Medical Workforce. 5.1 Responsible to the Operations Manager and Director Medical Services (Regional) for the appropriate management, coordination and deployment of medical services and resources within Kalgoorlie Hospital including rostering of the on-call medical service.
5.2 Direct and manage medical administration staff in the management of all medical staff at Kalgoorlie Hospital.
5.3 Undertaking performance appraisal and development review of staff under direct supervision, ensuring compliance with mandatory training, organisational policy & KPIs.
5.4 Ensure systems are implemented for ongoing monitoring of evidenced based clinical practice and supervision.
5.5 Advise and participates in consultation with the DMS (Regional) and Operations Manager on medical resources and strategies to recruit and deploy medical officers within the region.
Medical Workforce. Providing immunization services requires a team of trained health care workers to carry out the appropriate administration, delivery, and storage of vaccines. For central, provincial, and district health offices, an Expanded Program on Immunization (EPI) manager and cold chain/logistics manager are responsible for immunization duties at their respective level. The district level is accountable for supplying community health centers and training health care workers. Typically a midwife or nurse administers vaccinations and a cold chain and logistics manager monitors that the vaccines are being delivered and stored appropriately at the puskesmas. Midwives are often in charge of administering vaccinations at village health posts. Community health volunteers, known as kaders, assist village health post activities through mobilization and outreach to promote the health care services available to the village. A major issue with the medical workforce in Indonesia is the retention of health care workers in rural communities[2]. Frequently, rural health care centers are unable to provide both curative and preventive services because of a shortage of doctors and nurses. Many health care workers migrate to cities or more populous areas where th access to more patients and training opportunities is more likely. For many, the incentives of working at a rural health center are nonexistent.
Medical Workforce. 5.1 Responsible to the DMS for the appropriate management coordination and deployment of medical services and resources within Bunbury Hospital including rostering of the on call medical service.
5.2 Direct and manage Medical Administration staff in the management of all medical staff in the Bunbury Hospital.
5.3 Ensure systems are implemented for ongoing monitoring of evidenced based clinical practice and supervision.
5.4 Advise and participate in consultation with the DMS and Operations Manager on medical resources and strategies to recruit and deploy medical officers within the district.
Medical Workforce. 2.1 Motivates and mentors staff at all levels of the clinical team and undertakes annual professional development reviews of all consultants in the specialty. Agrees their professional development needs for the following 12 months.
2.2 Ensures compliance with RPH Guidelines for Medical Staff and other WA Health and hospital operational policies.
2.3 Manages consultant leave to ensure continuity of service provision.
2.4 Manages the on call rosters for consultant staff to ensure appropriate staff are always available (in person and / or by phone) to manage patients.
2.5 Ensures all junior medical staff receive both a verbal and written orientation outlining the educational objectives of the term, their duties, when and how to escalate concerns regarding patient care and the criteria for evaluation and their performance at term’s end.
2.6 Ensures junior medical staff are appropriately supervised at all times.
2.7 Ensures departmental discharge summaries, coding and reporting requirements are met in a timely accurate manner.
2.8 Undertakes an informal performance review of all junior medical staff within 6 weeks of commencement; reviews RPH appraisal which is completed by their supervising consultant at the end of the term and discusses it with the JMO. Conducts additional appraisals if appropriate.
2.9 Ensures that all medical staff contribute to clinical service, teaching and research to a level commensurate with their appointment. Monitors each consultant’s use of non-clinical time. Ensures all junior staff participates in one audit or other appropriate quality/service improvement activity during their term.
2.10 Organises and chairs regular departmental meetings (including multidisciplinary meetings) to consider matters affecting operation of the specialty.
2.11 Performance manages subordinate staff who do not meet time, quality or clinical expectations.
Medical Workforce. 2.1 Motivates and mentors staff at all levels of the clinical team especially medical staff and undertakes annual professional development reviews of all consultants in the specialty. Agrees their professional development needs for the following 12 months.
2.2 Ensures compliance with FSH Guidelines for Medical Staff and other WA Health and hospital operational policies.
2.3 Manages consultant leave to ensure continuity of service provision. Ensures that responsibility for the care of current inpatients and for the supervision of junior medical staff (including in outpatients) is clearly handed to another consultant.
2.4 Manages the on call rosters for consultant staff to ensure appropriate staff are always available (in person or by phone) to manage patients.
2.5 Ensures all junior medical staff receive both a verbal and written orientation outlining the educational objectives of the term, their duties, when and how to escalate concerns regarding patient care and the criteria for evaluation of their performance at term’s end.
2.6 Ensures junior medical staff are appropriately supervised at all times especially in procedural areas and outpatients.
2.7 Ensures that one or more registrars are rostered to lead a xxxx round at 0800 every day in collaboration with nursing and allied health staff. On weekends and public holidays this registrar must be authorised to review all inpatients of the specialty and to discharge patients from the specialty.
2.8 Ensures that a consultant/registrar/SRMO is always rostered to assess new patients in ED within 60 minutes of referral or on arrival on the wards; and to manage current inpatients whose condition deteriorates.
2.9 Ensures departmental discharge summaries, coding and reporting requirements are met in a timely accurate manner.
2.10 Undertakes an informal performance review of all junior medical staff within 6 weeks of commencement; reviews their FSH appraisal which is completed by their supervising consultant at the end of the term and discusses it with the JMO. Conducts additional appraisals if appropriate.
2.11 Ensures that all medical staff contributes to clinical service, teaching and research to a level commensurate with their appointment. Monitors consultant’s use of non-clinical time. Ensures all junior staff participates in one audit or other appropriate quality / service improvement activity during their term.
2.12 Organises and chairs regular departmental meetings (including multidisciplinary meetings) to c...
