Effective Strategies for Supporting Doctors Returning to Training
Learn about the essential HR policies and procedures for supporting doctors returning to training, including the need for specific guidelines at NUH, collaboration between trusts and doctors, infrastructure support, preparation leading up to the return, and future considerations. Explore the key aspects of managing and assisting doctors in transitioning back to their training roles successfully.
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Presentation Transcript
Returning to Training: HR Policies and Procedures Name goes in here Title goes in here Title goes in here
There are several HR Policies and Procedures at NUH which deal with supporting staff but.. No existing policies and procedures at NUH which specifically outline how to manage/support doctors returning to training
Working Together for a Win : Win Can trusts get an early heads up so that arrangements can be made in plenty of time? Is it feasible for the doctor to return to the base where they were working previously? Can they be supernumerary for a period and / or start 9-5 only without creating cost pressure for the trust? Or putting colleagues under additional pressure
Infrastructure Junior Doctor Liaison Officer Consistent support regardless of placement Return to Work champion / expert OH processes reasonable adjustments agreed and in place BEFORE the trainee arrives Rota co-ordinators aware. Mindful selection of Educational Supervisor Could the allocation of funded PAs for educational supervision be increased for specialties with high numbers of doctors returning to training? e.g. Paediatrics, Obs and Gynae, Anaesthetics.
Countdown to D Day Lots of engagement before D day including named contact(s) Educational Supervisor aware and more meetings planned at the front end. Specialty aware and ready with tailored induction ++ Booked onto a corporate induction ++ (similar to the Overseas Induction) Sensitive / sensible rostering but not at the expense of other doctors on the rota.
Future Working Trusts need to work with HEE-EM to: Make sure we know these trainees are coming We know what their needs are Ensure we can support these trainees without incurring additional cost (e.g. supernumerary working, 5* supervision package, reasonable adjustments
