Job overview
The post holder is one of a team responsible for effectively managing the
smooth coordination of the outpatient waiting list service for the Directorate
and ensuring that elective targets in relation to ensuring Outpatient,
Diagnostic and post-operative waiting times are met at both in a consistent
and timely manner.
The post holder will be responsible for the weekly validation of the Trusts’
patient tracking list (PTL) and will inform the Elective Access Team Leader of
any capacity issues identifying patients that cannot be treated within the
Cancer and week Referral to treatment (RTT) targets
Main duties of the job
All Consultants, clinicians and nurses are required to give a minimum
week notice period of any clinic alterations. Ensure that any requests
outside this period are highlighted to the Elective Access Team Leader.
• Keep an accurate record of all Consultants, clinicians and nurses leave
requests and detailed accounts of reasons for clinic cancellations.
• Ensure that any clinic changes are completed and approved via clinic
maintenance pro formas for any changes to clinic templates on the
EPR system.
• This role requires a high level of concentration to be maintained,
precise, analytical, accurate detailed work and regular emotional effort
when initiating and responding to patients on the telephone and via
NetCall.
Working for our organisation
Our aim is to make Oxford University Hospitals a place where:
1. people are proud and excited to work
2. teams and individuals are trusted with responsibility and are accountable for what they do
3. the development and care of our people is recognised as being as important as the care of our patients
The People Strategy describes six key themes for action which we will focus on during the next three years to support and care for our staff, and to strengthen our capabilities as an organisation:
4. Strategic workforce planning - enabling us to stay ahead, and to make best use of our people and their skills
5. Compassionate, inclusive and effective leaders and managers at all levels - developing highly visible, capable, positive, confident and enthusiastic leaders who exemplify our values
6. Great place to work with good morale - making our staff feel proud to work here and feel valued, supported and recognised
7. Delivering great performance - refreshing our performance management structure so it sets clear, fair expectations
8. Building skills and capabilities - providing personal and professional development for all staff and creating a more diverse workforce
Our commitment is to continue to listen and evolve our People Strategy in response to our changing context and the pressures we experience.