Primary issues - centralised training programme by HEE for anaesthetics, limited number of training posts compared to applicants. Local anaesthetic training programme being set up via the CESR pathway to help train more anaesthetists. Funded locally by 2 separate NHS trusts

Secondary issues - largest elective waiting list ever in NHS needs more staff trained in surgical specialties. Multiple recruitment rounds for trusts locally to fill non training posts. Wasted time for trainees and HR spent on induction and mandatory statutory training when having to rotate so regularly.

Two Healthcare trusts have collaborated to provide a local training pathway. Previous issues with CESR applications have been the difficult in collecting and providing retrospective evidence of training. By designing a training programme which follows the structure of the GMC guidance for CESR anaesthetic pathway, song with the RCoA curriculum - the typical issues with CESR applications can be avoided by collecting evidence prospectively. The relevant organisations and individuals collaborated through networking and planning towards a shared goal of providing a training programme for future anaesthetists.

This programme provides an opportunity for future leadership development. Leadership is compulsory in traditional training programmes but not necessarily formally taught. By building an autonomous curriculum to match the GMC guidance, leadership and understanding of NHS management will be introduced from the beginning of the programme, and active leadership positions within the trust will be encouraged.

The programme will run over four years across five hospital sites. The time spent at each site will be based upon the trainee’s preferences, training needs and service provision. Across all sites there will be a collaborative approach to quality improvement and audits, to maximise output which both the individuals and organisations will benefit