Evolution of Medical Manpower Support in Healthcare System
Role of Medical Manpower Support in hospitals is crucial, providing continuous assistance to NCHDs throughout their careers. From initial onboarding to contract completion, Medical Manpower serves as the primary contact point for resolving issues and addressing NCHD/family needs. Recommendations from the NCHD 2000 Agreement highlight the importance of dedicated liaison between NCHDs and management, implementing various support measures. The advertised role of Medical Manpower Manager varies across hospitals, emphasizing HR and administrative support. Relationship building between Medical Manpower and NCHDs/Consultants ensures effective support services, despite evolving healthcare dynamics.
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Developing the Role of Medical Manpower Fiona Lynch
Linked together NCHD s Medical Manpower Support NCHD s throughout their career journey from onboarding to end of contract and beyond Always supporting NCHD/family needs Generally the first point of contact NCHD s have in hospitals First point of contact when any issues arise Nurturing role / a caring role A lot of the work we do is unseen First point of contact in hospitals is with Medical Manpower Integral to our hospitals Future Consultants Future GP s Must be adequately supported 2
A look back Recommendations from NCHD 2000 Agreement Dedicated Liaison between NCHD s and Management Appoint managers to implement: Overtime rates, notional hours, bank holiday payment, ED shift allowance, training fund. Initiate discussions around rosters to reduce NCHD hours within existing resources NCHD involvement in Consultative process 3
The advertised role of Medical Manpower Manager A HR and associated administrative support role for NCHD s and Consultants Advertised grade of role varied hospital to hospital Departmental structures varied Reporting structures varied 4
Relationship building Relationships with NCHD s and Consultants were established NCHD s generally stayed in hospitals for 12 months MMP s got to know their NCHD s Accessibility for NCHD s to MMP s was easier, MMP s were based on hospital campus
Times were different back then Hundreds of applications were received for each NCHD post Posts were easier to fill One set of interviews per post Numbers of posts to fill were manageable References and Occ Health clearance were the only compliance documents required NCHD s generally stayed in hospitals for twelve months We got to know our NCHD s Minimal turnover of MMP staff in first decade 6
Accomplishments in first decade Standardised processes in hospitals around implementation of NCHD 2000 contract (wasn t however set out in a document) NCHD and Consultant numbers increased Numbers on rotas increased Blend ratio of training v s non training posts increased NCHD rotations increased Service expansion in hospitals grew Network of MMM s established Key players in working towards the implementation of the Hanly report / EWTD compliance/reconfiguration of services 7
Challenges Hanly report recommendations Reconfiguration of Services Introduction of additional mandatory compliance requirements Rotations become more frequent / Shorter NCHD durations in hospitals Increasing numbers = increasing workload MMP supports for NCHD s did not increase to match increasing NCHD numbers MMP posts difficult to fill and not seen as attractive posts
Complexities 100 NCHD training posts can equal 400 NCHD s rotation through a hospital in a twelve month period Inadequate infrastructure and facilities to support growing numbers Turnover quarterly, bi-annually and annually / unlike any other grade Other structures have managers, deputy managers, line managers, supervisors . Recruitment Crisis NCHD experience / relationships have deteriorated Presentation title 9
Walt Disney The way to get started is to quit talking and begin doing. 20XX 10
National Taskforce on NCHD Workforce Workstream 1 Medical Manpower Supports for NCHD s 11
Purpose/Objective To ensure NCHD s have enough supports in place at MMP level to support them throughout their career journey To ensure consistency in approach across all sites To enhance NCHD experience 12
We listened to feedback from NCHDs Frustrations around: Lack of consistency across sites with how contractual entitlements are applied Being placed on incorrect point of scale on Day 1 Work life balance Rosters 13
Recommendation of the Taskforce Workstream 1 A dedicated and accessible NCHD MMP Liaison support role to be identified for July 2023 on each site Expand the National Employment Record (NER) to address key enhancements identified by NCHD s Salary details, point of scale, incremental credit Post matching Sick leave (NER expansion project to be agreed and delivered by July 2024) Develop a bespoke training course for MMP staff to ensure consistency with NCHD experience across all sites in employment related matters (target to roll out in Q3 2023) 14
Recommendation of the Taskforce Workstream 1 Based on a review of MMP support in the context of NCHD numbers, a number of new NCHD dedicated MMP officers should be appointed in 2023/2024 Complete a capacity review of existing MMP resources and reporting structures across all sites and set out recommended levels and standards to support NCHD s (immediate) A Good Standards document to be circulated to all MMP s / ensure consistency across all sites (immediate) 15
Good standards document summary Accessibility of MMP departments during core hours Breakdown of MMP staff to be given to NCHD s including e-mail and contact details Outline process of out of hours protocol as to whom NCHD s should contact Advertising of NCHD posts / agree national dates and circulate to NCHD s Refer to HSE guidelines on recruitment or for Section 38 s / non HSE hospitals refer to own guidelines Up to date cv and references on file for each NCHD before offer is made subject to mandatory compliance ie Garda Vetting, IMC, Occ Health Clearance 16
Good standards document summary English language requirements for NCHD s are checked and validated Garda Vetting uploaded to relevant NCHD s NER account once received Work permits / first employer to outline rotations on work permit Ensure letter given to NCHD to go to immigration for appropriate stamp once work permit comes through and without delay Set up personnel file for each NCHD Sign off on a checklist to ensure personnel file in order prior to commencement / ensure NCHD s are protected, patients protected, hospital protected. 17
Good standards document summary Ensure valid ID on file for each NCHD Drivers licence or passport Ensure all NCHD s are appropriately matched to posts and trainer Un-match NCHD s from NER without delay Ensure all mandatory pre-employment compliance requirements are in date and in order for each NCHD Validate all NCHD NER documents to ensure they are satisfactory prior to commencement 18
Good standards document summary Onboarding / each NCHD should know who their trainers are All NCHD s to have ID badge, passwords for IT/ilab iPMS or whatever is required for NCHDs to be in place on the day they commence where possible Provide details to NCHD s on how to open a bank account Provide details to NCHD s how to get a PPS number Provide details to NCHDs on how to register for tax / revenue details 19
Good standards document summary Ensure all NCHD s are set up with an employee number upon commencement Rotas ensure rotas are compliant in line with new NCHD agreement/circulate rotas in a timely manner Induction of all NCHD s mandatory and provided for all starters Give induction pack with details of hospital policies/things to do in the area / payroll processes / how to access policies and procedures / hospital tour / booklet on each individual hospital/site specific IT information and passwords 20
Good standards document summary Salary details validation of previous experience to ensure each NCHD placed on correct point of scale from beginning of employment / this will hopefully be resolved with NER update 2024. Ensure MMP staff are trained and aware of the appropriate rules for application of incremental credit Ensure NCHD s are aware of how to claim for overtime and local processes around same Implementation of new emergency tax measures TSS / CERS assign balances in accordance with guidance from NDTP 21
Good standards document summary Process TSS/CERS claims in line with TSS guidance on NER Annual leave / Educational leave entitlements record all leave and ensure process in place for NCHD s to submit leave Provide details to NCHD s on how they can access policies and procedures eg handover policy, dignity at work Site specific Employee Welfare resources to be provided to each NCHD eg EAP, Clinical Psychologise Updated guide on IMC code of ethics to be issued to each NCHD as part of their onboarding 22
The Road Ahead 23
Getting you there! Working towards a happier workforce for NCHD s and MMP s The journey has begun .. Lots happening!! Progress ongoing as part of the National Taskforce in all workstreams Currently working on next priorities 24
