Position Details:
Title: Chief ResidentWomen’s Health ( Fellow position)
Department:Women’s Health
Reports to:Medical Director Women’s Health
Location:AucklandCityHospital
Date: April 2016
Purpose of Position:
To advise the Medical Director, Women’s Health and Women’s Health Director of Training on RMO related matters and provide leadership for O&G Registrars and House Officers.
To develop Clinical Leadership capabilities (Fellowship in Clinical leadership).
Key Accountabilities:
Leadership
  • Provide leadership and the role of a mentor for Registrars and House Officers within Women’s Health including Subspecialties
  • Contribute as a member of the Women’s Health Clinical Governance structure, working with the Service Clinical Directors, Director of Training and Medical Director to ensure that the RMO’s views are represented in decision-making forums
Teaching and Training
  • Provide advice to senior clinicians in relation to the O&G components of the teaching programme for House Officers.
  • Provide advice to the Vocational Training Committee and Clinical Directors O&G regarding appointments and replacements.
  • Advocate for Registrar and SHO training, education, and professional development.
  • Coordinate registrar and SHO teaching.
Operational
  • Provide advice to the Medical Director in relation to roster compliance issues withinWomen’s Health.
  • Provide advice to the Medical Director so that she can ensure that there is adequate provision of cover within Women’s Health.
  • Manage rostering of SHOs and Registrars working in Women’s Health to ensure optimal balance of service provision and training.
  • Provide guidance and support to the Northern Regional Alliance (NRA) Operational Support Officer who receives sick calls, organises cover and communicates with relevant services/clinicians.
  • Assist, where necessary,NRA Operational Support Officerobtaining cover for vacant positions (recruitment or locum cover).
  • Liaise with the NRA Operational Support Officerand the Service Clinical Directors to process RMO leave requests in a timely manner. Attend the weekly rostering and leave planning weekly meeting.
  • Attend the weekly registrar meeting so as to remain aware of short, medium and long term issues that are identified and be able to participate in constructive solutions to any problems.
  • Assist with the coordination and approval of conferences or compulsory training leave for registrars and SHO’s.
  • To assist Intern Supervisor, Director of Training and Service leaders with resident performance issues or where residents are involved in significant events.
  • Receive and follow up on incidents or complaints involving registrars or SHO’s, escalating where appropriate.
  • Assist with hospital accreditations.
  • Contribute to a variety of committees and ad hoc meetings within Women’s Health.
  • To assist where requested with the development of new services / positions.
  • To assist with the development or change of existing registrar and SHO runs with regard to roster and /or run description.
  • To assist with the appointment of next Chief Resident.
  • To assist with the development of guidelines.
  • To assist with communication from external and internal agents to resident staff.
Clinical Duties
  • Primary clinical responsibility is to provide clinical care as agreed with the Medical Director at a senior registrar level. This may be within a sub-specialty or within general obstetrics and gynaecology. The time devoted to this must be sufficient to meet any RANZCOG training requirements the Chief Resident may have and will consist of some fixed sessions.
  • In addition:
  • To provide day cover on fixed days for the split night roster, up to 0.2 FTE
  • To act as a reliever for the registrar pool to cover absences due to annual, medical education, sick leave and short notice leave. Subject to RMO staff availability, the Chief Resident is the back-up reliever when all other relief options have been exhausted or are otherwise unavailable. The relief work includes both normal-hours and after-hours cover.
  • For Chief Residents at post fellowship level to provide relief for SMO absences due to annual, medical education, sick leave or short notice leave. This cover can take the form of clinics, acute on-call, and operating theatre sessions. Appropriate supervision by an SMO will be designated.

Authorities:
This position has the following delegated authority
Nil
Direct reports (if applicable)
Nil / Budget Accountability (if applicable):
Nil
External / Internal
School of Medicine
Other DHBs
Northern Clinical Training Network
Healthcare consumers
Northern Regional Alliance (NRA) / ADHB senior clinical and management staff
Director of Clinical Training
RMO Manager
RMO Advisors
ADHB Multidisciplinary staff
Clinical Education Training Unit
Hospital and community based healthcare workers
Personal Characteristics
  • A team player with the ability to motivate and mentor Registrars and House Officers
  • Ability to think through issues and identify solutions.
  • Generates trust and totally discreet, with a collaborative and supportive style. Someone who will be respected as a peer by Registrars
  • Ability to influence and support change
  • Strong interpersonal, relationship and communication skills
  • Enthusiastic personality
  • Resourceful and resilient; able to cope under pressure.
  • Ability to resolve conflict
  • Leads by example in all interactions and behaviours align with ADHB’s values.
  • Outcome/solution focussed
.
Critical Competencies / Description
Education & Qualifications /
  • Registered Medical Practitioner.
  • Part 2MRANZCOG

Experience/Knowledge /
  • Working Knowledge of NZ Healthcare system.

Self Management /
  • Sets high standards.
  • Displays drive and energy and persists in overcoming obstacles.
  • Is proactive and displays initiative.
  • Has conflict management skills

Teamwork /
  • Collaborates with other key players and work groups to achieve objectives.
  • Seeks out opportunities to support others in achieving goals.
  • Recognises and respects individual differences

Bicultural Approach /
  • Understands the significance of the Treaty of Waitangi. Displays cultural sensitivity and a willingness to work positively with organisational strategies to improve opportunities for Maori.

Leadership /
  • Ability to inspire commitment to the goals of the organisation/team.
  • Ability to operationalise the goals & values and facilitate change when required.
  • Is able to manage diversity and draw together a range of perspectives.

Communication/
Interpersonal Skills /
  • Expresses information effectively, both orally and in writing, adjusts language and style to the recipients and considers their frame of reference.
  • Empathises with others and considers their needs and feelings.

Judgement/
Decisiveness /
  • Considers options, identifies the pros and cons and makes effective decisions within appropriate timeframes and levels of responsibility. Recognises critical factors and weights up risks appropriately.
  • Recognises scope of role and acts accordingly

WORKING FOR ADHB – EXPECTATIONS OF EMPLOYEES
Citizenship
All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means:
  • Using resources responsibly
  • Models ADHB values in all interactions
  • Maintaining standards of ethical behaviour and practice
  • Meeting ADHB’s performance standards
  • Participating in organisation development and performance improvement initiatives
  • Helping to develop and maintain Maori capability in ADHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work
  • Raising and addressing issues of concern promptly
The Employer and Employee Relationship
We have a shared responsibility for maintaining good employer/employee relationships. This means:
  • Acting to ensure a safe and healthy working environment at all times
  • Focusing our best efforts on achieving ADHB’s objectives
A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations.
Consumer/Customer/Stakeholder Commitment
All employees are responsible for striving to continuously improve service quality and performance. This means:
  • Taking the initiative to meet the needs of the consumer/customer/stakeholder
  • Addressing our obligations under the Treaty of Waitangi
  • Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe
  • Keeping the consumer/stakeholder informed of progress
  • Following through on actions and queries
  • Following up with the consumer/customer/stakeholder on their satisfaction with the services
Professional development
As the business of ADHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by:
  • Undertaking professional development
  • Applying skills to a number of long and short term projects across different parts of the organisation
  • Undertaking such development opportunities as ADHB may reasonably require