2016 Where your brilliant career starts! Hien Nguyen - Director, - - PowerPoint PPT Presentation
2016 Where your brilliant career starts! Hien Nguyen - Director, Medical Workforce Unit Major Tertiary Hospital 3 main sites Austin Campus, Repat Campus and Royal Talbot 8,000+ staff; >980 beds; >100,000 IP, >180,000
2016 – Where your brilliant career starts!
Hien Nguyen - Director, Medical Workforce Unit
Major Tertiary Hospital 3 main sites – Austin Campus, Repat Campus and
Royal Talbot
8,000+ staff; >980 beds; >100,000 IP, >180,000
OP and >75,000 ED Attendances
Links with Rural, Private and interstate services State-wide services in:
Liver Transplant Respiratory Support Services Spinal Unit Child Inpatient Mental Health Toxicology Acquired Brain Injury
Comprehensive pre-vocational and vocational
training streams
Accredited training by virtually all Colleges, many
with full training requirement opportunities
Extensive range of pre-vocational rotations Clinical Education Unit with a large Medical Team Extensive Library and e-access to many resources Pastoral Care and Mentoring Support
Academic milieu at all levels, including Research –
Austin Lifesciences
Range of services & exposure – including
diagnostics
Facilities; including ONJCWC & TSC Affiliations and links IT Systems – Cerner Layers of Support Culture & Pride
Sarah McConchie – Deputy Director, Medical Workforce Unit
Open Day at Hospital – May
ay 16 16th
th Careers Expo – May
ay 23 23rd
rd Apply online via PMCV Application for Austin open – May
ay 4 4th
th
and d clos close 5 5th
th June 20
2015 15
Application submitted to hospital by
candidate along with CV and cover letter (see guidelines on the web)
Referee reports submitted to PMCV
We short list the 250 interview candidates down
from the total number of applications received (around 800)
We then evaluate the candidate based on their
application to decide on the 60 p positi ition
Short rt lis listin ing pro process f for r in interview Sele lectio ion pro process f for r po posit itio ion Marks (100%) (Top 200 then review of next 150 applications) Marks (60%) CV and cover letter (10%) Interview (25%) Referee reports (5%)
Academic marks provide a good indication of
academic ability
We wanted a process that considers this
heavily but also considers other attributes of good doctors:
CV is generic format as with that required by
No evidence will be required to support
information in your CV
We will randomly make contact with
Universities and employers to confirm information provided in the CV
Friendly and supportive work environment Fantastic career opportunities Great rotations
ll core re re requ quir irements ( (Emergency M Medic dicin ine, Ge , General M Medic dicin ine a and d Genera ral S Surgery) ry)
NT/Head ad an and Ne Neck Su Surgery
rthopa paedic dics
rdiac S Surg rgery ry
rolo logy
trok
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heumato tolog
iver T r Tra ranspla plant U Unit it
ral ro l rotatio ions in in Echuc uca and d Mildu ildura ra
An Engag
aged C Clinical cal E Educat cation
Unit
eekly p protected i intern teac eaching t times es
ting P g Pati tient A t Assessment t Workshop
essional al Devel elopmen ent W Worksh shops
earch o
es
linic ical Sk Skill lls W Workshops
Surgical Sk Skill ills w workshops a at RAC RACS
ratin ing m multidisciplin inary ry l learnin ing a and t teachin ing
rtunit itie ies
Supportiv
ive Medic ical W l Work
ce U Unit it
Ver
ery a act ctive HM HMO So Societ ety
A good
good doc doctor
Embody Austin Health values Work well within a team environment, particularly
within a multidisciplinary setting
Have well developed communication skills Are interested in research and teaching Have interests and achievements outside of the
medical field
Display a community focus through membership of
community or volunteer groups
Are interested in a future career at Austin Health
Integrity
llabo bora ratio ion and hone nesty ty to build effective work rkin ing re rela lationships ips across the whole organisation Accountability
nsparent nt, re respo ponsibl ible and build tru rust by fulfilling promises and communi unicati ting ng e effe fecti tively Respect
about
equality and fairness Excellence
advan ance pat atient f focu cused car care through innov nnovati tion
arch ch and effec ective st e stake keholder er m managem gemen ent
Mark
Marks
CV
V and c cov
er l letter etter –
student
Refer
eferee ee –
good measure of picking who we want?)
In
Inter terview ew
ability, flexibility, self-awareness, teamwork, knowing role in a team, personality, intelligence, friendliness, self-awareness
Email: internrecruitment@austin.org.au Email: emma.saggese@austin.org.au Email: sarah.mcconchie@austin.org.au
Dr Natasha Holmes Supervisor of Intern Training (SIT) Austin Health
new “sim anywhere” technology) and Library
– Including credentialling for IV cannulation
patients
prior to orientation
– Pagers held by CEU
– Admitting patients – Presenting on ward rounds – Bedside learning and mini-tutes – Case presentations – Audits, M&M or MDM meetings – Grand Rounds – Common procedures – Optional skills or training activities (after-hours)
with potential for assessment
– Different types of assessment (mini-CEX, DOPS, CBD, TBA) – Assessment by non-medical staff – Covers broader curriculum and items rarely assessedNot meant to be a burden
– Develop good habits for lifelong CPD/CME requirements
$5/week (pre-tax dollars) Access to – level 4
HMO lounge Facilities
Coffee machine Lolly Jar Biscuit Jar Cereal/Toast Weekly lunches
Social events
Drinks every six weeks Annual Ball Annual
Valedictory Day
President,
Vice President
Treasurer, Sponsorship Officer Workforce and Education Officers Social Representatives Intern representatives Monthly meetings with Hospital Executive Advocacy and improvement