1 / 12

Job Planning Training Programme

This module outlines a framework for job planning tailored to each health board's unique requirements and culture. It emphasizes consistency in job planning, expected levels of Specialty Professional Activities (SPAs), and the necessity for clear outcomes across all job plans. Health boards are encouraged to develop their own outcomes for Specialty Direct Clinical (DCC) activities while aligning with local guidance. By focusing on both quantitative and qualitative measures, this approach aims to enhance service delivery, accountability, and overall performance in healthcare settings.

manchu
Télécharger la présentation

Job Planning Training Programme

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Job Planning Training Programme Draft January 2014

  2. Module 2 An Approach to Job Planning

  3. A Practical Approach • The following represents one Health boards approach • Others have developed own approach • Each organisation will need to tailor its own requirements and culture • Approach should be discussed with LNC or local equivalent

  4. Consistency Principles • Local Job Planning guidance • Team job planning where appropriate • Consistent approach to levels of workload & to SPA activities • Expected level of SPAs for standard activities • More where additional activities

  5. Outcomes • Expected as part of all Job Plans • SPA outcomes common across all specialties • Developing SPA ‘tariffs’ • DCC outcomes specialty specific • 2013 WAO Report criticised lack of outcomes in Job Plans

  6. Health Board/Trust approach • Outcomes for SPA activities straightforward • For DCC activities each specialty develop their own • Should be common across the Board/Trust normally • CTLs/GMs asked to lead their development • Ideally, cover activity and quality

  7. SPA Outcome Examples • CPD – appraisal PDP, Royal College accreditation, revalidation! • Audit – reasonable attendance at meetings, completion of agreed audits • Teaching/training – delivering agreed programmes/sessions • Appraiser – agreed number of appraisals

  8. DCC Outcomes • How do you know how good your service is? • What tells you if on right track? • How can demonstrate this? • What information sources are there? • Focus on patient/client outcomes if possible - if not, nearest proxy

  9. Elective Surgical Specialty Might include:- • x procedures during year • y patients seen in clinic over year • <z% complication rates in partic procedure • At least q% day cases in partic procedure Based on 44 effective working weeks

  10. Other specialties • May not be so straightforward • All should have quality indicators • If no usable patient outcome measures, use of outputs, inputs, or ‘softer’ information? • Emergency/’service’ specialties may not control workload? • Paediatrics aim to avoid admissions afap?

  11. Expectations • Every (non-training) medical post has an agreed current Job Plan • Date agreed for each Job Plan Review meeting • Completion is copy of signed Job Plan to Medical Director • Contain expected outcomes with timetable and agreed activities

  12. End of Module 2

More Related