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
gdc@gatenbysanderson.com 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 GDCqueries@gatenbysanderson.com
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
gdc@gatenbysanderson.com 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 gdc@gatenbysanderson.com
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 gdc@gatenbysanderson.com.
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 gdc@gatenbysanderson.com 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 gdc@gatenbysanderson.com.
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 gdc@gatenbysanderson.com 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 gdc@gatenbysanderson.com. 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