Outlines the hierarchy of medical roles, including Foundation Year doctors, core/specialty trainees, SAS doctors, and Consultants. Explains progression from entry-level training to senior positions.

Details roles of FY1, FY2 doctors, and junior trainees. Covers duties, supervision needs, and frontline care roles.

Discusses core and specialty trainees (e.g., registrars), responsibilities in patient care and on-call rotas.

Explains SAS category of doctors, including Specialty Doctor and the new Specialist grade. Emphasizes valuable service and roles.

Focuses on Consultants - senior hospital doctors who oversee patient care, provide leadership, and mentor junior doctors.

Connects job plans to workforce planning, translating PAs into service capacity. Discusses identifying gaps or overcommitments for effective workforce planning.

Introduces job plans, the annual job planning cycle, and the agreement process between doctors and managers.

Provides guidance on job plan reviews, negotiation points, documentation tools, and conflict resolution in job planning meetings.

Explains components of a job plan, including DCC and SPA activities. Emphasizes balancing individual development with service needs.

Describes the national Consultant Contract introduced in 2003, outlining main features such as Programmed Activities, job planning, leave rules, and compliance requirements.

Covers the contracts for SAS grades, including the Specialty Doctor contract and the new Specialist grade. Discusses work arrangements and HR's role in applying contract terms.

Provides an overview of the General Medical Council and NHS England, explaining their roles in medical regulation and workforce planning.

Focuses on the British Medical Association and relevant bodies influencing medical workforce management. Discusses HR's need to maintain relations with these bodies for contract negotiation and guidance.

Provides an overview of additional organizations relevant to medical HR management, such as NHS Employers, CQC, and Local Education and Training Boards, highlighting their roles in workforce management.

Reviews the contract for doctors in training in England implemented in 2016. Highlights aspects like work hour restrictions, rest requirements, rota design, and pay structure.

Defines medical revalidation, its importance in reflecting on practice, and assuring ongoing competence. Emphasizes revalidation as a quality improvement tool.

Details HR managers' role in facilitating revalidation, maintaining doctor databases, coordinating with appraisers, and providing support for doctors facing challenges.

Explains the revalidation cycle, key requirements like appraisals and CPD, and the role of the Responsible Officer in making revalidation recommendations.

Explains working time regulations for doctors, rest requirements, contractual limits from the Junior Doctor Contract, and the role of the Guardian of Safe Working Hours.

Reviews e-rostering systems in the NHS, scheduling software used, compliance checks, and the role of technology in managing rotas and ensuring safe staffing.

Focuses on maintaining appropriate staffing levels for safe patient care, monitoring staffing metrics, and addressing staffing shortfalls.

Provides steps for managing roster gaps using internal locum banks, agency doctors, or cross-cover arrangements. Emphasizes timely credentialing and planning for emergencies.

Outlines principles of effective rostering, including ensuring adequate cover, fairness in shift distribution, and consideration for doctors' needs.

Focuses on technology's role in workforce management, such as e-rostering, data-driven tools, and virtual meetings. Discusses HR's need to adapt to new technologies for improved scheduling and productivity.

Summarizes actions for HR managers to future-proof their strategies, including staying updated on regulations, engaging with professional networks, and embracing technological innovations.

Explores the NHS Long Term Workforce Plan 2023 and future trends in workforce management. Discusses expected changes in workforce composition, training numbers, and flexible careers.

Reviews significant changes in workforce management since 2019/2020, including contract updates, COVID-19 impact, and safe staffing policies. Discusses the NHS People Plan 2020 and its implications for HR.

Explains the purpose and process of annual medical appraisals, documentation involved, output, and the logistical aspects of conducting appraisals.

Details how appraisal records feed into revalidation, the importance of annual appraisal for maintaining licensure, and the role of the Responsible Officer in revalidation recommendations.

Reviews recent changes in the appraisal approach, including the Appraisal 2020 model focusing on wellbeing and support, and simplification of the appraisal process.

Focuses on HR's administrative and supportive tasks for appraisals, including reminders, compliance tracking, supporting the Responsible Officer, and ensuring confidentiality and storage of appraisal documentation.