HIU - Health Services Union East...line HIU POW. HSU organiser and sub-branch involvement Your HSU...

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Newsletter: 227/2015 Date: 17 May 2016 Distribution: Members POW Contact: Your organiser Proposed Restructure Prince of Wales Hospital eMR Training & Support Team – HIU Dear Member, Attached is correspondence the HSU has received from South Eastern Sydney Local Health District regarding a proposed restructure of the Health Information Unit at Prince of Wales Hospital. Member feedback requested The HSU industrial team is currently reviewing the potential impacts of the proposed restructure upon affected employees. We are now seeking feedback, views and comments from our members. Please review the attached documentation and provide comment and feedback by close of business 27 May 2016. You can submit it by email to [email protected] with subject line HIU POW. HSU organiser and sub-branch involvement Your HSU organisers Graham Conroy and Glen Pead will be visiting your workplace shortly and convening a meeting to discuss the matter with affected employees. The HSU is also seeking expressions of interest from members to be part of the consultative process as a workplace delegate in any upcoming USCC meetings regarding this proposal. The most effective way to deal with these kinds of proposals is by taking into account the concerns of the group, agreeing on a way forward and presenting that united position to management. Please distribute this newsletter to your work colleagues for their information and comments and encourage them to attend the meeting. Not a member of the HSU? Now is time to join and have your say! You can join online at www.hsu.asn.au/join-hsu/ or call 1300 478 679 and join over the phone. A union’s effectiveness and negotiation power strongly depends upon the strength and density of its membership base. Join your work colleagues today by becoming a member of the Health Services Union and help us to continue to protect, build and improve your working life. In unity, Gerard Hayes Secretary, HSU NSW/ACT.

Transcript of HIU - Health Services Union East...line HIU POW. HSU organiser and sub-branch involvement Your HSU...

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Newsletter: 227/2015 Date: 17 May 2016 Distribution: Members POW Contact: Your organiser

Proposed Restructure Prince of Wales Hospital

eMR Training & Support Team – HIU Dear Member, Attached is correspondence the HSU has received from South Eastern Sydney Local Health District regarding a proposed restructure of the Health Information Unit at Prince of Wales Hospital. Member feedback requested The HSU industrial team is currently reviewing the potential impacts of the proposed restructure upon affected employees. We are now seeking feedback, views and comments from our members. Please review the attached documentation and provide comment and feedback by close of business 27 May 2016. You can submit it by email to [email protected] with subject line HIU POW. HSU organiser and sub-branch involvement Your HSU organisers Graham Conroy and Glen Pead will be visiting your workplace shortly and convening a meeting to discuss the matter with affected employees. The HSU is also seeking expressions of interest from members to be part of the consultative process as a workplace delegate in any upcoming USCC meetings regarding this proposal. The most effective way to deal with these kinds of proposals is by taking into account the concerns of the group, agreeing on a way forward and presenting that united position to management. Please distribute this newsletter to your work colleagues for their information and comments and encourage them to attend the meeting. Not a member of the HSU? Now is time to join and have your say! You can join online at www.hsu.asn.au/join-hsu/ or call 1300 478 679 and join over the phone. A union’s effectiveness and negotiation power strongly depends upon the strength and density of its membership base. Join your work colleagues today by becoming a member of the Health Services Union and help us to continue to protect, build and improve your working life. In unity,

Gerard Hayes Secretary, HSU NSW/ACT.

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South Eastern Sydney Local Health District ABN 70 442 041 439

District Executive Unit Locked Mail Bag 21

Taren Point NSW 2229 Tel: (02) 9540 7756 Fax: (02) 9540 8757 Website www.seslhd.health.nsw.gov.au

Ref: T16/19727 Related: T16/9139

Mr Gerard Hayes Secretary Health Services Union Level 2, 109 Pitt Street SYDNEY NSW 2000 By email: [email protected] Dear Mr Hayes, I write to provide you with a copy of a restructuring proposal that affects staff in position covered by the Health Services Union (HSU). The proposal was released to the relevant position holders and local officials on Monday 16 May 2016. I confirm that in accordance with Section 35 of the Health Employees Conditions of Employment (State) Award genuine consultation will occur with respect to the proposed changes. In particular, a meeting with local HSU officials to discuss the restructuring proposals will be arranged if requested. Should you require any further information in relation to this matter, please do not hesitate Ms Louise Johnson (Manager Workforce Advisory Services) on 9113-2693 or by email at [email protected]. Yours sincerely

Steven Wood Operations Manager, Clinical Services Prince of Wales Hospital Date: 16 May 2016

Cc: Mr Peter Mason, HSU Official Ms Sophia Adamo, Manager Health Records POWH Attachment:Health Information Unit (eMR) Restructure Consultation Paper

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Trim No: T16/9139

Related: T16/9137

Directorate of Clinical Services Prince of Wales Hospital

May 2016 Version 1.1

Restructure Consultation Paper

eMR Training & Support Team

Health Information Unit

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Contents

1. OVERVIEW OF HEALTH INFORMATION UNIT .......................................................................... 3

1.1 Current Organisation Structure: Health Information Unit .................................................... 3

1.2 Rationale/business case ......................................................................................................... 3

1.3 Proposed Organisation Structure: Health Information Unit ................................................ 4

2. THE RECRUITMENT AND MATCHING PROCESS ..................................................................... 5

3. CONSULTATION ........................................................................................................................... 6

4. RESTRUCTURE TIMEFRAME ...................................................................................................... 6

5. AVAILABILITY OF COUNSELLING ............................................................................................. 7

6. APPENDIX: NEW POSITION DESCRIPTIONS ............................................................................ 7

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1. Overview of Health Information Unit 1.1 Current Organisation Structure: Health Information Unit The Prince of Wales Hospital Health Information Unit comprises of four sub-units:

Health Records Patient Information Systems eMR Training and Support Frontline Administration Services

1.2 Rationale/business case The Directorate of Clinical Services POWH is obliged to contribute to efficiencies within POWH aimed at achieving budget parity and aligning services to business need. The review of Directorate indicated there were deficits in the provision of services to the Management of the POWH departments and the staffing profile no longer matched the strategic direction or operational needs of the facilities. A key strategic direction of the Health Information service is migration to a fully electronic and integrated health record. Implementation of electronic information systems will enhance patient safety, enable timely access to information by clinicians and Health Information managers for patient care, and improve flow of information for clinical decision making to help measure performance. The functionality of electronic systems is rapidly evolving to meet clinical and business needs, with the Electronic Medical Record (eMR) consisting of a number of modules that are integrated into business as usual:

Powerchart Scheduling

Director, Clinical Services POWH

Operations Manager, Clinical Services

POWH

Manager, eMR Training and Support

Northern 1.0FTE HSM3

Training and Support Officers (eMR) 4.0FTE HSM2

Manager, Patient Information Systems

1.0FTE HSM3

Training and Support Officers (iPM/SNAP)

2.0FTE HSM1

Health Information Officer (SNAP) 0.84FTE AO3

Health Information Officer (PAS)0.5FTE AO3

Data Manager, Non-admitted

1.0FTE HSM1

Manager, Health Records

1.0FTE HSM3

Manager, Health Records

(Medicolegal) 1.0FTE HSM2

Health Information Officers

(Medicolegal) 3.0FTE AO3

Manager, Health Records (Records

Control/Transcription) 1.0FTE HSM2

Supervisor, Health Records 1.0FTE AO5

Health Information Officer (Records

Control) 19.0FTE AO2

Health Information Officer (Transcription)

1.0FTE AO3

Manager, Frontline Adminstration

Services POWH 1.0FTE HSM2

Supervisor, Frontline Administration

Services 1.0FTE AO5

Health Information Officer (Ward Clerk)

24.20FTE AO2

Health Information Officer (Enquiries)

4.0FTE AO2

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Surginet Firstnet Community Health and Outpatient Care (CHOC) eMR2 (planned implementation late 2016) Electronic Medication Management

The eMR Training and Support team provide crucial training and support to end users (clinical and non-clinical staff) of these information systems across POWH and surrounding sites. The expansion of the number of electronic applications has identified a need to increase training and support resources to best manage clinical and organisational risk. Further, the eMR Training and Support function will be realigned to report under the Health Records structure in line with the evolution of the electronic health record. 1.3 Proposed Organisation Structure: Health Information Unit

NB: Boxes shaded green denotes affected role.

Summary of changes: The Manager eMR Training and Support (1FTE HSM3) role will be deleted. An additional eMR Training and Support Officer (1FTE, HSM2) will be created, with a primary

focus on Electronic Medication Management. This role will require a clinical background in order to best meet requirements of the role. A high level knowledge of clinical workflows in the hospital setting, including an understanding of medication management processes is required.

The eMR Training and Support function will report to the Manager, Health Records.

Director, Clinical Services POWH

Operations Manager, Clinical Services

POWH

Manager, Patient Information Systems

1.0FTE HSM3

Training and Support Officers (iPM/SNAP)

2.0FTE HSM1

Health Information Officer (SNAP) 0.84FTE AO3

Health Information Officer (PAS)0.5FTE AO3

Data Manager, Non-admitted

1.0FTE HSM1

Manager, Health Records

1.0FTE HSM3

Training and Support Officers (eMR) 5.0FTE HSM2

Manager, Health Records (Medicolegal)

1.0FTE HSM2

Health Information Officers (Medicolegal)

3.0FTE AO3

Manager, Health Records (Records

Control/Transcription) 1.0FTE HSM2

Supervisor, Health Records 1.0FTE AO5

Health Information Officer (Records

Control) 19.0FTE AO2

Health Information Officer (Transcription)

1.0FTE AO3

Manager, Frontline Adminstration Services

POWH 1.0FTE HSM2

Supervisor, Frontline Administration

Services 1.0FTE AO5

Health Information Officer (Ward Clerk)

24.20FTE AO2

Health Information Officer (Enquiries)

4.0FTE AO2

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2. The recruitment and matching process

Proposed Structure and Position Descriptions Developed and issued to Union/Association for Consideration

Proposed Structure and Position Descriptions Issued to Staff in

Affected unit/service/department

Process of direct matching affected staff to vacancies in the new Structure

Plan Developed for Restructuring Unit/service/department

Direct matching of staff completed

Formal written advice issued to staff

successfully matched to new positions

Staff who are not directly matched to positions able to submit an Expression of Interest for remaining vacant positions.

Selection process undertaken for vacant positions

Formal written advice provided to staff successful in the

EOI process

Staff unsuccessful in the matching and EOI process are declared Excess

Successful candidates appointed

Offers of Voluntary Redundancymade to excess staff, including

calculations of redundancy payment

Voluntary redundancy

accepted Voluntary Redundancy

declined

Commencement of 3 month Retention Period for staff member to seek redeployment

Staff member provided with Case Management and Career Transition

Assistance

Staff member issued further written notice 2 weeks prior to the expiry date of the Retention Period

Staff member made forcibly redundant

and exits the organisation at end of the Retention Period

PROCESS MAP FOR ORGANISATIONAL RESTRUCTURES

Staff member exits the organisation within a 2 week

period

Staff member successfully redeployed

Formal written advice issued to affected

staff

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3. Consultation Affected staff will be contacted individually and made aware of the proposed changes as part of the restructure. Changes will be managed as per NSW Health and District policies. Following final approval from the General Manager – POWH, individuals who will be affected by the deletion of their position will be consulted. Expressions of interest will be requested from affected staff for any remaining position, and recruited internally in the first instance. Subsequent changes to working practice and contractual arrangements will be managed in accordance with the NSW Health PD2012_021 Managing Excess Staff of the NSW Health Service. Consultation with affected staff and the relevant Union is expected to commence as of the 18 March 2016. 4. Restructure Timeframe

RESTRUCTURE CONSULTATION DOCUMENTS COMPLETED FOR APPROVAL

Restructure Consultation Paper

12 May 2016

CONSULTATION WITH STAFF AND UNIONS/ASSOCIATIONS (recommend combined Special Consultative Committee to be held)

Restructure Consultation Paper

19 May 2016

WRITTEN ADVICE ISSUED TO AFFECTED STAFF

Letter to advise of ‘affected status’

26 May 2016

PROCESS OF DIRECT MATCHING OF AFFECTED STAFF TO POSITIONS IN NEW STRUCTURE

Letter to advise of matching to position

1 June 2016

SUBMISSION OF EXPRESSIONS OF INTEREST FOR REMAINING VACANT POSITIONS (FOR STAFF NOT MATCHED TO POSITIONS)

EOI application form 8 June 2016

SELECTION PROCESS FOR POSITIONS

Assessment of EOI application. (interview if more than one applicant for one position, or, position is higher grade than applicant currently)

15 June 2016

STAFF NOT MATCHED OR APPOINTED TO POSITIONS ARE DECLARED EXCESS

Letter to advise of ‘excess status’ and the option to choose a voluntary redundancy or seek redeployment

22 June 2016

WRITTEN ADVICE ISSUED TO STAFF APPOINTED TO POSITIONS

Letter to advise of appointment 22 June 2016

VOLUNTARY REDUNDANCIES DECLINED/ACCEPTED

Approx. 6 July 2016

STAFF WHO ACCEPTED VR’S TO EXIT SESLHD

20 July 2016

STAFF WHO DECLINED VR’S TO BE PROVIDED WITH CASE MANAGEMENT AND CAREER ASSISTANCE

Letter to advise of allocation of HR Consultant for case management

20 July 2016

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WRITTEN ADVICE TO STAFF UNABLE TO BE PLACED IN POSITIONS AFTER THREE MONTHS OF CASE MANAGEMENT TO RECEIVE FORCED REDUNDANCY

Letter to advise of forced redundancy

20 August 2016

5. Availability of counselling for all staff The Employee Assistance Program (EAP), available through the external provider Converge International, provides confidential, no cost counselling to all staff. The service is an opportunity to discuss any concerns staff may have with a professional Counsellor/Psychologist. Staff can contact EAP on 1300 687 327.

6. Appendix: new position description

Attached: eMR Training and Support Officer (eMEDs)

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POSITION DESCRIPTION Position Details

Position Number: TBA

Position Title: eMR Training and Support Officer (eMEDs)

Cost Centre: 150491 Percentage: 100

FTE: 1.00

Organisation Unit: NSW Health Service - South Eastern Sydney Local Health District

Location: Randwick, Sydney, War Memorial

Facility:

Prince of Wales Hospital Sydney/Sydney Eye Hospital Royal Hospital for Women War Memorial Hospital Sydney Children’s Hospital, Randwick

Are multiple Awards relevant to this position?

No

Award: Health Managers (State) Classification: HSM 2 Registration and Licence requirements: Not Applicable

Specialty Code: N/A

Vaccination Category: A

Responsible to: Manager, Health Records

Responsible for (staff): Nil Position description approved/reviewed:

Primary Purpose of the Position

The eMEDs Training and Support Officer is primarily responsible for conducting end user training and providing ongoing support for all doctors, nursing staff, pharmacy staff, allied health and administration staff at POWH, RHW, Mental Health, and War Memorial Hospital (WMH) Dialysis Centre, Sydney Children’s Hospital Randwick and Community Health on the eMEDs electronic medication management functionality in the Cerner eMR. The Training & Support Officer position is primarily responsible for developing, planning, promoting and conducting end user training and providing onsite support. The Training and Support Officer will be required to: 1. Design and prepare training materials and other documents such as handouts, user manuals, exercises, quick-reference guides and on-line training modules

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2. Organise training participants on a site by site basis 3. Organise and prepare rooms and computers for formal training 4. Deliver formal and informal training tailored to the needs of the user or user-group 5. Maintain appropriate records of learner development in HETI 6. Provide go-live support to end users 7. Evaluate the effectiveness of training and adapt and revise training methods in accordance with feedback The eMEDs Training & Support Officer will also provide training and support to eMR users across the network on other eMR modules where required including:

1. PowerChart 2. FirstNet 3. SurgiNet 4. Enterprise Scheduling 5. Community Health and Outpatient Care (CHOC) 6. Other future eMR modules to be implemented, including eMR2

The provision of training and support includes assessing capabilities by testing competency, providing remedial training where required, troubleshooting where erroneous use of the eMR has resulted in incidents and provision of refresher training with the implementation of new functionality.

Key Accountabilities A summary of tasks to be performed by the Training & Support Officer is provided below. The incumbent may be asked to perform job-related tasks other than those specifically stated in this description. The duties and responsibilities of the position are to be carried out in a manner that is consistent with the CORE values of the Local Health District and in-line with NSW Health’s Code of Conduct. The position is responsible and accountable for the following tasks: Contributing to the design, development and delivery of a Learning and Development

Strategy. Contributing to the development and achievement of eMEDs learning goals. Identifying and addressing the learning requirements for all categories of staff that will

use or interact with the eMEDs system. Delivering quality training to all required employees in POWH, RHW, MH, and WMH

Dialysis Unit, Community Health including formal (e.g. classroom) and informal (e.g. floor-walking) training, user support and one-on-one training as required.

Adjusting training sessions to meet the needs of doctors, nursing staff, pharmacy staff, allied health and administrative staff working in various areas of the organisation to ensure relevance and promote understanding.

Developing training materials that comply with medication management policies and standards.

Assisting with the development of future-state work flows that align with business processes related to medication management.

Developing course materials and other documents such as training scenarios, handouts, manuals and exercises, ensuring they align with future-state work flows.

Contributing to the development, assessment, and evaluation of the effectiveness and learning outcomes of the eMEDs training program.

Assisting with developing and maintaining the eMEDs intranet site with training related content.

Booking venues and preparing training locations and resources, including setting up IT equipment, as required.

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Organising attendance of training participants pre-implementation and during roll-out, including liaising with managers regarding rosters.

Facilitating and coordinating training sessions for new users at orientation and staff rotations, and locums or agency staff.

Supporting and coaching learners to develop skills and confidence with using the eMEDs system.

Troubleshooting and reporting issues and risks identified in training and recommending corrective actions.

Maintaining appropriate records of training attendance as well as training evaluation. Ensuring that wards and clinical areas are provided with the most up to date support

materials and that they are visible and accessible to staff. Following up in the clinical areas post-training during go-live and rollout, as required, to

support users and reinforcing appropriate use of the system. Troubleshooting and providing remedial training for users where incorrect use of the

eMEDs system has been identified and/or resulted in reported incidents. Ensuring an understanding eMR system functionality and medication related

components. Contributing to the development of ongoing, post-project learning/training materials for

eMEDs to fit into the existing eMR training curriculum. Managing workload requirements to meet agreed project deadlines and requirements. Assisting other members of the eMR Training and Support team to meet project

deadlines. Attending and actively participating in training review sessions and team meetings. Actively participating in system testing. Participating in the development and refinement of Test Scripts and scenarios. Maintaining a positive attitude towards change and responding to situations where

change management skills need to be utilised to achieve optimal outcomes that support best practice and clinical efficiency.

Developing and maintaining relationships with stakeholders, including the clinicians, the eMR Support Team and Super Users.

Undertaking additional ad hoc tasks as required. Due to the shift patterns of hospital clinicians, training will sometimes need to be

conducted out of standard office hours. Promote and practice knowledge sharing within the eMR support team and other eMR

Districts Training and Support teams to optimise available resources and knowledge. Actively participate in eMR team initiatives and planning processes as required. Resolve conflict and complaints to ensure continuous delivery of quality service. Monitor the use of the eMR to ensure that staff comply with the policies that govern the

eMR e.g. password security, cosigning orders and endorsing results online. Escalate to senior management as appropriate when issues arise beyond the scope of

the position. Ensure an understanding of current business processes for relevant applications in order

to support end users and to identify changes to business processes that may require change management in the implementation of new functionality.

Reset passwords for users who require assistance. Liaise with ICT eMR Security Officer to verify users when an upgrade of user positions

and/or credentials is required. Document training attendance and training evaluation in HETI. Provide statistical, course and other information as required to contribute to reporting

requirements. Attend required training sessions and team meetings. Participate as an active member on the eMR Application Advisory Groups (AAGs) and

other meetings, both internal and external, as deemed necessary by the Health Record Manager.

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Other duties as directed by the Health Record Manager relevant to/consistent with the award classification.

Key Challenges and Influences Challenges/Problem Solving: Managing multiple tasks simultaneously within tight timeframes. Managing competing requirements, user expectations and resistance to change. Providing advice and guidance on issues and problems related to delivering eMEDs

training across the campus. Resolving conflict and complaints to ensure continuous delivery of quality service. Assisting with root cause analysis where incorrect use of the eMEDs system has resulted

in reported incidents. Provide advice and guidance on issues and problems related to delivering eMR

training across the multiple facilities. Maintain a positive attitude towards change and respond to situations where change

management skills need to be utilised to achieve optimal outcomes that support best practice and clinical efficiency.

Resolve conflict and complaints to ensure continuous delivery of quality service. Troubleshoot where erroneous use of the eMR has resulted in reported incidents and

retrain where required. Utilise competency assessment tools to test staff members’ knowledge and

capabilities in using the eMR correctly. Communication: Maintaining effective relationships and communicating clearly with relevant stakeholders,

including staff of future eMR Project Teams, eMR Training & Support Team, SES Information Management Services, eHealth NSW, Cerner representatives, managers and clinicians/end users.

The position holder must display excellent communication skills and a commitment to all end users; doctors, nurses, pharmacy staff, allied health professionals, clerical and administrative staff.

Decision Making/Influence: Actively identifying, documenting, managing and communicating project risks,

milestones, outcomes and achievements. Escalating any of these aspects that are critical to the Health Records Manager as relevant.

Actively participating in team initiatives and planning processes as required. Ensuring timely support to end users of the eMEDs System. Ensuring an understanding of current business processes in order to support end users. Being able to identify changes to business processes where change management may

be required in the implementation of new functionality. Expected independent decision making in accordance with responsibilities and

accountabilities in conjunction with the Health Records Manager.

Selection Criteria

1. Certificate IV in Workplace Training and Assessment or equivalent demonstrated relevant training experience.

2. Prior experience in using electronic medical record systems with an understanding of and commitment to its benefits. Prior experience with Cerner eMR or an electronic medication management system would be an asset.

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3. Demonstrated clinical experience and/or a high level knowledge of clinical workflows in the hospital setting, including an understanding of medication management processes.

4. Excellent verbal and written communication skills with demonstrated experience in presenting to and engaging with a range of healthcare professionals, administrative staff and other key stakeholders.

5. Excellent computer skills with experience in developing training and user support materials, including user manuals, quick reference guides, information sheets, training manuals/guides, and training assessments.

6. Demonstrated problem solving skills and experience in planning, developing, facilitating, delivering and evaluating education and training programs.

7. Proven interpersonal and negotiation skills, a commitment to excellent customer service and the ability to work both autonomously and as part of a multidisciplinary training and project team.

8. Ability to travel throughout the District in accordance with position responsibilities. Employment Screening Checks:

National Criminal Record Check

National Criminal Record Check (Aged Care)

Working with Children Check

Select one from the above options

7. Certification [Include only where required] Chief Executive or delegate:

Date: ___/___/___

8. Director/Manager/Supervisor

Date: ___/___/___ Position Holder:

Date: ___/___/___

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JOB DEMANDS CHECKLIST Job Title:

eMR Training & Support Officer (eMEDs)

Service/Unit:

Prince of Wales Hospital

Department:

Health Information Unit

Manager/Supervisor:

Manager, Health Records

Assessor:

Sophia Adamo

Date of Assessment:

February 2016

Attach to Job Description

Workday (length & frequency of shifts):

□ Rotating Roster X Day Shift □ Night Shift Comment: 8 hour shifts ________________________________________________________________

Definitions:

* Denotes a critical requirement of the job Frequency

I Infrequent – intermittent activity exists for a short time on a very infrequent basis

C Constant – activity exists for more than 2/3 of the time when performing the job

O Occasional - activity exists up to 1/3 of the time when performing the job

R Repetitive – activity involves repetitive movements

F Frequent – activity exists between 1/3 and 2/3 of the time when performing the job

N/A Not applicable – activity is not required to perform the job

CRITICAL

*

PHYSICAL DEMANDS - DESCRIPTION (comment)

FREQUENCY

I

O

F

C

R

N/A

Sitting Remaining in a seated position to perform tasks X Standing Remaining standing without moving about to perform tasks X Walking Floor type: even/uneven/slippery, indoors/outdoors, slopes X Running Floor type: even/uneven/slippery, indoors/outdoors, slopes X Bend/ Lean Forward from Waist Forward bending from the waist to perform tasks X Trunk Twisting Turning from the waist while sitting or standing to perform tasks X Kneeling Remaining in a kneeling posture to perform tasks X Squatting/ Crouching Adopting a squatting or crouching posture to perform tasks X Crawling Moving by crawling on knees & hands to perform tasks X Leg/ Foot Movement Use of leg and or foot to operate machinery X Climbing (stairs/ladders) Ascend/ descend stairs, ladders, steps, scaffolding X Lifting/ Carrying

Light lifting & carrying – 0 – 9kg X Moderate lifting & carrying – 10 – 15kg X Heavy lifting & carrying – 16kg and above Reaching Arms fully extended forward or raised above shoulder X Pushing/ Pulling/ Restraining Using force to hold/restrain or move objects toward or

away from body X

Head/ Neck Postures Holding head in a position other than neutral (facing forward) X Hand & Arm Movements Repetitive movements of hands & arms X Grasping/ Fine Manipulation Gripping, holding, clasping with fingers or hands X Work at Heights Using ladders, footstools, scaffolding, or other objects to perform work X Driving Operating any motor powered vehicle X

CRITICAL

*

SENSORY DEMANDS - DESCRIPTION (comment)

FREQUENCY

I

O

F

C R

N/A

Sight Use of sight is an integral part of work performance e.g. viewing of X-rays, computer screen X Hearing Use of hearing is an integral part of work performance e.g. telephone enquiries X Smell Use of smell is an integral part of work performance e.g. working with chemicals X Taste Use of taste is an integral part of work performance e.g. food preparation X Touch Use of touch is an integral part of work performance X

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Page 14 of 14

CRITICAL

*

PSYCHOSOCIAL DEMANDS – DESCRIPTION (comment) Assisting

FREQUENCY

I

O

F

C

R N/A

Distressed people e.g. emergency or grief situations X Aggressive & uncooperative people e.g. drug/alcohol, dementia, mental illness X Unpredictable people e.g. dementia, mental illness, head injuries X Restraining Involvement in physical containment of patients/clients X Exposure to distressing situations e.g. child abuse, viewing dead/mutilated bodies X CRITICAL

*

ENVIRONMENTAL HAZARDS – DESCRIPTION (comment)

FREQUENCY

I

O

F

C

R N/A

Dust Exposure to atmospheric dust X Gases Working with explosive or flammable gases requiring precautionary measures X Fumes Exposure to noxious or toxic fumes X Liquids Working with corrosive, toxic or poisonous liquids or chemicals requiring PPE X Hazardous substances e.g. dry chemicals, glues X Noise Environmental/background noise necessitates people to raise their voice to be heard X Inadequate lighting Risk of trips, falls or eyestrain X Sunlight Risk of sunburn exists from spending more than 10 minutes per work day in sunlight X Extreme temperatures Environmental temperatures are < 15C or > 35C X Confined spaces Areas where only one egress (escape route) exists X Slippery or uneven surfaces Greasy or wet floor surfaces, ramps, uneven ground X Inadequate housekeeping Obstructions to walkways and work areas cause trips & falls X Working at heights Ladders/stepladders/ scaffolding are required to perform tasks X Biological hazards e.g. exposure to body fluids, bacteria, infectious diseases X

Additional Position Requirements/Demands Summary: From the checklist, outline the main requirements or demands of the job. This information will then be transferred to the Position Description. Anything that is frequent and above or identified as critical to the job should be included in the position description.

………………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………………… ………………………………………………………..……………………………………………………………………….. Signature of Manager: ………………………………………………………. Date: ……./……./20…….

□ I am able to fulfil the above requirements without modification.

□ I am unable to fulfil the above job requirements and need the following modifications: ………………………………………………………………………………………………………………………………… ………………………………………………………………………………………………………………………………… ………………………………………………………..……………………………………………………………………….. Signature of Employee: ……………………………………... Date: ……/……/20….