Responsibilities
* To act as coordinator for the Directorate for the provision of cover for annual, study and sick leave for medical staff
* To provide administrative support to the Clinical Lead, General Manager and Patient Pathway Manager in managing medical staffing
* To provide accurate and timely information related to medical staff management including compliance with standing working arrangements, appraisals and monitoring leave
* To work closely with service leadership in developing processes to support junior doctors on all issues relating to their employment within BHRUT
* Ensure all rotas are completed six weeks in advance, act as the rota coordinator for ENT, Oral & Maxillofacial, and Urology, ensuring that rotas are published six weeks in advance and that on-call coverage is maintained. Manage and update annual, study, and sick leave on Healthroster in accordance with specialty-specific guidelines. Ensure clinical activities are cancelled appropriately in line with approved annual and study leave.
* Provide accurate and timely information regarding medical staff management, including compliance with New Deal requirements, appraisals, and sickness records. Work collaboratively with the Clinical Director and General Manager to develop and implement processes that support junior doctors in all aspects of their employment.
Working for our organisation: We are an organisation that is getting better and better and our improvements are driven by a determination to deliver care we’re proud of and our patients are happy with. We’re no longer in special measures; we’ve opened two new theatres at our Elective Surgical Hub in King George Hospital (KGH). We have been recognised for progress and shortlisted for Trust of the Year at the Health Service Journal Awards. We operate from two main sites – KGH in Goodmayes and Queen’s Hospital in Romford. We have two busy emergency departments with more than 330,000 people visiting them last year. We are campaigning to secure the £35m needed to transform the A&E at Queen’s and to improve patient care. Our patients benefit from services such as the Women’s Health Hub in Ilford, an Ageing Well Centre in Hornchurch, and Community Diagnostic Centres (CDCs) at Barking Community Hospital and at St George’s Health and Wellbeing Hub. The CDCs are open 12 hours a day, 7 days a week and provide an extra 94,000 scans a year. The majority of our 8,000 staff come from 146 different countries and work across the three diverse London boroughs we serve, with many eligible for flexible working. More than 400 staff are on our Ofsted-accredited apprenticeship programmes. We’re proud to be a London Living Wage employer.
We are looking forward to introducing an electronic patient record that will be transformative for our staff and beneficial for our patients. Ensuring people settle in and feel part of our Trust straight away is a top priority. We hold two corporate welcome events each month; if successful, you will start on one of these days to provide you with a seamless and welcoming introduction to our Trust. We believe that providing the highest quality of care is about having the best people, inspired and supported by the best leaders, and backed by the best training and career development opportunities. Our vision is to provide outstanding healthcare to our community, delivered with pride. It is driven by our PRIDE values and behaviours which were developed together with our staff.
Barking Havering and Redbridge University Hospital NHS Trust is committed to safeguarding children and adults at risk and expects all staff and volunteers to share this commitment. Safeguarding and promoting the welfare of children, young people and adults is central to the care provided by our Trust, and the post holder must be aware of their responsibilities and work in line with our Trust’s Safeguarding Adult and Children Procedures. All salaries are inclusive of standard allowances (e.g., High Cost Area for staff on Agenda for Change contracts). To create an inclusive and diverse workplace, we will work with you to get the best experience so that you can provide outstanding care for our local community. We are happy to have an open discussion on part-time hours and flexible working and will consider your requirements if our service is able to accommodate. Please discuss your flexibility requirements with the recruiting manager.
All correspondence regarding this application will be by e-mail; please check as some emails may fall into your junk folder. Please ensure that references are from your most recent employer and that one of these is your direct line manager or supervisor. Ensure any gaps in your employment history are clearly indicated and that business/organisation email addresses are provided for all referees.
Barking, Havering and Redbridge University Hospitals NHS Trust (BHRUT) uses TrustID identification technology to verify essential documents, such as passports and driving licenses. All new employees will be required to have their original documents verified through TrustID. In line with UKVI guidelines, BHRUT is unable to provide a Certificate of Sponsorship for Band 2 or Band 3 positions. We may close vacancies prior to the advertised closing date to streamline the recruitment process. If you have not received a response within three weeks of the closing date, please assume your application has been unsuccessful. Trust buildings and grounds became fully smoke free on National No Smoking Day, 11 March 2015. The Trust expects all staff to promote healthy living and to set a good example. Those not ready to quit smoking must remain smoke free during working hours and will not be able to smoke in Trust uniforms, on Trust grounds including car parks, while driving on Trust business, or during smoking breaks. Second-hand smoke causes heart and lung disease and is harmful to young children; disposable or rechargeable e-cigarettes (vaping) may be used outside hospital buildings.
We are an equal opportunity employer welcoming applications from all sections of the community and welcome applications from people wishing to job-share, either with or without a partner. Applicants who consider themselves to have a disability (as defined by the Equality Act 2010) will be shortlisted for interview if they meet the essential criteria. We also operate strict screening procedures for posts with access to vulnerable adults and children.
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