JOB DESCRIPTION

SECTION 1 – JOB DETAILS

Job Title: Medical Education Manager / Learning and Research Facilities Manager
Grade: 8a
Department: Postgraduate Medical Education
Directorate: Human Resources and Development
Location/Base: Trust-wide

SECTION 2 – JOB SUMMARY

Accountable to Assistant Director of Human Resources / Head of Learning andDevelopment –for operational and strategic matters in relating to Postgraduate Medical Education and Learning and Development in partnership with the Director of Medical Education.
The post-holder is responsible to the Director of Medical Education for the provision of Postgraduate Medical Education for approximately 450 junior medical staff across the Trust. Ensuring full range guidance, support and information is provided for the planning, organisation and delivery of post qualification medical education.
To work co-operatively with others, to develop a medical workforce with the skills, knowledge, competence, and the capacity for flexibility and change necessary to deliver safe, effective patient care and to enhance the quality of service delivery. This includes working in partnership with multi-professional colleagues to promote collaborate learning wherever possible.
Overall operational and strategic management of Learning and Research educational facilities ensuring modern state of the art facilities are available for multi-professional use.
The post-holder will be lead manager with responsibility for the development of the new educational facilities on the Southmead site, incorporating UoB, R&D, and other L&D educational work-streams.
Liaise and work with lead clinicians and senior managers on strategic development for educational initiatives, and promoting educational and training initiatives for the training of doctors and other clinical professionals.
The Medical Education Manager and Director of Medical Education, are jointly responsible for ensuring that the targets set out in the Learning and Development Agreement are met and ensuring compliance with both local and national policy with respect to medical education
The post-holder is responsible for leading, advising on and developing Medical Education strategies which meet local and national policy set down by the DoH, Postgraduate Medical Education and Training Board, the General Medical Council, Royal Colleges, Specialty Schools and Severn Deanery and will in addition support the Assistant Director of HR in meeting wider the organisation educational strategy.
The Medical Education Manager is responsible for financial management of the medical component of the MPET training budget for doctors in training ensuring compliance of the terms of the educational contract. Also the Financial management of all postgraduate education facilities accounts and postgraduate medical education charitable Trust funds.

SECTION 3 - ORGANISATION CHART/ ACCOUNTABLITY

See organisational chart
Director of Human Resources and Development
Assistant Director of Human Resources and Development





SECTION 4 – KNOWLEDGE, TRAINING, AND EXPERIENCE REQUIRED

  • Highly specialist knowledge, to Masters degree level, or equivalent, acquired through degree level qualification and substantial management experience in a proven management role.
  • Postgraduate diploma in business / management.
  • Track record of continuous professional development.
  • Substantial experience in organising and developing education management, preferably within a health care setting, gained post qualification.
  • Experience of successful working relationships with multi-professional staff groups
  • Extensive knowledge and understanding of current and future trends in medical education and health service management in the wider multi-professional education agenda.
  • Sound awareness of systems, relationships and pressures within complex NHS organisations and experience of influencing the views/agenda of others to ensure the achievement of corporate objectives.
  • Specialist knowledge of individual, professional and organisational development and there application in the NHS
  • Evidence of relationships built with external agencies e.g. Universities, Severn Deanery, SHA and health community partnerships
  • Experience of project management and / or project management qualification e.g. PRINCE2
  • Proven ability to chair and manage business meetings
  • Evidence of ability in overcoming barriers to understanding and communication in all representative constituents of the multidisciplinary team
  • In-depth experience of financial management, evaluation of financial information and income generation.
  • Expertise in a wide range of human resource management, including recruitment and retention, appraisal and training.
  • Highly motivated self starter
  • Competence in working with windows based media i.e. ECDL or equivalent qualification

SECTION 5– SKILLS REQUIRED

  • Ability to communicate with staff at all levels including senior managers, clinicians and Trust Executive Board members. This may sometimes include communicating highly complex sensitive/emotive information to indivduals/groups in difficult situations.
  • To act as a resource to managers and staff for advice/information on all aspects of postgraduate medical education.
  • Good interpersonal skills with the ability to establish and maintain relationships with a wide range of stakeholders with the department including the Severn Deanery, Specialty Schools, University of Bristol and University of the West of England. Likewise with internal departments to foster multi-professional working practices.
  • Excellent written communication skills particularly in developing business planning and reports.
  • Ability to make verbal, visual and written presentations to groups / staff as and when required.
  • Ability to contribute to strategic planning and policy development taking into account ever changing trends.
  • Excellent negotiatiom/arbitratory skills, using counselling skills, in situations where team/individual relationships have broken down and all other means of resolving the conflict/disagreement have failed.
  • Facilitation coaching, listening and motivational skills to encourage and support engagement and collaborative working.
  • Ability to develop iniatuative ways of income generation.
  • Ability to deal sensitively with all staff, particularly junior doctors experiencing difficulty.
  • Ability to work autonomously or as part of a team
  • Effective time management skills and ability to work under pressure.
  • Ability to use AV equipment and instruct others.
  • Flexible in terms of hours of work to accommodate the needs of the department and attend meetings etc as required.

SECTION 6– MAIN DUTIES & RESPONSIBILITIES OF THE POST
  1. Education and Training
  1. Lead the delivery of all elements of the educational contract and developing strategic and operational plans for Postgraduate Medical Education in the Trust in line with current national policy.
  1. Deputise for the Head of Learning and Development in relation to all Trust education matters.
  2. Operate as a member of the corporate Learning and Development and Human Resources Team with primary responsibility for the overall Medical Education/ Learning and Research strategy.
  1. Develop, manage and evaluate the induction process for junior medical staff (approx 450 annually) taking into account local and national requirements and ensuring NHS Litigation Authority standards are met.
  1. Provide expert support and advice for learners and providers in the education and development process interpreting and drawing upon local and national policy where appropriate.
  1. To meet PMETB/GMC, DoH, and local Deanery policy manage and monitor the support to Educational Supervisors, College Tutors and other Postgraduate Medical Education Leads throughout the Trust.
  1. Work with external agencies E.G.. SHA, Deanery, GMC, PMETB, Royal Colleges etc to undertake evaluations, audit and surveys of practice.
  1. Identification of training opportunities and co-ordination of projects to assess and /or improve medical education and training needs. Initiation and development of educational courses for doctors-in-training and consultants within the Trust.
  1. Support the Associate Director of GP Education in the delivery of GP training for the Bristol patch. Encourage the development of current educational links between GPs and hospital doctors and facilitating these wherever possible.
  1. Responsible for quality assurance of PGME. Lead on the preparation and co-ordination of inspection visits by the Deanery, PMETB and other governing bodies by providing and collating necessary documentation and ensuring the availability of trainees, trainers as required.
  1. Implement an educational structure/pathway for Staff and Associate Specialist grade doctors in North Bristol NHS Trust.
  1. On behalf of the Director of Postgraduate Medical Education manage the recruitment and induction of Clinical Tutors, and manage their continuing professional development. This can involve being part of the recruitment panel.
  1. Manage the delivery of support, guidance and information to the Clinical / Specialty Tutors ensuring that they are aware of national and local policy at all times in order to carry out their role effectively.
  1. In liaison with Project Tutor lead on the development of Simulation Training for medical and multi-professional staff with NBT to meet educational standards and the wider Trust clinical risk reduction agenda.
  1. Liaise with other education leads within the Trust on the development and promotion of trust-wide multi-professional education, and on the development of the general education strategy for the Trust.
  1. Develop and deliver appropriate training for junior medical staff and educational supervisors in the non-clinical aspects of their role.
  1. The post-holder will be expected to work to a high degree of autonomy, guided by broad organisational and educational policies, establishing organisation interpretation aligned to educational needs; managing their own workload, determining priorities, initiating action and making decisions based on their own expert knowledge. The post-holder will act independently and authoritatively guided by local and national educational policy.
  1. Business and financial management.
  1. Develop a marketing strategy for Learning and Research to raise the profile of thedirectorate to attract new business and promote income generation, including the ability to analyse and interpret market trends, and educational needs and expectations.
  1. Manage and budget hold the PGME budgets (approx 500k annually) effectively and efficiently to achieve contracted outcomes. Manage the GP training budget effectively and efficiently (approx 35K) to achieve contracted outcomes.
  1. Write and submit full and timely monitoring reports and returns as required.
  1. Develop, write and submit business plans for the development of new opportunities in educational development within L&R.
  1. Ability to analyse and assess organisational and educational requirements and ensure these are aligned with educational strategies and business plans.
  1. Ability to analyse complex situations and identify relevant solutions to problems where no precedent may have been set or where there may be a variety of options available.
  1. In liaison with the Director of Medical Education develop and write the annual PGME business plan and policies in relation to medical education and wider Trust policies that impact upon educational of medical staff.
  1. Financial management of all Postgraduate Medical Education facilities accounts and charitable funds (approx 250k).
  1. Line Management responsibility
  1. Responsible for the line-management of all staff within the department, including planning and managing staff recruitment, retention, induction, development and appraisal.
  1. Ensure sufficient staff structures are in place within L&R facilities on the Southmead site. This will include negotiating staff involvement with other education work stream’s and occupiers of the L&R facilities.
  1. Implementation of Trust policies in relation to HR management as required.
  1. Facilities Management
  1. Overall operational management and maintenance of Learning and Development facilities Trust-wide.
  1. Formulate long-term strategic plans for Learning and Development facilities. This will include leading on the development of Phase one and Phase two of the new L&D facilities on the Southmead site.
  1. Manage Learning and Research facilities working collaboratively with other users of these facilities i.e. UoB, R&D, Renal Registry, along with other education work-streams.
  1. Ensure modern, state of the art facilities are provided for multi-professional use and seek and encourage income generation to support long-term development.
  1. Overall responsibility for the management of operational structures and policy relating to Learning and Research facilities.
  1. Responsible for ensuring that educational systems facilitate the recording, monitoring, presentation and interrogation of educational data.
  1. Professional responsibilities
  1. Undertake own personal and professional development in line with organisational and service objectives.
  1. Be a member of a nationally recognised professional organisation namely the National Association of Medical Education Managers. Sit on NAMEM national council as representative of the Severn Deanery (on a rotational basis).
  1. Attend local and national meetings in order to keep up-to-date with local and national policy. Implanting policies when applicable.
  1. Be a member of the Severn Deanery Managers Group and chairing the group on a rotational basis.

SECTION 7 – WORKING CONDITIONS/ EFFORT
  • Need to work and travel between sites on a regular basis
  • Requires concentration when writing reports, data analysis
  • Frequent interruptions and unpredictable work pattern.
  • Requirement to work on VDU daily
  • Required to use computer keyboard to access the Trust’s computerized systems, and for the production of reports and statistics for business planning and strategic purposes.
  • Required to make contentious decisions and deal with difficult people on occasions
  • Occasional exposure to distressing situations when dealing with emotional junior staff.
  • Need to be flexible to meet needs of the department. This may require out-of-hours working and last minute cover of sickness and absence.

SECTION 8 – IMPROVING THE PATIENT EXPERIENCE THROUGH YOUR WORK AND INFECTION CONTROL

Improving the patient experience through your work

Patients are the most important people in the health service and are at the centre of what we do. Patients and carers are the ‘experts’ in how they feel and what it is like to live with or care for someone with a particular illness or condition. The patients’ experience of our services should guide the way we deliver services and influence how we engage with patients every day in our work.
All staff should communicate effectively in their day to day practice with patients and should support and enable patients/carers to make choices, changes and influence the way their treatment or care is provided.All staff, managers and Board members should work to promote effective patient, carer and public involvement in all elements of their work
We have a duty to involve, engage and consult with patients, carers and families about plans for health facilities and the provision of our services. North Bristol NHS Trust wholeheartedly embraces the principles of patient partnership and has made clear its commitment to involve patients in key aspects of its work, which will be further strengthened through becoming a Foundation Trust.

Infection Control

Compliance with all infection control policies and procedures will form an integral part of the practice of all staff working in a clinical environment. Each staff member will be responsible for familiarising themselves with the Infection Control Manual in the clinical areas and on the Trust’s Intranet site. Staff must keep up to date with new policies and subsequent implementation in practice.
Staff must seek support and advice from Infection Control in all instances where cross infection is likely to have occurred or when managing situations involving patients with infections where guidance provided in the Policies is not applicable.
All staff must contact the Occupational Health Dept if they are suffering from any form of infection which may put patients and other staff at risk.

SECTION 9 – COMMITMENT TO HEALTH AND SAFETY, CONFIDENTIALITY AND EQUAL OPPORTUNITIES

Health and Safety/Security

It is the duty of every employee to work in such a way that accidents to themselves and to others are avoided, and to co-operate in maintaining their place of work in a tidy and safe condition, thereby minimising risk. Employees will, therefore, refer any matters of concern through their respective line managers. Similarly, it is each persons responsibility to ensure a secure environment and bring any breaches of security to the attention of their managers.

No-Smoking Policy

As an NHS employer, the Trust has a duty to its staff and patients to protect them from the health hazard that smoking represents. Consequently, from 8 March 2006, in line with the public health white paper, Choosing Health, smoking will not be permitted anywhere on Trust property including all buildings, grounds and within leased/owned vehicles of the Trust. This applies to all staff, patients and visitors of the Trust. Failure by staff to comply with this requirement may result
in recourse to the disciplinary procedure. Employees also have a responsibility to remind members of the public, visitors and other staff to refrain from smoking on Trust premises and to inform the appropriate manager if they witness repeat non compliance.

Equal Opportunities

North Bristol NHS Trust has given its full commitment to the adoption and promotion of the key principles of equal opportunities contained within current legislation and the Trust’s Equal Opportunities Policy.
All staff hold personal responsibility for the application of this policy on a day-to-day basis and should not undertake any acts of discriminatory practice during the course of their employment. Similarly all staff have a responsibility to highlight any potentially discriminatory practice to their line manager, human resources department or trade union/professional associations.
Copies of the Equal Opportunities Policy are available in the Personnel Policies and Procedures file in every department and on the intranet.

SECTION 10 - CONFIDENTIALITY AND FREEDOM OF INFORMATION

Information relating to patients records, diagnosis and/or treatment of patients, staff records, or information concerning contracts, tenders and other commercially sensitive matters etc. are considered to be confidential and must not be divulged without prior authority other than in accordance with the provisions of the Trust’s Policy on raising concerns about Health Care Services as may be amended from time to time. Breaches of confidentiality will result in disciplinary action, and may result in dismissal. Managers are also required as a condition of this Contract to represent the views of the Trust in any dealing they may have with Trust employees, their representatives, the media, general public or other organisations in which he/she may come into contact. However, as a public body, the Trust has a requirement to publish particular information. Therefore, in addition to the above confidentiality requirements you must also comply with all aspects of the law concerned with information handling. For this purpose, the relevant legislation is the Freedom of Information Act 2000. This Act places a legal duty on all staff to comply with the rights of the public to access information. Any altering, destroying or concealing of information held by the Trust with the intention of preventing the legitimate disclosure of all or part of that information will result in disciplinary action, and may result in dismissal.

SECTION 11 - JOB DESCRIPTION AGREEMENT