Job responsibilities
Professional and Clinical Duties of the Post
4.1 The post is full time, with a provisional job plan outlined in appendix A.
- The appointee will join 3WTE physicians to provide specialist CF management, evaluated as outpatients, day cases and inpatients.
- The major clinical meeting is the weekly CF Multi-Disciplinary Team (MDT) Meeting ward round; this covers the rotational periods of 2 weeks on ward service and 2 weeks on ambulatory care (clinic delivery is continuous). Additional monthly meetings include transplant/high risk meeting and non-tuberculous mycobacteria meeting. Non-clinical meetings include a weekly respiratory grand round and monthly CF journal club, CF MDT research meeting, CF MDT business meeting, and the CF and Chronic Lung Infection research meeting.
- To co-provide, with the three consultant physician colleagues, a clinical service in cystic fibrosis in accordance with clinical and legal requirements, at a standard in keeping with the role of the department as a national and international clinical leader in the field.
- To co-develop the service, integrating advances in diagnosis, management, and digital services, informing colleagues of these developments.
- To lead on management of the CF liver service, working collaboratively with specialist consultant colleagues to develop clinical care pathways, overseeing liver MDT complex case discussions, and ensuring cross-sharing between specialist groups of advances in CF and liver care.
- To lead on the development of the CF Metabolic Medicine service, working collaboratively with dietitians, endocrinologists, and cardiologists.
- To participate in and develop clinical and organisational audit and clinical research, to improve standards and quality of CF care wherever possible.
- To take an active role in teaching and training in the department at both undergraduate and postgraduate level.
- The on-call rota will be two weeks ward cover 1 in 4, available for CF advice on telephone call 9am-9pm.
Research and Audit Responsibilities
6.1 The Royal Brompton and Harefield NHS Foundation Trust along with Imperial College School of Medicine at the National Heart & Lung Institute undertake research of the highest quality in heart and lung disease, which is of relevance to patient care and public policy. Further information about the research activities in the Trust can be found on http://www2.rbht.nhs.uk/rd.
6.2 The applicant will have experience and enthusiasm in pursuing research. This post is expected to provide the applicant with time available for research activities. The post holder will be expected to develop and pursue research of a high calibre to meet the Trust objectives. Implicit in this is the need to attract peer reviewed grants and to contribute significantly to the scientific literature.
6.3 No research project can commence until it has been properly costed and agreed by both the Research Office and an appropriate Clinical Director, nor, for a project involving patients, without Ethics Committee approval.
6.4 The post holder will actively conduct/ participate in audits related to both clinical and non-clinical aspect of the work and participate in Hospital audit programmes, including mortality meetings.
- Teaching
7.1 Apart from informally teaching junior staff working directly with him/her, the post holder will be expected to make a positive contribution to postgraduate medical education within the organisation and undertake teaching of and support for junior doctors as necessary.
- Administration
8.1 The applicant will need to have the necessary skills in time management and administration related to the clinical work.
8.2 There will be an opportunity to participate and contribute towards the work of the various Medical and other Committees of the Trust.
- Office Accommodation and Secretarial Support
9.1 Office accommodation has been secured at Royal Brompton and secretarial assistance will be shared with the other Consultant Physicians.
9.2 Office equipment, including a networked PC and printing facilities will be provided.
10.0 Staff Appraisal & Revalidation
10.1 The Trust approach is based on the principle that appraisal and revalidation is an essential part of good practice in managing people. It enables the organisation to ensure employees can assist in meeting organisational aims through the process of managing performance and identification of development needs. It also gives staff the opportunity to discuss their performance and development needs with their manager and ensures that they are clear about what they are trying to achieve both in their current role and for the future.
10.2 The organisation has a basic requirement of such good practice, which can be audited to ensure that it is achieved. This standard is outline below:
Managers will meet with staff they directly manage, at least once per year on a formal basis, with informal progress reviews at least every six months.
There is a clear and current agreement about the job plan the employee is expected to do covering the purpose, aims, responsibilities and tasks. Every member of staff will have work-based objectives which link to organisational standards and the business plan of their directorate/department.
10.3 Every employee should have a Personal Development Plan (PDP) outlining short and long-term learning and development aims and actions to meet these. The Head of Department, who will also ensure fairness and consistency, will appropriately monitor appraisal to ensure all staff in their area are having an appraisal. The Human Resource department will be responsible for monitoring compliance across the Trust.
All staff who carry out appraisal will be given support and training as required.
