NHS Lanarkshire - Vacancy
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|Reference |MS/0315/10 |Quote on all correspondence |
|Grade |Locum Consultant |
|Location |Wishaw General Hospital |
|Hours / PA’s |10 PAs per week (Part-time may be considered) |
|Salary Scale |£76,001 to £102,465 pa |
|Closing Date |Wednesday 22nd April 2015 |
|Your Application |Thank you for expressing an interest in the above post within NHS Lanarkshire. Please find all the relevant |
| |information attached to begin the application process. |
| | |
| |Should you require further information regarding this post you can contact the Medical Staffing team or make informal|
| |enquiries with the department using the contact details below. |
| | |
| |To ensure we can process your application as easily as possible please complete all the information required within |
| |the Application Pack and email with your CV. |
| |
|Contact Details |Telephone |01698 377720 |
| |Email |Lynn.Cliens@lanarkshire.scot.nhs.uk |
| |
|Application Process |To apply, please email your CV to the above, along with the attached completed Application Pack. |
| |[pic][pic] |
| |
|Additional Arrangements |Informal enquiries regarding this post will be welcomed by:- |
| | | | |
| |Dina McLellan |Deputy Clinical Director | |
| |
|Date when the post is Vacant |The post is vacant immediately and a start date will be agreed with the successful candidate. |
| |
|NHS Lanarkshire |For further information regarding NHS Lanarkshire and it’s hospitals, please visit our website:- |
| |.uk |
| |
|We are an Equal Opportunities Employer and Positive about Disabled People. |
|Integration of Health and |Public Bodies (Joint Working) (Scotland) Bill |
|Social Care Services | |
| |The purpose of the above Bill is to create statutory Health and Social Care Partnerships in each local authority in |
| |cooperation with health boards to replace existing Community Health Partnerships (CHP’s). |
| | |
| |In Lanarkshire two Health and Social Care Partnerships have been developed, one each in North and South Lanarkshire |
| |and these will replace existing CHP’s. Discussions between NHS Lanarkshire and the two Local Authorities are on-going|
| |in considering the range of services that will be managed through the Health and Social Care Partnerships. |
| | |
| |In the North a Shadow Board is being established with ongoing recruitment taking place. In the South a Shadow Board |
| |is now in place. A strategic plan will be developed for each Health and Social Care Partnership including considering|
| |the range of services that will be managed from April 2015. This service may in the future be included within this |
| |range. |
|Management Structure |The supporting operational and clinical management structures are focused on enhancing patient safety, quality |
| |improvement and local delivery at hospital level, with visibility of clinical leadership and support for individual |
| |professional accountability. Our Medical Managers will provide professional leadership to medical staff, ensuring |
| |that they are effectively developed, organised, integrated and managed to support the strategic aims of each Division|
| |and meet the needs of the patient. |
|[pic] |
|POST INFORMATION |
|The Post |Locum Consultant Obstetrician and Gynaecologist |
| | |
| |The precise details of the job plan will be dependent on the successful candidate’s subspecialty training and |
| |interests. |
| | |
| |The job is offered as a full-time post on a 10 PA basis but applications will be considered from those wishing to |
| |work less than full-time. One PA will be offered for SPA duties. |
| | |
| |NHS Lanarkshire is supportive of applications from individuals with well developed ideas for improving services who |
| |are able to demonstrate a commitment to quality improvement, patient safety (including human factors training), |
| |Medical Education and Research & Development. |
| |
|General Provisions |You will report to Deputy Clinical Director, who will agree your job plan. |
| |
|Health and Safety |You are required to comply with NHS Lanarkshire Health and Safety Policies. |
| |
|Junior Medical Staff |You will be responsible for the training and supervision of Junior Medical staff who work with you, and you will be |
| |expected to devote time to this on a regular basis. In addition, you will be expected to ensure that staff have |
| |access to advice and counseling. If appropriate, you will be named in the contracts of Doctors in training grades as |
| |the person responsible for overseeing their training and as the initial source of advice to such Doctors on their |
| |career. |
| |
|Resources |The following department resources are available:- |
| |Consultants |Special Interest |
| |Dr. D McLellan |Deputy Clinical Director |
| | |Feto-Maternal Medicine |
| |Dr. E Ferguson |RCOG Tutor |
| | |Feto-Maternal Medicine |
| |Dr. S Maharaj |Chair Clinical Effectiveness Group |
| | |Feto-Maternal Medicine, |
| |Dr. C Malcolm |Feto-Maternal Medicine |
| |Dr. C Willocks |Labour Ward Lead / MCQIC- Scottish |
| | |Patient Safety Programme Lead |
| |Dr. K Elsapagh |Clinical Lead Gynaecology |
| | |Urogynaecology/ Laparoscopic Surgery |
| |Dr. M Allam |Urogynaecology/ Laparoscopic Surgery |
| |Dr. H Gordon |Urogynaecology |
| |Dr. V Harper |Lead Gynaecological Cancer Colposcopy |
| |Dr. S Gurram |Gynaecological Oncology |
| | |Colposcopy |
| |Dr. S Sircar |Gynaecological Oncology |
| | |Colposcopy |
| |Mr. M Oak |Gynaecological Surgery |
| |Dr. A Pandravada |Gynaecological Surgery |
| |Dr R. Kumar |Infertility |
| |Dr. S Jain |Infertility |
| |Dr. R Rajagopal |Lead Early Pregnancy Assessment |
| |Dr. L Kellison |Hysteroscopy and General Gynaecology |
| |VACANT | |
| | |
| |Associate Specialist |2 |
| |Dr. K Rana Colposcopy / Urodynamics | |
| |Dr. I Abou-Zeid Colposcopy | |
| |Specialty Doctors |1 |
| |Dr. G Kroker Community/Social Gynaecology | |
| |Specialist Registrars on rotation from the West of Scotland Training Scheme. |15 |
| |STR’s on BST |- |
| |STRs/FY’s |14 |
| | | |
| |Secretarial Support: | |
| |WTE Senior Secretary |- |
| |WTE Waiting List Co-Ordinator- (if applicable) |1 |
| |WTE Secretaries |15 |
| |Audio Typists (if applicable) |- |
|DUTIES AND RESPONSIBILITIES |
|Main Duties |The main duties include general gynaecology outpatient clinic, general gynaecology theatre, antenatal clinic and |
| |provision of labour ward and caesarean section list cover. |
| |Additional duties that may be required include prospective cover for social gynaecology service although this is |
| |subject to negotiation |
| |
|Work Programme |As required under Section 3 of the Terms and Conditions of Service, the duties and responsibilities are supported by |
| |a job plan and work programme detailed as follows: |
| | |
| |Job Planning/Programmed Activities |
| | |
| |The job plan will be dependent on the successful candidate’s subspecialty training and interests. 1 SPA will be |
| |included in the job plan but please refer to the guidance above under the general description of the post. |
| | |
| |On taking up post a Job Plan will be agreed between the person appointed and the Clinical Director. This job plan is |
| |subject to review by the post holder and the Clinical Director as noted in the terms and conditions. The procedures |
| |set out in the ‘Terms & Conditions of Service’ must be followed if it is not possible to agree a job plan, either |
| |initially or at review. |
| | |
| |The timetable is indicative and subject to negotiation with the Clinical Director. The core 10 PA working week will |
| |be based on 9 PA’s of Direct Clinical Care (DCC) duties and 1 PA of SPA time for a full-time post-holder. |
| | |
| |The indicative weekly timetable included in the work programme shows likely elective PA’s within the 10 PA post and |
| |indicated the location where each activity will be undertaken and the type of work involved. |
| | |
|Fixed Commitments |Days |Hours |Type of Work |Location |
| | | | | |
| |Monday |AM |Caesarean section list 1 in 2/SPA I in 2|Wishaw General Hospital |
| | |PM |Gynaecology Theatre 1 in 2/SPA 1 in 2 |Wishaw General Hospital |
| |Tuesday |AM |Gynaecology Outpatient Clinic (WGH) |Wishaw General Hospital |
| | |PM |Clinical Administration (WGH) |Wishaw General Hospital |
| |Wednesday |AM |OFF |- |
| | |PM |OFF |- |
| |Thursday |AM |Labour Ward 1 in 3 |Wishaw General Hospital |
| | | |(+ prospective cover) Elective CS 1 in 3| |
| | |PM |Labour Ward 1 in 3 |Wishaw General Hospital |
| | | |(+prospective cover) | |
| | | |Elective CS 1 in 3 | |
| | | |Potentially prospective cover for Social| |
| | | |gynaecology theatre | |
| |Friday |AM |ANC (Motherwell) 1 in 2 |Motherwell Health Centre |
| | | |Clinical Admin 1 in 2 | |
| | |PM |Gynaecology Theatre 1 in 2 |Wishaw General Hospital |
|Out of Hours activity : 1 in 8 resident weekends on call (12 hour shifts) and 1 in 16 (midweek) on call for obstetrics and 1 in 16 (midweek) on call|
|for gynaecology. This equates to 2.5DCC |
| |
|In addition, other activities |Reviewing new admissions. |
|not occurring at fixed times. |Discussing referrals, inpatient and outpatient with Colleagues (daily). |
| |Discussing management/investigation of patients with colleagues in other appropriate Clinical Support Services |
| |Ward Referrals, Discussing patient management/ reviewing patients with doctors in training and Nursing Staff out with|
| |formal ward rounds. |
| |Expeditious completion of discharges and completion of patient administration duties e.g. verifying letters, signing |
| |off results etc. |
| |Speaking to GP’s, outpatients re results. |
| |Vetting Fast Track clinic referrals/ allocating appointments (daily). |
| |Work towards generic and specialty objectives. |
| |CPD and Appraisal |
| |Audit |
| |
|Audit and research |The successful candidate will be expected to participate in audit processes and there is an active clinical audit |
| |department available to assist. NHS Lanarkshire is ambitious to build a portfolio of research projects backed by |
| |enthusiastic and dynamic individuals. It has an active Research and Development department and would welcome |
| |discussion regarding a potential research interest. |
| |
| |
| |
| |
|Continuing Professional |Study leave is available within the terms and conditions of service with the approval of the Clinical Director. The |
|Development |appointee will be required to fulfill such demands for continuing professional development as the Royal College of |
| |Obstetrician and Gynaecologist (or other relevant bodies) may make. |
| |
|Honorary Academic Status |If involved in undergraduate teaching status can be applied for. Applications can be made via the Hospital Sub-dean |
| |and then to the appropriate academic department within the University. |
|PERSON PROFILE |
|Attributes |Essential |Useful |
|Qualifications |MBChB or equivalent. |Higher Degree or other Diploma. |
| | | |
| |MRCOG (or equivalent) |. |
| | | |
| |Current full registration with GMC with a licence to | |
| |practice. | |
|Training | |CCT in Obstetrics & Gynaecology or be within 6 months of |
| | |the anticipated award of a CCT or CESR (CP). |
| | | |
| | |Special Interest training and experience. |
| | | |
| | |Training at ST/SPR level in communication, teaching or |
| | |management. |
| | | |
| | |Experience within UK training establishments |
| | | |
| | |Human Factors Training. |
|Experience |General experience in both obstetrics and gynaecology. |Subspecialty or ATSM covering benign gynaecological |
| | |surgery and or laparoscopic surgery would be advantageous.|
| |Competency in managing labour ward including operative | |
| |vaginal delivery and complex caesarean sections. |Administrative / Management experience. |
| | | |
| |Recent and relevant clinical experience and competency in | |
| |major gynaecological surgery. | |
| | | |
| |Recent and relevant experience and personal qualities to | |
| |work in a busy unit dealing with the high turnover of | |
| |planned and unscheduled admissions. | |
| | | |
| | | |
| |Ability to supervise the clinical work of doctors in | |
| |training and relevant staff in other disciplines. | |
| | | |
| |Confident with indirect supervision of varying grades of | |
| |doctors in training. | |
|Audit/Research |Understanding of the principles of medical audit. |Previous involvement in research projects, audit and/or |
| | |risk management. |
| |Evidence of contribution to audit at least at local level. | |
| | | |
| |Awareness of principles of research with an ability to | |
| |critically analyse medical literature. | |
|Publications |Presentations relevant to the practice of Obstetrics and |Relevant publications in Obstetrics & Gynaecology. |
| |Gynaecology. | |
|Teaching |Previous involvement in the delivery of undergraduate or |Interest in and commitment to teaching and training. |
| |postgraduate teaching. | |
| | |Experience of providing problem-based teaching. |
| |Experience of providing supervision and or mentorship | |
| | |Experience of organising teaching programmes. |
| | | |
| | |Formal training in educational/clinical supervision. |
|Knowledge and |Broad based knowledge and skills in diagnosis and clinical |Further educational certificates, diploma’s, etc |
|Skills |management within the Specialty and encompassing most | |
| |sub-disciplines. |Good IT skills. |
|Disposition |Committed to Quality Patient Care. |Problem solver/diplomat/counsellor. |
| | | |
| |Able to be understanding of and sensitive to the needs of |A natural leader. |
| |patients. | |
| | | |
| |Excellent communication skills (verbal and written) | |
| | | |
| |Ability to work under pressure. | |
| | | |
| |Ability to work effectively in a multidisciplinary team. | |
| | | |
| |Responsive to change and innovation, promoting a culture for| |
| |organisational development. | |
| | | |
| |A flexible approach to duties, which satisfies the needs of | |
| |the Service in a changing environment. | |
| | | |
| |Ability to demonstrate reflective practice with evidence of | |
| |regular appraisal with clear Personal Development Plan | |
| |relating to Continuing Professional and Personal | |
| |Development. | |
| | | |
| |Good time management and organisation. | |
| | | |
| |Demonstrates commitment and enthusiasm to service delivery. | |
|Managerial |Knowledge of service provision at a local level. |Involvement in service re-design. |
| | | |
| |Awareness of the principles and core practices involved in |Involvement in project delivery. |
| |service management, project management and effective | |
| |meetings. |Involvement in NHS-related meetings. |
|Leadership |Awareness of the principles of team leadership and effective|Evidence of role as leader within groups. |
| |people management. | |
| | | |
| |Commitment to the Values of NHS Lanarkshire:- Fairness, | |
| |Respect, Quality, Working Together. | |
|Other |Satisfactory medical clearance by NHS Lanarkshire |Preference to work in a District General Hospital. |
| |Occupational Health Service. | |
| | |Current full driving licence. |
| |Satisfactory PVG Check. | |
| | | |
| |Fluent in medical English and evidence of ability to | |
| |communicate in stressful situations. | |
|If there is any reason why a disabled person should not be considered |The post requires physical dexterity. Uncorrected visual or hearing defect|
|suitable for this post, please provide details: |would be incompatible with the nature of the work. |
| |Prepared By:- |Approved By:- |
|Name |Dina McLellan |Marion Mark |
|Designation |Deputy Clinical Director |Director of Hospital Services |
|Date |March 2015 |March 2015 |
|TERMS AND CONDITIONS |
| |
|a) This appointment is offered on the Terms and Conditions of the Consultant Contract on a locum basis. |
| |
|Additional NHS Lanarkshire Policies which support the Contract are listed below and are available on request: |
|Additional & External Duties |
|Fee –Paying Work in the New Consultant Contract |
|On-Call Availability and Payment of Supplement |
|Generic Objectives |
|Resident On-Call Duties |
|Waiting List/Additional Sessions |
| |
|b) This appointment is superannuable under the NHS Superannuation Scheme, which is contracted out of the State Earnings Related Pension Scheme |
|(SERPS). All new eligible employees commencing employment from 1 March 2013 onwards will automatically become a member of the pension scheme and |
|your remuneration will be subject to deduction of superannuation contributions, current personal contributions range from 5% for the lowest |
|earners to 14.5% for the highest. Levels of contributions and scheme regulations are subject to change, any changes will be communicated to you or |
|can be found on the SPPA website. Contributions are taken from your pay before tax, so you get tax relief on any amount you pay. This can reduce |
|the actual amount that you pay between approximately 3.5% and 5.1% depending on your contribution rate, earnings level and personal rate of tax. In|
|addition to personal contributions NHS Lanarkshire will contribute 13.5%. |
| |
|In accordance with recent legislative changes, new eligible employees commencing from 1 March 2013 onwards will automatically be enrolled in the |
|pension scheme. After considering the benefits and personal circumstances, you can if you wish opt out of the scheme. To opt-out, you must |
|complete an opt-out form which is available on the Scottish Public Pensions Agency website and return this to the Payroll Department, Kirklands |
|Cottage, Kirklands Hospital. Should you choose to opt-out in accordance with these changes you will be enrolled into the scheme again every 3 |
|years (June 2016, 2019 etc). |
| |
|Under the NHS Superannuation Scheme Regulations pension records for short term appointments, such as Bank Staff and the equivalent kind of contracts|
|for other staff groups, may remain open for short breaks in pensionable employment up to but not more than 3 months from the date on which they last|
|paid contributions. During this period the member will continue membership in qualifying but not pensionable terms. Where the period of break |
|exceeds 3 months, membership of the scheme will be closed and leaver information will be submitted to the Scottish Public Pensions Agency. |
|From 1 April 2015 the NHS Pension Scheme is changing in line with other public pension schemes. All those joining the scheme for the first time |
|from 1 April 2015 will join the new scheme. Existing members who are not protected will transfer to the new scheme, with benefits in previous |
|scheme(s) preserved. The new scheme will be based on a proportion (1/54th) of the member’s pensionable earnings each year. The pension will be the|
|sum of each year’s value built up over the length of the member’s career and revalued each year in line with the rate of inflation. This is called |
|a Career Average Related Earnings scheme. Normal pension age will be linked to the member’s individual state pension age. |
| |
|Some existing members of the scheme will be protected, more information is available on the SPPA website. |
| |
|Further information on the scheme, protection and/or members guides are available at .uk Alternatively contact an advisor of The |
|Scottish Public Pensions Agency (SPPA) Tel: 01896 893000. |
| |
|c) The employment is subject to 1 months’ notice on either side subject always to the appeal and other provisions of paragraphs 10.4 & |
|10.5 of the Terms and Conditions of Service of Hospital Medical and Dental Staff and Doctors in Public Health and the Community Health Service |
|Consultant Grade. |
| |
|d) Reimbursement of certain telephone charges may be payable on application to NHS Lanarkshire. The successful candidate must be contactable |
|throughout any on-call period. |
| |
|e) The successful candidate, if not already employed by the NHS Lanarkshire, will be required to complete a medical questionnaire to obtain medical |
|clearance from the Occupational Health Physician. |
| |
|f) The successful candidate will be required to complete a disclosure Scotland PVG (Protecting Vulnerable Groups Scheme) form. No approach will be |
|made without written permission of the successful applicant who will be asked to sign and complete a Disclosure PVG application, giving |
|authorization for the check to be undertaken. |
| |
|g) NHS Lanarkshire does not negotiate salary placements. On commencement the salary will be in line with paragraph 5.1 of the terms and conditions |
|of the consultant contract. Appointees start on the scale minimum except in the circumstances of paragraphs 5.1.2 – 5.1.7 of the terms and |
|conditions of service. |
| |
|h) From 1st April 2014 the starting salary for the post is £76,001 per annum (based on 10 Programmed Activities per week). The successful |
|candidate’s total salary will be dependent on his/her previous service history. Remuneration for any extra programmed activities will be dependent |
|upon the job plan agreed at the time of appointment. |
|IMMIGRATION |
|Overseas Doctors and Dentists |For the purpose of immigration status, overseas doctors and dentists are those who, regardless of where they obtain |
| |their primary medical/dental qualification, are not nationals of the European Economic Area (EEA). A list of EEA |
| |countries is attached. |
|Changes to Immigration |On 7th March 2006 the Department of Health announced changes to the immigration rules for postgraduate doctors and |
| |dentists. The changes came into effect on 3rd April 2006 and mean that all doctors and dentists who wish to work in |
| |the UK from outside the EEA will need to meet the requirements of an employment category such as the work permit |
| |provisions. New applications for permit-free training visas will no longer be granted for doctors undertaking |
| |training posts |
|Impact of Change |Non-EEA doctors and dentists will still be able to come and train in the UK and are still eligible to apply, in open |
| |competition for training posts provided all the other eligibility criteria is met. However, training posts will now |
| |be considered employment for immigration purposes. Work permits will only be issued where there is a specific post |
| |for the overseas doctors that cannot be filled by someone from the EEA. |
|Further Information |The changes in immigration requirements for trainee doctors and dentists are a result of a Scottish Executive Health |
| |Department announcement and immigration issues are the remit of the Home Office. Clarification and further |
| |information can be accessed from the following:- |
| | |
| |Home Office ind..uk |
| |Work Permits ukba..uk/workingintheuk/ |
|EEA Countries |Austria |Greece |The Netherlands |
| | | | |
| |Belgium |Hungary |Norway |
| |Bulgaria |Iceland |Poland |
| |Cyprus |Republic of Ireland |Portugal |
| |Czech Republic |Italy |Romania |
| |Denmark |Latvia |Slovakia |
| |Estonia |Liechtenstein |Slovenia |
| |Finland |Lithuania |Spain |
| |France |Luxembourg |Sweden |
| |Germany |Malta |UK |
| |NB – Switzerland is not in the EEA, Swiss Nationals have the same rights as EEA nationals. |
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