Maximising the Potential of the Consultant Contract
All-Wales Job Planning Training Package
INTRODUCTION
Second draft
Origins
This training package was initially developed by a small group comprising the following, on
behalf of Health Board/Trust Workforce & OD Directors in Wales:-
Derek Jones, Welsh NHS Employers Unit;
Kathryn Bourne, Aneurin Bevan Health Board;
Hilary Sharp, Cardiff & Vale University Health Board; and,
Sharon Vickery, ABMU Health Board.
It has subsequently been shaped and modified by the all-Wales WAO Consultant Contract
Report Task and Finish Group to reflect and be part of the series of measures to address the
findings of the Wales Audit Office and the Welsh Public Accounts Committee as a result of the
WAO Report. It reflects the current version of the Welsh Job Planning Guidance document.
The membership of the Task & Finish Group was as follows:-
Richard Tompkins, Director Welsh NHS Employers Unit;
Mark Scriven, Medical Director Associate, BCU Health Board;
Peter Durning, Associate Medical director, Cardiff & Vale Health Board;
Pushpinder Mangat, Medical Director, ABMU Health Board;
Kathryn Bourne, Aneurin Bevan Health Board;
John Llewelyn, BMA;
Robert Bleehan, BMA;
Chris Jones, deputy Medical Director, Welsh Government;
Donna Hill, Welsh Government;
Derek Jones, Welsh NHS Employers Unit.
Purpose
The package is intended to provide a consistent set of source materials for local job planning
training in Health Boards and Trusts to be adapted appropriately to reflect local training
requirements, relevant audiences, and the nature of the programme in which it is to be used.
It is also intended to be source material for other forms of learning and development, such as
via e-learning, and separate advice is being taken with a view to developing the package so
that it can be used in ‘multi-platform delivery’ format. In particular, this will be aimed at
being usable by newly-appointed Consultants and SAS Doctors, as well as managers, in NHS
Wales, and by clinicians, clinical, service and other managers, and those with an interest in
job planning already working within the service who wish to understand or refresh their
understanding of job planning. It is also intended to provide source material suitable for use
in Health Board/Trust Independent and Executive Board Member training.
Format
The package comprises a number of distinct modules, which may be added to or amended
over time to reflect feedback and emerging requirements, and which can be used as a whole,
or as single individual modules, or in any combination as required.
The package has been prepared as sets of Powerpoint slide presentations with accompanying
Presenter Notes. It will be for those who wish to use the material to consider in what format
or via what media they wish to use the material. In particular, separate advice has been
sought via the WfIS Programme Manager on the development of an e-learning version of this
package. However, copyright is reserved for NHS Wales and their associated users including
the BMA, Universities in Wales, and Welsh Government or their agencies.
Modules
There are currently 5 modules to the package, one of which – Effective Conversations
(interim title) – is still under development.
The modules are as follows:-
-
Module 1: The Job Planning Process (common for both Consultant and SAS Doctor
job planning);
Module 2: An Approach to Job Planning (this reflects the approach being used at the
time in one Health Board in Wales, and is meant to stimulate thought and debate
rather than be a ‘model’ or required approach, as the needs of each Health Board
and Trust will vary);
Module 3: Relevant Consultant Contract Terms and Conditions (this picks up those
aspects of the 2003 amended Consultant Contract in Wales that are most relevant to
job planning);
Module 4: Relevant SAS Doctor Contract Terms and Conditions (this picks up those
aspects of the UK Specialty Doctor and new Associate Specialist contracts introduced
across the UK, including in Wales, in 2008 that are most relevant to job planning);
Module 5: Effective Conversations (this module is currently under development, and
is only an interim title).
Possible Model Training Programme
An illustrative programme for running a ‘classroom-based’ job planning training session is also
attached, complete with aims, programme, and session guide/objectives, which may be used
or adapted if this is felt helpful locally.
Second draft January 2014.
Maximising the Potential of the Consultant Contract
All-Wales Job Planning Training Package
DRAFT ILLUSTRATIVE POSSIBLE TRAINING PROGRAMME
Delivering Excellent Consultant Job
Planning to Support High Quality Service
Delivery
Date:
Time:
Venue:
Aim: The aim of this session is to harness existing Job Planning
expertise and develop a standardised approach across the Health
Board to deliver high quality Consultant Job Planning. This will meet
the Health Boards commitment to achieving measurable benefits
from the Consultant Contract Wales.
Agenda
Time
Session
Coffee and Registration
Welcome and Introduction
Presenter
Session 1: Principles of Job
Planning
Session 2: Robust Job Plans
Coffee
Session 3: Outcome Setting
Session 4: Negotiating Skills
How Was It For You?/Evaluation
and Reflection
Session Guide/Objectives
Objectives: By the end of the session participants
will be able to:





the principles of effective Consultant Job Planning
Describe
Describe
the context in which the Consultant Job Planning process is
undertaken and links to the Consultant Contract in Wales
Provide
examples of how the effective use of data improves the
quality of Consultant Job Planning
Develop
SMART objectives
Describe
strategies for negotiating and influencing colleagues when
undertaking the Consultant Job Planning Process
Session Guide:
Session 1: Principles of Job Planning – This session provides
delegates with an understanding of the context in which the job
planning process is undertaken and the links to Consultant Contract
in Wales.
Session 2: Robust Job Plans – This session reviews
Organisational/Divisional/Directorate objectives. Effective use of
data in job planning with measurable outcomes.
Session 3: Objective Setting – This session sets out a framework
for understanding how to develop objectives and how objectives fit
in the job planning process for both DCC’s and SPA’s
Session 4: Negotiating Skills – This session provides an overview
of negotiating and influencing skills, and an introduction to
managing difficult conversations examining the consequences of not
having such conversations.
How Was It For You?/Evaluation and Reflection – This session
provides an opportunity to review the day and agree any action
points arising.
Draft - January 2014.