NCHD Strategy & Work Plan
1. Position of NCHDs
2. Shaping NCHD Strategy
3. Key Priorities
4. Industrial Action
5. Communications
6. Work Plan 2011/2012
Position of NCHDs
- NCHDs critical to current delivery of Irish health service & future consultant delivered service
- Extremely hard working cohort – long working hours, ongoing training, local level difficulties ; excellent attendance records
- Significant & historic achievements by IMO to date
- A lot done, always a lot more to do
- Strong & focussed representation required to ensure recognition of role of NCHD by the HSE and beyond
Shaping NCHD Strategy
- Economic & Political Context is relevant
- Health spending to be €1 billion (€650 million net) lower in 2011 than in 2010
- Programme for Government commits to reduce public sector payroll by approximately 22,000 over the lifetime of the current Dáil
- Those who remain – further pay cuts prevented by Public Service Agreement (2010 – 2014) BUT modernisation and radical change are promised
- The Government’s mantra will continue to be “more with less.”
- Good strategy must be proactive and planned /reactive and flexible
- Key influencers in 2011:
- LRC Process re: Implementation of NCHD Contract 2010
- NCHD Shortage
- Working Group on Recruitment & Retention
- Benchmark Study
- AGM Motions 2011
Key Priorities
Full Implementation of NCHD Contract 2010
- Annual Leave/Public Holiday Entitlements
- 39 Hour Core Working Week/Protected Training Time
- Proposed 2 Year NCHD Post & associated issues
- GP Travel Allowance
- Principles of Rostering & EWTD Implementation – Possible EWTD cases February 2012
- Training Funding & Professional Competence
- Educational Leave
- Review of Loss of Earnings as per Labour Court LCR19559
- Overtime payments
Focus on NCHD Recruitment & Retention
- Improved local level working conditions and work life balance
- Terms & Conditions
- Training & Education
- Career path models
NCHD Benchmark Study & National NCHD Event Autumn 2011
- Education
- Training (funding & access)
- Employment history
- Manpower – recruitment & retention
- Career plans/motivations
- Policy
- Health service management
- Day to day work
- Work life Balance
- Morale
Issues for Long Service Hospital Doctors
- Terms & Conditions
- Training
- Career path models
Issues for Non EU Doctors
- IMO Non-EU Group
- Visa regulations
Manpower planning
- Policy Paper
- Appropriate tasks
- Career path models
Engagement with Third Parties
- Medical Council
- HSE METR
- Training Bodies/Forum of Postgraduate TB
- PWG
- Establishment of Rep Structure & Residence Committees/ Membership Recruitment
- Implementation of AGM Motions 2011
Industrial Relations
- Remains on IR agenda – it is always an option that we must not be afraid to use
- Organised & united NCHDs essential
- Rep structure & res committees vital in preparations for securing mandate to focus HSE during ongoing discussions
Innovative communication with NCHDs
- Ezines
- Web based
- Social Networking
- External Communications to raise awareness of role of NCHD & impact of difficulties on patient care; training, career paths, working hours
Work Plan 2011/2012
- Full Implementation of NCHD Contract 2010
- 4 nominees
- Focus on NCHD Recruitment & Retention
- 4 nominees
- NCHD Benchmark Study
- 3 nominees
- Issues for Long Service Hospital Doctors
- 2 nominees
- Issues for Non-EU Doctors
- 2 nominees
- Manpower planning
- 4 nominee
- Engagement with Third Parties
- 1 nominee METR
- 1 nominee Medical Council
- 2 nominees PWG
- 1 nominee Forum Postgraduate Training Bodies
- Establishment of Rep Structure & Residence Committees/Membership Recruitment
- 3 nominees
Conclusion
Effective & engaged Committee key to successful implementation of Strategy & Work plan
Support the Executive in all endeavours
Ensure awareness amongst colleagues
There are no shortcuts to great achievements but working together will make the journey less onerous.