SAS case studies and resources

Medical Pay

Browse through our suite of tools and resources developed to help you provide your specialty and associate specialists (SAS) workforce with development, support and recognition throughout their employment.

We will regularly update this page, so please keep checking back for new advice, tools and resources.




Minimum conditions of employment


Read the values-based recruitment readiness checklist. Organisations are encouraged to complete this as part of their wider values-based employment practices to see how ready their organisation is for values-based recruitment (VBR). The check list will help identify areas of strengths and may help create an implementing VBR action list.            


Contract of employment

Terms and Conditions of Service for Specialty and Associate Specialists (SAS) 

See our dedicated web page for terms and conditions of service for SAS doctors which contains useful documentation for employers about terms and conditions for SAS doctors and a guide for employing and supporting specialty doctors.


 Job plans Job planning guidance for SAS

Read our job planning guidance for specialty and associate specialists. This guidance reflects a shared understanding of the key principles which should characterise a collaborative approach to the job planning process.


 Coding Coding work to SAS doctors

Accurate patient coding enables patients and their families to know the name of the senior doctor in charge of caring for a patient and provides SAS doctors a reliable record of activity for appraisal and revalidation. Read the BMA guidance on why patient activity coding is important.

Read the Francis Report and Beyond A practical toolkit which out the existing framework of guidance and standards in key areas including governance, board responsibilities, information-sharing and complaints.



Appraisal and revalidation



Improving SAS appraisal

Read our guidance on improving SAS appraisal which includes practical advice based on feedback, ideas and experience from SAS doctors. It sets out the steps that employers can take to acknowledge and develop SAS doctors’ skills. The principles apply equally to trust doctors.


Medical revalidation

Medical revalidation was formally launched by the GMC in December 2012. All doctors with a licence to practise in the UK need to satisfy the GMC at regular intervals, that they are fit to practise and should retain their licence. You can find out more about medical revalidation on the GMC website.




SAS induction checklist - This supports employers in providing new specialty and associate specialist (SAS) doctors with a good induction to allow a smooth transition into their new role.  It covers induction to the organisation, the department, communications and development, and includes information on additional support and resources employers may wish to make SAS doctors aware of.

The Induction for international doctors programme is a web-based educational resource developed by Central Manchester University Hospitals NHS Foundation Trust (CMFT) in partnership with Health Education England e-Learning for Healthcare, to introduce internationally qualified doctors, who are new to UK clinical practice, to ethical, social, legal and professional aspects of UK clinical practice.


Entering UK medical practice can be hard for any doctor, regardless of where you’re from or how experienced you are. The GMC runs free half-day Welcome to UK practice workshops with covers all of the GMC’s core guidance with a particular focus on consent, confidentiality, raising concerns, care for children and young people, and prescribing.          

Pastoral support (and specialist occupational health provision)

Occupational health teams work towards keeping staff physically and emotionally well and at work to provide high quality patient care.

Listen to the podcast Health and well-being: the role of occupational health. In the podcast, Dr Anne de Bono, previous chair of NHS Health at Work, and current president elect of the Faculty of Occupational Medicine, talks about what a quality occupational health service looks like, the role of occupational health in achieving organisational goals and how it can contribute to the health and wellbeing agenda.

Raising Concerns

Read Draw the line - a manager's guide. This guide is about raising concerns (whistleblowing). It sets out the role of a manager when a concern is raised, tips for handling concerns positively, the benefits of effective staff engagement and signposts where to go for further support.



Read Fostering a positive culture for speaking up. This case study focuses on how staff at East Lancashire Hospitals NHS Trust (ELHT) have improved their organisational culture for speaking up and raising concerns.





SAS Development Guide

Read our SAS Development Guide which describes actions that can be taken to ensure that best practice is applied in the development of SAS doctors and dentists, and how different groups can work together to ensure the principles are consistently applied.


SAS Development Fund 
Read the BMA guidance on the SAS Development fund and how this can help to provide SAS doctors with opportunities for development and training to enhance their careers. 

SAS retention and development 
Use SAS development and retention programme - toolkit for implementation. This Health Education England toolkit aims to help you to improve the retention of Specialty and Associate Specialists (SAS) doctors in emergency departments.

CESR Read SAS doctors: support for the CESR training route. This case study sets out how Calderdale and Huddersfield Hospitals NHS Foundation Trust established a certificate of eligibility for specialist registration (CESR) support group and designed posts to enable SAS and trust doctors to achieve the experience, knowledge and skills required to apply for CESR to create a supply of doctors who can progress into consultant positions.


SAS development fund


Find out how NHS Education for Scotland’s SAS development programme has helped support SAS doctors develop new skills  how they have used funds to support SAS doctors with developing new skills to enhance their role within the team and ultimately improve patient care. One the website, you can find a list of case studies of SAS doctors who have undertaken training and education as part of the programme.

Autonomous working

Read the BMA guidance on autonomous working to help employers where a SAS doctor is of the view that he or she has demonstrated the ability to take decisions and carry responsibility without direct supervision.


Leadership and Development

Read the case study from Blackpool Teaching Hospitals NHS Trust on the Leadership and Development of SAS doctors.



Involvement in management structures         


Staff engagement is a key element needed to help the NHS meet the range of challenges that it faces. By involving staff in decisions and communicating clearly with them, organisations can seek to maintain and improve staff morale, especially during periods of difficulty and change. See our staff engagement resources.


Educational supervision 

Read our Information for educational supervisors. These resources are aimed at educational and clinical supervisors involved in the implementation of the 2016 contract for doctors in training. These include information on exception reporting and work scheduling.



Access this e-learning resource about educational and clinical supervisors.

It sets out how educational and clinical supervisors will undertake their roles for postgraduate medical trainees (PMTs) employed under the 2016 contract and aids them in meeting their requirements under the contract. It is designed to support educational and clinical supervisors but it pertinent to all those involved in the management of PMTs including PMTs themselves. This resource was developed with Health Education England e-Learning for Healthcare and the support of NHS Employers and the British Medical Association.


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