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The Royal College of Veterinary Surgeons has announced that Andrea Jeffery, the first veterinary nurse to sit on RCVS Council, will take up her place from July this year.
According to the RCVS, the move recognises the increasing importance of veterinary nursing as a profession, and the need for veterinary nurse input on decisions of governance that impact on the whole veterinary team.
The composition of RCVS Council is dictated by the Veterinary Surgeons Act 1966: 24 elected veterinary surgeons, two appointees from each of the six approved veterinary schools and four members appointed by the Privy Council (usually three lay people and the Chief Veterinary Officer).
Within this mix, there has not thus far been a place for a veterinary nurse, however, the vet school appointees do not both have to be veterinary surgeons, and the University of Bristol has nominated Andrea, who will take up her place at RCVS Day on 2 July.
A past Chairman, and elected member of the RCVS Veterinary Nurses Council, Andrea is Programme Director of the Veterinary Nursing and Bioveterinary Science Programme at the University of Bristol. Liz Branscombe will continue as Chairman of the Veterinary Nurses Council, and makes a report to RCVS Council each time it sits - in March, June and November.
Andrea said: "I am very grateful to Bristol for being forward-thinking and enabling a veterinary nurse to sit on RCVS Council in this way. This opportunity gives veterinary nursing a voice on Council and recognises the growing maturity we have as a profession, and the contribution of veterinary nurses to the practice team. I look forward to supporting the work of Liz and the Veterinary Nurses Council."
RCVS President, Sandy Trees said: "The legislation that defines the composition of RCVS Council was put in place when veterinary nursing was in its infancy. However, I am delighted that the University of Bristol has been imaginative enough to choose Andrea as one if its appointees. It is the same spirit of doing as much as we can to modernise, in the absence of new legislation, which has led us to introduce the non-statutary regulation of veterinary nurses and the voluntary Practice Standards Scheme."
The nominations allow practices to recognise someone at their workplace who has helped to hold up morale during a time when practices are facing unprecedented staffing and financial issues, and have taken it upon themselves to foster a positive work environment.
The Practice Wellbeing Star nominations were originally launched to accompany the Practice Wellbeing Awards, which have been cancelled this year because of the pandemic.
Liz Barton, SPVS representative on the Mind Matters Taskforce (pictured right), said: “With great regret we have had to postpone the Practice Wellbeing Awards as we recognise that practices may neither have the time nor resources right now to go through our comprehensive application process. However, there is still definitely a place for recognising those individuals who are going above-and-beyond to help their colleagues navigate their way through these difficult times.
"Nominating a team member is a great opportunity to discuss with your team and reflect on the positive things that are happening, and to nominate one person who has been particularly invested in contributing to creating positive team culture.
"The Practice Wellbeing Star nominations are open to all veterinary practices, and teams, including those working in universities, industry and business.
“We look forward to receiving your nominations and celebrating exceptional individuals who are committed to improving the mental health and wellbeing of their colleagues.”
Members of the veterinary team who are nominated for as a Practice Wellbeing Star will receive a certificate in recognition of their colleagues’ appreciation of their achievements.
Recipients of the certificate will also be entered into the prize draw for a pair of tickets to attend the joint SPVS and Veterinary Management Group Congress in January 2021.
Further information on how to nominate is on the Vet Wellbeing Award website at: vetwellbeingawards.org.uk/practice-wellbeing-star/
The closing date for Practice Wellbeing Star nominations is Friday 20 November 2020.
The case against Jose Ignacio Messa MRCVS related to two heads of charge against him.
The first charge was that, on 13th September 2015, Mr Messa failed to provide adequate and appropriate care to Barney, a border collie. The second charge was that on 14th September 2015 Mr Messa failed to ensure adequate and appropriate on-going care for Barney after his examination of him, including failing to take sufficient steps to ensure that Barney was referred urgently to the care of a referral practice and failing to ensure there were adequate arrangements in place for his ongoing care.
Barney was presented to the Basingstoke practice where Mr Messa was employed having suffered a severe 'stick injury' to his jaw on 12th September.
The Committee heard that, on 13th September, Mr Messa re-examined Barney, administered medication and then discharged him to be cared for at home by his owners. During the examination the owners alerted Mr Messa to the condition of the skin on Barney’s neck, but the Committee heard Mr Messa had felt the area and reassured them it was not something to be concerned about.
The Committee heard that at some point on 13th September, after he was discharged, Barney developed a foetid smell from his mouth caused by an infection and the next day his owners went back to the practice because Barney’s condition had deteriorated – he was unable to walk and had laboured breathing.
On 14th September Mr Messa admitted and sedated Barney and examined him again, noting a hole in the side of his throat that was infected. He recommended referring Barney to a referral practice for further treatment, which was agreed by his owners.
The Committee heard that the referral practice was contacted by a veterinary nurse at the practice and that an appointment for 9am on 15th September 2015 was booked directly with the owner. It also heard that, during his time at Mr Messa’s practice, Barney did not receive intravenous fluids or any further antibiotics.
Barney’s owners said they met with Mr Messa again at around 5pm on 14th September when they came to collect Barney, this was disputed by Mr Messa, and the Committee were not satisfied so as to be sure that it had been Mr Messa who had met the owners and discharged Barney although the Committee found that all the witnesses had been honest and reliable.
Barney was admitted to the referral practice on 15th September but, as a result of sepsis, he suffered a cardiac arrest and died at 10.30pm.
In respect of the first charge the Committee concluded that, on 13th September, Mr Messa made only a rudimentary examination of Barney, and the absence of such basic clinical examination of the temperature, the respiration rate and the pulse of Barney was a failure on the part of Mr Messa and that, furthermore, he did not choose the best course of antibiotic treatment for the wound and infection.
In respect of the second charge Mr Messa admitted that he did not provide fluid therapy to Barney on 14th September before he was discharged.
With reference to the remaining aspects of the charge the Committee took into account the Code of Professional Conduct, particularly in respect of the need for veterinary surgeons to refer cases responsibly and the Code’s supporting guidance on referrals.
The Committee determined that, having delegated the arrangements of the referral to a veterinary nurse, Mr Messa made no attempts to follow up and ensure it was a same-day appointment when this would have better suited the severity of Barney’s condition. The Committee found that he was unaware of Barney’s location or of the time of the appointment and did not make provision for antibiotic or fluid therapy.
Having found the majority of the charges against Mr Messa proven, the Committee then considered whether this amounted to serious professional misconduct.
Disciplinary Committee member Stuart Drummond, who was chairing the Committee and speaking on its behalf, said: "In the light of the facts found proved and considering that disgraceful conduct in a professional respect is that which is conduct falling far below that expected of a veterinary surgeon, the Committee had concluded that the heads of charge, when taken individually, or collectively, do fall below the standard expected.
"However, as a matter of judgement, the Committee did not conclude that Mr Messa’s conduct fell far below the requisite standard and therefore did not amount of disgraceful conduct in a professional respect.
"Whilst the Committee did not find Mr Messa’s actions fell far below the requisite standard, there were concerns expressed about several aspects of this case. There were a number of missed opportunities which occurred; in particular the Committee notes the failure of the care plan and to take adequate steps to ensure that the referral process has been timeously effected."
The RCVS has announced that more than 500 veterinary surgeons have successfully applied to join the first ever cohort of Advanced Practitioners – a status which recognises those who have advanced qualifications and experience in a designated area.
637 veterinary surgeons applied for the status – which forms a middle tier of accreditation between those holding the initial veterinary degree and RCVS Specialists – of whom 546 have, so far, been added to the List of Advanced Practitioners.
The College hopes that the List will provide a clear indication to both the public and profession of those veterinary surgeons who have demonstrated knowledge, experience and engagement with continuing professional development (CPD) above-and-beyond RCVS requirements in a particular field of clinical practice.
For those added to the List, ‘Advanced Practitioner’ will now appear after their names in the Check the Register search tool (www.rcvs.org.uk/checkregister). Advanced Practitioners also appear on the RCVS Find a Vet entry for those practices listed on the search tool and animal owners will be able to specifically search for those holding the status.
Dr Kit Sturgess is a member of RCVS Council who chaired the panel that assessed all the applications. He said: “We are very pleased to welcome this first cohort of Advanced Practitioners and it is fair to say that both the number of applicants and number of those who successfully made it on to the List exceeded all our expectations.
“The status brings together a wide variety of similar postgraduate qualifications under one heading and, in doing so, brings much needed clarity to both the profession and the public. For example, practices will now be able to more clearly indicate the levels of skills and experience possessed by staff to their clients.
“Being an Advanced Practitioner will also bring benefits to those holding the status by helping them focus their CPD in a particular area as well as forging a potential pathway towards Specialist status.”
Successful applicants will now have five years until they need to apply to be re-accredited for the status. During this time they will be expected to carry out at least 250 hours of CPD, with 125 hours in the area of their designated field. The first annual retention fee for the List (£80) is due on 1 July 2015.
A new application period for Advanced Practitioner status will be announced later this year. Those who were previously unsuccessful in their applications are able to re-apply.
For details of the eligibility criteria for Advanced Practitioner as well as the requirements for re-accreditation, visit www.rcvs.org.uk/advanced or contact the RCVS Education Department on education@rcvs.org.uk or 020 7202 0791.
The RCVS has restored its full approval to the University of Bristol's School of Veterinary Science.
The full approval was granted by the RCVS Council in March, at the recommendation of the Education Policy and Specialisation Committee (EPSC), following the positive report of a visitation carried out in mid-December 2011 under the chairmanship of former RCVS President Stephen Ware.
The School had been under conditional approval since a visit in March 2007, and a subsequent revisit in October 2009 had identified that although progress had been made, work still needed to be completed to improve some of the facilities, particularly in small animal surgery and on the farm.
The RCVS Council commended the hard work and improvements displayed by the School, and was pleased to restore it to full approval status.
Professor Stuart Reid, EPSC Chairman said: "The University has demonstrated a welcome and continued commitment to the development of the School, and is to be congratulated on making significant financial investments in staffing and facilities, despite the current difficult economic climate.
"There is a positive and constructive atmosphere, which is a credit to the Head of School and all the staff who have clearly worked extremely hard to meet the challenges presented to them at a time of change within the university sector as a whole."
The School is next scheduled for a full visitation in 2014.
David, who is Head of Clinical Intelligence at Vets Now, came in eighth place with 1,756 votes in this year’s RCVS Council elections.
The place was originally offered to Dr Tom Witte, who came in seventh place. However, due to a change in personal circumstances, he decided not to accept.
Professor Stephen May, RCVS President, said: "The loss of such a young, talented and respected Council member as Sarah has been difficult to come to terms with and she is greatly missed by her fellow Council members and others amongst the profession.
"It is also important to recognise that the New Year will bring us fresh challenges and opportunities and we will face them best with a full complement of Council members. Therefore, I am delighted that David will be joining Council from January and is able to attend his first Council meeting, which will be held in committee, with us on Thursday 18 January.
"The circumstances under which David will be joining us have been extremely sad, but I am sure he will be an excellent addition to our team and I look forward to working with him."
More information about David Leicester, including his candidate biography and manifesto, can be found in the Council election booklet sent out earlier this year and available to download from www.rcvs.org.uk/publications. A video of David talking about what he would bring to RCVS Council can also be found on the College’s YouTube channel: www.youtube.com/rcvsvideos
Seven veterinary surgeons who took their final assessments at the University of Liverpool on 6 September have become the first to receive the postgraduate RCVS Certificate in Advanced Veterinary Practice with equine designations.
Dr Mark Holmes, a member of the RCVS sub-committee for the CertAVP who observed the assessments at Liverpool said: "I was very impressed by the quality of all the candidates and the diligence of the examination process.
"It is clear that candidates putting themselves forward for 'named' certificates have demonstrated particular interest in their chosen fields and place considerable value on passing their synoptic examination."
The modular certificates were introduced in 2007 to be a more flexible replacement for the old-style postgraduate certificates. Vets can now choose from 79 subject modules, with RCVS-accredited assessments offered by a range of universities. These institutions may also offer associated courses which vets can take to support their studies, although candidates are free to choose where and how they wish to study.
To build their credits into the full CertAVP qualification candidates must first enrol with the RCVS, which keeps a record of modules achieved. Candidates need to take two compulsory modules, and several of a range of optional modules, within ten years in order to receive the award. Candidates aiming for a designated award must choose specific modules from amongst the options, and additionally pass an overarching 'synoptic' assessment.
For more information about the individual modules and the qualification as a whole, prospective candidates can visit www.rcvs.org.uk/modcerts.
The RCVS Disciplinary Committee has dismissed a charge against Nicholas Robert William Horniman MRCVS, a veterinary surgeon from Cinderford, Gloucestershire, that alleged he was guilty of pet insurance fraud, along with one of his clients, and of dishonestly altering clinical records.
The charge was that, between December 1 2008 and June 30 2014, in relation to Cassy, a Labrador retriever belonging to Jayne Bowkett, Mr Horniman:
The Committee heard that Cassy, who had previously been diagnosed with hip dysplasia, had been registered with Pets Barn Veterinary Group in Gloucestershire in May 2008 when Mr Horniman was the Principal and owner of the three-practice group. Cassy was treated at the Cinderford branch of the practice where she received regular prescriptions for her condition.
At some point in 2008/2009, Mrs Bowkett had relayed concerns to Mr Horniman that her current pet insurance policy needed to be renewed, that the renewed policy would not cover Cassy's existing hip problems and that she would be unable to pay for any future operations herself. It was alleged that, in response to Mrs Bowkett's concerns, Mr Horniman told her that they could take Cassy off the practice computer and put her back on under a different insurance policy in a different name.
Mrs Bowkett took out a policy with Petplan, beginning on 13 August 2009, using her father's details instead of her own. It was alleged that Mr Horniman then arranged for new practice records to be set up in the name 'Cassy Griffiths'. These new records were first used substantively in May 2010 when Cassy returned to the practice with hip problems, following which two separate records were maintained for the dog under 'Cassy Bowkett' and 'Cassy Griffiths'.
In August 2010 Dariusz Drozdz MRCVS, a vet who had treated Cassy several times, had been told by Mrs Bowkett that the dog had two separate records. He told the Disciplinary Committee that he queried this with Mr Horniman who suggested that it was a mistake and that they 'RIP' the name Cassy Bowkett. Mr Drozdz disagreed on this course of action but was told by Mr Horniman to 'leave it to me' and the records were then changed to say that Cassy Bowkett had died.
Mrs Bowkett alleged that, at some point in 2011, Mr Horniman explained to her that it would no longer be possible to claim for treatment for Cassy's hip dysplasia under the Petplan policy in her father's name. However, the policy remained active, and was transferred into Mrs Bowkett's name upon her father's death.
In July 2011 Cassy Griffiths was seen by Jennifer Jones MRCVS, a part-time locum vet at the Cinderford practice, who told the Committee that she was puzzled about why there were very few clinical records relating to the animal. A receptionist explained to her that there were two sets of records for the same dog and that Mr Horniman had instructed her to mark the original pet as having been euthanased and close its records and create a second new record for the dog. Ms Jones tendered her resignation shortly afterwards citing concerns that a pet had been 'reincarnated to ensure continued income from insurance claims'. In November 2011 Ms Jones submitted a formal complaint to the RCVS.
During the course of the hearing the Committee heard evidence from Mrs Bowkett, Mr Drozdz and Ms Jones, amongst others.
In giving evidence Mrs Bowkett admitted that she had knowingly engaged in fraud but maintained that at all times she had acted with the knowledge and on the advice of Mr Horniman. However, the Committee found that she was unable to remember any relevant material dates and was unclear about the chronology of events. It was suggested on several occasions that she was lying to the Committee, which she denied. However, the Committee believed that she took no responsibility for her own fraudulent actions but merely blamed Mr Horniman and that she had a strong motive to engage in the insurance fraud.
In regards to the evidence given by Mr Drozdz the Committee noted that he did not record his suspicions of possible fraud, that he continued to treat Cassy Griffiths after he raised his concerns, and that he appeared to have accepted Mr Horniman's assurance that he had dealt with the issue.
The Committee found that Ms Jones was correct in her suspicions that there was only one dog. However, it felt she offered no evidence to support her suspicion that this was part of Mr Horniman's 'scheme to maximise income for the practice' as she alleged in her witness statement.
The Committee also heard oral evidence from and on behalf of Mr Horniman who categorically denied suggesting to Mrs Bowkett that she commit insurance fraud and attempting to cover this up through the maintenance of two separate records. He maintained that it was not until Ms Jones voiced her concerns that he realised that Cassy Bowkett and Cassy Griffiths were the same dog.
The Committee voiced a number of concerns about Mr Horniman's actions and behaviour and, at times, found his evidence to be unsatisfactory. For example, the Committee found it difficult to understand why 'alarm bells' did not ring that he was dealing with only one dog when he prescribed medication for two almost identical dogs in May 2010 when only one was presented for examination. It also queried why, when he became aware that the insurance policy for Cassy Griffiths was fraudulent, practice records were not updated and no attempt was made to contact Petplan to inform them of this, as is clearly advised by the RCVS Code of Professional Conduct.
Furthermore, the Committee was concerned that, in his correspondence with the RCVS, he was less than transparent, candid and honest. The Committee considered this to be unacceptable behaviour from a professional in dealings with investigations undertaken by the regulatory body.
In making its judgment, the Committee had to make a decision on whose account it felt to be more reliable in regards to the first element of the charge.
Noreen Burrows, chairing the Committee and speaking on its behalf, said: "In coming to its conclusion ... the Committee is faced with conflicting evidence from Mrs Bowkett, who is an admitted fraudster, admits to acting dishonestly and to lying to Petplan. This is in contrast to the evidence from the Respondent, who is of good character, had an unblemished personal record over 23 years and is supported by impressive character references."
The Committee found the evidence of Mrs Bowkett to be "vague, lacking in clarity and inconsistent with the facts" and therefore rejected her evidence concerning the first element of the charge. In regards to the second element of the charge, the Committee was not satisfied that Mr Horniman had arranged for or allowed the records to be changed as was alleged. In regards to the third element it found that, since it had already rejected the charge that Mr Horniman suggested to Mrs Bowkett that she embark upon insurance fraud, it was unlikely that Mr Horniman would have acted dishonestly in the manner alleged.
Noreen Burrows added: "In the light of the above findings, all charges against the Respondent are dismissed."
The organisations made a joint submission to the Migration Advisory Committee (MAC) as part of its review into the Shortage Occupation List which began in autumn 2018 and will report back in spring 2019.
The BVA and the RCVS had previously made calls for the profession to be added to the list in 2017 when the MAC held a call for evidence on the impact of the UK's exit from the EU on various professions. The latest submission is a development on this previous submission, focused on the need for the post-Brexit immigration system to recognise the issues affecting the veterinary workforce, which is already under-capacity, and reiterating its importance in areas such as public health, food safety, disease surveillance and control, education, research, clinical practice and animal welfare.
The submission details how the demand for veterinary services does not currently match supply and that the UK is therefore reliant on overseas registrants, particularly from the rest of the EU, who currently make up around 50% of new registrants in a given year.
The RCVS and BVA add that, in the post-Brexit immigration system, this reliance on overseas vets needs to be recognised by adding veterinary surgeons to the Shortage Occupation List, thus reducing the immigration requirements needed for overseas veterinary surgeons to live and work in the UK and streamlining the application process for employers.
Amanda Boag, RCVS President, said: "We wanted to use this submission as an opportunity to reiterate the circumstances currently facing the profession, particularly in light of the uncertainties around the UK’s exit from the EU and the impact this could have on the supply of veterinary workforce from the rest of the EU, which is crucially important in a number of areas. We need, therefore, for veterinary surgeons to be immediately added back to the list so that we can ensure that this flow of workforce continues and that animal health and welfare is protected.
"In the meantime we are continuing to work with BVA and the Department for Environment, Food and Rural Affairs (Defra) to look at how we can develop ‘home-grown’ veterinary capacity in the UK through expanding the UK veterinary education sector, increasing retention rates within the profession, and looking at how the veterinary team could be reformed to allow allied professionals, such as veterinary nurses, to take on extra tasks and free up veterinary time. However, these are all long-term projects and not quick fixes to the issues facing the profession."
As well as calling for a future immigration system to prioritise the veterinary profession, RCVS and BVA also recommend that veterinary employers be exempt from the Immigration Skills Charge to avoid additional barriers or burdens to the employment of overseas vets and recommend that there is no minimum earning cap for veterinary surgeons applying for work visas, on the basis that veterinary surgeons are "skilled professionals who may choose to work in the UK for reasons other than remuneration".
Simon Doherty, BVA President, said: "It is in MAC’s gift to reinstate vets on the Shortage Occupation List and this evidence makes a strong case for it to happen as quickly as possible.
"Vets deliver multiple benefits to animal health and welfare, public health and food safety, and they have a crucial role to play in future trade deals and keeping standards and confidence in UK exports high. The profession is also indebted to a high proportion of skilled EU vets who have chosen to make the UK their home and place of work.
"With this in mind, the future immigration system must be geared around preserving veterinary capacity rather than introducing new layers of bureaucracy or restrictions on flexible movement between roles. We have raised concerns that extending the Immigration Skills Charge to EU workers would hit some areas of the workforce disproportionately hard, particularly the abattoir industry where 95 per cent of Official Veterinarians hail from overseas.
"With uncertain times ahead and demand for some veterinary services predicted to spiral after Brexit, it has never been more pressing to take decisive action to safeguard against shortfalls in capacity and give a vital vote of confidence in the veterinary workforce."
To read the full submission, visit https://www.rcvs.org.uk/document-library/joint-rcvs-and-bva-submission-to-migration-advisory-committee/
Mr Georgescu faced three sets of charges:
The first was that in April 2024 at Newcastle Magistrates’ Court, he pleaded guilty to driving a car when the proportion of the controlled substance Benzoylecgonine (the main metabolite of cocaine) exceeded the specified limit contrary to the Road Traffic Act 1988 and the Road Traffic Offenders Act.
He was disqualified from driving for 20 months, fined £634, ordered to pay £254 victim surcharge and £150 costs.
The second and third charges were that he was misleading and/or dishonest with the RCVS when he was asked to provide information about the circumstances leading to his conviction.
In correspondence with the College, he claimed that the incident happened on his day off, when he was in fact due to work that day.
He also submitted – or allowed to be submitted – a false staff rota for the day of his arrest.
The Disciplinary Committee found the charges against Mr Georgescu proven on the basis of the certificate of conviction and his admission, prior to the hearing, that he had given false information.
The Committee then considered whether the three charges amounted to serious professional misconduct.
The Committee considered the fact that Mr Georgescu was driving, and intending to work, while he was seven times over the prescribed proportion of Benzoylecgonine allowed to be in in his bloodstream.
Paul Morris, chairing the Committee and speaking on its behalf, said: “With regard to the impact this conduct would have on right thinking members of the public, Dr Georgescu himself said, when cross examined, that were he standing in the shoes of an owner of an animal he was going to treat that day with the knowledge that he had in his blood more than 7 times the prescribed limit of a prohibited drug he “would not be comfortable for sure” and would cause such persons to “lose trust”.
“Having regard to the above facts and matters the Committee has no hesitation in concluding that the facts relevant to his commission of the offence in Charge 1 were so serious and presented such prospective risks to other road users that it renders the respondent unfit to practise as a veterinary surgeon.”
Charges 2 and 3 were considered together, with the Committee again finding serious professional misconduct on the basis that Mr Georgescu had set out to lie to the RCVS and had continued and repeated the lie for a period of six months.
The Committee identified a number of aggravating features in his conduct including the fact it was premeditated, entailed sustained and repeated dishonesty, involved wilful disregard for the role of the RCVS as the veterinary regulator and that admissions were only made when he realised he couldn’t sustain his falsehoods any longer.
Finally, having found that all charges were proven and amounted to serious professional misconduct, the Committee decided that suspending Mr Georgescu from the Register of Veterinary Surgeons would be adequate to protect the welfare of animals, maintain public confidence in the profession, and declare and uphold proper standards of conduct.
Paul Morris added: “The misconduct of the respondent is serious but his misconduct falls short of being fundamentally incompatible with remaining on the Register.
"He does have insight into the seriousness of his misconduct and there is, in the judgement of the Committee, no significant risk of repeat misleading behaviour.
"The Committee also considers that the respondent will be fit to return to practice after the period of suspension in question.
“The Committee did consider striking the respondent from the Register but determined that this sanction would be unduly punitive and deprive the public and the profession of an otherwise competent veterinary surgeon.
“The Committee has reflected carefully on the question of how long the period of suspension should be and has determined that it should be a period which is not so long that it will result in the loss of the respondent to the profession which he professes to love and in which his referees assert he is a capable and caring veterinary surgeon.”
www.rcvs.org.uk/disciplinary
The RCVS has published a video in which the new President Neil Smith outlines his objectives for the year ahead.
In the video, Neil says the presidential task he most looks forward to is admitting new veterinary surgeons and nurses to the Register. There have been 740 registrations made as part of graduation ceremonies across the UK's seven veterinary schools this summer.
Neil said: "It's a great privilege to welcome these new graduates to the College. Graduation represents a culmination of such a long period of hard work - supported by family, friends and vet school staff. It's also the start of what I hope will be satisfying lifelong careers in a profession that is proud to keep animal health and welfare at its heart.
"I hope that this latest generation of veterinary surgeons will benefit from the broad range of career opportunities available, just as the animal-owning public will benefit from their skills and knowledge."
On graduation, all new veterinary surgeons received a memory stick from the College, which included a Guide for New Members, the Code of Professional Conduct, CPD Record Card, information about the Professional Development Phase, which is mandatory for all new graduates working in clinical practice, and other College publications. If any new graduate did not receive their memory stick, they should contact membership@rcvs.org.uk.
A lecturer of special eminence in veterinary anatomy is sought for the 2013 RCVS Share Jones Lectureship.
This is a biennial award whose recipients give a public lecture on a subject agreed with the College.
Recent lectures have included 'Who says you can't be big and nimble? The fragility of giant land animals,' given in 2011 by Professor John Hutchinson, whose expertise includes the anatomy and locomotion of dinosaurs and crocodiles; and 'Sex and Regeneration: Lessons from Nature,' a study of deer antlers presented by Professor Jo Price.
Jo said: "It was a great privilege to be asked to deliver the Share Jones Lecture and it was an experience that I will remember as one of the highlights of my career. This lecture provides a unique opportunity for those of us with a deep interest in structure-function relationships to showcase the discipline of veterinary anatomy and inspire the next generation of veterinary scientists."
Any lecturer who has achieved special eminence in veterinary anatomy is eligible for nomination; RCVS membership is not a requirement. Nominations will be considered by the Education Policy and Specialisation Committee in February, with decisions made by RCVS Council in March. To nominate a candidate for the lectureship, please email his or her CV, with a letter of recommendation, to Ms Anne Jermey (education@rcvs.org.uk).
RCVS Council agreed, in principle, to the sale of Belgravia House and for the College and its London-based staff to move to different premises at its November meeting.
The sale of the building and the move will be overseen by the College’s Estate Strategy Project Board headed by former RCVS President Barry Johnson and including current and former RCVS Council members and RCVS staff.
The RCVS has been based at its current premises in 62-64 Horseferry Road for 25 years, but says it now needs more up-to-date and modern facilities to accommodate a projected increase in the number of staff.
The College says it has considered a number of alternatives, including expanding the current premises by adding or expanding floors. However, due to the fact that the building is in a conservation area, it has become clear that any such expansions would be unlikely to get planning permission from Westminster Council.
Lizzie Lockett, RCVS Chief Executive, said: "For a number of years it has become apparent that it is fast approaching the time at which our current premises will no longer be fit for purpose due to an increase in the number of RCVS staff – something that is projected to continue in the future – the ongoing need to use the building for Disciplinary Hearings, which take over the lion’s share of available meeting space, and the need for better and more modern facilities.
"Even putting our need for increased space on one side, Belgravia House requires major refurbishment in key areas such as air-conditioning and lifts, which would require staff to vacate the premises for up to 18 months, which would be costly and disruptive.
"We are therefore pleased that Council has recognised the need for the College to move somewhere that better reflects our needs and, over the coming months, we will be exploring a number of different options for new premises.
"In parallel to this we have put out an invitation to tender for agents to manage the sale of the building. The plan is for the arrangement to include lease-back so that we have time to find a suitable premises and enabling us to act quickly when we do."
Any organisations that are interested in putting forward a tender to manage the sale of the building should contact Corrie McCann, RCVS Director of Operations, on 020 7202 0724. Responses to tender are required by 30 November 2018.
Photo: Copyright Google 2018
They include the launch of the RCVS Academy, reforms to the RCVS concerns investigation process, the publication of the Workforce Action Plan and guidance for universities on supporting Black, Asian and Minority Ethnic veterinary students, ongoing work on new under care guidance, the development of new sustainability standards for the Practice Standards Scheme, and the purchase of the future headquarters for the RCVS.
The report also contains an update from the College’s charity partner RCVS Knowledge, details of RCVS financial management policies, and an independent auditor’s report on the College.
The Annual Report and Financial Statements will be formally adopted by RCVS Council at its Annual General Meeting on Friday 7th July at One Great George Street.
Veterinary surgeons and veterinary nurses are able to submit questions about the Annual Report.
The College says that subject to time, submitted questions will be answered by the College on the day, or followed up in writing after the event.
Questions should be emailed to Deborah Rowlanes, RCVS Events Manager, on d.rowlanes@rcvs.org.uk no later than 5pm on Tuesday 4th July.
If you want to attend, register at: www.rcvs.org.uk/events.
The College wants more vets to come and share their ideas and insights into how the role of the veterinary nurse can be strengthened within the team, particularly in the light of data gathered from the RCVS’s 2024 VN Vision workshops which showed that many nurses believe their skills and capabilities, and the scope of tasks that can be performed within the current legal framework, are not fully used.
The first two events, in South Wales and Belfast, were well-attended by veterinary nurses, but only about 10% of attendees were vets who arguably have the most to gain by sharing ways of enabling nurses to perform a more central role and relieve some of their workload.
There are four more events coming up:
RCVS Director of Veterinary Nursing, Julie Dugmore, said: “Last year’s VN Vision events focused specifically on veterinary nurses and resulted in some truly inspiring insights. Now, in this new series of events, we’re taking the next step, and need to get the wider practice team involved in order to understand how strengthening the VN role will feed into team dynamics and the professions as a whole.
“Our latest VN Vision events will play a key role in helping us to define long term goals, identify the practical steps needed to achieve them, and determine how success will be measured and shared with the wider public. To make it happen, we need voices from vets, practice managers, support staff, and VNs alike.”
The VN Vision workshops are free to attend, informal, informative and made up of small groups.
Supper will also be provided for the evening sessions, and lunch for the London day workshops.
https://www.eventbrite.com/cc/vet-nursing-vision-events-3253639
Under the previous system, complaints made about a veterinary surgeon or veterinary nurse would, at Stage One, be considered by a Case Examiner Group (CEG) which would determine if there was an arguable case of serious professional misconduct.
If the CEG found there was an arguable case, it would then refer it to Stage Two of the process for consideration by the Preliminary Investigation Committee.
The CEG stage of the process has now been replaced by Stage One Preliminary Investigation Committees which, rather than using the ‘arguable case’ threshold, will consider from the outset whether there is a realistic prospect that the alleged conduct constitutes serious professional misconduct and that there is sufficient evidence.
The new Stage One Preliminary Investigation Committees will comprise members of the professions and lay people, and will be assisted in their investigations by an RCVS Case Manager who will also be the first point of contact for those raising concerns, witnesses and respondents in the case.
Eleanor Ferguson, RCVS Registrar and Director of Legal Services, said: “By keeping to one consistent threshold for serious professional misconduct throughout the concerns investigation process, we hope that these changes will help to simplify our investigations while still ensuring that the process remains robust and thorough.
"We also hope that, in time and when the changes are fully bedded in, we may also see a swifter resolution to some cases, as concerns that may previously been referred on to Stage Two of the process can now be closed at Stage One.”
If a Stage One Preliminary Investigation Committee cannot close a case it will refer it on to a Stage Two Preliminary Investigation Committee.
This will gather additional information and evidence and then determine if there is a realistic prospect of finding serious professional misconduct and if it is in the public interest for the case to go to Stage Three - a full, public Disciplinary Committee hearing.
Eleanor added: “The introduction of these new stages is the first step in the programme of reform of our concerns investigation and disciplinary processes.
"Next year we will be looking to introduce our Charter Case Protocol which will be a way of resolving some less serious cases of alleged misconduct where it would not necessarily be in the public interest to hold a full Disciplinary Committee hearing.”
www.rcvs.org.uk/concerns
The RCVS awards for which nominations can be made this year are:
RCVS President Dr Melissa Donald MRCVS, said: “It is important that veterinary surgeons and veterinary nurses uplift each other, and recognise those everyday heroes who impact the animal health and welfare in their local community day in, day out.
"So, if you know anyone who fits the bill for one of our award categories, please make sure to take a bit of time to fill in the nomination form and put them forward.”
The deadline date for the 2023 awards is 5pm on Friday, 27 January 2023.
To read the guidance on making a nomination and to download the PDF nomination forms for each of the awards, visit www.rcvs.org.uk/awards
The awards fall into two categories, those which you need to be nominated for by other people and those which are also open to self-nomination:
Requiring nomination by another person:
Self-nominations allowed:
The deadline for the 2025 awards is Friday, 13 December 2024.
https://www.rcvs.org.uk/how-we-work/rcvs-honours-awards
A shift towards a more outcomes-based model of CPD for veterinary surgeons and veterinary nurses has been under discussion for a number of years and one of its main proponents has been the current RCVS Senior Vice-President Professor Stephen May (pictured right), who chaired the CPD Policy Working Party.
Stephen said: "There has been increasing recognition over a range of different professions that CPD records based on ‘inputs’ alone, for example, measuring the number of hours attending a lecture, do not necessarily prove that any significant learning has taken place or that this learning will be used to improve professional practice.
"By contrast, research has demonstrated that CPD activities focused on outcomes encourage professionals to reflect on what they have learned, how they will apply their learning and how it will improve their practice, which has a positive impact on professionalism and patient health outcomes. Numerous other professions, including human medicine and dentistry, have moved to this model and the veterinary world has been somewhat ‘behind the curve’ as a result.
"However, as with any significant shift in policy, there has been a recognition that we needed to take the profession with us and not force through change. This is why, in March 2017, we launched a pilot scheme for the outcomes-based model with veterinary and veterinary nurse volunteers, including people who, during the initial consultation stage, had voiced some skepticism towards the concept.
"The overall feedback from volunteers was very positive and supportive towards the changes and I look forward, over the coming years, to talking to the professions at large about the benefits of the approach and how to best engage with the model."
In all, around 120 volunteers took part in the pilot, of whom 70% were veterinary surgeons and 30% veterinary nurses. When the pilot finished in October 2018, volunteers provided feedback as part of the evaluation process. Of the 57% of volunteers (n=70) who responded to the survey:
77% said they would be willing to use an outcomes-based CPD model in the future;
41% found it ‘easy’ or ‘very easy’ to implement outcomes-based CPD while only 11% thought it was either ‘difficult’ or ‘very difficult’;
61% thought that the outcomes-based model made CPD more meaningful for them and 25% said it encouraged them to undertake a wider range of CPD activities than previously;
Other feedback included the need for a better CPD recording system and more information and guidance ahead of any future changes.
Following the feedback, particularly around the need for a new approach to CPD recording, it was also recommended to Council that a new online CPD recording system should be introduced. This system will integrate the current disparate systems, such as the Student Experience Log (for vet students), Nursing Progress Log (for student VNs) and the Professional Development Phase (for recent vet graduates), making it a ‘one-stop shop’ professional development recording platform.
Richard Burley, RCVS Chief Technology Officer, said: "We will be building a new platform, consolidating all professional development-related capability for all members, into a single, integrated solution, seamlessly accessible via our ‘My Account’ online portal, and forthcoming mobile app. We have assembled a new, dedicated, software development team to drive this work and more details about this system will be published in coming months."
Linda Prescott-Clements, RCVS Director of Education, added:"Following the approval of the CPD proposals by RCVS Council, a phased roll-out of the new model and the accompanying IT system will take place. This includes recruiting a group of volunteers from the profession later this year to get some initial feedback around the guidance resources and online CPD platform, with members of the profession being voluntarily able to sign up to the new model and IT system from January 2020 onwards.
"Implementation of the new CPD requirement for all members is expected to start in January 2022 but, prior to that, we will be working hard to talk to the profession about why an outcomes-based model is a more effective and meaningful way of undertaking CPD and this will include workshops, webinars and roadshows. Look out for more news on our plans over the coming months."
For more information about the College’s current CPD policy requirement and policy, visit: www.rcvs.org.uk/cpd
At the outset of the hearing, Ms Giles admitted that between 1 August 2012 and 21 June 2016 she had failed to respond to reasonable requests from the RCVS to share her CPD records – these requests amounted to 11 letters, two emails and three telephone calls. Of these attempts to contact Ms Giles, she responded to just one email. This was in May 2016 in which she issued an apology (and an explanation that she had moved address) and offered to provide certificates proving that she had undertaken CPD – despite the fact that no such evidence could in fact be produced.
During the proceedings the RCVS asserted that Ms Giles had failed to comply with several crucial aspects of the Code of Professional Conduct for Veterinary Nurses – namely that all members of the profession are expected to undertake at least 45 hours of CPD over a rolling three-year period in order to keep their professional skills and competences up-to-date, that these CPD records should be provided upon request and that members of the profession must comply with reasonable requests from the RCVS.
In her evidence Ms Giles said that she knew she should have responded to these requests but admitted that she did not originally regard the requests as important and thought that the matter would 'go away' if she did not respond. When it became clear that this was not the case she said she found it difficult to face up to her obligations. She also admitted that her failures to respond were unprofessional and that she now has an appreciation of the importance of undertaking CPD in terms of keeping up with changing practices and advances in veterinary and nursing practice.
Having found the charges against her proved and finding her guilty of disgraceful conduct, the Committee then considered its sanction against Ms Giles. The Committee took into account the seriousness of Ms Giles' failings in that she made repeated decisions not to comply with requests from the RCVS over a protracted period of four years.
Professor Alistair Barr, chairing the Committee and speaking on its behalf, said: "Your failures show, inevitably, a disregard for the regulatory responsibilities of the RCVS to police veterinary nurses' obligations to fulfil their CPD requirements."
He added: "The RCVS can only seek to ensure compliance with those obligations at one step removed, namely by requesting information from its registrants that they have complied with their CPD obligations. They are in this respect, therefore, heavily dependent on the cooperation of registrants to provide full, honest and prompt responses to their reasonable requests for confirmation of their compliance. It is that which has been sorely absent in this case."
The Committee heard mitigating evidence on behalf of Ms Giles including witness statements and letters from current and former colleagues which complimented her communication skills with work colleagues and animal owners and in which it was accepted that she is a "valued member of the veterinary nursing profession."
The Committee also recognised that she had shown insight into her failings, that she had not attempted to excuse the failures to respond to the RCVS and had been making efforts to keep records of her CPD.
However, the Committee decided that a suspension from the Register would be the most appropriate sanction. Professor Barr said: "The mitigation that has been advanced on your behalf has been considered by the Committee and that has served to reduce the period of suspension that a bare account of the facts pertaining to the charge laid against you might suggest is appropriate.
"In the result that mitigation has persuaded us that we would be acting consistently with our public duty by imposing a period of suspension of two months. In imposing that sanction we have noted the evidence as to your professional competence and your other professional qualities. The Committee trusts, therefore, that once you have served your period of suspension you will return to the practice which you say you love."
Seventeen overseas-qualified veterinary surgeons who succeeded in passing the Royal College of Veterinary Surgeons Statutory Examination for Membership, have been admitted to the RCVS Register and may now practise in the UK.
Remarkably, nearly half of them (8) were graduates of St George's University School of Veterinary Medicine (SGUSVM) in the Caribbean island of Grenada. Austin Kirwan, St George's Associate Dean of UK and Ireland Clinical Affairs said: "This outstanding result confirms the school's status as a leading international teaching institution for prospective veterinarians. Our graduates now have a proven record of high standards which is encouraging to those who follow in their footsteps."
To mark the occasion, a ceremony was held at Belgravia House for the registrants, their friends and families. After the veterinary surgeons' names were entered into the Register, RCVS President, Mr Peter Jinman, made a short address to welcome those attending, and presented the new Members with their certificates.
"Today is a celebration not just for those registering but for all of you," he said, acknowledging the importance of the support provided to vets by their friends and family. He also encouraged those who were newly graduated to sign up for the Professional Development Phase as the route to postgraduate education, saying that "Education does not stop today; indeed it is just a closing of one chapter and tomorrow is the opening of another, for learning is a lifelong experience."
The RCVS has introduced a new online recording system for graduates starting their Professional Development Phase (PDP).
The new PDP database sits as a module within the Professional Development Record (PDR), launched by the RCVS in April to help veterinary surgeons and veterinary nurses plan, evaluate and record their CPD.
Freda Andrews, RCVS Head of Education said: "Bringing the PDP into the new Professional Development Record shows clearly how this stage of a vet's development is part of the continuum of professional development that starts at university and continues for as long as they practise. We are also developing a system for students to record their practical and clinical experience whilst at university and, once this is complete next year, the PDR will become a complete record of professional lifelong learning."
Like the rest of the PDR, the new PDP module offers extra space for notes, and allows documents such as case reports and presentations to be uploaded and stored. Responding to feedback from users of the old PDP system, the new interface is designed to be more user friendly than the previous PDP database, and contains interactive help, guidance on PDP and an easier means of recording case numbers against the clinical skills lists. All new graduates from 2012 are able to sign up to use the new PDP site and, once their account is activated, they will also be able to use the CPD area to record any additional CPD they might undertake.
Graduates from previous years who are still undertaking their PDP using the old database may continue on the old system for the time being, although at some stage within the next year or so, the old site will need to be archived. Anyone who would prefer to use the new system instead should contact the PDP administrator at the RCVS to discussed transferring (pdp@rcvs.org.uk 020 7202 0736). As the skills lists have changed slightly, however, an automatic transfer of data from the old to the new isn't possible.
The PDP links the 'Day One' competences that veterinary surgeons have achieved when they graduate to the 'Year One' competences which they are expected to have achieved after about a year in practice. Each vet's progress through the PDP is supervised by a Postgraduate Dean, and its completion also requires sign-off from the veterinary surgeon's employer or mentor.
For more information, or to sign up to the PDP, visit www.rcvs.org.uk/pdp.
All veterinary surgeons, nurses and students over the age of 18 were invited to participate by email, which elicited 2,781 complete responses and a further 631 partial responses, 1682 from vets, 328 from vet students, 1,369 from nurses and 553 from student vet nurses.
80% of respondents were female, 16.8% male, 1.4% non-binary, 0.8% genderfluid and 0.9% preferred not to say or to self describe.
93.3% were white, 2% were Asian or Asian British, 0.6% were black, black British, Caribbean or African.
The remainder identified as 'other ethnic group', mixed or multiple ethnic groups, or preferred not to say.
90.4% of participants worked within clinical veterinary practice, three-quarters in small animal practice.
Almost two-thirds worked part time.
Paradoxically, although around 50% of respondents described their physical or mental health as 'good' or 'very good', 75.6% considered themselves to have at least one disability or chronic condition (61% chronic, 48% physical, 39% mental health and 30% neurodivergent).
Female veterinary surgeons were significantly more likely to suffer from a mental health condition (48.3%) than males (19.2%).
Mental health conditions were far more common amongst the young (51% of those aged 18-29), than the old (28% of 50-59 year olds, declining to 9% of 70-79 year olds)
Veterinary nurses were more likely to say they have a mental health condition (47.3%), than veterinary surgeons (27.9%).
As with mental health, the proportion of respondents identifying as neurodivergent decreased with age (42.3% of respondents aged 18-29 vs 6.7% of those in the 70-79 age group).
Whilst overall, 29.8% identify as neurodivergent, the figure was notably higher (83.3%) amongst those who identify as non-binary or genderfluid.
The number of people with a physical condition varied less with age and gender, although of course, broadly speaking, age brings with it an increase in physical problems.
60% of participants said they are affected by their disability/chronic condition every day, and 68% agreed or strongly agreed that they had to make significant changes to their life to continue working.
The most frequently reported symptoms of disability/chronic condition were mental health (45.2%), pain (36.4%), learning, understanding or concentrating (33.8%), and stamina or energy limitations (32.3%).
When asked if they were treated different at work because of their disability or chronic condition, 49.5% said they had not and 34.7% said they had.
Of those who felt they had been treated differently, 45% thought that disclosing their condition had contributed to this.
18% of those in education and 36% of those in work said they had experienced discrimination, bullying or harassment because of their disability/chronic condition.
Discrimination, bullying or harassment was more likely to be reported by those with a mental health condition or who identify as neurodivergent (47% and 46%), than those with a physical or chronic condition (38% and 37%)
Perceived discrimination, bullying or harassment was most likely to have come from managers (76%) and colleagues (64%) compared to clients and 'other' (15%).
63% of respondents believed there was a strong or moderate understanding of the Equality Act at their workplace but 12% thought their employer had no knowledge or understanding.
45% thought their employer had strong or moderate understanding of the Access to Work scheme, while 27% reported no understanding at their workplace.
Examples of good practice were given by some respondents about their existing or previous workplaces. These included reasonable adjustments such as adjusted working hours, environment and task adaptations, alongside good communication, support (from colleagues, managers and external sources), and additional resources.
Gurpreet Gill, Leadership and Inclusion Manager at the RCVS, said: “While there are some sobering elements in this report, and some clear and unfortunate examples of poor practice and discrimination, the overwhelming feeling is that there is goodwill and a desire to help people out there in the professions, but sometimes a lack of understanding and knowledge on how best to do this.
"Of course, there are also some excellent examples of good practice in terms of putting in place adjustments and accommodations for employees and staff with disabilities, as well as for students on placements.
“Overall, this should be taken as a call for more members of the professions to familiarise themselves with the Equality Act 2010 (https://www.equalityhumanrights.com/equality/equality-act-2010) and its provisions.
Under this legislation, it is unlawful to discriminate against people with protected characteristics, including disability.
"The act sets out the legal requirement for workplaces and educational institutions, among others, to make reasonable adjustments to avoid disabled people being placed at a disadvantage.
“We will now be considering how we, as the regulator and Royal College, can best support members of the professions in understanding their rights and responsibilities under the Equality Act 2010, and what further training and education can be provided, looking at the RCVS Academy as a potential vehicle for doing so.”
Olivia Anderson-Nathan, a Director of BVCIS added: “Overall, the report demonstrates that although there are systemic issues that require a shift in workplace culture, there may be some relatively ‘easy wins’.
"For example, improving line manager knowledge of the Equality Act and providing reasonable adjustments that are typically inexpensive and simple to implement, such as providing seating and ergonomic equipment, and rota or shift changes.
"Many changes, like flexible working, will actually benefit everyone.
"Most importantly, employers and educators need to make sure that those with disabilities, neurodivergence, and chronic illnesses understand their rights and are given positive support to identify their needs.
"This means co-designing individualised adjustments and avoiding a one size fits all approach.
“BVCIS will continue our work to educate the profession, offering support and guidance for anyone not sure where to start.
"We also offer community support through our Veterinary Spoonholders Facebook page for disabled, chronically ill and/or neurodivergent people in the veterinary world so – please do come and join us if any of the experiences detailed in the report resonate with you.”
www.rcvs.org.uk/publications
Expanding on the training available in autumn 2022, which was launched based on the results of an extensive training pilot, MMI is offering a total of 14 sessions taking place both online and in person over the next few months. Sessions will be running from January to April 2023. The courses will cover areas that have been identified as priority topics from previous MMI surveys, feedback from the professions, and evaluation of the training pilots.
Mind Matters Initiative Manager, Lisa Quigley, said: “Mental health and wellbeing are impacted by a whole host of structural and societal factors and maintaining a healthy workforce goes far beyond supporting people on an individual level.
"Whilst it is undoubtedly important to provide people with the skills they need to look after themselves, we are aiming to expand on this by providing individuals with the skills and knowledge needed to recognise and address wider collective issues. For example, the importance of creating and maintaining a positive workplace culture.
Session dates and specific topics are as follows:
Mental Health First Aid (£30 in-person)
9am – 5pm
Psychological Safety and Civility (£20 in-person, £15 online)
In-person – 9am – 4pm
Online – 9am – 1pm
Sustaining Your Emotional Health (£15 in-person)
2pm – 5pm
For more information on the training courses, visit: https://vetmindmatters.org/training/
With four sessions having taken place throughout May and June this year, the autumn sessions will focus on:
RCVS Director for the Advancement of the Professions, Angharad Belcher (pictured), said: “We recognise that change cannot happen without collaboration – no one organisation can solve as complicated and multi-factorial an issue as the workforce challenge on their own.
"We hope to welcome you to these sessions to share your insights and contribute to the ongoing conversation around this important topic."
The webinars are free, last an hour and 15 minutes and count as CPD.
https://www.rcvs.org.uk/news-and-views/events/workforce-ambitions-sessions/