You must:

• be a medically/scientifically qualified College member listed on the GMC Specialist Register or HCPC Registered and participating in a CPD Scheme with the relevant Royal College
• have been a consultant for a minimum of three years
• be in active practice [i.e. not retired from the NHS or equivalent practice]
• have knowledge of Equal Opportunities legislation

If you are interested in becoming a potential assessor for the College, please contact workforce@rcpath.org to request more details.

Usually no. This is to ensure there is no bias and the College assessor will usually be chosen from a geographically distant area to ensure impartiality.

There may be exceptional circumstances when it is necessary.

Ask the employing body to inform the Workforce Department. The employing body should not approach potential assessors directly. 

It is not necessary to stand down as College assessor. Please declare at the start of the appointment committee’s deliberations that you know/have worked together. However, if you are related or married to the candidate, you would need to stand down.

You are the College’s representative to provide professional advice regarding the adequacy of the candidate’s suitability for the post.

• You should assess the experience and compare the length of training for candidates from the UK, the EEU and overseas.
• You should satisfy yourself that the candidates fulfil the requirements for the post and express your opinion on the most suitable candidate.
• If you feel that none of the candidates is suitable you should recommend that no appointment should be made.

Members of the appointment committee should not normally act as a referee for a shortlisted candidate to avoid allegations of bias. However for small specialties, it is difficult to avoid this happening.  If you are acting as a referee, please mention this at the start of the appointment committee’s deliberations so that the other members are fully informed. 

The job description will have been approved beforehand and so the assessor should not comment upon this at the appointment committee. However if the assessor has any concerns these should be brought to the attention of the Workforce Department prior to the interview.

Inform the Workforce Department

All Band 8c, 8d and 9 consultant clinical scientist assessments should be by formal interview, even in the case of in-house upgrading. In general, the obligation to assess by interview, and not by mail, increases with the seniority of the post.

Candidates from outside the NHS (e.g. from industry or academia) may bring valuable specialist knowledge and skills, but lack the broad base of competence that is attained through an accredited training scheme. In such instances, recommend that they undertake a personalised training programme to acquire appropriate competency levels. Advice from the relevant professional body should be sought. Adequate monitoring and supervision arrangements must be in place during training. Such candidates would be required to demonstrate HCPC registration before appointment to a consultant post.

Individuals who are well advanced with higher specialist training may not apply for consultant clinical scientist posts before they have taken the final FRCPath examination. Depending on the specific post being appointed, you may suggest that the appointment is conditional upon the candidate obtaining the necessary exit qualification.

Usually these are read at the end of each interview or at the end of all the interviews.

Please complete the feedback form that was included in your College pack and return it to workforce@rcpath.org.

This Feedback Form should be returned to the College as soon as possible after the appointment committee as this information is essential for workforce planning. If you need another copy of the Feedback form, contact workforce@rcpath.org

We include the successful candidate’s name in the next edition of the College Bulletin, keeping our Fellows informed.

Aggregated statistics from the appointment committees are used to advise College Council, Health Education England and other UK agencies on trends in recruitment in pathology specialties. 

The employing body is required to reimburse the assessor for all reasonable expenses incurred whilst attending the appointment committee. Assessors should ensure they keep the receipts for expenses and ask the Employing Body's Human Resources representative for an expenses form on the day, if they have not already received a copy.

It is advised that, if possible, you take a photocopy of the expenses and ask the Human Resources representative to inform you when payment will be made.

The job description should be revised and evaluated in accordance with the Agenda for Change job evaluation scheme rules and the job vacancy re-advertised. 

In the event that your advice is disregarded by the appointment committee, it is essential that you submit a detailed written report to the College Assistant Registrar.

If a candidate is selected against your advice then a report should be sent to the Workforce Department who will then forward it with the authority of the College to the employing body. If you feel the appointment made will endanger the maintenance of proper standards you should inform the appointment committee of your intention to lodge a report to the College.