Clinical genetics is an exciting and tremendously varied specialty that touches on numerous other medical specialties.


Clinical genetics trainee characteristics

Clinical genetics will particularly suit trainees who are:

  • good communicators

  • those who enjoy variety

  • team workers

  • inquisitive

  • able to work with a measure of independence.


Working in clinical genetics

Clinical genetics is largely outpatient-based, with some ward referrals for specialist opinion. Clinical geneticists generally work in multidisciplinary, Regional Genetic Centres in close collaboration with laboratory scientists, genetic counsellors and academic colleagues.

The key roles of a clinical geneticist are to diagnose inherited disorders and birth defects, estimate genetic risks, organise appropriate genomic or other testing, and to provide advice to individuals who may have, or be at risk of, a genetic disorder. The work includes clinical assessment and working with laboratory scientists to interpret the significance of test results.

Since genetic disorders can affect people of all ages and involve all body systems, clinical geneticists work closely with a wide range of other specialties, frequently in multi-disciplinary clinics. Some sub-specialisation (dysmorphology, cancer genetics, neurogenetics, cardiac genetics, etc. ) is therefore common.

Entry into the specialty is usually at the ST3 level, either as a clinical or an academic trainee. Recruitment is arranged bi-annually with candidates competing at a national level. Most trainees have a background in adult or paediatric medicine and must have MRCP(UK) or MRCPCH prior to entry at ST3.

Most trainees become NHS consultants but those with a research interest may become full or part-time academic consultants, with fewer clinical commitments. Teaching is also an important part of the workload of most clinical geneticists.

Specialty trainees in Clinical Genetics will usually be based at a single regional genetics centre for the duration of their training although trainees may be expected to spend time in other units. Regional genetics centres provide clinical services for large geographical areas and often provide outreach clinics at other hospitals. Specialty trainees will participate in these clinics and regular travel may be necessary as part of training.


Medical Care

Find out more about clinical genetics and the services delivered by the specialty on Medical Care – the RCP’s online guide to service design.


Further information

General / application queries

For general queries relating to areas such as eligibility criteria, making an application or the Oriel system, please contact the Physician Specialty Recruitment Office.

Queries regarding the progress of a submitted application should be directed to the lead recruiter for this specialty. The lead recruiter for clinical genetics in 2021 is Health Education West Midlands.

Health Education West Midlands
Postal address Health Education West Midlands
1st Floor
St Chads Court
213 Hagley Road
Edgbaston
Birmingham
B16 9RG
email address [email protected]
website www.westmidlandsdeanery.nhs.uk

Eligibility

Please be aware that clinical genetics accepts applicants from several other training routes, in addition to core-level physician training: anaesthetics, general practice, obstetrics and gynaecology, opthalmology, paediatrics, psychiatry, surgery

Non-physician applicants must have obtained the basic specialty professional examination in addition to specific clinical experience and competences to be eligible. 

Please view the specialty's person specification for information about the requirements for applying from a non-physician background and the deadlines for when this must be achieved.

Physician trainees can view the standard eligibility criteria as detailed in the am I eligible? section.

Please note that due to the ongoing COVID-19 situation, certain recruitment processes have been affected for round 2 ST3 PSRO-coordinated specialties. As a result, the below information on this page is not applicable for this round only and should not be used where the process has changed. Please refer to the applicant guide for the latest information about how round 2 will operate.

Further guidance about the scoring format of interviews will be published to each specialty page and we hope to have this updated by application closing date. Please visit the specialty pages closer to the time for updated information.

 

Interview content

You will spend approximately 10 minutes at each of the three interview stations, with three-to-five minutes' transfer time between each. Thus the overall time for the clinical genetics interview will be approximately 40-45 minutes.

For details of how scores are awarded at interview, and weighting that is applied subsequently, please see the scoring page of this website.

Communication skills

Implicit in all six areas assessed across the three stations will be an assessment your communication skills - eg of how you would communicate with patients, colleagues, etc. in a given scenario, as well as your communication with interviewers at each station.

Click on the relevant stations below for more information on the content of the interview.

Please note that this is subject to change, and will be confirmed by the date of interview.


Establishing appointability

Appointable - automatic

If you are awarded a score of at least 3/5, for all marks given to you at your interview, then you will automatically be classed as appointable.

Not appointable - automatic

If any of the 12 scores awarded to you at interview are 1/5, this will reflect poor performance and an area of major concern.

If three or more of your 12 interview scores are of 2/5, this will reflect several areas of concern across your whole interview.

Should your interview assessment falls under either category above, the level of concern over your potential progression to ST3 will see your application classed automatically as not appointable .

Appointability subject to panel decision

In the event that your 12 interview scores contain one or two marks of 2/5 (and the rest 3/5 or above), your appointability status will be subject to discussion in the post-interview 'wash-up' meeting.

The clinicians who have interviewed you will discuss your general performance during the interview and any concerns or otherwise they have about your application as a whole.

Should they deem it appropriate, your application will be classed as appointable, and you can then be considered for post offers; whereas if they feel their concerns are too substantial for this outcome, they must class your application as not appointable, and it will progress no further in the current recruitment round.

Review vs automatic status

Please note there is no distinction made between candidates judged as appointable automatically, and those classed as appointable on review. Once deemed appointable it is only your overall score which will be used to determine ranking.

Total score calculation

After interview, a weighting is applied to the scores in each area, and a score derived from your application form is then added to give your total score. This score determines your ranking which is used to inform how offers are made. The weighting of different sections, as well as the method by which your total score is established, can be seen by clicking on 'Total score calculation' below.

Please note that this is subject to change, and will be confirmed by the date of interview.

Application score calculation

The initial application score is used to shortlist applications. At interview this specialty reviews achievements from the application form against the re-scoring matrix in the document below to calculate the score which will contribute to the total score.

Whilst some achievements do not directly contribute to the re-scoring matrix, they will form part of the interviewers’ assessment in station 1 when awarding their score. In particular, quality improvement and teaching normally form a major part of the questioning in this station and as such are likely to significantly influence interviewers’ scoring; which will affect both the total score and determination of appointability. Thus these two domains should not be overlooked or considered any less important in any application. 

date of last review: 6 December 2019

As part of the process of applying to ST3, you may wish to gain an idea of how recruitment progressed in previous years for the various specialties participating in the nationally-coordinated recruitment.

To this end, we have published data dating back to 2013 (where this is available), based around four main areas:

  • Competition ratios - application numbers submitted to each specialty, along with the number of NTN and LAT posts available in each. It is worth noting that posts are subject to change throughout the round (increasing on average between 20-40%), and post numbers for this data are taken at the end of the round.

  • Shortlist scores - the scores awarded to all submitted applications, including average scores and distribution nationally.

  • Total scores - the total score awarded to all candidates who completed the full recruitment process for a specialty (application and interview), including some analysis of scores.

  • Post fill rates - the number of posts filled by region. 

We have published information for all specialties participating in our process that year; consequently not all specialties will have data in all cases.

Provisional post numbers


Specialty vacancy numbers are available in the table below, broken down by region and divided between substantive national training number (NTN) and locum appointment for training (LAT) posts.

It is the intention that initial post numbers for all regions will be published prior to the application opening date, although this cannot be guaranteed. Numbers will be updated as and when notifications are received from each region and will be checked later in the round when programme preferences are open for selection.

Numbers subject to change

Please be aware that it is not uncommon for vacancy numbers to change throughout the round.

More commonly, post vacancy numbers can increase as the round goes on (and confirmation of posts becomes available); but it is also possible that numbers can reduce as well. On average post numbers rise between 20-40% from the start to the finish of the round but this can vary greatly for individual specialty/region combinations.

It is possible that regions which do not have a post at the start of the round may declare one after applications have closed. Whilst we try and minimise instances of this, it is not always possible to predict vacancies so even if there appears not to be a vacancy in your preferred specialty/region combination, you may wish to consider applying in case one becomes available during the round; you can check with the region concerned if you wish to check on the likelihood of a post arising.

Generally, once a region enter a post into a round they would always have at least one post available and would only withdraw it in exceptional circumstances.

Round 1 interview dates & posts

Region NTN posts LAT posts* Evidence upload date(s)Interview date(s)
East Midlands 0 N/A

23 December 2020 - 05 January 2021

 

24 - 25 February 2021

East of England 1 N/A

London and KSS

London 

2-4

KSS

N/A

N/A
North East 0-1 N/A

North West

(Joint North West and Mersey programme)

0-1

N/A
South West

Peninsula

0-1

N/A

Severn
0

N/A
Thames Valley 2 N/A
Wessex 0 N/A
West Midlands (lead) 1-2 N/A
Yorkshire & Humber 0-1 N/A
Northern Ireland 0 N/A
Scotland** 1 TBC
Wales 1 TBC

*English LATs

Please note, English regions do not recruit to LAT posts.

**Scotland post numbers

If you are interested in working in Scotland, a breakdown of post numbers by the four Scottish deaneries is available on the Scottish Medical Training website. This has details of all specialty training post numbers in Scotland, including specialties which are not part of the nationally-coordinated process.

Please note that whilst we endeavour to keep the Physician ST3 recruitment website up to date, the SMT website will always be the more accurate one where they differ.

Interview content

The interview will consist of four questions which range between 5-10 minutes in length. You will be scored by two interviewers on each question.

Including time for questioning and scenario reading, the interview will be approximately 30 minutes.

Communication skills

Implicit in all four areas assessed will be an assessment your communication skills - e.g. of how you would communicate with patients, colleagues, etc. in a given scenario, as well as your communication with interviewers.

Please note that this is subject to change and will be confirmed by the date of interview.

Scoring Framework

The score of 1-5 an interviewer will award you for each assessment area is judged in relation to how well you perform against an expected level. Below is the framework used to award scores at interview, as well as interpretation of what these scores represent:

  

  

  

Mark

  

  

  
  

  

  

 Rating

  

  

  
  

  

  

Assessment

  

  

  

1

poor

not considered appointable

2

area for concern

performed below the level expected; possibly unappointable, subject to discussion and performance in other areas

3

satisfactory

performed at the level expected during CT2; the candidate is suitable for an ST3 / LAT post

4

good

above average ability; the candidate is suitable for an ST3 / LAT post

5

excellent

highly performing trainee; the candidate is suitable for an ST3 / LAT post

As shown in the table, for each of the question areas at interview, 3/5 is considered a satisfactory score; and reflects the level of performance that would be expected of a trainee ready to progress to a specialty training programme.

Should your performance go above and beyond this expected level, interviewers can award marks of 4/5 or 5/5 as appropriate.

Conversely, should your interview performance not reach the expected level, then interviewers can award marks of 1/5 or 2/5, as reflects their level of concern over your performance.


Appointability

From the eight scores awarded during your interview, an 'appointability' status will be calculated to determine whether you can be considered for an offer.

The intention is to ensure successful candidates can display competence consistently across all areas of assessment covered at interview, rather than allowing outstanding achievement in one or more areas to make up for sub-par performance elsewhere.

Appointability is awarded automatically and is based on two factors: individual interview scores and the 'raw interview score'.

Appointability criteria

To be classed as 'appointable', you must meet three criteria below:

  • none of your 8 interview scores can be 1/5
  • no more than two of your 8 interview scores can be 2/5
  • your RIS must be 24 or above.

If you meet all three requirements, your application will be assessed as appointable, and can progress to be considered for post offers.

However, if you fail to meet any of these requirements, your application must then be assessed as not appointable, and it will progress no further in that round.


Total Score

After interview, a weighting is applied to the scores in each area, as well as your application score.

These scores are then combined to give your total score which determines your ranking, which will in turn be used to inform how offers are made. The weighting of different sections, as well as the method by which your total score is established, is detailed in the table accessible below:

    

 

  

    

 Interviewer   1

  

    

 Interviewer   2

  

    

Weighting

  

    

Max score

  

Question 1

Clinical scenario

/ 5

/ 5

2.5

25

Question 2

Application and training

/ 5

/ 5

1.8

18

Question 3

Suitability & Commitment

/ 5

/ 5

2.5

25

Question 4

 
Research & service               / 5                / 5 1.2 12

Raw interview score

/ 40

Interview score (w weighting)

/ 80

 Application score

/ 56

0.36

/ 20.16

 Total score

/ 100.16