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Detailed look at Profiles Cherry Bartlett Leeds Teaching Hospitals Trust

Detailed look at Profiles Cherry Bartlett Leeds Teaching Hospitals Trust. Rock or Hard Place? Fit with existing profiles or go through Job Analysis Questionnaire (JAQ) ‘Informatics’ profiles have been split into three groups:

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Detailed look at Profiles Cherry Bartlett Leeds Teaching Hospitals Trust

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  1. Detailed look at Profiles Cherry Bartlett Leeds Teaching Hospitals Trust

  2. Rock or Hard Place? • Fit with existing profiles or go through Job Analysis Questionnaire (JAQ) • ‘Informatics’ profiles have been split into three groups: • Information Management and Information Technology – probably closest • Health Records – certain aspects will relate • Library and Knowledge – least relevant • Look to be geared for central departments rather than clinically based

  3. Approach Taken for IM & IT Roles 1. Gather an understanding of current Profiles, industry standards (ITIL), and the process adopted by HfMA 2. Collate list of current National NHS IT Job Titles 8. Review & revise generic JP’s and address any issues JAQ’s JAQ’s JAQ’s JAQ’s Profile matrix JAQ’s GJP’s 3. Identify potential profile matrix, groupings, job families 7. Obtain feedback from JEWP on sample generic JPs Profile matrix GJP1 GJP2 4. Per profile, collect a number of Job Descriptions /JAQ’s. Aim to capture the majority of IM&T Roles JAQ’s JAQ’s 6. Build Generic Profile per profile label GJP JAQ’s JP’s JAQ’s JAQ’s Profiles 5. Assess JDs /JAQ’s , ensuring consistency of groupings against potential profiles JD’s Profile ….n

  4. IM, IT Generic Profiles

  5. Information Management and Information Technology At level 5 (may now be 6) split between management and technical streams – may be true for central departments, but what about in areas such as renal? Need to decide which route to follow, may vary depending how roles have developed in particular Trusts. Highest banding in technical route is 8b in management its 8d. A band 9 is being investigated but unlikely. What do these bands mean in money terms?

  6. Payment bands Band 6 : £20,300 - £27,500 Band 7 : £24,500 - £32,300 Band 8A : £31,250 - £37,500 Band 8B : £36,400 - £45,000 Band 8C : £43,800 - £54,000 Band 8D : £52,500 - £65,000

  7. The Profiles Are not job descriptions Have 16 factors – these are common to all the profiles. The factors have a number of levels and weights Are used to be matched against job descriptions If a job matches against a profile then the appropriate band should be automatically allocated Will renal informatics staff (at all levels) be matched to the job holder’s satisfaction?

  8. The Profiles (contd) Have not yet been “posted” ie finally agreed. Possibly end of February. No-one in informatics posts should therefore have been banded yet. It is important to wait for the final versions. It may be wise to be thinking about job descriptions in relation to the provisional profiles. Make sure the job description reflects the true level of knowledge, training and experience that is required to carry out the role.

  9. The Profiles (contd) You will not be able to score highly on all factors. If you have no management responsibility for staff you may not be able to take the management route Are the profiles suitable for those responsible for Renal Informatics?

  10. Possible areas not covered Medical Records – some renal roles include responsibility for medical records, these are covered in separate profiles Clinical Context – the profiles do not seem to reflect the need for a good understanding of the renal clinical environment. All the profiles have a level 1 for contact within the care environment. Clinical Coding – again covered in separate profiles but may be part of our remit Units covered – some renal systems cover a number of units (and/or specialties), not sure where this would be reflected in the profiles

  11. Possible areas not covered (contd) Research – profiles relate to research of IT type, not clinical type that will be supported/undertaken Clinical Audit – can’t see where that might be covered in the profiles Multiple role – some will be taking a technical as well as dept management role Any other suggestions?

  12. Finally Back to first question. Rock or a hard place? Need to think about outcome of job evaluation vs profile that may not fit What other factors might come into play? Trusts not wanting to raise pay levels, conflict with other areas in Trust How to move through (and up) scales Can we raise profile of specialist area informatics? www.informatics.nhs.uk

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