Overview
To act as a key point of contact for all three Medical Duty Rotas for the Harrow Mental Health. To provide efficient and effective administrative support for coordinating the rotas. The post-holder will be expected to work without immediate supervision and to ensure that all duties are carried out to a high standard in liaison with Clinical and Managerial staff.
Responsibilities
* Create, maintain and distribute medical Rota for medical colleagues within the Directorates.
* To provide a timely response to all Rota queries, resolving problems using own initiative where possible.
* Monitoring and recording annual and study leave entitlements; including any other absence of Medical Staff, making sure that prospective cover has been arranged.
* Recording and reporting of sickness absence for medical staff.
* Act as the first point of contact for doctors, other medical staff and management, to assist with their enquiries and issues raised, using own initiative and escalating to the appropriate management where necessary.
* To ensure that terminations/changes are submitted in a timely manner through ESR manager self-service for medical staff
* Working closely with the Clinical Leads, Managers and external agencies to ensure that all vacant shifts on the medical Rota are staffed, ensuring that any gaps are filled; escalating any outstanding issues to the Clinical Leads and Managers.
* Communicate with all staff on Rota to maintain excellent communication links, resolve problems and issues, escalating them to the Managers where appropriate.
* Facilitate access to ICT Systems, bleeps, ID badges, car parking and accommodation needs for new locum medical staff starting within the Directorate.
Policies
Central and North West London NHS Foundation Trust is committed to the principles of Improving Working Lives and all managers are encouraged to follow Improving Working Lives practices. Consideration will be given to all requests for flexible working in line with Trust policy.
We are committed to involve staff at all levels in the development of the organisation. CNWL ensures that staff are encouraged and involved in organisational and service developments including business planning and they are able to influence discussions, which affect them and their working conditions. All managers engender a culture of openness and inclusion so that staff feel free to contribute and voice concerns. They should develop and implement communication systems that ensure staff are well informed and have an opportunity to feedback their views.
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