Planned Review February Jacqueline Tate, Workforce Projects Manager

Transcription

1 Induction Policy Practice Guidance Note Induction Arrangements for Medical Staff V03 Date Issued Issue 1 Feb 17 Issue 2 Oct 17 Planned Review February 2020 I-PGN-04 Part of NTW(HR)01 Induction Policy Author / Designation Responsible Officer / Designation Jacqueline Tate, Workforce Projects Manager Lisa Crichton-Jones - Executive Director of Workforce and Organisational Development Contents Section Description Page No 1 Introduction 1 2 Procedures for Medical Staff 2 3 Locum/Agency Medical Staff Induction 2 4 Monitoring and Compliance 2 Document no: Appendix 1 Appendix 2 Appendices attached to PGN Description Medical Staffing Induction Arrangements Induction Programme for Newly Appointed Consultants Issue Date Issued Review date Page No: 2 Oct 17 Feb Oct 17 Feb 20 4 Appendix 3 Locum Doctor Employment Checklist 2 Oct 17 Feb 20 5 Appendix 4 1 Introduction Process to Support Locum Consultants and Specialty Doctors 1.1 The induction of medical staff as with all staff is vital in that: 2 Oct 17 Feb A comprehensive induction programme is of fundamental importance to building positive relationships with new staff when they join the organisation. It welcomes people, helps them to settle in and to understand the culture and values of the organisation It sets standards and ensures that new staff have clear terms of reference on which to build their knowledge and motivation to carry out their roles as quickly and effectively as possible, thereby contributing to 1

2 the quality of patient care. It also provides health and safety reassurances for the organisation Corporate Induction Events will be provided for all new staff. They will be supplemented by local induction arrangements. These local arrangements will have a core requirement but will also be flexible to be adapted where necessary to meet the needs of the individual, local team, service or department. 2 Procedure for Medical Staff 2.1 The process for Northumberland, Tyne and Wear NHS Foundation Trust (the Trust/NTW) employed medical staff including Consultants and Specialty Doctors as detailed in the Process Flow Chart (Appendix 1) will generally follow the main Trust Induction process. 2.2 This will commence with the Corporate Induction Programme on their first two days of employment. 2.3 Following the Corporate Induction Programme a local induction should be complete in conjunction with the relevant Lead Consult/Group Clinical Director and the Local Induction Checklist, (See NTW(HR)01 Policy - Appendix 2), returned to the Medical Staffing Department and Training and Development Department for recording. For new Consultants an additional programme of meetings and visits (Appendix 2) are co-ordinated and undertaken and an opportunity to be mentored made. 3 Locum/Agency Medical Staff Induction 3.1 Any locum/agency staff taken on by the Trust will report to Medical Staffing on the first Day of duty. Induction will follow the Locum Doctor Employment Checklist (Appendix 3) before they can commence with the Trust. 3.2 A Local Induction following the Trust process resulting in the completion of a Local Induction Checklist is undertaken by the Head Consultant of the service in which the Locum is placed. 3.3 Ongoing support of the Locum is provided in line with procedure set out in Appendix 4 4 Monitoring And Compliance 4.1 Monitoring of compliance with the Trust standard induction requirements will be undertaken through compliance reports provided by Workforce Planning team on Quarterly Basis to Workforce Training and Development Sub Group. 4.2 Medical Staffing Department will maintain and report to Workforce Training and Development Sub Group any non compliance with locum arrangements. 2

3 Appendix 1 Medical Staffing Induction Arrangements Employee commences with Trust Consultant or Specialty Doctor Attends Corporate Induction (Policy Appendix 1) Specialist Doctors Complete Trust Induction Local Induction Process and Documents (Policy Appendix 2) Consultants Complete Trust Induction Local Induction Process and Documents (Policy Appendix 2) Complete Induction Programme for Newly appointed Consultants (Appendix 1) Offer of Opportunity to be Mentored 3

4 Appendix 2 Induction Programme for Newly Appointed Consultants John Lawlor - Chief Executive Paula Whitty, Director of Research Academic Consultants (if applicable to post) Gary O Hare, Executive Director of Nursing and Chief Operating Officer Dr Rajesh Nadkarni, Executive Medical Director Professor Eilish Gilvarry, Deputy Medical Director (Responsible Officer), Medical Development and Revalidation Clinical Director for Locality Dr Andrew Cole Chair of MSC Dr Mike Shaw Chair of Local Negotiating Committee Consultants in Service Area Group Director, Group Nurse Director, Group Medical Director Andy Hope Mental Health Act Office, St Nicholas Hospital Tim Donaldson Chief Pharmacist Crisis Assessment and Treatment Team (Newcastle) Or CAIS Team (Northumberland) Or Crisis Team (Sunderland) Trust Induction Course 4

5 Appendix 3 Locum Doctor Employment Checklist Signed:. Date:... Name: Mobile number: Approval for Booking obtained from SMT: Grade: Place of Work: Dates of Locum: Agency: Previous engagement with NTW as an Agency Locum: (if so list dates) GMC Checked (including L2P) (attach copy): Approved Clinician Status/Responsible Clinician Status: Section 12 Approval (if applicable): Immigration Status (passport recorded): Alert List Checked: References Checked*: Last substantive employer and Last place of work MRC Psych Qualification (if applicable): Fitness to Practice Form Signed: Any Convictions Declared: CRB Disclosure no and date obtained: Pharmacy form complete (send to Lorraine in Pharmacy SNH) and Pharmacy Induction Information given: Emergency contacts form complete: Health Declaration completed: Health information requested from agency (if required from declaration form): Accommodation Arranged (if applicable): (Trust to pay 1mth only): Switchboard Informed: Confirmation of booking faxed to agency: Andy Hope (Mental Health Act Office-SNH) informed (for Approved Clinician Status and section 12 approvals - Consultant bookings only): Hourly rate agreed: To attend Corporate Induction if booking is >1 week Notify Terri Lawson, Medical Directorate Office, CKH to arrange local induction Copy of Induction Disc given: Original documents sighted on first day: GMC Passport CRB form Letter given and Declaration Signed Advise on Breaks (min 20 mins per day) to be recorded on timesheets Pass Locum paperwork/file to DST to add locum details to Invoice Log Spreadsheet For Consultant Appointments: Dr Owen and College Tutor if post supervising trainee End of Placement Assessment form ed to Agency following completion Locum Spreadsheet updated and file archived (at the end of placement) 5

6 Lead Consultant/Clinical Director Responsibilities To complete Local Induction Form: To arrange account with IT: To arrange RiO Training: To arrange Essential Training (e-learning) on Safeguarding and Information Governance: Arrange for 1 month review : Arrange for 3 month review: Arrange for 6 month review: Arrange for 12 month review: Arrange for 18 month review: Arrange for 24 month review: Completion of End of Placement Assessment Form: 6

7 Appendix 4 Supports for Locum Consultants and Specialty Doctors The aims of these support arrangements are to assure Northumberland, Tyne and Wear NHS Foundation Trust (the Trust/NTW) that doctors who are temporarily employed in the Trust are practicing to an acceptable standard and that they receive professional support to at least the same extent as colleagues in substantive posts. The specific objectives include: To meet the requirements of Trust Policies, NTW(HR)01, Induction Policy and NTW(C)31, Clinical Supervision Policy To give the doctors concerned opportunities to gather the necessary information for appraisal/revalidation If this process raises concerns about the performance of a doctor who is employed by the Trust, they should be addressed within the framework of the Trust Policy, NTW(HR)02 - Handling Concerns about Doctors. If the doctor is not employed by the Trust, i.e. they are an agency locum ; the concern must be reported to the locum agency concerned and consideration given to reporting the concern to the General Medical Council. Procedure This procedure places responsibilities on the line manager of the doctor concerned as well as on the doctor themselves. The doctor should ensure that they maintain the evidence generated by this process in a portfolio. The line manager should ensure that the information is passed to the doctor s next employer. 7

8 In certain circumstances the may delegate some of their responsibilities to another senior clinician, but the must be assured that the delegated doctor has the necessary competency to fulfil the task concerned. The Line Manger must conduct the review interview with the locum doctor themselves. Timing Responsibility Action Before taking Medical Staffing Complete locum doctor checklist up post Within one month Complete and return local induction checklist At one month Locum Doctor Participate in one round of multi-source feedback (MSF) with colleagues/coworkers Conduct at least one Case-based Discussion of a randomly selected case representative of the locum doctor s area of work Interview at least two appropriate clinical colleagues who work closely with the locum doctor to gather feedback on the doctor s performance. The information gathered from colleagues in this step must be attributable to the clinicians concerned. Ensure that the locum doctor is involved After one month in monthly peer review of clinical work Discuss results of the review, including the MSF, with the doctor. Ensure that the doctor has an appropriate personal development plan At three months Conduct at least one Case-based Discussion of a randomly selected case representative of the locum doctor s area of work At six months and every six months thereafter At the end of contract Line manager Interview at least two appropriate clinical colleagues who work closely with the locum doctor to gather feedback on the doctor s performance. The information gathered from colleagues in this step must be attributable to the clinicians concerned. Conduct at least one Case-based Discussion of a randomly selected case representative of the locum doctor s area of work Interview at least two appropriate clinical colleagues who work closely with the locum doctor to gather feedback on the doctor s performance. The information gathered from colleagues in this step must be attributable to the clinicians concerned. Complete a Locum Doctor Assessment Form and discuss with the locum doctor 8

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