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Career Structure for AH: Grade 4 and Assoc. Prof. Positions

The Health Roundtable. New Zealand. Career Structure for AH: Grade 4 and Assoc. Prof. Positions. Presenter: James Sayer Hospital: Cougar 1. Key contact person for this project Lyndell Keating, L.Keating@alfred.org.au , (03) 9076 8847. KEY PROBLEMS. Inadequate career structure

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Career Structure for AH: Grade 4 and Assoc. Prof. Positions

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  1. The Health Roundtable New Zealand Career Structure for AH:Grade 4 and Assoc. Prof. Positions Presenter: James SayerHospital: Cougar 1 Key contact person for this project Lyndell Keating, L.Keating@alfred.org.au, (03) 9076 8847

  2. KEY PROBLEMS • Inadequate career structure • Recruitment and retention (esp. Senior Staff) • Staff satisfaction • Need for ESP to address waiting lists & medical workforce issues • Competitive recruitment market • Research – poor profile compared with medical and nursing • Need to improve research, clinical and education skills & capabilities

  3. INNOVATIONS IMPLEMENTED • Grade 4s introduced • Clinical Leader • Clinical Expert • Research & • Clinical Education • Assoc Prof for Physio. • Joint appointment in OT

  4. INNOVATIONS IMPLEMENTED • Ratios applied according to EFT (& benchmarking) • Generic selection criteria but different “type” according to need • No increase in EFT • Internal recruitment (only where criteria met)

  5. RESULTS • Increase in AH research publications • 13 in 2005, 17 in 2006 and 19 so far in 2007 • Improved relationships with university: • Input into student curriculum and clinical placement guidelines • Capacity for Research Honours Students • Focus group results: • Generally positive anecdotes around career structure and research/education support • Some ambiguity around role clarity

  6. HOW WE DID IT • Key Success Factors: • United vision across AH • Relationships with Unis re collaborative lobbying • Liaison with unions/other hospitals/prof bodies • Lobbying with other fund holders within organisation • Learning from other departments within our organisation e.g. pharmacy, HIS, radiographers • Flexibility across departments to identify “type” needed

  7. LESSONS LEARNT • Important to have united AH approach & lobbying • Set expectations around ESP roles • Ideally need to increase clinical EFT simultaneously • Ideally need to introduce new positions (not upgrades) • May need to re-examine structure re Grade 3s

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