Key updates

Here are some of the key updates that applicants and trainers should be aware of with regards to ICM national recruitment.
 

ICM recruitment - Self Scoring Matrix FAQs

Recruitment into ICM is a national process as recommended by HEE and allows all applicants for training in any one year to have their performance at interview ranked against their peers. The ranking is then used by LETBs/Deaneries to decide offers of places into ICM training depending on a trainee’s ranking.

Unlike all other specialties ICM is unique in accepting applicants from core and specialty training and with a variety of training backgrounds (medicine, emergency medicine and anaesthesia).  Recruitment has to take account of this multiplicity of applicant backgrounds.

Why is a self-scoring matrix used?

Many specialties use a scoring matrix in place of a formal CV to review an applicant’s progress in their career to date. A scoring matrix offers a degree of transparency in allowing applicants to identify how the marks are assigned, and enables candidates to have time to consider which relevant portfolio items to bring to the attention of the interviewers. This is particularly important when candidates come from a variety of different training backgrounds and career paths, and so may have different (but relevant) portfolio items. 

What is the self-scoring matrix used for?

In common with applications into other specialties, ICM asks trainees to self-score their portfolios.

This self-score is used in two ways:

  1. If more people apply for interview training than there are ICM interview slots, the self-score is used to invite the highest scoring applicants for interview (shortlisting). This process is also used for applications for entry into other specialty training. In 2017 there were sufficient ICM interview slots for all applicants so shortlisting was not done. 
  2. At interview candidates are asked to demonstrate evidence from their portfolio to verify the self-score.  The interviewers confirm that evidence and assign a final score. The scoring matrix (which candidates use for the self-scoring in advance of attending the interview) is a guide to allow applicants to judge how many marks to award themselves for a section and also to remind candidates as to which items of their portfolio to bring to interview, to maximize their marks in this station.

How important is the scoring matrix?

There are 5 stations used in national selection. Each station is equally weighted and assigned a total of 80 marks. Four stations (clinical scenario, task prioritisation, presentation and portfolio) involve face to face interaction with interviewers and one is a written station (reflection).

Of the 80 marks assigned to the portfolio station,  54 are assigned for the actual portfolio score, while 26 are assigned for answers to questions based on generic professional skills e.g. teamwork, with evidence from the portfolio to confirm this. The remaining marks (320 in total) are assigned based on the rest of the interview process. ICM is an acute clinical speciality, and the vast majority of marks at interview are assigned for candidates who demonstrate skills at the interview that are important for future intensivists, including an ability to manage their life outside of work. 

Candidates who are in the early stages of their training are still able to score as highly as those in the later stages of training (and regularly do), irrespective of their training background and so have the chance of being offered training in the region of their choice.  

Why score life activities outside of work?

ICM values applicants from all backgrounds and experiences: the specialty recognises that skills outside of formal training may be transferrable and of considerable benefit to ICM.  Previous candidates have decided to devote time to outside activities in preference to academic research e.g. playing international sport or achieving a high level skill (at international level) in preference to doing a PhD. The matrix includes the ability for interviewers to recognise that decision as valid for the individual and worthy of credit. In addition interviewers have the ability to award extra marks at interview to candidates who have significant caring responsibilities outside of work for the same reasons.  There are 10 independent domains within the portfolio score (activities outside of work being one), so each domain represents a very small proportion of the total marks available.  

 

Recruitment Upper Limit for 2016

For previous recruitment rounds there was no upper limit on when a trainee could enter a second specialty within training. This changed in 2016. 

From the 2016 recruitment round onwards (interviews are held in spring), trainees will not be able to apply for Dual CCTs if they are beyond the end of ST5 in their initial specialty of appointment at the time of interview for ICM. 

The August 2015 intake was therefore the last opportunity for trainees above ST5 in a partner specialty to apply for a Dual CCTs programme with ICM. 

Please see the Winter 2015 issue of Critical Eye for an article discussing the upper limit (pg.21).

 

GMC and the '18 Month Rule'

After FICM lobbying, the GMC have ended the 18 month rule for dual training.  See the FAQ page for more information.  The rule is effective retrospectively.  Trainees who are beyond 18 months and apply for a second specialty will be awarded a CCT in both specialties, although the recruitment upper limit (ST5) should still be adhered to.