Job planning for
Specialty Doctors
      Jessica Lahive
 Industrial Relations Officer
   BMA Midlands Centre
Job planning – the key to a
     successful new contract

 Do what you get paid for – get paid for
  what you do
 Provid...
What is a job plan?
 Agreement between doctor and employer
 Reviewed annually
 Sets out working arrangements
 - timetab...
What should it seek to do?
 a job plan should be a prospective agreement that sets
  out a doctor’s duties, responsibilit...
Who does the job planning?
 Should be between doctor and clinical
  manager – usually clinical director
 Possible to do ...
Process
 Keep a diary, minimum 6 weeks
 Draft a job plan as an average week
 Share draft prior to meeting
 Job Plannin...
Job plan – what’s in it
 Timetable of activities
 Number of PAs of each type
 On-call arrangements
 Wider NHS responsi...
Preparation for meeting
             collect, reflect and share

 What has affected the job      DATA
  plan?
          ...
DCC work
Any work related to diagnosis and treatment and
  prevention of illness
 Ward rounds
 OPD clinics
 Theatre lis...
Examples of SPA work
Work underpinning DCC
 continuing professional development
 local clinical governance activities
 ...
Other Duties
There is more limited scope for these duties for most Specialty Doctors
          than is the case for Consul...
Basic timetable
 Divided into direct clinical care, supporting
    professional activities, additional NHS
    responsibi...
Additional PAs
 Basic of 10 (for full timer)
 Agreement should be written into the job
  plan
 If agreeing more than 10...
Objectives
 Personal objectives: quality, activity,
  outcomes, standards, service objectives,
  resource management, ser...
Examples of objectives
 Hard objectives                   SPA outcomes
      4 hour wait, 17 week OPD        Complete ...
Supporting resources

 What do you need to help you do the job?

 Secretarial support, medical and other
 clinical suppo...
Annual review
 Contractual obligation
 Needs to consider:
     Factors affecting achievement of objectives
     Adequa...
If you can’t agree…
 Mediation process – normally with the
  Medical Director
 Followed by formal appeal process–
 three...
New post : pre-appointment
 Job description, job plan outline and detail
    about the employer
   Offer should be for a...
New post – on appointment
 Early meeting with the clinical manager
 Make sure everything is there
 Needs to be realisti...
Conclusion
 Job planning is crucial
 Job plan must be agreed, realistic and
  reflect all the work that you will do in t...
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Jobplanningfor Sas

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Jobplanningfor Sas

  1. 1. Job planning for Specialty Doctors Jessica Lahive Industrial Relations Officer BMA Midlands Centre
  2. 2. Job planning – the key to a successful new contract  Do what you get paid for – get paid for what you do  Provides evidence for appraisal and revalidation  Aids compliance with working time regulations  Rewards additional activity
  3. 3. What is a job plan?  Agreement between doctor and employer  Reviewed annually  Sets out working arrangements - timetable of activities - responsibilities - personal objectives - supporting resources for coming year
  4. 4. What should it seek to do?  a job plan should be a prospective agreement that sets out a doctor’s duties, responsibilities and objectives for the coming year  job plans should set out agreed personal objectives and their relationship with the employing organisation’s wider service objectives  Key role in service development and developing more flexible organisation  Opportunity to consider alternative working practices which deliver high quality services
  5. 5. Who does the job planning?  Should be between doctor and clinical manager – usually clinical director  Possible to do team job planning to address generic issues – perhaps less easy for SAS doctors than for Consultants  Some issues may be agreed collectively – e.g. via the Local Negotiating Committee
  6. 6. Process  Keep a diary, minimum 6 weeks  Draft a job plan as an average week  Share draft prior to meeting  Job Planning meeting – discuss outline job plan, timetable, objectives  If agreed – sign off job plan  If not agreed review, meet again or seek mediation – of which more later
  7. 7. Job plan – what’s in it  Timetable of activities  Number of PAs of each type  On-call arrangements  Wider NHS responsibilities  Arrangements for extra PAs  Private and fee paying work information  Agreed objectives  Supporting resources
  8. 8. Preparation for meeting collect, reflect and share  What has affected the job  DATA plan?  SPA Activities  Progress against the agreed  Internal & external objectives? commitments  Any changes to duties and  Next year’s objectives? responsibilities needed?  Support needed from the  PP commitments organisation?
  9. 9. DCC work Any work related to diagnosis and treatment and prevention of illness  Ward rounds  OPD clinics  Theatre lists  Ward duties, reviewing results, patient management plans, etc.  Administration relating to patient care  Telephone calls relating to patient care  Travel time to peripheral clinics or sites
  10. 10. Examples of SPA work Work underpinning DCC  continuing professional development  local clinical governance activities  training  formal teaching  appraisal  job planning  audit  research
  11. 11. Other Duties There is more limited scope for these duties for most Specialty Doctors than is the case for Consultants. Examples include:  Additional NHS  External Duties responsibilities  Royal College officer  DH Working Parties  BMA national committee
  12. 12. Basic timetable  Divided into direct clinical care, supporting professional activities, additional NHS responsibilities, external duties  Patient administration: counts as direct care  Travelling time  Lunch breaks  Timing flexibility?  Location flexibility? – especially of SPA time
  13. 13. Additional PAs  Basic of 10 (for full timer)  Agreement should be written into the job plan  If agreeing more than 10 specify in job plan which are basic contract and which additional – then it is clear what goes if the extra PAs end
  14. 14. Objectives  Personal objectives: quality, activity, outcomes, standards, service objectives, resource management, service development or team working  Appropriate, identified and agreed  Careful of factors outside your control  Suggest some of your own
  15. 15. Examples of objectives  Hard objectives  SPA outcomes  4 hour wait, 17 week OPD  Complete an audit project  Choose & Book  Workload Management  Team objectives  Clinical Records ⇒ CNST  Specify individual doctor’s  Absence management role  Plans for service  Recording of leave etc development  Soft objectives  Performance standards  Greater involvement of  Successful cancer peer patients review  Consider benchmarking  Improve communication  Personal development skills objectives  Acquire a new skill
  16. 16. Supporting resources  What do you need to help you do the job?  Secretarial support, medical and other clinical support, office space, IT etc  Impact on objectives
  17. 17. Annual review  Contractual obligation  Needs to consider:  Factors affecting achievement of objectives  Adequacy of resources  Potential changes to duties or responsibilities  Ways to improve workload management  Planning of careers  Interim if changes occur during the year
  18. 18. If you can’t agree…  Mediation process – normally with the Medical Director  Followed by formal appeal process– three member panel  Trust non-executive director Chair  Doctor’s own nominee  Trust executive director
  19. 19. New post : pre-appointment  Job description, job plan outline and detail about the employer  Offer should be for a 10 PA contract  Job plan should be clear about the work to be done in the PAs  Can agree to work in excess of 10 PAs  May look to amend job plan before appointment
  20. 20. New post – on appointment  Early meeting with the clinical manager  Make sure everything is there  Needs to be realistic – discuss with colleagues, college, BMA  On-call particularly difficult  Keep a work diary  If disparity, seek interim review
  21. 21. Conclusion  Job planning is crucial  Job plan must be agreed, realistic and reflect all the work that you will do in the coming year  Take time to get it right – or live to regret it  Seek support and guidance – Royal Colleges, BMA website, DH website, colleagues, consultants, LNC, HR, etc.

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