Key areas of responsibility
The director of human resources is responsible for implementing the Trust human resources strategy and for human resources services including occupational health, library, chaplaincy, medical staffing, flexi bank, post graduate education and the training and development strategy of the Trust.
Delivery of the training and development strategy is taken forward by the assistant director of human resources (education and training).
Our workforce description
The Trust employs approximately 3,500 staff across the following staff groups.
- administrative or clerical
- nursing and midwifery
- radiography and physiotherapy pharmacy scientific and professional
- professional and technical
- senior managers
- medical and dental
Current national initiatives include major national reforms such as agenda for change and the development of workforce strategies to build the Trust’s workforce capacity into the future.
The Trust has a human resources strategy which was approved by the Trust board in September 2002 and a Trust education strategy which was approved in April 2003. Copies of these documents are available from the publication scheme co-ordinator, company secretary, telephone 01634 830000 ext 3824 at Medway Maritime Hospital, Windmill Road, Gillingham, Kent ME7 5NY.
Agenda for change
Agenda for change was negotiated at a national level by the UK health departments and trade unions. Agenda for change is the national system of pay, terms and conditions implemented in 2006. It applies to all directly employed Medway NHS Foundation Trust staff with the exception of the chief executive, executive directors and those covered by the doctors and dentists pay review body.
The key aims of agenda for change were to improve the quality of services for patients, improve staff development and ensure fairer rewards for staff. There are three core elements of agenda for change - pay and grading, knowledge and skills framework and terms and conditions.
All employees have a knowledge and skills framework outline which provides a means of recognising the skills and knowledge required for any individual to be effective in their role. The outline should be used as part of the Trust appraisal plus process to support individuals idenitfy their development needs and agree with their manager how they will be supported with this develolpment.