Medical Personnel and Specialty Training NAMPS Conference David Amos Director of Workforce UCLH NHS - PowerPoint PPT Presentation

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Medical Personnel and Specialty Training NAMPS Conference David Amos Director of Workforce UCLH NHS

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Title: Medical Personnel and Specialty Training NAMPS Conference David Amos Director of Workforce UCLH NHS


1
Medical Personnel and Specialty TrainingNAMPS
ConferenceDavid Amos Director of
WorkforceUCLH NHS Foundation Trust15th
November 2007
2
(No Transcript)
3
THANKS
4
Medical personnel and specialty training
  • Something about UCLH and the NHS
  • The medical recruitment business
  • Take on Tooke
  • The future of human resources
  • Tomorrows targets for todays doctors
  • Standards for us all

5
(No Transcript)
6
University College London Hospitals
  • University College Hospital Royal
    London Homoeopathic Hospital
  • EGA Obstetric Hospital The
    Hospital for Tropical Diseases
  • The Heart Hospital
    Eastman Dental Hospital
  • National Hospital for Neurology and Neurosurgery

7
Trust profile
  • 80,000 inpatients and day cases - 500,000
    outpatients
  • 510m revenue - 260m salary bill
  • 6000 staff working in specialist hospitals
  • 6.5 vacancy rate
  • 9 turnover
  • 1100 doctors
  • Considerable diversity

8
The NHS and social care
  • Million patients treated every 36 hours
  • 1.3m NHS staff fourth largest employer in the
    world
  • Labour intensive service 70 of 100bn spent on
    staff
  • 100s of employers
  • Incredible diversity

9
Re-engineering NHS jobs around patient Pathways
Increasing staff numbers
10
The medical recruitment business
  • Personnel at DHA HQ
  • Consultant contracts held by the Region
  • Workforce planning has gone wrong (1978) but not
    sure what to do
  • Massive increase in numbers and remuneration

11
Consultant recruitment
12
(No Transcript)
13
Take on Tooke
  • Employers taking control and being held to
    account

14
Take on Tooke
  • What actually went wrong?
  • What can we learn?
  • How prepared are we for what happens next?
  • Challenging and implementing the recommendations

15
The future of human resources
  • HR turning on its head
  • Where its great you (almost) dont need an HR
    director
  • Central and local staff services
  • The role of the medical staffing officer

16
Central and local HR services
Heads of Workforce AHB SHB Professionally
accountable to Director of Workforce
17
Tomorrows targets for todays doctors
  • Patient safety and quality
  • INFECTION CONTROL
  • 18 weeks
  • Financial and quality standards
  • Design and deliver on our mission

18
Satisfaction with NHS by acquaintance with
someone who works in the NHS
Satisfaction
Dissatisfaction
Net
Personally work in the NHS
14
Member of family works in the NHS
25
Friends work in the NHS
26
Know no-one who works in the NHS
36
Base All respondents (2,989)
19
Top 5 key drivers of advocacy
Job satisfaction
Levels of customer focus
Attitudes to government
Commitment
Amount of responsibility
Advocacy
Skills Development
Worthwhile work
Communication from Government
Pay
Communication from employer
How I feel about my job
Wanting to be involved
Being in tune with objectives
Level of bureaucracy
Work-life balance
Senior management
Internal communications
Line management
Team working
20
UCLH Service Commitment
  • To be friendly, helpful and welcoming
  • To introduce ourselves by name and role, and
    explain what we do
  • To give each person our full attention
  • To anticipate the needs of our patients and
    visitors
  • To take time to listen and find out what people
    really want or need
  • To respond promptly and do what we have promised
  • To be well-informed and pass on information
  • To treat everyone with respect, apologising if
    appropriate
  • To offer to help not wait to be asked
  • To find someone to help if we arent able to

21
Patients and customers
  • UCLH Service Commitment
  • Sets out the standards that we expect from every
    member of staff in delivering top quality patient
    care
  • Incorporated into staff induction, training and
    appraisals
  • Annual staff awards scheme

22
DEVELOPING WORLD CLASS SERVICES
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