NHS HIGHLAND GUIDANCE ON THE APPOINTMENT OF CONSULTANTS AND OTHER SENIOR MEDICAL STAFF 2009

Transcription

1 Highland NHS Board 1 December 2009 Item 5.9 NHS HIGHLAND GUIDANCE ON THE APPOINTMENT OF CONSULTANTS AND OTHER SENIOR MEDICAL STAFF 2009 Report by John Huband, Head of Recruitment and Employment Services on behalf of Anne Gent, Director of Human Resources The Board is asked to: Approve the Revised Guidance on the Appointment of Consultants and other Senior Medical Staff. 1 Background and Summary Revised regulations for the recruitment of consultants in NHS Scotland were introduced with the publication of CEL 25 (2009) National Health Service (Appointment of Consultants) (Scotland) Regulations The majority of the actions within the consultant recruitment process, which were previously subject to regulation, now lie with the Boards who hold responsibility for the process. However elements of the process are still subject to regulation and remain under statutory control, these are: i. the inclusion of an External Adviser within the consultant recruitment process. ii. iii. the requirement for and composition of an Assessment Panel to conduct the candidate selection and make a decision by vote; and the delegation of authority to the Chair to make consultant appointments on behalf of the Board. The Guidance on arrangements to be applied in NHS Highland was drawn up in partnership with Medical Management, British Medical Association and Human Resources representation. As well as reflecting the requirements of CEL 25 (2009), the other main difference to previous guidance, relates to the involvement of Non-Executive Directors on Appointment Panels. Under the previous arrangements a Non-Executive Director would chair each Advisory Appointments Committee. In response to concerns raised in connection with the time commitments on Non-Executive Directors carrying out this role, the revised guidance recommends that Non-Executive Directors would only be invited to participate in the appointment to Clinical Leadership or Medical Management posts. 2 Contribution to Board Objectives The Guidance on the Appointment of Consultants and Other Senior Medical Staff confirms the recruitment process in line with CEL 25 (2009). This approach underpins the achievement of NHS Highland s corporate objectives by continually reviewing and developing effective and efficient recruitment processes that ensure NHS Highland can meet legislative requirements and adhere to robust employment practices that reduce organisational risk.

2 3 Governance Implications The role of the Non-Executive Director as Chair of Advisory Appointments Committee for Clinical Leadership or Medical Management Posts, will underpin the added value of these posts. These posts are essential to motivate, inspire, promote the values of the NHS, and create a focus on the needs of patients being served. Leadership is necessary not just to maintain high standards of care but to transform services to achieve even higher levels of excellence which underpins the delivery and development of high quality patient care services. In turn, this supports the delivery the Governance Standards around Clinical, Staff and Patient and Public Involvement. 4 Impact Assessment An independent Equality Impact Assessment (EQIA) was carried out at national level as part of the work undertaken in reviewing the consultant recruitment process. An NHS Highland EQIA has been carried out on the attached guidance. John Huband Head of Recruitment & Employment Services 20 November 2009

3 DRAFT GUIDANCE ON THE APPOINTMENT OF CONSULTANTS AND OTHER SENIOR MEDICAL STAFF NOVEMBER 2009 INTRODUCTION

4 This guidance was developed in partnership to incorporate changes in the revised regulations for the recruitment of consultants detailed in Circular CEL 25 (2009). The revised regulations, contained in The National Health Service (Appointment of Consultants) (Scotland) Regulations 2009, laid out the following overarching principles for consultant recruitment within NHS in Scotland: The consultant recruitment process is owned and determined by the Health Board as the employer. The management of and decisions taken regarding the consultant recruitment process are the responsibility of the Health Board. It is recognised that externality provides a valuable contribution to the objective assessment of applicants and the role of an External Adviser is included within this consultant recruitment process. This guidance reflects these principles and outlines the roles the Advisory Appointments Committee membership roles and responsibilities and timescales. The guidance also covers the appointment to Clinical Leadership and Medical Management posts, Specialty Doctors, Salaried General Practitioners, Rural Practitioners and Emergency Practitioners who although not covered by full AAC requirements have similar appointment arrangements.

5 APPOINTMENT OF CONSULTANTS ADVISORY APPOINTMENTS COMMITTEE MEMBERSHIP The Board Lead Officer Head of Service (HOS) for the department in Raigmore Hospital or it may be necessary for the Directorate Clinical Director to take on this role Clinical Lead (CL) of the Rural General Hospital, Argyll & Bute Hospital and New Craigs or it may be necessary for the CHP Clinical Director to take on this role. The Chair A member of the Board Executive Team or CHP General Manager or Raigmore General Manager. The External Adviser This member of the panel is provided by the Royal College. University Representative (where appropriate) This member is nominated by the University of Aberdeen and holds an honorary contract with them. For Argyll & Bute this may differ depending on where the medical students come from eg University of Glasgow. The Board Lead Officer will decide if the post requires University Representation on the panel. Internal Specialist One consultant from the specialty currently employed by NHS Highland. If the Board Lead Officer is not from the specialty, then two internal consultants will be required. Where there is only one consultant in the department then a consultant from another Board should be sought. General Manager/Locality Manager (optional) The panel can include the General Manager/Locality Manager (GM/LM) but it is not essential. If he/she does attend they have full voting rights. Non-Executive Directors Non-Executive Directors will not normally be involved in the appointment of consultants. However, where appointments are to Clinical Leadership or Medical Management posts then a Non-Executive Director will be invited to participate in the appointment. In attendance Medical Staffing Manager or Deputy (MS).

6 ROLES AND RESPONSIBILITIES The Board Lead Officer The Board Lead Officer will take the lead on the recruitment process. He/She must confirm that the post is funded and in the case of a new post, has approval from the Medical Workforce Planning and Development Board. The Lead Officer is responsible for producing a job pack, which will contain, advert, job description, job plan and person specification and consult with relevant Consultants and General Manager/Locality Manager within the Directorate/Hospital. The Lead Officer must liaise with the Medical Staffing Officer, who will take on the administration duties relating to the recruitment. Other responsibilities contact for enquiries from potential applicants arrange visits and meet potential applicants and inform Medical Staffing of these arrangements shortlist applicants for interview confirm interview format. The candidates will be expected to do a presentation as part of the interview and this will be for a maximum of 10 minutes. This is a compulsory part of interview process and the Lead Board Officer must decide on an appropriate topic for the presentation attend interviews and agree the questions to be asked relevant to the job description and person specification for the post and to the candidates experience inform successful and unsuccessful candidates following interview provide feedback determine whether involvement of Non-Executive Member is appropriate to appointment. The Chair The role of the Chair is to Depending on who the chair is, for example Medical Director or Associate Medical Director, they may wish to be involved in short listing chair the interview panel ensure the questions are fair and relevant to the job description and person specification and to confirm the order of questioning at interview inform the candidates of the interview process and when they will be advised of the outcome. The External Adviser The role of the External Adviser is to advise the recruiting Board on each stage in the process. The External Adviser will provide advice on the content of the job pack, participate in the short listing of suitable candidates for interview, attend the interviews and assess the candidate s suitability for appointment on the basis of their CV and training.

7 University Representative If the post has responsibility for teaching medical students a University Representative should attend the interviews. The role of the University Representative is to assess if each candidate s teaching and audit/research experience is suitable for the post. Internal Specialist The role of the Internal Specialist is to support the Lead Officer in writing the job pack, participate in the short listing process and attend the interview. Ask relevant questions relating to the post and in particular the candidate s special interests. General Manager/Locality Manager The role of the General Manager/Locality Manager is to assist the Lead Officer in writing the job pack and also confirm the post is funded. If he/she attends interview their role will be to ask relevant questions and participate fully in the interview panel. Medical Staffing Manager or Deputy The role of the Medical Staffing Manager is to ensure the recruitment process is followed and appropriate documents are available. Oversee the Medical Staffing Officer s responsibilities. Other duties advise candidates on terms and conditions of service answer relocation enquires attend interview and ensure room is set up and appropriate equipment is available meet and greet candidates for interview and collect appropriate documentation confirm candidates have met the criteria for the job and are eligible to be interviewed take notes following the interviews of panel discussion and used for the minute of the AAC. Once the panel have made their decision and the offer is made to the most suitable candidate a minute of the meeting will be drawn up and signed by the Chair of the Advisory Appointments Committee and sent to the Remuneration Sub Committee endorsing the appointment.

8 APPOINTMENT OF A SPECIALTY DOCTOR, SALARIED GENERAL PRACTITIONER, RURAL PRACTITIONER, EMERGENCY PRACTITIONER INTERVIEW PANEL MEMBERSHIP The Board Lead Officer will be one of the following: Head of Service for the department in Raigmore Hospital or it may be delegated to a Consultant in the specialty. Clinical Lead of the Rural General Hospital, Argyll & Bute Hospital, MacKinnon Memorial or New Craigs or it may delegated to a Consultant in the specialty Clinical Director of the CHP where the GP Practice is based. The Chair The Directorate General Manager or Locality Manager The CHP General Manager or deputy for Salaried General Practitioner posts. Internal Specialist One consultant from the specialty currently employed by NHS Highland. Where there is only one consultant in the department then an External Advisor should be sought. One or two General Practitioners from the recruiting practice. In attendance Medical Staffing Department Representative Practice Manager.

9 Step by Step guide to recruiting a consultant Liaise directly with Medical Staffing Section who will carry out all administration duties relating to the appointment of the post. Step 1 Task Responsible Officer 1.1 Identify vacancy and confirm the post is funded HOS/GM CL/LM 1.2 If it is a new post ensure approval has been given by Medical Workforce Planning & Development Board HOS/GM CL/LM 1.3 Job pack produced HOS/CL 1.4 Request approval from Workforce Monitoring Committee to go out to advert MS 1.5 Confirm panel membership BLO/MS 1.6 Identify suitable interview dates so that Medical Staffing can inform Royal College 1.7 The Academy of Royal Colleges have 2 weeks to provide the Board with the External Advisor s name who is available for the aforementioned interview date. HOS MS 1.8 Contact University Representative for availability MS 1.9 External Advisor sent job pack for approval MS 1.10 Advert placed in BMJ and SHOW MS Step Book venue/catering/equipment MS 2.2 Once post is closed send applications out to panel for short listing with date to be returned 2.3 Confirm interview process, eg presentation or task compulsory part of interview process MS MS/HOS/CL 2.4 Invite candidates to interview MS 2.5 Request References MS 2.6 Interview schedule and documents sent to panel members MS 2.7 References tabled at interview MS 2.8 Offer letter sent MS 2.9 Unsuccessful letter sent MS 2.10 Minute of meeting compiled and signed by Chair then sent to Remuneration Sub Committee for endorsing the appointment MS/Chair

10 Typical Timescale for Recruiting a Consultant 1. Vacancy identified and interview date confirmed and job pack produced 2 weeks 2. Post approved by Workforce Monitoring Committee * Up to 1 month 3. Pack sent to Academy of Royal Colleges for External Assessor 2 weeks to be identified and comments received from External Assessor This can be done in conjunction with 2 above 4. Advert placed in journal (Deadline Thursday for appearing in BMJ/BDJ publication 1 week on the Saturday) 10 days 5. Closing date 1 month from placement 1 month 6. Short listing and invite to interview letters sent out and applicants visit 2 weeks 7. Recruitment Process should conclude on interview date 8. TOTAL (maximum) 14 WEEKS * Depending on which area of NHS Highland the vacancy is in will depend on the timing of the Workforce Monitoring Committee. Some discretion may be appropriate depending on the urgency of filling the vacancy as to whether approval is given out with the Workforce Monitoring Committee.

11 Step by Step guide to recruiting a Specialty Doctor/Salaried GP/RPs/EPs Liaise directly with Medical Staffing Section who will carry out all administration duties relating to the appointment of the post. Step 1 Task Responsible Officer 1.1 Identify vacancy and confirm the post is funded HOS/GM CL/LM 1.2 If it is a new post ensure approval has been given by Medical Workforce Planning & Development Board HOS/GM CL/LM 1.3 Job pack produced HOS/CL 1.4 Request approval from Workforce Monitoring Committee to go out to advert MS 1.5 Determine panel membership BLO/MS 1.6 Identify suitable interview date HOS 1.7 Advert placed in BMJ and SHOW MS Step Book venue/catering/equipment MS 2.2 Once post is closed send applications out to panel for short listing with date to be returned MS 2.3 Confirm interview process, eg presentation/task etc MS/HOS/CL 2.4 Invite candidates to interview MS 2.5 Request References MS 2.6 Interview schedule and documents sent to panel members MS 2.7 References tabled at interview MS 2.8 Offer letter sent MS 2.9 Unsuccessful letter sent MS

12 Typical Timescale for Recruiting a Specialty Doctor/Salaried GP/RPs/EPs 1. Vacancy identified and interview date confirmed and job pack produced 2 weeks 2. Post approved by Workforce Monitoring Committee * Up to 1 month 3. Advert placed in journal (Deadline Thursday for appearing in BMJ/BDJ publication 1 week on the Saturday) 10 days 4. Closing date 2 to 3 weeks from placement 2-3 weeks 6. Short listing and invite to interview letters sent out and applicants visit 2 weeks 7. Recruitment Process should conclude on interview date 8. TOTAL (maximum) 13 WEEKS * Depending on which area of NHS Highland the vacancy is in will depend on the timing of the Workforce Monitoring Committee. Some discretion may be appropriate depending on the urgency of filling the vacancy as to whether approval is given out with the Workforce Monitoring Committee.