As the Medical Workforce Hub Manager the post holder will have responsibility for the day to day management of team working within the hub to ensure the effective management and resourcing of the rotas for doctors working within Acute Medicine, Specialist Medicine, Care of the Elderly, Gastro, Haematology & Oncology.
The role will also support the Director of Medical Workforce Hub to ensure the key objectives of the Medical Workforce Hub are achieved. These include the transformation the management of doctor rotas improving safety, financial and staff experience meeting the requirements of the specialties and doctors to ensure the rotas are compliant and sufficiently staffed (both substantive and temporary) to improve the work experience of junior and trust grade doctors as well as improvements to service delivery.
With experience in roster management and knowledge of doctors terms and conditions for service, the postholder will ensure improved processes are in place to support excellent roster efficiency and usage.
As well as ensuring best rostering practice the post holder will support the Director of Medical Workforce Hub in effectively managing temporary staffing and recruitment.
• To provide leadership and guidance to staff with clear vision, objective and appropriate resources and organisation development to achieve potential.
• To adopt a holistic approach to engage staff in planning phase and agree achievable objectives to empower and motivate them to be accountable for their actions.
• To uphold the Trust's values and behaviours (available on the Trust web site) and behave in a manner fitting with the responsible position of the post holder, maintaining the public confidence
• To identify the need for a change in staffing by interpretation of work required and the resource available. Using this information, the post holder will then specify job roles and lead the recruitment process.
• To ensure the service is appropriately staffed and adequate cover is in place at all times to meet demand within budgetary constraints, including the management of staff annual leave and sickness.
• To adopt Trust Policies to manage the recruitment and selection of staff for the Hub.
• To be responsible for counselling of staff for sensitive and emotive issues and refer to other agencies as required, e.g. Occupational Health.
• To identity, monitor and manage sick leave and other absences and where necessary take action in line with the relevant Trust polices and report absences and trends to the Specialty Manager.
• To ensure staff are capable and competent to carry out duties designated to them in line with the relevant standards and HR policies.
• To measure the teams' performance using recognised procedures and processes.
• To identify, monitor and manage any performance issues, including poor performance and in line with Trust policies raise these concerns with the team or the individual and agreeing an action plan for remedial work.
• Ensure all staff new to the Hub complete induction training, including familiarisation with Trust policies and maintain appropriate records in relation to this.
• Undertake annual appraisals and set personal development plans for staff and identify training needs, including training on new equipment and/or courses as part of the process within budgetary limits.
• To write Hub and implement Trust wide/departmental policies, procedures and guidelines as required.
• To develop the multi-professional team approach to the delivery of care, to manage and work closely with clinical and non-clinical staff internally and externally to ensure that they have the authority to influence standards of care.
• To support the development and implementation of performance management processes within the Hub and are monitored through a performance framework to including the provision of workforce informatics/roster KPIs/HR metrics.
• To ensure the rotas are effectively managed via Health Roster
• To support the recruitment and retention of Trust Doctors to ensure rotas are operated at full capacity. This will include the implementing the recruitment, attraction, on-boarding/induction and retention strategy/plan.
• To ensure the working environment for junior doctors is improved as well as the learning experience of doctors in training with a key indicator of improvements to the HEE survey results.
• To be ensure on a day to day and forward planning the appropriate management of temporary staffing requirements, both financially and safely within agreed Standard Operating Procedures and SFIs.
• To support the delivery of the provision of the establishment for the rota and establishment control.
• Under direction from the Operational Manager implement the principles of safe staffing and reporting
• To support the implementation and facilitation of the medicine medical academy and rotations between specialties replicating the academies of Emergency medicine and surgery
• To support the implementation the Physician Associate role to support the rotas.
• To support the standardisation and improving efficiency of the recruitment process and decision making regarding recruitment including a centralised approach to recruitment and international recruitment.
• To support the development and implementation of an engagement strategy with junior doctors in all specialties and improve engagement leading to improved HEE feedback
• To support the delivery of the Co-dependences with Nursing Hub to develop Safe Staffing across professions
• Responsible for ensuring the rotas and staffing of rotas are managed effectively representing value for money
• To support the achievement of delivering 100% Direct Engagement, the adherence to published Bank rates as well as Pan London rates for temporary medical staffing.
• To support the principles of recruitment -v- the use of temporary staffing
Resource, Strategy and Service Improvement
• To develop with the senior management team, the business and strategic plans to reflect the strategic intention of the Radiology Department with reference to the National framework, Cancer collaborative, recommendations and Trust's business plans.
• Draw up specifications and tendering documents for new services as and when required.
• Initiating and participating in change management processes as required.
• To develop effective business continuity plans and ensures implementation.
Risk and Clinical Governance
• Manage any untoward incidents within the Hub, including escalating these within the appropriate timescales and processes.
• Participate on relevant committees and represent the directorate at meetings as and when required. Be able to impart complex information which may be multifaceted across professional boundaries.
• Maintain knowledge of current trends in Health Care.
• Ensure compliance with the Trust and Departmental Health and Safety Radiation Safety Regulations.
• Monitor standards of service and implement change where appropriate.
• Act in such a way as to uphold and enhance the good standard and reputation of the Trust, including maintaining professional relationships at all times.
• Show awareness of current imaging and technical developments, professional and Trust issues, audit and statutory training.
• Ensure modality leads monitor and maintain a high standard of service delivery to the requirements of the Clinical Director and Specialty Manager, Radiology.
Policy, service, organisational and professional responsibilities
• To monitor, report and maintain a healthy, safe and secure workplace by ensuring all staff in the area are aware of and comply with the following:
o Health and Safety at Work Act (1974)
o Control of Substances Hazardous to Health (1985)
o European Health and Safety Regulations (1992)
o Trust Clinical Incident Reporting and Risk Management Policies
o Ionising Radiation Regulations (1999)
o Ionising Radiation Medical Exposure Regulations (2000)
• To receive, transmit and store information by:
o Taking account of the Data Protection Act (1984/1998)
o Taking account of the Access to Health Records (1991)
• To ensure that the individual does not compromise their position within the Trust by:
o Maintaining the confidentiality of information about the patients, staff and the Trust.
o Taking account of the Trust's Standing Financial Instructions, which require any employee to declare an interest, direct or indirect, with contracts involving the Trust.
o Not furthering their private interests in the course of their NHS duties
• All staff are responsible for the continual compliance with CQC standards and outcomes.
• The postholder must be aware of, and work in line with, our Trust's Safeguarding Adults and Children procedures.
Your expert recruitment consultant is Trevor Parsons, call today on (phone number removed) or email (url removed) Eden Brown is committed to equality in the workplace and is an equal opportunity employer. Eden Brown is acting as an Employment Business in relation to this vacancy