Date post: | 27-Mar-2015 |
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General Practice and Human Resources …….a
marriage made in Heaven?
Dr Christina Kenny GP and Director of Clinical
Governance
Milton Keynes Primary Care Trust
Milton Keynes PCT
• 230,000 registered population• 30 practices• 128 GPsJoint services with the Council - MentalHealth, Older People, Learning Disability,Children’s Services, Community Services,Family Planning
What did we do?
Explored how practices and the Human
Resources (HR) department could work
more closely together
Why did we do it?
……….. Because we share the same
corridor
PCT Clinical Governance Directorate
Dr. Tina KennyDirector of Clinical Governance
Pam TresiseRisk Manager
Risk Manager & ComplaintsManager
Kath MowbrayResearch & Development/ Quality
Facilitator
Ruth ClarkeClinical Governance Manager
Janet CorbettChief Pharmacist
Mairead NuttallH & S Advisor
CarolineRollings
Practuce Nurse& Clinical
GovernanceFacilitator
Mary SmithS & L
DirectorateClinical
GovernanceFacilitator
Linda ParryMH
DirectorateClinical
GovernanceCO-
ordinator
Helen ChadwickSenior
PharmaceuticalAdvisor
Nikki HughesPharmaceutical
Advisor
DebbieHenriksenDirectorate
ClinicalGovernance
Facilitator
Nikki LedgerPharmaceutical
Technician
Objectives
•Practice Managers (PMs) and HR Manager would have an opportunity to establish a relationship
•PMs would have an opportunity to consider what support the HR department could offer practices
Objectives
•PMs and the HR department could identify areas for education and training
•The HR department would be better placed to plan future HR developments which supported both the managed services and the practices
Method
• PM identified
• Questionnaire
• Letter from Clinical Governance Lead (a GP)
• Personal practice visits arranged
• Report compiled for the practice
QuestionnaireDevised from the 4 pillars of HR
• Employee Resourcing
• Employee Development
• Reward
• Employee Relations
Health and Safety
Improving Working Lives
PCT Policies and Procedures
Result
•15 (50%) of practices participated
Patient population covered 160,000
Findings• Practices welcomed the support of the
PCT• Practices demonstrated a commitment of
working towards staff management and conditions which adhered to health service wide standards
• Strict adherence to structured approach varied
• A variety of Education and Training needs and support requirements emerged
Findings
100 100
6.7
60
100 100 100
60
100
47
0
20
40
60
80
100
120
Contra
cts
Pay &
Con
dition
s in
cont
ract
Pay &
Con
dition
s Poli
cy
Appra
isal
Induc
tion
Fire
Health
& S
afet
y
Policy
Educa
tion
& Tra
ining
Leav
e Poli
cy
Findings
84
6.7 6.7
47
40
47
73
100 100
0
20
40
60
80
100
120
Actions• Quarterly employment Law newsletter• Individual practice support- employment law- grievance- disciplinary• Trust HR policies on intranetPMs emailed alert when new policy posted• Support to practices to develop own
policies
Actions• Education and Training workshops- employment contract- employee rights- equal opportunities- disciplinary process management- managing sickness absence- recruitment- handling grievances- over 4 days- toolkit
Actions
• Protected Time workshops
10 sessions throughout the year
Variety of training opportunities
Actions
• Occupational Health Services
• Health and Safety training
• Health and Safety audits
Actions
- Locum GP service- PCT HR Department advertise staff
vacancies - across the Trust
- local media
- PCT umbrella organisation for police checks (Criminal Records Bureau)
Actions- PCT Finance Manager advice on development of pay systems
- PCT policy on staff appraisal sent to all practices
- Summary version of key policies developed by practices with support from the HR Department
- ICAS - 24 hour personal support line or face-to-face support
Summary
•HR practice is a good way for PCTs and Practices to link
•There is common interest in this area
•The new GMS Contract (if accepted) will focus practices on these skills and on Practice Manager development
What else would What else would you like to you like to
know?know?