Colorectal Research Fellow

The colorectal research fellow posts are an exciting opportunity which will enable the post holder to develop a strong foundation in clinical research leading to a MD degree. The role will mainly involve research time and possibility of clinical commitments (TBC).
2-Key Duties and Responsibilities
Clinical
You will be expected to cover the first-on surgical registrar general surgery at the Royal Liverpool University Hospital site.
Ward Duties
A part from on-call post-take ward-round the research fellow will not have any commitment for day to day running of the ward., The post holder will have the opportunity to attend the operating sessions on ad hoc basis of the Clinical Team to assist with major surgery and be trained in basic surgical skills under the close supervision of the Consultants. There is no fixed commitment to theatre and focus should be on research.
Outpatient Clinics
There will be no outpatient's commitments.
On-Call (TBC)
The on-call commitments will be out of hours and over the weekend in order to have time for research during the weekdays. The research fellow will be involved in the assessment and management of emergency admissions from both the Emergency department and via GP into the Surgical Assessment Unit. There will be good opportunities to develop core trainee skills during emergency surgery cases.
At the Royal Liverpool University Hospital the 'consultant of the week' system is in operation and the Colorectal Fellows will carry out emergency duties as a first-on surgical registrar with second-on senior registrar cover off-site and consultant on-call off-site., There will be scheduled protected time allocated for research activity. This will be under the joint supervision of Professor Yalin Zheng, Professor of AI in Healthcare - University of Liverpool, Professor Shakil Ahmed - Liverpool University Hospital NHS Foundation Trust and Mr Muhammad Ahsan Javed consultant colorectal surgeon and Senior Lecturer - University of Liverpool. The post holder should expect to gain a solid foundation in the principles of clinical research, methodology, recruitment of participants, processing of clinical specimens, and interpretation of results.
The proposed research project will focus on use of Artificial Intelligence (AI) in rectal cancer.
Aims of the project:
Systematic review of available data on role of AI in rectal cancer
1. Developing MRI based tool to predict the difficult of rectal cancer surgery.
2. Using multi-modality approach to develop predictors of response to neoadjuvant treatment in locally advanced rectal cancer.
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Only those applicants who demonstrate clearly how they meet our person specification will be shortlisted for interview.
We reserve the right to close any vacancies from further applications when we have received a minimum number of applications from which to make a shortlist. Please ensure you apply without delay if you wish to be considered for this role.
Candidates applying for the role of Healthcare Assistant on the staff bank should note that due to the nature of the role, workers must be aged 18 or above when commencing in post. Applicants are therefore welcome from those aged over 18 or within 3 months' of their 18^th birthday.
The Trust is committed to promoting a healthy work-life balance and achieve fair, equitable and consistent practice. We welcome flexible working requests and will consider a variety of flexible working arrangements from day one of your employment. Not all roles are suitable for every flexible working opportunity all of the time. Flexible working options may include reduced hours, compressed hours, fixed shifts, time back in lieu and home working.
The Trust is committed to promoting equality and diversity; we value the contribution of individual talent, skills, knowledge and experience and aim for a workforce demography representative of the local community. We encourage applicants from the following groups that are currently under-represented in our workforce black, Asian and minority ethnic, lesbian, gay, bisexual and Transgender (LGBTQ+), disabled, male and age 16-24.
Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £18+£5 (standard disclosure) or £38+£5 (enhanced disclosure) will be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. Bank posts require upfront payment.
From April 2017, Skilled visa applicants and their adult dependant(s) will be required to provide a criminal record certificate from each country they have lived in consecutively for 12 months or more in the past ten years.
Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the gov.uk website - https://www.gov.uk/check-uk-visa.
This organisation has a zero-tolerance approach to the abuse of children, young people and vulnerable adults. All staff must ensure they adhere to the organisations safeguarding children and adults' policy and comply with the Local Safeguarding Children and Adult Board procedures.
Staff should be mindful of their responsibility to safeguard children and adults in any activity performed on behalf of the organisation in line with the requirements of statutory guidance and legislation.
All employees (and volunteers)are expected maintain their safeguarding knowledge and skills by completing mandatory safeguarding training which includes understanding and recognising the signs of abuse and neglect and taking appropriate action.
As an organisation, we have adopted the Merseyside Domestic abuse workplace scheme which supports our staff who are experiencing Domestic Abuse /any forms of sexual violence.
If you have any personal requirements that will enable you to participate in our recruitment process please contact a member of the Recruitment Services by phone on at the earliest opportunity to ensure that measures can be put in place to enable your application for this post.
Please note: new entrants to the NHS will commence on the first pay point of the relevant band.
For agenda for change banded roles; salary payments will reflect the 2023/24 pay scales. The 2024/25 pay scales will be paid in October 2024 including any backpay due. Therefore should the successful applicant start in post prior to October, the salary will initially reflect the 2023/24 pay scales.

Liverpool University Hospitals NHS Foundation Trust was created on 1 October 2019 following the merger of two adult acute Trusts, Aintree University Hospital NHS Foundation Trust and the Royal Liverpool and Broadgreen University Hospitals NHS Trust.
The merger provides an opportunity to reconfigure services in a way that provides the best healthcare services to the city and improves the quality of care and health outcomes that patients experience.
The Trust runs Aintree University Hospital, Broadgreen Hospital, Liverpool University Dental Hospital and the Royal Liverpool University Hospital.
It serves a core population of around 630,000 people across Merseyside as well as providing a range of highly specialist services to a catchment area of more than two million people in the North West region and beyond.