Introduction
- 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 Academic Clinical Fellowships (ACFs) in dentistry starting on or after 01 April 2023.
- The ACF represents the first substantive phase of integrated clinical and academic training for dental graduates whom have completed foundation training.
- The ACF is a 3 year fellowship comprising 75% clinical training and 25% research training, with a flexible entry level tailored to the individual career stage of the applicant.
- The ACF phase of integrated academic training is aimed at:
- Dentists entering a General Dental Council (GDC) recognised specialty training programme at ST1;
- Dentists entering dental core training (DCT); and
- General Dental Practitioners (GDPs) who wish to develop an academic career.
- The primary purpose of the ACF is to provide a clinical and academic training environment for a dentist to prepare an application for a Training Fellowship leading to a PhD (or equivalent) or, in cases where the applicant has already undertaken a relevant PhD, a postdoctoral fellowship.
- Applications for a dental ACF in England will follow the same process for entry into normal specialty or dental core training programmes. This document sets out the broad framework regarding the eligibility for ACFs; however, IAT partnerships will identify at which level(s) each ACF is offered.
- The principles set out in the Dental Gold Guide and Dental Silver Guide will still apply.
Part Funded NIHR GDP ACFs
For the 2021 allocation NIHR has introduced a “part-funded post” model for General Dental Practitioners working in general practice. This option is available for the 2023 allocation. NIHR does not fully fund these posts; funding is provided pro-rata for the academic component of the post only (25%). The salary costs associated with the provision of clinical dentistry (75%) are to be drawn from the host practice.
Recruitment and the Award of a NTN
Recruitment to ACF posts is managed by the relevant HEE Local Office in the IAT Partnerships.
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 Dental Deans, the HEE Local Office must lead the appointment process.
NIHR ACF 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 ACF. 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.
Applicants must meet the requirements of the clinical person specification for entry into either the specialty training or DCT programme, in addition to meeting the requirements of the academic appointment. Panels must ensure that both clinical and academic standards for appointments are met.
In the case of ACFs appointed at DCT level the award of a NTN will not apply.
In the case of GDP ACFs, there is no recognised specialty training programme, therefore the award of a NTN will not apply.
2023 NIHR Dental ACF Recruitment Timetable
2023 Dental ACF Round 1 Timetable
For recruitment to ACF posts with clinical benchmarking at national recruitment.
- Application windows open between 03/10/2022 and 25/10/2022
- Application windows close between 31/10/2022 and 22/11/2022
- Interview window 02/11/2022 and 13/01/2023
- Initial offers released from 18/01/2023
- Hold deadline 25/01/2023
2023 Dental ACF Re-advert Timetable
For recruitment without clinical benchmarking at national recruitment.
- Application window 26/01/2023 to 31/03/2024*
* Successful 2023 NIHR ACF applicants must be in post by 31/03/2024
National Recruitment to Specialty Training
For recruitment to ACFs in GDC specialties using national recruitment to specialty training, applicants deemed appointable at the ACF interviews 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 ACF. Clinical benchmarking is described in more detail below.
ACF applicants will be ranked on their performance at the ACF interview, not the national Clinical interview.
For recruitment to GDC specialties where national recruitment is not available, and for GDP ACF recruitment, recruiters should conduct the interviews ensuring that clinical suitability is adequately assessed.
ACFs appointed at DCT level will need to be assessed/interviewed through the national process for recruitment to Dental Core Training programmes.
Advertisement
The launch of the 2023 dental ACF recruitment round will be advertised nationally by the NIHR Academy. Details of the available posts will be available on the NIHR IAT webpage. Potential applicants will be asked to make contact locally via an identified IAT partnership contact. The NIHR Academy will direct ACF applicants to the relevant HEE Local Office websites and Oriel.
The recommended minimum content for the advert can be found in Appendix 9. Partnerships may advertise NIHR ACF posts in up to three GDC specialties (or General Dental Practice or DCT).
Posts should be advertised specifying: the GDC specialty/specialties if including specialist training; or that the ACF is linked to a DCT post or GDP post regardless of the level of entry.
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 ACF is being offered.
The national launch of Round 1 dental academic recruitment is 3 October 2023. The 2023 ACF posts may not be advertised and closed before this date. IAT partnerships unable to advertise in Round 1 may advertise the ACF posts at any time, without candidate access to clinical benchmarking, according to the ACF Re-advert timetable.
All ACF posts must be advertised and open for applications for at least 4 weeks. All posts must be advertised nationally; local advertisements are also permitted.
In cases where the IAT partnership is undertaking ACF recruitment to GDC specialties, or at DCT grade, outside of the standard national recruitment timetable, advertisements should clearly state that all applicants will have to already have undertaken clinical benchmarking (or have a NTN) to be eligible to apply for the ACF. For any clarification regarding clinical benchmarking requirements for appointment to ACF posts, queries should be directed to the Academic Postgraduate Dental Dean.
Organisational partnerships must inform the NIHR 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.
Successful applicants must take up the post before 31 March 2024, 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 31 March 2024 deadline. Posts that remain unfilled ahead of 31 March 2024 will be withdrawn. It is anticipated that ACFs entering a GDC-recognised specialty training programme should commence in post on the common start date of September/October.
Eligibility
NIHR ACF 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.
NIHR dental ACFs are available to dentally-qualified applicants. Other dental healthcare professions, for example dental therapy, should reference the HEE/NIHR Integrated Clinical Academic (ICA) Programme.
Applicants for a NIHR ACF can be at dental core training level, those entering specialty training, or those already undertaking specialty training. Applicants (including GDPs) will have completed their dental foundation training (or equivalent) as appropriate.
NIHR dental ACF posts are open to:
- Dentists who meet the criteria for entry into DCT programmes;
- Dentists with specialist/ty experience who meet the entry criteria for entry into specialty training;
- Specialist Registrars (SpR) or Specialty Registrars (StR) (those currently holding a NTN);
- GDPs.
ACF applicants would not normally be expected to hold a PhD or other higher degree, but applicants may include:
- BDS/PhD graduates and those with a relevant intercalated PhD obtained during dental undergraduate training (to enable postdoctoral research applications)
- Dentists who have previously undertaken a relevant PhD may apply to continue postdoctoral research as long as they possess the other entry requirements for the post. They will need to show that they have a commitment to academic dentistry
- Dental graduates who obtained PhDs prior to dental undergraduate training – their PhD may or may not be considered relevant by the appointment committee
- Dental graduates who have previously undertaken a specialty taught or research masters.
Applicants who have already gained a Certificate of Completion of Specialist Training (CCST) cannot be appointed to NIHR dental ACFs.
Run-through
Specialty-specific NIHR ACFs are considered as run-through posts for the duration of the ACF and beyond. Clinical progression is based on the achievement of competencies and satisfactory completion of an annual Review of Competence Progression (RCP). Specialty NIHR ACFs are considered to have entered into a programme that will take them through to gaining a CCST.
Additional Information for NIHR GDP ACFs and Part-Funded GDP ACFs
NIHR GDP ACFs are not appointed to a specialty training programme. Their academic training (25%) will thus be combined with clinical service (75%), as a salaried or self-employed GDP or Community Dentist.
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.
NIHR funds “classic” GDP ACF posts at 100%.
The maximum amount of funding available for the “classic” GDP ACF 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.
Should the partnership wish to offer their ACF to a candidate as a Part-Funded Post, NIHR will fund the academic component of the post pro-rata at 0.25 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.
It should be noted that for GDPs undertaking clinical service on a self-employed basis, the academic host institution contracted to deliver the 25% academic training associated with the ACF 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.
GDP ACFs appointed to Part-Funded Posts should be paid on the UCEA (or equivalent) clinical academic pay scale at an appropriate point according to their academic experience.
Application
The National Application Form on the Oriel website should be used for 2023 Dental ACF recruitment.
An ACF application is additional to an application for a clinical post. For recruitment to GDC specialty training programmes, ACF applicants will be required to apply to the appropriate national speciality recruitment process to be appointed to the post.
HEE Local Offices should use the 2023 person specifications for the relevant specialty and level of entry and the generic academic person specification (Appendix 2). The ACF Supplementary Questions (Appendix 1) should be included with the ACF advert on Oriel.
An academic reference must be provided for applicants applying for ACF posts in addition to clinical references.
Job Description
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:
a. Job title, level, and name of up to 3 GDC specialties (or GDP or DCT);
b. Duration of the post, and what happens at the end of the post if an applicant is successful or unsuccessful in obtaining a research fellowship;
c. Hospitals in which training will take place;
d. Research institution(s) in which training will take place;
e. Whether day release or block release will be used for protected research time;
f. Description of the research component of the programme (minimum 250 words);
g. Description of the clinical training component of the programme (minimum 250 words);
h. Academic Programme Director name;
i. Clinical Programme Director name;
j. Programme contact for further information (phone or email);
k. HEE Local Office contact for further information (phone or email);
l. A link to the NIHR IAT webpage for further information; and
m. Confirmation that the post attracts a NTN (with the exception of DCT or GDP ACF appointments).
Shortlisting
ACF 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 ACF. Shortlisting must be undertaken by two qualified individuals.
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 ACF 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.
We would like to remind everyone involved in shortlisting of NIHR’s statement on promoting equality, diversity and inclusion: The NIHR are committed to equality, diversity and inclusion in everything we do. Diverse people and communities shape our research, and we strive to make opportunities to participate in research an integral part of everyone’s experience of health and social care services.
We develop researchers from multiple disciplines, specialisms, geographies and backgrounds, and work to address barriers to career progression arising from characteristics such as sex, race or disability.
Colleagues involved in shortlisting should also be aware of unconscious bias, which can help us to eliminate discriminatory actions. Colleagues are encouraged to be open to seeing what is new and unfamiliar and to challenge behaviours that they consider could contribute to discrimination as a result of unconscious bias.
ACF Interviews
Partnerships should continue to undertake academic interviews for recruitment to NIHR ACF posts (and we would suggest locally funded posts) digitally, using online platforms such as Teams/Zoom/Skype. They will need to be conducted safely both for interviewees and recruitment staff (including all panel members), ensuring that all government guidelines in place at the time are followed.
ACF Interviews should last at least thirty minutes and follow the interview guidance in Appendix 4.
Applicants will have been sent a generic dataset/publication question in advance of the interview by recruitment staff for exploration at interview.
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.
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 ACF recruitment process. Scores are not transferable between posts/interviews. An interview panel briefing document and chair’s briefing checklist can be found in Appendix 5 and Appendix 6, respectively.
The appointment panel should have appropriate representation that reflects the IAT partnership offering the ACF programme and specialty. The panel will include:
- The lead of the ACF training programme or their representative, to provide clinical academic representation
- Representation from the relevant academic community, as required; These individuals represent the specialties of the ACF being offered and should have an awareness of the research projects/training available at the locality
- A lay representative or lay chair, if available.
Representatives on the appointment panel may take on more than one role to assist with efficient running of the interviews. e.g. the IAT lead sits on a panel in both a clinical and academic capacity.
The appointment panel will have the authority to allocate a NTN, and successful appointees (with the exception of GDP ACF and DCT appointees) will gain a NTN at entry.
We would like to remind everyone involved in shortlisting of NIHR’s statement on promoting equality, diversity and inclusion: The NIHR are committed to equality, diversity and inclusion in everything we do. Diverse people and communities shape our research, and we strive to make opportunities to participate in research an integral part of everyone’s experience of health and social care services. We develop researchers from multiple disciplines, specialisms, geographies and backgrounds, and work to address barriers to career progression arising from characteristics such as sex, race or disability.
Colleagues involved in shortlisting should also be aware of unconscious bias, which can help us to eliminate discriminatory actions. Colleagues are encouraged to be open to seeing what is new and unfamiliar and to challenge behaviours that they consider could contribute to discrimination as a result of unconscious bias.
It may be necessary to convene more than one ACF Appointment Committee for organisational partnerships hosting several academic programmes.
ACF Interview Selection Criteria
The criteria at interview for assessing applicants should be derived directly from the person specification, including academic aptitude, commitment to an academic career, and the training and service requirements.
The NIHR ACF interview guidance may be found in Appendix 4.
The following should be remembered when formulating the assessment criteria:
- NIHR ACFs are intended to offer training to those who can demonstrate outstanding potential for development as a clinical academic in research including educational research
- The training will require the ACF to spend 25% of their time undertaking academic training combined with clinical training in the remaining 75%
- The expected outcome of a NIHR ACF is the preparation of a successful application for a research training fellowship or educational training programme leading to a higher degree, or if applicable a postdoctoral fellowship
- Progress will be monitored, but in the event that an individual is unsuccessful in obtaining a research training fellowship/place on an educational training programme within three years, they will join a standard clinical training programme.
The selection criteria should require applicants to demonstrate:
- High-level interest in the proposed academic field, backed up if possible by relevant publications, prizes or distinctions;
- Their potential as a doctoral researcher
- Clarity about longer-term career aspirations and how this Fellowship will provide opportunities for career development.
To assess the applicant’s prior research experience, it is essential that the appointment panel have the applicant’s application forms, including publication record, on the day of interview.
The Selection Process
Applicants will be assessed against the criteria in the appropriate clinical programme person specification for the specialty as well as the 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.
Applicants for ACF posts must be deemed clinically ‘good enough’ at their ACF interview(s). To address this a clinical question must be asked at the ACF interview.
If academic interview scores are tied, clinical performance at the ACF interview will determine ranking.
Applicants without an appropriate NTN will need to demonstrate their clinical competencies for the ACF post at clinical benchmarking.
Offers: Dental Core Training and GDC Specialties
For recruitment to ACFs at DCT level, the top ranked applicant will be given a conditional offer. Applicants deemed appointable at the ACF interview will need to undertake clinical benchmarking (described in paragraphs 72-80) to be appointed to the ACF post.
For recruitment to ACFs into GDC specialty training programmes, applicants deemed appointable at the ACF 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 in paragraphs 73-80) to be appointed to the ACF post.
Unconditional offers will be given to successful applicants at the ACF 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 recruitment round.
Offers: GDP Applicants
For GDP applicants successful at interview, an unconditional offer will be made to the top ranked applicant.
Clinical Benchmarking
A schematic overview of the clinical benchmarking process is provided in Appendix 7.
Clinical benchmarking relates to applicants reaching the threshold of appointability at the national standard clinical interviews/assessments for the GDC specialty and level of ACF 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.
All applicants to ACFs at DCT level will need to undergo clinical benchmarking and demonstrate that they have reached the threshold of appointability at the national standard clinical interviews/assessments.
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.
If applicants require clinical benchmarking, then the HEE Local Office hosting the ACF post will need to ensure that the HEE national recruitment team are made aware of this in a timely manner.
Applicants who fail to reach the appointability threshold at clinical benchmarking will be ineligible for appointment to the ACF post in that recruitment round. Under these circumstances the conditional ACF offer will be withdrawn.
Applicants who fail clinical benchmarking and become ineligible are still able to reapply in future recruitment rounds.
Should clinical benchmarking at national recruitment not be available within the relevant timeframe, recruiters should 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
Post holders will usually be employed by a NHS Organisation. 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 local NHS Organisations. It is anticipated that appointments will reflect the principles outlined in the Follett review report of September 2001 (available on request).
Individuals who are successful at interview must be able to take up their post before 31 March 2024. No extensions will be granted, including for notice periods.
Monitoring
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.
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.
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 ACF.
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 IAT Guide.
Academic Appraisals and CCST Date
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.
The annual Review of Competence Progression (RCP) should comprise joint academic and clinical appraisal according to Follett principles with assessment according to College and HEE Local Office recommendations for ACFs.
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.
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.
Postgraduate Deans have agreed to consider NIHR ACF’s overall progress and take account of the time spent in research (if necessary) before issuing an Outcome 3.
Setting the Target CCST Date
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. Following 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 RCP 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 RCP 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, return to clinical service. Further information regarding the assessment of academic progress is available from the AMS.
Completion of a NIHR ACF
The duration of a NIHR ACF will be for a maximum of 3 years. During this time the trainee combines clinical specialty training (or dental core training) with academic training which is geared to competing for a Training Fellowship.
When trainees successfully obtain a Fellowship, they normally spend 3 years outside of their clinical programme working towards the completion of a PhD (or equivalent). The trainees will need to obtain agreement from their HEE Local Office to take the time out of their clinical programme. This will not normally be refused. Agreement to taking time out of programme will require confirmation from the relevant HEE Local Office that the trainee has achieved relevant clinical competences and is ready to leave the clinical programme, and ideally that the research project has been peer reviewed and approved.
On completion of a Training Fellowship, they will return to the clinical programme and at an appropriate point may competitively apply for a NIHR Clinical Lectureship, subject to availability and provided that appropriate academic and clinical competences have been obtained, or continue in clinical training.
For GDP ACFs, upon completion of a Training Fellowship they will return to their dental practice.
Options for Less than Full Time Working
NIHR ACFs comprise 25% academic and 75% clinical training for up to 3 years.
Less Than Full Time (LTFT) ACFs can be extended up to a maximum of 5 years, with a stipulation that the academic component remains at 25% of Full Time Equivalent.
The maximum duration of both full and LTFT ACF posts stated above does not include any periods of statutory leave taken during the post.
Early Exit from Academic Training: NIHR Specialty ACFs
There are several points at which an ACF 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.
Early exit from academic training might occur at the following points:
- At the end of the ACF, the fellow may fail for whatever reason to obtain, or may decide not to pursue, a training fellowship award for PhD studies. Academic funding could not be guaranteed to continue beyond 3 years, so as much warning as possible is needed if the fellow wishes to continue in a clinical programme.
- After completing a training fellowship and obtaining a PhD (or equivalent), a trainee may decide or be advised not to pursue academic training any further. Hopefully, this decision will have been arrived at over a period of time, so that maximum warning can be given to the HEE Local Office in order to avoid or minimise any wait to re-enter the clinical programme with their NTN.
Early Exit from Academic Training: NIHR DCT ACFs
For dentists appointed to an ACF at dental core training level, leaving the academic training pathway would result in the dentist joining a clinical DCT programme or becoming a General Dental Practitioner.
Early Exit from Academic Training: NIHR GDP ACFs
At the end of the NIHR GDP ACF, the fellow may fail for whatever reason to obtain, or may decide not to pursue, a training fellowship award for PhD studies. In such cases, the trainee would return to normal clinical service.
Out of Programme (OOP)
No Out of Programme (OOP) activity, other than for statutory reasons, is allowed for NIHR ACFs. Trainees can still apply to the HEE Local Office to go out of programme for other reasons; however, the NIHR ACF post will end and they will enter standard clinical training on their return from OOP. Any OOP must also be agreed with the employing organisation.
Guidance for Appendix 1: “ACF Supplementary Questions”
In addition to the application form, please ensure that applicants meet the criteria in the Person Specification for a NIHR ACF and eligibility criteria outlined in Appendix 2. Applicants must also demonstrate the appropriate clinical competences for the post.
Dental & Clinical Experience
University(ies) Attended
Please provide the name of the university or universities that you have attended with dates where 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 ACF. 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.
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.
Key & Relevant Academic Achievements
Please describe in detail your most relevant research project that equips you for the advertised ACF post (up to 250 words).
Please give brief details of your other research projects and/or relevant research experience, including the methods used. Indicate your level of involvement and your exact role in the research team.
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.
ACF 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.
Other Relevant 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 (Advance HE Fellowship). You may also include examples outside of dentistry.
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. Please say why you want a NIHR ACF. Explain how the hosting research department will support your research aims and career objectives.
Guidance about Academic Referees
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:
- Their perception of the commitment of the applicant to an academic career
- Academic competencies that they have already developed
- The potential of the applicant for further development as a clinical academic.
Where appropriate and applicable the referee may also comment on the role played by the applicant in any scientific outputs.
Appendix 1: Dental ACF Supplementary Questions
- Dental & Clinical Experience
- University(ies) attended. Please also indicate the Department or School.
- Dates
- Shortlisted applicants will be required to bring original certificates to the interviews
- Degree/Diploma (include BSc, BDS, BChD, MBBS, MSc, MB/PhD, PhD, MD or equivalent) – state class of degree awarded, where appropriate.
- Awarding Body
- Dates
- Prizes
- Prize / other academic distinctions
- Awarding Body
- Dates
- Key & Relevant Academic Achievement
- Scientific Publications
- Scientific Presentations
- Other Relevant Experience
- Aims, Career Objectives, and Commitment to a Career in Academic Dentistry
- Academic Referees
Appendix 2: Dental ACF Supplementary Person Specification
| CRITERIA | ESSENTIAL | DESIRABLE | WHEN EVALUATED |
|---|---|---|---|
| ELIGIBILITY |
|
|
|
| KNOWLEDGE & ACHIEVEMENTS |
|
|
|
| EDUCATIONAL & PERSONAL ASPECTS |
|
|
|
| COMMUNICATION SKILLS |
|
|
|
Please note: Applicants with relevant higher degrees are eligible for this scheme. “When evaluated” is indicative, but may be carried out at any time throughout the selection process
Appendix 3: Shortlisting Guidance Notes
The shortlisting assessments for NIHR dental ACF posts should be appropriate for appointment to the ACF 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 ACF 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 |
Degree in a Relevant Subject Area
Only score the highest degree awarded* BSc/BA/MSc/MRes/equivalent
| Criteria | Score |
|---|---|
| i) No evidence | 0 |
| ii) 2-1 Intercalated Degree* | 1 |
| iii) 1st Intercalated Degree* | 2 |
| v) Masters/MPhil/PhD/MD in a relevant subject area | 3 |
Prizes
Awarded appropriate prizes indicating excellence/potential excellence for ACF
| Criteria | Score |
|---|---|
| i) No evidence | 0 |
| ii) One or two undergraduate/ post-graduate | 1 |
| iii) More than two undergraduate/ post-graduate | 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 |
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 |
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 |
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 |
Key & Relevant Academic Achievements
Rate a subjective assessment of academic experience balancing achievements with career stage. E.g. an applicant at DCT1 with the same quantifiable academic achievements (publications, prizes, degrees etc.) as an applicant at DCT3 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 |
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) Weak evidence | 1 |
| iii) Limited evidence | 2 |
| iv) Ample evidence | 3 |
| v) Outstanding evidence | 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 ACF posts should be at least 30 minutes in duration and appropriate for appointment to an ACF 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. 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 ACFs 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 an ACF 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 virtual 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 ACF post
“Can you tell us what area of research linked with this ACF 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.
Positive indicators - Knowledge of area of endeavour; knowledge of local expertise; appropriate ideas for a possible project; Understanding of relevant methodological approaches (e.g. strengths and limitations).
| Outcome | Score |
|---|---|
| Little or no evidence | 0 |
| Acceptable | 2 |
| Average | 4 |
| Good | 6 |
| Very good | 10 |
| Exceptional | 16 |
Comments...
*Applicants are not expected to have planned a specific research project/programme since this will be achieved during the ACF time, but should be able to discuss possible themes, ideas, or research questions relevant to the academic/research environment.
Experience of research
“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 |
Comments...
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 |
Comments...
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 |
No |
Yes |
|---|---|---|
|
Score |
Unsuccessful |
0 |
Interview panel to determine whether applicant is appointable to the ACF post at the institution in which it is to be held.
|
Academic Outcome |
Unacceptable for appointment to ACF at training level advertised |
Acceptable for appointment to ACF at training level advertised |
|---|---|---|
|
Select |
Unsuccessful |
Successful |
Applicant’s Name/Reference Number
Panel Member Declaration
I will ensure that I have read the relevant 2023 NIHR ACF 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 | Criteria |
|---|---|
| Little or no evidence | 0 |
| Acceptable | 1 |
| Average | 2 |
| Good | 3 |
| Very good | 4 |
| Exceptional | 5 |
Comments...
Heading:
Question:
Negative indicators -
Positive indicators -
| Outcome | Criteria |
|---|---|
| Little or no evidence | 0 |
| Acceptable | 1 |
| Average | 2 |
| Good | 3 |
| Very good | 4 |
| Exceptional | 5 |
Comments...
Appendix 5: Interview Panel Briefing Document
Interview process
Recruitment offices should use the nationally agreed NIHR ACF scoresheets for the ACF interviews. The interviews should be at least 30 minutes in duration. The IAT partnership hosting the ACF 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 19 January 2023.
Interview roles and responsibilities
The appointment panel should have both clinical and academic representatives that reflect the IAT partnership offering the ACF 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 ACF 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.
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.
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) - 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 a 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 ACF training programme or their representative - who represents the specialties of the ACF 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 who 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 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 ACF interview 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 ACF posts. The top ranked applicant will be offered the NIHR ACF, 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 2023.
Please thank the Panel.
Appendix 7: Clinical Benchmarking Overview
Outlined are the steps of clinical benchmarking. Firstly, an ACF post is advertised and NIHR is informed, followed by ACF ‘academic’ interviews. At the ACF 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
What is the process for applicants to NIHR ACFs in dentistry?
NIHR ACF 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.
ACF Application Form
Applicants will need to complete the ACF application form for the ACF posts advertised in the relevant specialties and levels through Oriel.
Specialty Training Application Form
ACF applicants who require clinical benchmarking if they were successful at the ACF interview will need to complete the relevant specialty training application when the national recruitment application window opens.
Following assessment of the ACF applications, shortlisted applicants are invited for an ACF interview (also sometimes known as the ‘academic’ interview) by the HEE Local Office hosting the ACF post. The ACF 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 ACF interviews will be ranked and, subject to national clinical benchmarking, the top ranked applicant will be offered the ACF 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 ACF 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 ACF post to which they are applying.
If the top ranked applicant at the ACF interviews requires clinical benchmarking, then reserve appointable applicants from the ACF 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 ACF interviews withdrawing or failing clinical benchmarking.
ACF applicants will be ranked and offered on their performance at the ACF 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 ACF 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.
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 ACF post for which they are applying.
Applicants who fail to reach the appointability threshold at clinical benchmarking will be ineligible for appointment to the ACF post in that recruitment round. Under these circumstances, the conditional ACF offer will be withdrawn.
Applicants who fail clinical benchmarking and become ineligible are still able to reapply in future recruitment rounds.
Will all applicants need to attend clinical benchmarking?
No. If the applicant already holds a NTN in the same GDC specialty as their NIHR ACF application, there is no need for them to attend a national clinical assessment/interview as they will have previously met the required clinical standard.
Will applicants who hold a NTN in a different GDC specialty to the ACF 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.
What is the required standard for NIHR ACF 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 ACF offer (or place on reserve list) withdrawn.
Appendix 9: NIHR ACF Advert Guidance
Minimum content for NIHR ACF adverts
Post type
NIHR Academic Clinical Fellowship (Fully Funded OR Part-Funded Post).
GDC Specialty and level(s) / Dental Core Training / 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 ACF post in either <GDC Speciality 1 and levels> OR <GDC Speciality 2 and levels> OR <GDC Speciality 3 and levels>”
Host integrated academic training partnership details
Higher Education Institute
NHS Organisation
HEE Local Office
Proposed Research
Outline the proposed research training associated with this post.
The elements of the clinical and academic programme associated with the post
Either a web link or provide details.
Details of protected academic time
The arrangements regarding clinical and academic time for ACF 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:
- One day per week;
- One week in four;
- One month block;
- One three-month block per year;
- A six-month block in the second year; or
- One nine-month block.
NIHR ACF Person specification
As an attachment or a web link to the document on the NIHR website.
Links to further information
HEE Local Office website and NIHR website.
Job description
As an attachment to the advert or web link.