Epsom Primary Care Network rWREU65g
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As a result of the amended PCN DES specification, PCNs are able to employ recently qualified GPs under the ARRS with effect from 1 October 2024. Whilst the contract is specified to run until 31 March 2025, it is envisage that the funding will continue beyond to the 25/26 year.
GPs can only be recruited if they are less than two years post certification on 1st October 2024. GPs engaged or employed under this scheme must not have held substantive posts within GP practices previously (though there is some discretion for ICBs on this point).
Epsom PCN has a patient population of circa 62,500 patients and, as such, will be looking to recruit up to 8 sessions of GP time.
Epsom is a largely urban area with some semi-rural populations and is served by the London facing Epsom St Helier NHS Trust. Famous for its racecourse and the annual Epsom Derby, Epsom PCN is within the Surrey Downs Area of Outstanding Natural Beauty.
The PCN is served by St Stephens House Surgery, Shadbolt Park House Surgery, Ashley Centre Practice, Fountain Practice, The Derby Medical Centre, Spring Street Surgery & Stoneleigh Surgery.
Job description and person specification
Job title
Recently Qualified GP (2 years or less post certification)
Line manager
Clinical Director/Director of Operations
Accountable to
Clinical Director
Hours per week
Up to 8 sessions
Job summary
The post holder is a GP who acts within their professional boundaries, working within a general practice setting.
A GP is required to work as an autonomous practitioner, responsible for the provision of medical services to the practice population, delivering an excellent standard of clinical care whilst complying with the contract. Furthermore, the post holder will adhere to the GMC standards for good medical practice, contributing to the effective management of the practice, leading by example, maintaining a positive, collaborative working relationship with the multidisciplinary team.
Mission statement
Our aim is, as a Network, to work with our population and community to
ensure care is responsive, accessible and which involves them at its core.
We will be bold and innovative in our outlook to tackle inequalities in a
way which is sustainable, supports our member practices and provides
our workforce with the sense of purpose and pride they deserve.
Generic responsibilities
All staff have a duty to conform to the following:
Equality, Diversity and Inclusion (ED&I)
A good attitude and positive action towards Equality Diversity & Inclusion (ED&I) creates an environment where all individuals can achieve their full potential. Creating such an environment is important for three reasons it improves operational effectiveness, it is morally the right thing to do and it is required by law.
Patients and their families have the right to be treated fairly and be routinely involved in decisions about their treatment and care. They can expect to be treated with dignity and respect and will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. Patients have a responsibility to treat other patients and our staff with dignity and respect.
Staff have the right to be treated fairly in recruitment and career progression. Staff can expect to work in an environment where diversity is valued, and equality of opportunity is promoted. Staff will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
Staff have a responsibility to ensure that they treat our patients and their colleagues with dignity and respect.
Safety, Health, Environment and Fire (SHEF)
This organisation is committed to supporting and promoting opportunities for staff to maintain their health, wellbeing and safety.
The post holder is to manage and assess risk within the areas of responsibility, ensuring adequate measures are in place to protect staff and patients and monitor work areas and practices to ensure they are safe and free from hazards and conform to health, safety and security legislation, policies, procedures and guidelines.
All personnel are to comply with the:
Health and Safety at Work Act 1974
Environmental Protection Act 1990
Environment Act 1995
Fire Precautions (workplace) Regulations 1999
Other statutory legislation which may be brought to the post holders attention.
Confidentiality
This organisation is committed to maintaining an outstanding confidential service. Patients entrust and permit us to collect and retain sensitive information relating to their health and other matters, pertaining to their care. They do so in confidence and have a right to expect all staff will respect their privacy and maintain confidentiality at all times.
It is essential that if, the legal requirements are to be met and the trust of our patients is to be retained that all staff protect patient information and provide a confidential service.
Quality and Continuous Improvement (CI)
To preserve and improve the quality of our output, all personnel are required to think not only of what they do, but how they achieve it. By continually re-examining our processes, we will be able to develop and improve the overall effectiveness of the way we work. The responsibility for this rests with everyone working within the organisation to look for opportunities to improve quality and share good practice.
At this organisation, we continually strive to improve work processes that deliver healthcare with improved results across all areas of our service provision. We promote a culture of continuous improvement where everyone counts, and staff are permitted to make suggestions and contributions to improve our service delivery and enhance patient care.
Staff should interpret national strategies and policies into local implementation strategies that are aligned to the values and culture of general practice.
All staff are to contribute to investigations and root cause analyses whilst participating in serious incident investigations and multidisciplinary case reviews.
Induction
We will provide an induction programme and management will support you throughout the process.
Learning and development
The effective use of training and development is fundamental in ensuring that all staff are equipped with the appropriate skills, knowledge, attitude and competences to perform their role. All staff will be required to partake in and complete mandatory training as directed. It is an expectation for this post holder to assess their own learning needs and undertake learning as appropriate
The post holder will undertake mentorship for team members and disseminate learning and information gained to other team members to share good practice and inform others about current and future developments (e.g., courses and conferences).
The post holder will provide an educational role to patients, carers, families and colleagues in an environment that facilitates learning.
Collaborative working
All staff are to recognise the significance of collaborative working and understand their own role and scope and identify how this may develop over time. Staff are to prioritise their own workload and ensure effective time-management strategies are embedded within the culture of the team.
Teamwork is essential in multidisciplinary environments and the post holder is to work as an effective and responsible team member, supporting others and exploring the mechanisms to develop new ways of working and to work effectively with others to clearly define values, direction and policies impacting upon care delivery.
Effective communication is essential, and all staff must ensure they communicate in a manner which enables the sharing of information in an appropriate manner.
All staff should delegate clearly and appropriately, adopting the principles of safe practice and assessment of competence.
Plans and outcomes by which to measure success should be agreed.
Managing information
All staff should use technology and appropriate software as an aid to management in the planning, implementation and monitoring of care and presenting and communicating information.
Data should be reviewed and processed using accurate SNOMED/read codes in order to ensure easy and accurate information retrieval for monitoring and audit processes.
Service delivery
Staff will be given detailed information during the induction process regarding policy and procedure.
The post holder must adhere to the information contained within the organisations policies and regional directives, ensuring protocols are always adhered to.
See document attached for full JD
As a result of the amended PCN DES specification, PCNs are able to employ recently qualified GPs under the ARRS with effect from 1 October 2024. Whilst the contract is specified to run until 31 March 2025, it is envisaged that the funding will continue beyond to the 25/26 year.
GPs can only be recruited if they are less than two years post certification on 1st October 2024. GPs engaged or employed under this scheme must not have held substantive posts within GP practices previously (though there is some discretion for ICBs on this point).
Epsom PCN has a patient population of circa 62,500 patients and, as such, will be looking to recruit up to 8 sessions of GP time. We can be flexible around sessions to a certain extent but we would suggest an absolute minimum of 2 sessions per GP.
Epsom is a largely urban area with some semi-rural populations and is served by the London facing Epsom St Helier NHS Trust. Famous for its racecourse and the annual Epsom Derby, Epsom PCN is within the Surrey Downs Area of Outstanding Natural Beauty.
The PCN is served by St Stephens House Surgery, Shadbolt Park House Surgery, Ashley Centre Surgery, Fountain Practice, The Derby Medical Centre, Spring Street Surgery & Stoneleigh Surgery. You may be required to work in any of these practices or at our hub locations.
The post holder is a GP who acts within their professional boundaries, working within a general practice setting.
A GP is required to work as an autonomous practitioner, responsible for the provision of medical services to the practice population, delivering an excellent standard of clinical care whilst complying with the contract. Furthermore, the post holder will adhere to the GMC standards for good medical practice, contributing to the effective management of the practice, leading by example, maintaining a positive, collaborative working relationship with the multidisciplinary team.
As a result of the amended PCN DES specification, PCNs are able to employ recently qualified GPs under the ARRS with effect from 1 October 2024. Whilst the contract is specified to run until 31 March 2025, it is envisage that the funding will continue beyond to the 25/26 year.
GPs can only be recruited if they are less than two years post certification on 1st October 2024. GPs engaged or employed under this scheme must not have held substantive posts within GP practices previously (though there is some discretion for ICBs on this point).
Epsom PCN has a patient population of circa 62,500 patients and, as such, will be looking to recruit up to 8 sessions of GP time.
Epsom is a largely urban area with some semi-rural populations and is served by the London facing Epsom St Helier NHS Trust. Famous for its racecourse and the annual Epsom Derby, Epsom PCN is within the Surrey Downs Area of Outstanding Natural Beauty.
The PCN is served by St Stephens House Surgery, Shadbolt Park House Surgery, Ashley Centre Practice, Fountain Practice, The Derby Medical Centre, Spring Street Surgery & Stoneleigh Surgery.
Job description and person specification
Job title
Recently Qualified GP (2 years or less post certification)
Line manager
Clinical Director/Director of Operations
Accountable to
Clinical Director
Hours per week
Up to 8 sessions
Job summary
The post holder is a GP who acts within their professional boundaries, working within a general practice setting.
A GP is required to work as an autonomous practitioner, responsible for the provision of medical services to the practice population, delivering an excellent standard of clinical care whilst complying with the contract. Furthermore, the post holder will adhere to the GMC standards for good medical practice, contributing to the effective management of the practice, leading by example, maintaining a positive, collaborative working relationship with the multidisciplinary team.
Mission statement
Our aim is, as a Network, to work with our population and community to
ensure care is responsive, accessible and which involves them at its core.
We will be bold and innovative in our outlook to tackle inequalities in a
way which is sustainable, supports our member practices and provides
our workforce with the sense of purpose and pride they deserve.
Generic responsibilities
All staff have a duty to conform to the following:
Equality, Diversity and Inclusion (ED&I)
A good attitude and positive action towards Equality Diversity & Inclusion (ED&I) creates an environment where all individuals can achieve their full potential. Creating such an environment is important for three reasons it improves operational effectiveness, it is morally the right thing to do and it is required by law.
Patients and their families have the right to be treated fairly and be routinely involved in decisions about their treatment and care. They can expect to be treated with dignity and respect and will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. Patients have a responsibility to treat other patients and our staff with dignity and respect.
Staff have the right to be treated fairly in recruitment and career progression. Staff can expect to work in an environment where diversity is valued, and equality of opportunity is promoted. Staff will not be discriminated against on any grounds including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.
Staff have a responsibility to ensure that they treat our patients and their colleagues with dignity and respect.
Safety, Health, Environment and Fire (SHEF)
This organisation is committed to supporting and promoting opportunities for staff to maintain their health, wellbeing and safety.
The post holder is to manage and assess risk within the areas of responsibility, ensuring adequate measures are in place to protect staff and patients and monitor work areas and practices to ensure they are safe and free from hazards and conform to health, safety and security legislation, policies, procedures and guidelines.
All personnel are to comply with the:
Health and Safety at Work Act 1974
Environmental Protection Act 1990
Environment Act 1995
Fire Precautions (workplace) Regulations 1999
Other statutory legislation which may be brought to the post holders attention.
Confidentiality
This organisation is committed to maintaining an outstanding confidential service. Patients entrust and permit us to collect and retain sensitive information relating to their health and other matters, pertaining to their care. They do so in confidence and have a right to expect all staff will respect their privacy and maintain confidentiality at all times.
It is essential that if, the legal requirements are to be met and the trust of our patients is to be retained that all staff protect patient information and provide a confidential service.
Quality and Continuous Improvement (CI)
To preserve and improve the quality of our output, all personnel are required to think not only of what they do, but how they achieve it. By continually re-examining our processes, we will be able to develop and improve the overall effectiveness of the way we work. The responsibility for this rests with everyone working within the organisation to look for opportunities to improve quality and share good practice.
At this organisation, we continually strive to improve work processes that deliver healthcare with improved results across all areas of our service provision. We promote a culture of continuous improvement where everyone counts, and staff are permitted to make suggestions and contributions to improve our service delivery and enhance patient care.
Staff should interpret national strategies and policies into local implementation strategies that are aligned to the values and culture of general practice.
All staff are to contribute to investigations and root cause analyses whilst participating in serious incident investigations and multidisciplinary case reviews.
Induction
We will provide an induction programme and management will support you throughout the process.
Learning and development
The effective use of training and development is fundamental in ensuring that all staff are equipped with the appropriate skills, knowledge, attitude and competences to perform their role. All staff will be required to partake in and complete mandatory training as directed. It is an expectation for this post holder to assess their own learning needs and undertake learning as appropriate
The post holder will undertake mentorship for team members and disseminate learning and information gained to other team members to share good practice and inform others about current and future developments (e.g., courses and conferences).
The post holder will provide an educational role to patients, carers, families and colleagues in an environment that facilitates learning.
Collaborative working
All staff are to recognise the significance of collaborative working and understand their own role and scope and identify how this may develop over time. Staff are to prioritise their own workload and ensure effective time-management strategies are embedded within the culture of the team.
Teamwork is essential in multidisciplinary environments and the post holder is to work as an effective and responsible team member, supporting others and exploring the mechanisms to develop new ways of working and to work effectively with others to clearly define values, direction and policies impacting upon care delivery.
Effective communication is essential, and all staff must ensure they communicate in a manner which enables the sharing of information in an appropriate manner.
All staff should delegate clearly and appropriately, adopting the principles of safe practice and assessment of competence.
Plans and outcomes by which to measure success should be agreed.
Managing information
All staff should use technology and appropriate software as an aid to management in the planning, implementation and monitoring of care and presenting and communicating information.
Data should be reviewed and processed using accurate SNOMED/read codes in order to ensure easy and accurate information retrieval for monitoring and audit processes.
Service delivery
Staff will be given detailed information during the induction process regarding policy and procedure.
The post holder must adhere to the information contained within the organisations policies and regional directives, ensuring protocols are always adhered to.
See document attached for full JD
As a result of the amended PCN DES specification, PCNs are able to employ recently qualified GPs under the ARRS with effect from 1 October 2024. Whilst the contract is specified to run until 31 March 2025, it is envisaged that the funding will continue beyond to the 25/26 year.
GPs can only be recruited if they are less than two years post certification on 1st October 2024. GPs engaged or employed under this scheme must not have held substantive posts within GP practices previously (though there is some discretion for ICBs on this point).
Epsom PCN has a patient population of circa 62,500 patients and, as such, will be looking to recruit up to 8 sessions of GP time. We can be flexible around sessions to a certain extent but we would suggest an absolute minimum of 2 sessions per GP.
Epsom is a largely urban area with some semi-rural populations and is served by the London facing Epsom St Helier NHS Trust. Famous for its racecourse and the annual Epsom Derby, Epsom PCN is within the Surrey Downs Area of Outstanding Natural Beauty.
The PCN is served by St Stephens House Surgery, Shadbolt Park House Surgery, Ashley Centre Surgery, Fountain Practice, The Derby Medical Centre, Spring Street Surgery & Stoneleigh Surgery. You may be required to work in any of these practices or at our hub locations.
The post holder is a GP who acts within their professional boundaries, working within a general practice setting.
A GP is required to work as an autonomous practitioner, responsible for the provision of medical services to the practice population, delivering an excellent standard of clinical care whilst complying with the contract. Furthermore, the post holder will adhere to the GMC standards for good medical practice, contributing to the effective management of the practice, leading by example, maintaining a positive, collaborative working relationship with the multidisciplinary team.
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