Working glossary

Terms used in this handbook

Capability means the ability to apply relevant knowledge, skills and professional judgement in context. For a formal assessment, use the operative framework wording and requirements.

Competence and scope are related but not interchangeable. Scope describes the work and boundaries of the role or activity for consultants and SAS doctors alike; evidence is needed about the doctor's ability to undertake it. Breadth of scope and decision authority within it are separate matters. The handbook does not impose a universal distinction between these terms across every external document.

Autonomy means responsibility for making and implementing clinical decisions without routine supervisory approval. Seeking advice is compatible with autonomy. Supervision for a new activity, peer consultation and service governance have different purposes. These distinctions apply to consultants and SAS doctors alike.

Corroboration is information that supports an account from an identifiable basis, such as observation or review. A colleague's title alone does not establish that they know the work.

Development plan records an objective, opportunity, resources, support and review. It can prepare a doctor for a role without constituting an employment commitment.

Job description describes responsibilities and relationships. Job plan makes agreed work, time and objectives visible. Their exact form and contractual effect depend on the applicable employment arrangements.

Portfolio is an organised body of evidence with explanations of contribution, relevance and limitations. Its purpose matters: appraisal, grade assessment and registration have different requirements.

Quality improvement concerns a deliberate effort to improve a process or outcome. Clinical audit, service evaluation and research have distinct purposes and governance implications. Use chapter 12 and local advice to classify a real project.

Regrading is used for a formal employment process where an applicable policy provides it. It is not a synonym for every career discussion, application or pay change.

Secondment refers here to a time-limited arrangement with agreed duties and terms. It is neither a universal prerequisite for Specialist progression nor a guarantee of permanent appointment.

Specialist SAS is the employment-grade destination at the centre of the book. Specialist registration is a separate GMC matter. The Portfolio Pathway chapter addresses that separate objective.

Consultant-level duties describes the nature and responsibility of particular work. It does not itself denote appointment to a consultant post. Appointment eligibility, clinical capability, assigned responsibility and decision authority should be assessed separately, as explained in chapter 4.

SAS includes Specialty Doctors, Specialists and Associate Specialists. Use the precise grade and applicable national contract where employment conditions matter. A rota position is not a reliable description of a doctor's capability or seniority.