Value and transparency

Members told us they wanted greater value and transparency.

Over the past year, members have seen: 

• a clearer breakdown of how member fees are invested 
• bulk-billed training fees for Aotearoa New Zealand trainees 
• targeted fee support for Aboriginal and Torres Strait Islander trainees 
• launch of Project TRELLiS, which is replacing 19 legacy systems with a single connected platform 

Making it easier to interact with the College 

Members told us they wanted faster, clearer support.

The Member Support Centre (MSC) was launched to provide a more consistent support experience and make it easier for members to access help when they need it. We now have:

• a dedicated team handling enquiries
• a centralised knowledge bank, so the same question gets the same answer
• new rostering to improve response times
• CRM improvements that let an enquiry be tracked from receipt through to close
• less duplication and fewer follow-ups needed
• refreshed Contact Us and Complaints pages

In 2025, the MSC:

• resolved more than 108,000 member enquiries
• responded to 81,047 emails
• managed 25,046 phone enquiries
• supported 2,145 web chats

Online tools and services

Members told us online tools and services could be easier to use.

This year:

• Project TRELLiS commenced, replacing 19 ageing systems with a single connected platform
• the Training Management Platform was enhanced with improved trainee progress reporting, supervisor dashboards and workflow improvements
• improvements to MyRACP are being developed, including personalised services, communications and enquiry tracking
• work began to digitise 85% of member service request forms

Training and education

Members consistently tell us that training quality and support matter most.

Curriculum and progression

• 41 renewed curricula have been developed for RACP vocational training programs
• Over 4,300 trainees are training under the new curricula and using the Training Management Platform
• Updated the Recognition of Prior Learning policy to reflect member and stakeholder feedback, clarify common areas of confusion, and align with the new curricula's focus on competency-based progression, phase-based training and learning goals
• 325 trainees received support through the Training Support Pathway (2025)

Where you train

• 569 accreditation reviews were completed in 2025
• The first rural training network was accredited in Western Australia
• More than 8,700 supervisors are supporting physician training
• We’ve made significant progress in aligning our accreditation processes with new AMC Model Standards — creating a more consistent, transparent and fair approach for all training settings across Australia and New Zealand

How decisions are made

• To improve fairness and consistency across training, the College established 102 Basic Training Progress Review Panels and 10 Advanced Training Progress Review Panels
• We’ve implemented a new structure for our education and training committees to improve the quality, consistency and timeliness of decision-making

Exams

• Approved new Divisional Examination eligibility requirements, providing greater flexibility by linking eligibility to completion of training phases rather than time spent in training from 2027
• We made changes to the Special Consideration Policy and Application Guide effect from the beginning of 2026 to support better equitable access for trainees experiencing exceptional circumstances
• More past examination questions made available to trainees
• The introduction of Candidate Support Officers to provide practical support on examination days

CPD and life-long training

Members told us CPD should be simpler, clearer and more relevant.

Taking part

• 29,000+ physicians participated in CPD
• 99.5% completed their requirements for the 2025 CPD year, against a regulatory benchmark of 97%
• around 4,000 support calls offered one-on-one help to work through CPD requirements

New from 2025

• CPD participants must complete at least 2 activities focused on cultural safety, including addressing health inequities
• we expanded CPD events designed to complement your specialty society’s workshops and conferences

Our accreditation

• accreditation as a CPD Home was maintained through to 2029
• the program achieved 99.8% audit compliance

Learning and resources

• 19 Pomegranate Health podcast episodes were released, and the podcast turned 10 this year
• the 3 most accessed resources were Australian Aboriginal, Torres Strait Islander and Māori Cultural Competence and Cultural Safety, Ethics, and Clinical Ethics

Members also accessed learning opportunities through webinars, Medflix, RACP Online Learning and the College Learning Series.

Supporting physician wellbeing and inclusion

Members identified wellbeing as an important area of focus. Under our Strategy to 2030, this sits alongside our commitment to safe, inclusive workplaces grounded in equity and cultural integrity.

• Financial wellbeing webinars drew 700–900 registrations each. Four national webinars run in 2026, and we’re developing content specific to Aotearoa New Zealand
• the Wellbeing Advocates Initiative continued, connecting wellbeing leaders across Australia and Aotearoa New Zealand
• implementation of the Health and Wellbeing Action Plan 2023–2026 continued

We also took steps to create a more inclusive College:

• gender equity and diversity principles are now built into how we make appointments, award prizes, select speakers and assess expressions of interest
• we partnered with the Advancing Women in Healthcare Leadership program
• we strengthened the Flexible Training Policy to support more inclusive training pathways

Advocacy and representation

Members expect the College to advocate on issues affecting physicians, trainees and patients.

Access to care for patients

• Successfully advocated for the restoration of specialist telephone telehealth items, improving access to care for patients and providing greater flexibility for physicians
• Helped secure support for new paediatric Medicare items, improving access to specialist care for children and families
• Convened a national ADHD Roundtable with the RACGP, RANZCP and the Australian College of Rural and Remote Medicine, after which Health Ministers agreed to work toward more consistent management and shared-care models

Funding and workforce

• Secured more than $4 million in Australian Government funding for training and workforce initiatives, including rural and regional workforce projects, the Diabetes Alliance Program Plus, a WA Rural Paediatric Training Pathway, and Remote and Aboriginal Cancer Care initiatives
• Raised concerns about physician workforce shortages, service demand and training pressures directly with governments and decision-makers, informed by our 2024 ‘Your Workforce, Your Say’ survey
• Contributed to discussions arising from the NSW parliamentary inquiry into the health workforce
• Secured a seat at key national conversations on health workforce reform

Working conditions and practice

• Advocated for safer and healthier workplaces for physicians
• Influenced updates to AHPRA’s prescribing framework to better support contemporary clinical practice

Aotearoa New Zealand

• Advocated to ensure proposed Physician Associate reforms considered the impact on specialist training and patient safety