Resident doctor representative applications now OPEN!
We're recruiting for our next Resident Doctor in Pain Medicine representative. The deadline for applications is 12PM Wednesday 4th February 2026.
The principal duties of the representative is to represent the views of doctors undertaking pain training to the Faculty and, in turn as full Board members, to represent the Faculty to doctors in pain training.
Aims and Responsibilities
The principal duties of the Pain Medicine Resident Doctor Representative are to represent the views of doctors undertaking pain training to the Faculty and, in turn as full Board members, to represent the Faculty to doctors in pain training:
- To establish a communication network with all doctors in pain medicine training.
- Maintaining two-way communications with doctors in pain medicine training in order to update them on Faculty developments and to keep the Faculty abreast of information and concerns relevant to its work.
- Attending all meetings of their assigned boards, committees or working groups. Travel expenses are reimbursed subject to the usual arrangements.
- Involvement in Faculty projects that may arise.
- Producing articles for the Faculty magazine Transmitter and other written documents or website content.
- Keeping in regular contact with the other Resident Doctor representatives of the Faculty (currently on the Education Sub-Committee and FPMLearning)
- Organising the annual meeting for doctors undertaking pain medicine training
- To manage the Resident Doctors in Pain WhatsApp group and ensure all updates from the Faculty are circulated to doctors training in pain medicine
The role and you
Terms of Office
The maximum length of service is two years, starting May 2026.
Person Specification
- Essential: Be registered with the Faculty as a resident doctor training in pain medicine and be in good standing with the Faculty.
- Essential: In an SIA post in pain and have at least 6 months of training still to complete upon taking up the position.
- Desirable: Experience of training representation or projects undertaken locally or nationally.
It is recommended that potential applicants discuss their appointment with their Deanery and RAPM/TPD, colleagues and senior management, to ensure they can dedicate the appropriate time to the role.
Support
On beginning your appointment, you will be supported by the Dean and other Board members. FPM’s Board and its Training and Assessment Committee, like all Faculty groups, operates a positive and open working environment. The FPM Secretariat will also be on hand to support you as you join and with your subsequent workflow. This includes learning how to undertake tasks with which you are not already familiar.
The Faculty Board and Committees
The Faculty’s functions are managed by the Board (BFPM), with further committees, sub-committees, working parties and advisory groups. The current Faculty committees and groups involving attendance and input from the FPM resident doctor representative are:
- Board of the Faculty of Pain Medicine
- Friday 5 June 2026 (remote)
- Friday 18 September 2026 (in person)
- Friday 4 December 2026 (remote)
- Faculty of Pain Medicine Training & Assessment Committee:
- Friday 24 July 2026 (remote)
- Friday 6 November 2026 (remote)
Application Process
If you would like to stand as a candidate for this vacancy, please complete and return the below application form (available in editable PDF of Word format) and a short CV to contact@fpm.ac.uk by midday Wednesday 4th February 2026.
All applications will be anonymised before being submitted to the panel for review.
The Faculty is dedicated to creating a committee environment that values and promotes, diversity, equity, and inclusion. We believe that diverse perspectives, backgrounds, and experiences contribute to the richness of our discussions and enhance the quality of our decision-making processes, so it is important to us that this is reflected in our recruitment practices. We strongly encourage applications from individuals from all ages, races, genders, sexual orientations, ethnicities, and perspectives to ensure we maintain an inclusive culture that encourages, supports and celebrates our differences.
