Medical Systems Co-ordinator

This role is responsible for working as part of the team in delivering training, ensuring roster production within junior doctor rotational timelines. The main purpose of the role is to be a key member of the Medical Systems team, to participate in training all levels of staff in the Allocate Healthroster system. To be a focal point for the roster maintenance of Medical rosters, liaising with clinical rota coordinators and ensuring the compliance and governance of contractual rules., The post holder will maintain the build and running of medical rosters via Allocate HealthRoster, whilst engaging with clinical managers and other departments across the trust. You will be expected to review and maintain quality of rosters, update of with leave, sickness, and aid doctors with any swaps and updates of the rosters. Daily actions will require the production of various reports from the system for use within the trust and externally. The role will also be responsible for discussions with clinical Rota coordinators & Medical HR for area to ensure slots and rota patterns are correct, and build for full rotational period in Allocate, as well as carry out various training for clinical and non-clinical staff., The post holder will maintain the build and running of medical rosters via Allocate HealthRoster, whilst engaging with clinical managers and other departments across the trust. The post holder will be expected to review and maintain quality of rosters, update of with leave, sickness, and aid doctors with any swaps and updates of the rosters. The post holder will produce various reports from the system for use within the trust and externally. Responsible for discussions with clinical Rota coordinators & Medical HR for area to ensure slots and rota patterns are correct, and build for full rotational period in Allocate Present system training for clinical and non-clinical staff where required, as well as coordinate with departments and medical education in regards to local and trust inductions to present systems and team. Ensure all data in the roster is reflected correctly using ESR/Lead Employer/Health Education England data The post holder would be required to deal with large amounts of data some of which would be of a sensitive nature e.g. payroll information. To provide system admin logins on Employee Online/Allocate Me for general users and access to Healthroster for roster builders. Assist the Medical Systems Project Manager and Team Leader where necessary with builds during the full trust roll out of Electronic Medical Rostering. To provide general system maintenance ensuring high levels of accuracy. The administrator would be expected to be able to 'trouble shoot' for problems encountered by staff in the absence of the senior staff thus minimising calls to the support desk. The administrator would be expected to ensure vigorous adherence to all trust data protection protocols. The post holder would be expected to escalate all issues of risk to the roster manager. To participate in all necessary mandatory training required for the role. To support and assist the support assistants where required, providing training to them, ensuring they complete their work in a timely manner and carry out their workload when on annual leave. The above list is not exhaustive and the role may change slightly as the implementation progresses.

• Higher National Diploma in IT, or equivalent, Experience in a rostering administration role
• Experience of using Microsoft Office applications
• Experience of working with computer based rostering systems.
Desirable criteria
• Evidence of cross-organisational working
• Evidence of supervising junior staff
• Experience of working in a Medical Staffing background, Knowledge of Medical Contractual rules, including EWTD
• Knowledge of workforce issues in the NHS & Rota working patterns, Ability to communicate and understand complex technical information
• Ability to explain technical issues in a nontechnical and non-threatening way to users
• Ability to work unsupervised, able to manage own time and workload
• Problem solving, logical troubleshooting and analytical skills
• Acute attention to detail, and ability to ensure contractual rules followed
• Developed interpersonal skills and able to communicate both verbally and in writing at all levels both internally and with external organisations.
• Ability to build a rapport with clinical, admin & clerical and managerial teams
• Flexibility - adapts to ensure achievement of objectives within changing environment
• Able to accept advice and give help when needed
• Adheres to local and national legislation
  
  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.

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.