"Having faced these challenges myself, I’m committed to ensuring supervisors receive the support they need to succeed," Dr John Vaughan, NSW Rural SLO (RACGP)

Dr John Vaughan's passion for supervision has driven his dedication to supporting supervisors.

Learn more about John's supervision journey in our latest interview with GPSA Communications Manager, Pauline Ingham.

Could you share your journey into your current role as an SLO? What inspired or motivated this path for you?

"My journey as a supervisor began in 1985, during a time when registrar placements operated quite differently under the Family Medicine Program. Registrars spent three months in country practices, and our connection with the RACGP was minimal.

"Over the years, I’ve taken on various roles with Regional Training Providers (RTPs) and the RACGP. I helped establish the RTP for the Hunter region in New England, serving as its inaugural Chair, and later became a Supervisor Liaison Officer (SLO). From 2005 to 2008, I supervised registrars in the Torres Strait under Tropical Medicine Training, before returning to my hometown to work with North Coast GP Training, eventually transitioning to GP Synergy as the NSW RTPs amalgamated. Today, I’ve come full circle, working once again with the RACGP."

My passion for supervision has driven my dedication to supporting supervisors. Early on, I recognised the critical role supervisors play in training and the importance of helping them navigate the complexities of practice ownership and registrar development. Having faced these challenges myself, I’m committed to ensuring supervisors receive the support they need to succeed.

How have your past experiences prepared you for the work that you're doing now as an SLO?

"Well, I think I've been prepared because I was a practice owner. My 25 years as a practice owner in rural settings have given me a broad perspective and deep understanding of the challenges supervisors face. This varied experience enables me to empathise with the realities of supervising registrars in diverse contexts."

Are there specific skills that you think have been particularly helpful?

"I believe mentorship is the most valuable skill I bring to the role. Registrars, while highly educated and enthusiastic, often need guidance to navigate the complexities of their roles. Supporting them in this way has always been central to my work.

"Having been mentored by exceptional individuals throughout my career, I’m driven to give back by offering the same support to others."

These experiences shape my approach to fostering a supportive environment that empowers both registrars and supervisors to thrive.

What does GPSA bring to its members? And what would you say is the most compelling reason for supervisors to join GPSA?

"GPSA’s most compelling benefit is its advocacy for supervisors in negotiations with the Health Department and the Colleges—both ACRRM and RACGP.

For the first time, we have an organisation solely dedicated to representing our interests, ensuring that our voices are heard and our contributions recognised.

"GPSA plays a pivotal role in negotiating registrar terms and conditions through the NTCER, lobbying key bodies to highlight the critical role supervisors play in training competent registrars. This work is essential to securing the future of general practice by fostering highly skilled professionals.

"Joining GPSA means supporting an organisation that advocates on behalf of all supervisors, addressing challenges we cannot tackle individually. The GPSA Board comprises supervisors who intimately understand the demands of the role, ensuring that their work directly reflects our needs.

"Supervision can sometimes feel isolating, but GPSA provides a sense of community and reassurance that we are not alone. By supporting GPSA, we strengthen a collective effort to safeguard the interests of supervisors and enhance the quality of general practice training.

How can supervisors make the most of what GPSA has to offer?

"Supervisors can benefit greatly from GPSA’s exceptional education programs, overseen by Dr Simon Morgan. These programs provide valuable insights into the supervisory role, enhance teaching and mentorship skills, and offer practical support for managing challenging situations. This professional development is vital for improving the quality of training and fostering successful registrar relationships.

By supporting GPSA, supervisors are effectively supporting themselves. 

"GPSA represents supervisors in negotiations and advocacy efforts with higher bodies—a task that individual supervisors cannot manage alone. The organization also provides a platform for feedback, allowing supervisors to voice concerns, suggest improvements, and share challenges. This open communication ensures that supervisors’ needs are addressed and their voices are heard.

"Additionally, GPSA creates a sense of community for supervisors, who may otherwise feel isolated in their roles. It’s a one-stop resource for everything supervisors need to succeed, from advocacy and representation to education and peer support. By joining GPSA, supervisors are investing in their own professional growth and the future of general practice training.

What aspect of GPSA’s work do you personally value the most?

"The education programs GPSA offers are invaluable, providing supervisors with essential insights into their roles, enhancing mentorship, and improving teaching skills. These programs, coupled with the camaraderie GPSA fosters among supervisors, create a unique support network. Sharing experiences and exchanging information with peers is incredibly beneficial, and GPSA facilitates this at multiple levels.

"Additionally, GPSA’s role in advocacy ensures supervisors have a strong voice. Before GPSA, there was little formal support for supervisors, leaving many feeling isolated. Now, GPSA provides a platform for feedback and representation, making it an essential resource for anyone involved in registrar training.

In your view, what are some of the biggest challenges facing supervisors today? 

"Supervisors face several significant challenges in today's training environment, two key issues stand out: the registrar placement processes, and financial challenges for training practices.

"The current process of matching registrars with practices could be improved. Presently, the responsibility often lies with registrars to select practices, but they may not have the insights needed to make the best choice. Practices, on the other hand, have a deeper understanding of their supervisory capabilities and dynamics. A return to a college-led placement system, where registrars are matched to practices based on suitability, could help address the frequent mismatch between supervisors and registrars. Such mismatches often lead to conflict and dissatisfaction, negatively impacting both parties. Additionally, the "speed-dating" style of interviewing registrars emphasizes urgency rather than compatibility. While this business-oriented model considers factors like financial viability and location, it can overlook the nuanced needs of registrars and practices. A more structured and thoughtful placement system could lead to better outcomes for all stakeholders.

"Hosting registrars often imposes financial burdens on practices, particularly in rural, remote, and underserved urban areas. Practices may accept these costs with the hope that well-trained registrars will remain long-term. However, the financial strain can deter practices from fully engaging in the training program. To alleviate this, one suggestion would be that GPSA advocate for government subsidies to offset some of the costs associated with registrar salaries. Such support would make hosting registrars more sustainable for practices and potentially attract more registrars to general practice. Addressing the financial concerns of both practices and registrars is critical, as many registrars hesitate to choose general practice due to the perception of limited earning potential during their training years.

These challenges highlight the need for systemic changes to ensure a more supportive and effective training environment that benefits registrars, supervisors, and the broader community.

What messages do you have for your fellow supervisors and supervision teams?

"Mentorship - I want them to know their role as a mentor is absolutely critical to the process of training competent GPs. It’s essential to focus on encouragement and support rather than punitive approaches. Education through punitive measures doesn’t work - it undermines confidence and hinders learning. Instead, we should create an environment that allows registrars the space to learn, grow, and improve.

"By offering guidance and understanding, we empower registrars to become the skilled, competent professionals our communities need.

As supervisors, your role is not just to teach but to inspire and nurture the next generation of GPs. It’s a responsibility and an opportunity to shape the future of general practice in Australia.

"Selfcare - The younger generation of trainees places a strong emphasis on lifestyle and self-care - a concept that many of us older GPs are still learning to embrace. It’s an important lesson for supervisors to take on board, as prioritizing self-care is essential for sustaining a long and effective career in general practice. If we don’t take care of ourselves, we cannot hope to provide the best care for our patients.

"Self-care is not just a personal benefit; it’s an investment in better patient outcomes. By adopting this mindset, we not only improve our own well-being but also set an example for the trainees we mentor, reinforcing the importance of maintaining balance in a demanding profession.