life: selflessness, integrity, objectivity, accountability, openness, honesty and leadership 4. Members have a duty to act in good faith, a duty of care to the GDC, a duty of confidentiality and a duty to act within their powers. 5. Members and associates must follow this Code of Conduct and the GDC’s Managing Interests Policy. 6. It is the responsibility of each member/associate to ensure that they fully comply with their letter of appointment and attached terms and conditions, and with all aspects of the responsibilities and conduct specified in this policy, the policies listed in Annex 1.B and any other policies which the Council from time to time approves. General Confidentiality 7. In accordance with the principles of transparency and Standing Orders, where possible the work of the Council is carried out in public but some matters are private and kept confidential. 8. Members and associates are bound by a duty of confidentiality which is set out in their agreement with the GDC. This duty remains in force after their term comes to an end and/or their agreement has been terminated. 9. Members and associates must comply with their duties under the Freedom of Information (FoI) Act and Data Protection Act. Guidance on this is in the Governance Manual1. 10. Members and associates will regularly, in the course of their duties, be party to discussions or information of a confidential nature. The effective operation of the Council depends on these confidences being maintained during and after their association with the GDC. Any matters of a confidential nature must strictly remain so outside the confines of the meeting or hearing in which they arise, and members and associates 1 Available on the GDC website: http://www.gdcuk.org/Governanceandcorporate/Governancemanual/Documents/Governance%20Manual%20for%20STATUTO RY%20COMMITTEE%20MEMBERS-%20Approved%20by%20Council%2017%20May%202012.pdf 20 should avoid discussing these unless it is necessary for the business of the GDC that they should do so. Any such discussions should take place in a confidential setting. 11. Unless required by law to do so, members must not disclose confidential information to anyone who is not a member or a member of the Executive without the consent of the Chair of Council, or if there is a conflict, the Chair of the Audit Committee. The Chair or Chief Executive will take appropriate advice on any request for disclosure. 12. Unless required by law to do so, associates must not disclose confidential information to anyone outside the statutory committee/board on which they serve without the consent of the Chair of that statutory committee or board. The Chair will take appropriate advice on any request for disclosure. 13. Members and associates should abide by the duties set out in the information security guidance. Equality and Diversity 14. Members and associates will, in accordance with the GDC’s public sector equality duty, actively consider the needs of all individuals (especially in relation to the “protected characteristics” of age, disability, gender reassignment, race, sex, religion or belief, marriage and civil partnership, sexual orientation, pregnancy and maternity) in their day to day work including shaping policy, delivering services and in relation to their employees. Competence and decision-making Induction and development 15. Members and associates will meet the standards of education and training set by the GDC, including completing any reasonable training which the GDC requires. 16. Members and statutory committee members will be required to participate in regular appraisals which may identify further training opportunities. 17. It is the responsibility of Members to inform the Executive if they feel that they need further guidance or training to carry out their role. Attending meetings 18. It is expected that Council Members will attend all Council meetings, and all meetings of committees of which they are a member unless unable, with good reason, to do so. In addition Council Members may also be required to attend external meetings on Council’s behalf. Council Members who are unable, with good reason, to attend a meeting should inform the Secretariat as soon as possible in advance of the meeting. 19. Where a Council Member’s inability to attend a series of meetings is likely to affect the ability of the Council to perform its statutory functions that Member should work with the Chair to consider any action needed. The General Dental Council (Constitution) Order 2009 provides that the Privy Council may remove a Council member whose level of attendance at meetings falls below a minimum level of attendance acceptable to it, having regard, inter alia, to the Council’s own recommended minimum level. The Council generally requires a minimum of attendance at 65% of Council meetings (which for the purposes of this paragraph does not include Council Awaydays and additional meetings of Council members), though this figure may include, at the Chair’s 21 discretion, other meetings which the Council member is obliged to attend (e.g. committee meetings). 20. In accordance with the GDC (Constitution of Committees) Rules Order of Council 2009, the Appointments Committee may remove a Statutory Committee Member from office if it is satisfied the Member’s level of attendance at meetings falls below a minimum level of attendance acceptable to the Appointments Committee. 21. It is expected that associates will attend all their scheduled meetings, hearings and inspections. Associates who are unable, with good reason, to attend a meeting should inform their executive support team or Hearings co-ordinator as soon as possible in advance of the meeting. Preparation for meetings and provision of information 22. Members and associates must read their papers in preparation for meetings and hearings and are expected to take all reasonable steps to keep themselves up to date with the relevant Council, committee and other relevant business. Taking a decision 23. Section 1 of the Dentists Act 1984 as amended provides that when exercising their functions the Council shall: a. Have proper regard for the interests of persons using or needing the services of registered dentists or registered dental care professionals in the UK b. Have proper regard for any differing interests of different categories of registered dentists or dental care professionals c. Have a general concern to promote high standards of education at all its stages in all aspects of dentistry d. Have a general concern to promote high standards of professional conduct, performance and practice among persons registered under the Act. 24. Council Members are appointed to carry out the GDC’s statutory regulatory functions. They are not representatives and they must take decisions in accordance with paragraph 23 above. Associates must take into account the principles set out in paragraph 23 above when making their decisions. Collective responsibility 25. Once a quorate decision of the Council is taken, all Members are collectively responsible for it even if they have voted against it, abstained from voting or were absent when the decision was taken. All Members are bound by a decision of Council made in good faith (whether by a unanimous or majority vote) and may not obstruct the execution of that decision. All associates are bound by a decision made in good faith (whether by a unanimous or majority vote) of the body/committee of which they are a member and may not obstruct the execution of that decision. 22 Personal ethics Relationship with registrants 26. The actions of Members and associates can undermine public confidence in the regulation of dentists and DCPs and failure to act appropriately can lead to their suspension or removal. 27. In particular Members and associates must ensure that they do nothing to compromise themselves or the GDC by doing anything which could influence, or may be perceived as influencing the GDC's fitness to practice proceedings on behalf of an individual registrant. If any other matter is raised with a Council member by an individual registrant, Council members should bear in mind their obligations under this Code and the managing interests policy, and if necessary, should discuss the matter with the Chair of Council. Declaration of and managing interests: financial or professional interests, hospitality and gifts 28. Members and associates are required to complete a declaration of interests annually which the GDC is required to publish. Detailed guidance for managing conflicts of interest is set out in the Managing Interests Policy. 29. Members and associates must be familiar with, and adhere to the Managing Interests Policy, the Hospitality Policy and the Anti-Fraud and Anti-Bribery Policy and all other policies approved by Council which relate to them as varied from time to time. These policies are contained in the Governance Manual. The current policies are listed in Annex 1.B. 30. Members and associates must be aware that the GDC is funded by registrants’ fees, and they have a duty to use the GDC’s resources prudently. 31. Members and associates must not receive any financial or non-financial benefit relating to their position as a Member that is not explicitly authorised in their appointment letter (i.e. fees for attending meetings/training and incurred expenses). 32. If Members or associates are offered a payment for speaking as agreed on behalf of the GDC they should notify the Chair of Council. Members are entitled to receive the GDC fee OR the fee paid by the relevant organisation but will not be entitled to receive both sets of fees. In most cases the fee offered by the organisation should be paid to the GDC and the Member should then claim an attendance fee from the GDC. Dealings with others Dealing with stakeholders 33. Members must always be aware that any public statement made by the Member may be construed by the public as the opinion of the GDC. The GDC will provide a full briefing to a member/associate when they are authorised to speak on its behalf. 34. Council Members should not speak on behalf of Council without express authority from the Council to do so, and if asked to do so, members should offer no comment. Public statements on behalf of Council will only be made by the Chief Executive and the Chair of the Council or the relevant committee except where explicitly agreed otherwise by the Chair of Council or the Chief Executive as appropriate. 35. Council members should bear in mind paragraph 33 above and take care if expressing their personal views about the Council and its work. 23 36. Associates shall not, in any advertising or other promotional material, make any reference to their relationship with the Council nor use the name, logo or style of the Council on any publication or document except with the prior written consent of the Council. Interaction with staff and colleagues 37. Members must treat their colleagues, staff and others they come into contact with in the course of their work with the GDC with dignity and respect and in accordance with the principles set out in this Code of Conduct. Raising concerns 38. There may be occasions where the Council collectively or an individual Council member may want to comment negatively on the conduct of a member of staff; these comments should be referred to the Chief Executive, in confidence. 39. Associates should refer any comment on staff to the staff member’s Head of Department or, in exceptional circumstances, to the Chief Executive. 40. If a member or associate has an issue with the Chief Executive, and it is not possible to resolve the issue directly with the Chief Executive, it should be raised with the Chair of the Council. 41. Members and associates are not bound by the provisions of the Public Interest Disclosure Act 1998 as they are not employees of the GDC. However, guidance in the form of a whistle-blowing policy has been developed for members and associates which adopts the principles of the Act. 42. Where a member/associate has significant concerns about the GDC, they should raise their concerns through the routes outlined in the whistle-blowing policy. Process where there is a breach of Code of Conduct Process for Council Members 43. All members and associates may confidentially raise concerns regarding potential breaches of this policy by Council Members with the Chair of the Council or the Chair of the Audit Committee. 44. Where a potential breach of this Code by a Council member is notified to the Chair, and the Chair is of the view that the potential breach is either not suitable for informal resolution or cannot be resolved quickly, the Chair will act in accordance with the Procedure for dealing with complaints against Council Members, which is to be found within the Governance Manual. 45. 45. The General Dental Council (Constitution) Order 2009 and the standing orders of the Council set out provisions for the provisional suspension of and removal of Members from office. Process for Statutory Committee Members 46. All members and associates may confidentially raise concerns regarding potential breaches of this policy by Statutory Committee Members with the Chair or Secretary of the Appointments Committee. 47. All complaints from staff regarding Statutory Committee Members should be directed to the Secretary of the Appointments Committee who will notify the Chair of the Appointments Committee under the appropriate procedure. 24 48. Should a breach of the Code of Conduct be identified for Statutory Committee Members, this will be dealt with under the appropriate procedure. The General Dental Council (Constitution of Committees) Order 2009 sets out provisions for the provisional suspension and removal of statutory members from office by the Appointments Committee. Process for other non-Council members 49. All other associates may confidentially raise concerns regarding potential breaches of this policy by Council Members with the Chair of Council. 50. All complaints from staff regarding Council Members should be directed to the Chief Executive who will address them appropriately. Approved by the Council of the GDC on 30 September 2010 Reviewed and amended by Council on 17 May 2012 25 Annex 1.A: Standards expected of public office (The Nolan Principles) Accountability Holders of public offices are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office. Objectivity In carrying out public business, including making public appointments, awarding contracts or recommending individuals for rewards and benefits, holders of public office should make choices on merit. Openness Holders of public office should be as open as possible about all the decisions and actions they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands. Selflessness Holders of public office should take decisions solely in terms of the public interest. They should not do so in order to gain financial or other material benefits for themselves, their family or friends (i.e. connected parties). Integrity Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might influence them in the performance of their official duties. Honesty Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interests. Leadership Holders of public office should promote and support these principles by leadership and example. 26 Annex 1.B: Associated policies and guidance 27 GDC policy on Disclosure of Information Information Security Guidance Equality & Diversity Attendance at meetings Managing interests Hospitality policy Anti-fraud and Anti Bribery policy Expenses policy Staff/member protocol Whistleblowing Procedure for dealing with complaints against Council members Procedure for dealing with complaints against Associates Disciplinary Procedure for Statutory Committee members Capability Procedure for Statutory Committee members Appendix 2 MANAGING INTERESTS POLICY FOR MEMBERS AND ASSOCIATES Who this policy applies to 1. This policy applies to Council Members (members); and associates (which includes any non-Council Members who are serving on Council Committees or Task and Finish Groups, members of the Statutory Committees, assessors and inspectors (visitors) and others to whom the Code of Conduct applies by agreement). Where the policy refers to members and associates, this should be read as all those referred to in this paragraph except where otherwise indicated. 2. This policy does not apply to members of staff. The GDC Executive will put in place a similar policy to apply to senior members of GDC staff. Why this policy is needed 3. The aim of the Managing Interests Policy and the Register of Interests is to support transparency and probity, to maintain confidence in the regulatory process and to protect both the GDC and the Members from any appearance of impropriety. The policy aims to ensure that interests are managed consistently, resulting in Members being comfortable that: a. Their actions will not bring the GDC into disrepute; b. They have acted impartially and in accordance with principles enshrined in the Managing Interests Policy; c. They have not compromised their responsibility to act in the public interest. 4. Members, associates and staff are expected to act and be seen to act impartially and objectively in carrying out the GDC’s business, and to take steps to avoid any conflict of interest or perception of conflict of interest arising as a result of their membership of, or relationship with, other organisations or individuals. If conflicts are not managed there is a risk that this could inhibit free discussion, result in decisions or actions that are not, or are perceived not to be, in the interests of the GDC, and give the impression that the GDC has not acted properly. This could make decisions challengeable. 5. Members/associates must declare any professional, personal or business activities or involvement that would constitute an interest under this policy using the form at Annex 2.A. In accordance with the requirement in the Dentists Act that member/associates’ interests should be registered and made publically available, the Register of Interests is published on the GDC website. What is an interest? 6. A member/associate should not be involved in decisions which directly affect them or those connected to them, or which benefit or may appear to benefit them or those connected to them. This is because any effect or benefit could be felt to have an influence (positive or negative) on the decision. 7. Indirect Interests: A Member/associate may participate in discussions and decisions from which they may indirectly benefit, such as where the benefits are universal to all relevant groups, or where their benefit is minimal. 28 8. Prejudicial interests: A Member/associate has a prejudicial interest (perceived or apparent) in a matter if a member of the public, with knowledge of the relevant facts, would reasonably regard the interest or connection as being sufficiently significant that it would be likely to prejudice the Member/associate’s judgement. 9. Irreconcilable interests: these are interests which cannot be managed and may for example relate to positions in other organisations. For example it would be incompatible for a Council member to be a Council member of a representative body such as the BDA 10. A conflict of interest could arise in a meeting (e.g. discussion of a contract where you have a financial interest). 11. The perception of a conflict should be viewed from the perspective of a member of the public and whether, given the available information, they might interpret the actions of the GDC or action of the Member/associate as serving their own purposes or those of a person or organisation connected to them and not serving the interest of the GDC, the public and patients. Annex 2.B sets out practical examples of what constitutes a conflict of interest. 12. The Rules relating to the declaration of interests are set out as follows: a. in respect of Council meetings Standing Order 7 of the General Dental Council Standing Orders for the Conduct of Business 2011 b. in respect of Non-Statutory Committees Standing Order 6 of the General Dental Council Standing Orders for the Non-Statutory Committees of the Council 2011 13. Paragraphs 14 to 21 below set out guidance regarding the application of the requirements relating to declaration of interests. 14. All Members/associates must: a. maintain an up to date declaration in the Register of Members’ Interests, pursuant to paragraphs 20 and 21 below; b. declare at the beginning of any meeting/hearing if they believe they have a conflict of interest in any item. If a Member/associate does not do so but it becomes clear during the meeting that there is or may be a conflict, the member/associate should declare this as soon as possible; c. declare their interest ahead of the relevant item on the agenda, even if they have declared it at the beginning of the meeting. 15. In addition, Statutory Committee Members/associates must declare any personal connection to cases, which are not already set out in the Register, to the secretary in advance of each meeting. 16. Should a member/associate realise or believe that another Member/associate has an indirect or prejudicial interest that, for whatever reason, has not been declared in an item for discussion, they have a duty to draw it to attention of the Chair of the Committee. 17. If a member/associate has a prejudicial interest the Chair of the body on which they sit will decide whether the member/associate may in the particular circumstances, be present and whether they may speak to the item, but the member/associate may not vote. In the case of statutory committees, member/associate(s) concerned will not be present for the discussions of the relevant case. 29 18. If a member/associate has an irreconcilable interest and does not recognise this, the Chair (of Council for Council members, of the Appointments Committee for statutory committee members) or the Chief Executive will advise and determine irreconcilable interests. In situations where a member/associate is unsure of the effect of an interest or has a prejudicial interest which they believe to be significant, the Member/associate should consult with the Chair (of Council for Councilmembers, of the Appointments Committee for statutory committee members) or the Chief Executive to ensure that appropriate action is taken. 19. The Chair of Council/the Appointments Committee/Chief Executive’s decision shall be final on all matters relating to managing interests. How to manage your interests 20. Members/associates must review and, if necessary update the register at least every 6 months. Any new financial or professional interests must be updated on the register within 15 working days. 21. The register will set out details of members’/associates’ professional, personal or business interests. The register will also include reference to gifts, hospitality or other benefits and political activities and associations with professional organisations in accordance with the GDC’s hospitality policy. Who can see the register of interests? 22. The Register is publically available on the GDC website. Monitoring conflicts of interest 23. The Chair of the Council shall regularly review the interests of Council Members/associates to ensure that all interests are managed appropriately. The appropriate directorate of the Executive will regularly review the interests of others to whom the obligation applies and escalate issues as necessary. Approved by the Council of the GDC on 30 September 2010 Reviewed and amended by Council on 17 May 2012 30 Annex 2.A Practical Guidance for Statutory Committee Members’ Management of interests Current practice for managing Members’ interests: Members who have prior knowledge of the case or a connection to any person involved in a case should not serve on that case as it will jeopardise the independence of the decision. The IC/FtP agenda is sent out in advance to Members and they must declare in advance to the secretary if they have an interest/know an involved party/aware of the case. The names of the IC panel are sent to the defendant and complainant and they have the opportunity to request alternative IC panel Members if they are aware of a conflict. The Appointments Committee will review potential members’ conflicts of interest during the appointment process. Appointment letters will contain advice on how conflicts should be managed prior to appointment. Issues Perceived Conflict How Managed? A person cannot be a member of the Investigating Committee and a statutory committee OR of the Investigating Committee/statutory committee and the Council of the GDC. There should be a separation of investigating and adjudication functions; and this should be separate from the Council. Irreconcilable conflict: Members cannot serve concurrently on statutory committees and the Investigating Committee (Constitution Order 2009). Members of the Council should not sit as Members of the IC or Practice Committees. Members may apply for other positions but would not be appointed unless they agreed to step down from the conflicting post. Dental Complaints Service Volunteer/Panellist GDC Working Group Member or QA 31 Members may see complaints/FtP issues in more than one place and therefore an independent view of the case will be compromised None Irreconcilable conflict: In line with the principles set out in the Constitution Order, members cannot serve concurrently on a DCS Panel and the IC/FtP. Members may apply for other positions but would not be appointed unless they agreed to step down from the conflicting post. No conflict: Issues Perceived Conflict Assessor or Inspector How Managed? Membership of a working group or inspection/assessment panels should not raise a perceived conflict. Anyone acting as expert witnesses for the GDC The Member’s independence would be viewed as impaired Irreconcilable conflict: Legal Practice No issue unless they relate to dental practice Prejudicial interest: Members may see complaints/FtP issues in more than one place and therefore an independent view of the case will be compromised Prejudicial interest: Dental Defence Organisations e.g. Dental Protection Ltd, Medical Defence Union, Medical and Dental Union of Scotland Members may be perceived as not being impartial (ie being prejudiced in favour of the registrant National Clinical Assessment Service (NCAS) OR the Dental Reference Service OR the Business Services Authority Members may see complaints/FtP issues in more than one place and therefore an independent view of the case will be compromised The Member would not be able to hold both positions at the same time. Members should not sit on Panels or cases which deal directly with cases that they have previously been involved with. Members should not sit on panels which deal directly with cases they have already seen. Irreconcilable conflict: If a senior office or a post dealing directly with ftp cases is held this may pose an irreconcilable conflict. Members will be asked to address this conflict with the Chair of Appointments Committee and where appropriate may have to step down from one of the positions. Irreconcilable conflict: If an assessment role, this would pose an irreconcilable conflict as they would have been likely to have been involved in a case before it reaches the IC. Members will be asked to address this conflict with the Chair of Appointments Committee and where appropriate may have to step down from one of the positions. Appendix 3 The Development Review Process for Fitness to Practise Panel Members The Principles of the Development Review Process The General Dental Council and the Appointments Committee are committed to maintaining the highest levels of performance through continuous improvement and will provide support for Fitness to Practise Panel members to review their performance and meet their development needs. The process is intended to be open and transparent with feedback being shared face to face, on the telephone or, if that is not possible, in writing with the member. It is also in line with CHRE best practice. GDC expectations The GDC expects each Fitness to Practise Panel member to: demonstrate his/her commitment to identifying and meeting his/her own development needs regularly reflect on and assess his/her own performance and, at least twice a year, seek feedback from his/her peers once a year, review his/her performance, evaluate the effectiveness of the training and development received and identify ongoing development needs discuss the outcome of his/her annual review with a designated individual, at agreed intervals, who will agree a record of that discussion maintain his/her own personal development records provide reflective and constructive feedback to peers when requested The GDC will: provide a single competency framework for Fitness to Practise Panel members and chairs (Annex A) provide relevant, tailored and cost effective learning and development through a range of media develop and maintain a simple, proportionate system to support the development review process and the retention of documents provide training on giving and receiving constructive feedback to all Fitness to Practise Panel members feed identified personal development needs into the annual learning and development plan The Appointments Committee will: regularly review the effectiveness of the Development Review Process and revise it as appropriate 33 Guidance for Fitness to Practise Panel Members Name of Key Element Purpose Frequency Process Team Review To reflect on the development of the team (i.e. your Hearings panel) To be completed as a group after each Committee meeting or Hearing The Chair should complete the form and forward it to the Hearings team To be completed twice per year The Hearings team will allocate two peers for you to review in the year To identify any team or individual development needs and identify lessons learned that could be shared with the wider group Peer Review To provide feedback to your colleagues based on observed behaviours and performance during the Hearing and in camera discussion Retain a copy of any relevant issues in your personal development folder The completed form should be signed by the Reviewer and the Reviewee and returned to the Hearings team To identify areas of strength and development needs and to provide examples as necessary The Reviewee should also retain a copy for their personal development record Self Review To assess your personal development based on self reflection and peer feedback To evaluate any learning and development you have undertaken To be completed at least once per year, ideally mid-year To identify any areas of strength and development needs Consolidated Review Form To assess your annual development, based on self reflection, peer feedback, team feedback and an evaluation of any learning and development Using all sources of feedback and reflection complete the form Retain a copy for your personal development record Submit a copy to Hearings team. To be completed once per year with a development review Using all sources of feedback and reflection complete the form. If you are having a development review discussion 34 undertaken These forms will also be referred to when you seek re-appointment for a second term of office or promotion to a Chair position discussion at the end of year 1, 2, 4, 6 and 9 this will be set up for you by the Hearings team. Retain a copy for your personal development record Submit a copy to Hearings team 35 Records You will be provided with an A4 Personal Development Folder to keep your development records in or you may prefer to keep these electronically. Buddy for new Fitness to Practise Panel members As part of the Development Review Process all new Fitness to Practise Panel members will be assigned a buddy who is a more experienced member. They will attend the first two Hearings with the new member and are expected to provide informal feedback, in whatever form is convenient for both parties, on the new member’s performance. Any feedback received should be retained their personal development record only and is not intended to sent to Hearings team. 36 Annex A A single competency framework for Fitness to Practise Panel members and chairs Purpose The competency framework sets out the behaviours and skills which contribute to individual member effectiveness and the success of the GDC’s adjudication function overall. The competency framework supports the goals, values and plans of the GDC. The competency framework forms the recruitment, selection, review, development and performance management basis of recruitment, selection, review, development and performance management for each of these roles. Competency Framework The Framework has five key competencies which underpin the effective performance of all of these roles. These are: Working within a legislative framework Analytical and decision-making skills Collaborative and professional communication skills Integrity and Respect Team work Each of these competencies contains more detailed descriptions of the behaviours and skills which are required. In addition there are some competencies which apply specifically to Chairs and will be used for their recruitment, selection, review, development and performance management. These are included under the appropriate Framework but are for Chairs only. The Competency Framework for Fitness to Practise Panel members with Chair competencies included (Chair competencies are underlined) Working within a legislative framework The ability to work within a framework of rules and to understand complex legal and procedural issues Respect for the confidential and sensitive nature of information received as either information or evidence Ensuring the proper and efficient conduct of the Committee/hearing by ensuring that all members remain focussed on the key issues 37 Analytical and decision-making skills The skills and ability to assimilate written information or evidence and oral evidence in a fair and balanced way and arrive at objective and reasoned decisions. The ability to analyse large-volume and complex sets of information quickly Balancing the need for proper consideration of the issues with the expeditious conduct of the Committee/hearing to reach clear and justified decisions Collaborative and professional communication skills The ability to generate the trust and confidence of all parties The ability to communicate clearly orally and in writing Integrity and Respect The ability to behave in a fair, balanced and non-discriminatory fashion Facilitating the participation of all members and welcoming challenge Team work The ability to listen attentively to others and have regard for the views of others. The ability to behave corporately when a decision has been made Supporting members and observing and feeding back on performance to improve effectiveness The ability to maintain firm and effective control of the team and to manage any unexpected issues 38 Appendix 4 Extract from the General Dental Council (Constitution of Committees) Rules Order of Council 2009 Disqualification from appointment as a member 6. A person is disqualified from appointment as a member if that person(a) has at any time been convicted of an offence involving dishonesty or deception in the United Kingdom and the conviction is not a spent conviction; (b) has at any time been convicted of an offence in the United Kingdon, and(i) the final outcome of the proceedings was a sentence of imprisonment or detention, and (ii) the conviction is not a spent conviction; (c) has at any time been removed(i) from the office of charity trustee or trustee for a charity by an order made by the Charity Commissioners, the Charity Commission, the Charity Commission for Northern Ireland or the High Court on the grounds of any misconduct or mismanagement in the administration of the charity(aa) for which the person was responsible or to which the person was privy, or (bb) which the person by their conduct contributed to or facilitated, or (ii) under(aa) section 7 of the Law Reform (Miscellaneous Provisions) (Scotland) Act 1990(6) (powers of Court of Session to deal with management of charities), Or (bb) section 34(5)(e) of the Charities and Trustee Investment (Scotland) Act 2005(7) (powers of the Court of Session), from being concerned with the management or control of any body; (d) has at any time been removed from office as the chair, or as a member, convenor or director, of any public body on the grounds, in terms, that it was not in the interests of, or conducive to the good management of, that body that the person should continue to hold that office; (e) at any time has been adjudged bankrupt or sequestration of the person’s estate has been awarded, and(i) the person has not been discharged, or (ii) the person is the subject of a bankruptcy restrictions order or an interim bankruptcy restrictions order under Schedule 4A to the Insolvency Act 1986(8) or Schedule 2A of the Insolvency (Northern Ireland) Order 1989(9) (which relate to bankruptcy restrictions orders and undertakings); (f) has at any time made a composition or arrangement with, or granted a trust deed for, the person’s creditors and the person has not been discharged in respect of it. (g) is subject to(i) a disqualification order or disqualification undertaking under the Company Directors Disqualification Act 1986(10), (ii) a disqualifcation order under Part 2 of the Companies (Northern Ireland) Order 1989(11) (company directors disqualification) (iii) a disqualification order or disqualification undertaking under the Company Directors Disqualification (Northern Ireland) Order 2002(12), or (iv) an order made under section 429(2) of the Insolvency Act 1986(13) (disabilities on revocation of a county court administration order); (h) has been included by(i) the Independent Barring Board in a barred list (within the meaning of the Safeguarding Vulnerable Groups Act 2006(14) or the Safeguarding Vulnerable Groups (Northern Ireland) Order 2007(15)), or (ii) the Scottish Ministers in the children’s list or the adults’ list (within the meaning of the Protection of Vulnerable Groups (Scotland) Act 2007(16)); (i) has at any time been subject to any investigation or proceedings concerning the person’s fitness to practise by any licensing body, the final outcome of which was(i) the person’s suspension from a register held by the licensing body, and that suspension has not been terminated, (ii) the erasure of the person’s name from a register held by the licensing body or a decision that had the effect of preventing the person from practising the profession licensed or regulated by the licensing body, or (iii) a decision that had the effect of only allowing the person to practise that profession subject to conditions, and those conditions have not been lifted; (j) has at any time been subject to any investigation or proceedings concerning the person’s fitness to practise by the Council, in the course of which or where the final outcome was that(i) the person’s registration in the register was suspended (including by an interim suspension order or an order for immediate suspension) and that suspension has not been terminated, (ii) the person’s name was erased from the register (for a reason connected to the person’s fitness to practise), or (iii) the person’s registration in the register was made conditional upon their compliance with any requirement (including) by an order for interim conditional registration or an order for immediate conductional registration) and that requirement has not been lifted; (k) has at any time been subject to any investigation or proceedings relating to an allegation that the person’s entry in the register was fraudulently procured, the final outcome of which was the erasure of the person’s name from the register; (l) is or has been subject to any investigation or proceedings concerning the person’s fitness to practise by(i) any licensing body; or (ii) the Council, and the Appointments Committee is satisfied that the person’s membership of the Committee would be liable to undermine public confidence in the regulation of registered dentists and dental care professionals; or (m) has at any time been convicted of an offence elsewhere than in the United Kingdom and the Appointments Committee is satisfied that the person’s membership of the Committee would be liable to undermine public confidence in the regulation of registered dentists and dental care professionals. 40
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