CCT and CESR: Where are they now? Follow up survey

The Workforce team conducts a survey of new CCT (Certification of Completion of Training) and CESR (Certificate of Eligiblity for Specialist Registration) holders in paediatrics, approximately one year from their certification date. Below, read our key findings from the 2016 cohort study, and download the full reports from the 2010 cohort to the 2016 cohort at the end of the page.
Last modified
22 August 2019

What happens to new CCT (Certificate of Completion of Training) and CESR (Certificate of Eligibility for the Specialist Register) holders after they receive their certificate? The College regularly monitors the career outcomes for paediatricians shortly after their recommendation for CCT or CESR.

Why are we doing this work?

This annual survey helps us to:

  • understand rates of full-time and less than full-time working among new CCT/CESR holders understand attrition rates from paediatrics and from the UK post-CCT/CESR
  • understand the current grade, post and location of new CCT/CESR holders
  • understand the working patterns and pressures facing new consultants, and
  • ensure that the RCPCH is providing the right support to members in the early stages of their consultant career.

The following is taken from our report from the CCT and CESR: Class of 2016. You can download the full reports from 2010 to 2016 below.

Cohort demographics

  • The 2016 cohort of CCT and CESR award holders is comprised of 72.3% female doctors (217/300) and 27.7% male doctors (83/300). 
  • The highest proportion of the total cohort, 46.0%, gained their primary medical qualification from a non-UK, non-EEA country (138/300). 
  • 44.3% of total cohort gained their PMQ from the UK (133/300) and a further 3.7% gained their PMQ in an EEA country (11/300).
  • Of the respondents, 70.2% (132/188) are female and 29.8% (56/188) are male.
  • Of the total cohort, 65% (195/300) are registered with the GMC for general paediatrics, 10.3% (31/300) for neonatal medicine and 7.3% (22/300) for community child health. 
  • Of the respondents, 64.9% (120/185) are registered for general paediatrics, 9.2% (17/185) for neonatal medicine and 8.6% (16/185) for community child health.

Current post and location

  • Of those responding, 5.3% (10/188) have moved overseas since certification. In previous CCT and CESR follow up surveys the proportion of those moving overseas has ranged between 5.2% and 11.3%. 
  • Of those working in the UK, 94.4% (167/177) are in a consultant post. 80.0% (8/10) of those working overseas are in a consultant post.
  • 10 respondents had moved overseas since certification. 2 moved to Qatar and 1 person has moved to each of the following countries: Australia, Canada, Jersey, Kenya, Pakistan, Saudi Arabia, South Africa and Spain.
  • The most commonly cited reason for leaving the UK is for a “better quality of life” (6/10; 60%). The most commonly cited factor in the CCT 2015 cohort survey was “Due to negative push factors” (88.9%), whereas this cohort did not cite that reason as often (30%).
  • The NHS employs 92.0% (172/187) of respondents. 
  • 27.7% (48/173) are working in a different UK region to where they trained; 31.1% (14/45) of male respondents and 26.6% (34/128) of female respondents. 
  • 89.2% (148/166) of respondents are working in the same specialty/subspecialty as their specialist registration, 10.8% (18/166) are not. 
  • Of the CCT 2016 respondents, have current posts in general paediatrics (105/187), 34.2% in specialist paediatrics (64/187) and 9.6% (18/187) in community child health. Whereas according to the census 2015 data on the whole of the UK’s consultant workforce, 42.5% are working in general paediatrics; 37.4% are in specialist paediatrics and 18.5% are in community child health.

Contract type and working patterns

  • 83.9% of consultants are in substantive posts (146/174). 12.6% of consultants are in a locum post and 3.4% are in a fixed term post. Overall, 80% of respondents are in a substantive post.
  • 29.8% (39/131) of female respondents and 9.3% (5/54) of male respondents are working less than full time, which gives an overall proportion of 23.8% (44/185) working less than full time. 
  • This is a similar overall level to the 2015 cohort respondents, where 23.2% were working less than full time, but the gender breakdown is different. In the 2015 survey 36.5% of females worked LTFT and only 1.8% of male respondents. In the 2014 cohort survey, 17.8% (32/180) of all respondents were working less than full time.
  • Full time respondents work an average of 10.26 PAs in total, of which 1.72 are SPAs. Less than full time respondents work a mean of 7.14 PAs in total, of which 1.41 are SPAs. 
  • Considering all respondents, the mean total PAs is 9.54 and the mean SPAs is 1.65. In the 2015 cohort survey the mean total PAs across all respondents was 9.72 and mean SPAs was 1.70. In 2014, the mean total PAs across all respondents was 9.68 and mean SPAs was 1.85.

Resident shift working

  • Respondents were contracted for an average of 1.80 PAs for undertaking resident shifts (N =153; SD = 2.32).

Educational supervision

  • 73.2% of all respondents (115/157) and 76.2% of consultant respondents (112/147) undertake educational supervision of trainees and/or foundation year doctors.
  • The majority (73/151, 48.3%) had received training in educational supervision via the RCPCH. 30.5% (46/151) had received training through their employer. 
  • This is a change from the 2015 cohort respondents, where the majority received training through their employer (51.5%), followed by training from the RCPCH (46.3%). 
  • In 2014, 11.9% (13/109) stated they had received deanery training, of the 2015 cohort, only 3.0% (3/99) had, and in the 2016 cohort 2.6% (3/114) reported deanery training.

Transition to consultant role

  • 20.4% (29/142) of respondents made use of their grace period. The most common reason for making use of the grace period was “waiting for an appropriate job” (10/29, 34.5%).
  • When asked how they found the transition from senior trainee, SAS doctor, or another non-consultant post to consultant, 26.8% (40/149) found it very easy or quite easy and 30.2% (45/149) found it either quite difficult or very difficult.
  • On average, female respondents made slightly fewer job applications (1.16) than male respondents (1.33).

College support and career development

  • Respondents were asked what support they would like from the College for transition to a consultant role. The most common response was leadership and management skills development (84/150, 56.0%). 
  • Respondents were asked what Continuing Professional Development (CPD) courses they would like the College to offer. The most frequent suggestions were leadership and management (13), help with writing business cases, (4), job planning (3), educational and clinical supervision (2) and general paediatrics clinical courses (3).