Table 2.

Support strategies for improving the transition experience from trainee to consultant.

Levels of support	Examples
Individual level
Building confidence	Encourage senior trainees to act up in consultant roles and make decisions at consultant level in a safe environment supervised and mentored by a senior consultant; create opportunities to enhance professional development, such as actively involving new consultants in research and decision-making processes regarding clinical guidelines.
Network of support	Foster supportive relationships with trusted friends and family; engage in reflective practice with peers and senior colleagues.
Work-life balance and self-care	Establish clear boundaries between work and personal time; recognise the signs of burnout and seek professional support when appropriate.
Organisational level
Locally relevant induction	Ensure proper onboarding and comprehensive orientation to the department; provide essential resources such as ID cards, computer logins, and access to local clinical guidelines; ensure timely and accurate pay.
Mentorship	Implement or strengthen mentorship programmes pairing new consultants with experienced senior consultants familiar with the department and ideally a second mentor who has recently gone through the transition.
Wellbeing initiatives	Encourage employees to establish clear expectations for work hours and responsibilities; provide adequate practical facilities such as lockers, parking, and rest areas.
National level
Handbooks	Provide a comprehensive and accessible guide on topics such as job planning, information on CCT, appraisals, becoming an educational supervisor, pension, pay, and private practice.
Guidance on training	Develop guidance on protecting training and ensuring training progression for the next public health emergency.
Advocacy	Advocate for staff wellbeing, fair pay, and sustainable pension schemes using national organisations.