Working up job descriptions and getting them through the local AFC process is certainly a tedious process - but necessary. They offer the opportunity to tailor your PACS/RIS support and management to suit your own local circumstances - and hopefully make best use of the staff you already have.
I'm not generally a fan of CFH's "one size fits all" mentality, and I suspect the same criticism would apply to a generic job description.
Some of the (real-world) JD's posted here have been very useful as a source of ideas, though.
Hi, Just to let you know that there is a light at the end of the tunnel - I have recently been upgraded from a band 7 to 8A after going through the JAQ process. Although it is not all good news the process took 6 months from my initial request for review. I would push anyone who is looking after both PACS and RIS to go for a JAQ process as it enables you to get the correct points for the actual tasks you are required to do day to day. If anyone would like to have a copy of my JD to contact me and I will send it through.
I am a Band 8a and I do not get overtime. However you are still only contracted to work 37.5 hours a week. My trust (or more accurately the AfC Terms and Conditions group)have agreed that in circumstances when you have to work more then the contracted times you can have time off in lieu or if you cannot take that time they will give basic pay.
I'm only new to this website but have just looked at this job description and one interesting thing I have noticed is the amount of admin staff.
We are currently in the process of moving to a PAC's system but we reckon that our administration allocation will diminish. We currently have 36 staff but will reduce to around 26 with an average yearly total exams of 150, 000. Is this insufficient? 32 staff for 120, 000 big difference.
posted on Tuesday, September 29, 2009 - 09:32 am
[It depends a bit on your workflow: we have a higher annual turnover of exa= ms than you indicate, but part of our workflow is to report using dynamic V= R, also we have gradually reduced reliance on locum radiologists who dictat= ed & had their reports typed - which reduced the input required from Typis= ts. Also the amount of wallet pulling for clinics/ filing hard copy etc wi= ll diminish++ after a few months - which was a significant clerical workloa= d for us. Over 20 months, we have reduced our clerical staff by nearly as = many as you propose, with no detriment to service. Luckily we had staff on = short fixed term contracts & Bank staff, so the effect on permanent staff w= as less traumatic. It is important to keep staff involved in the workforce = planning; & perhaps be a little cautious initially regarding staff savings = expected. ]
posted on Tuesday, September 29, 2009 - 09:45 am
I only hope you have a strong PACs support team working for you as your work load might increase over time.
posted on Tuesday, September 29, 2009 - 11:20 am
Thanks for your replies. We are hoping to use VR fully and the other savings of posts is from the film sorting, retrieving, writing up etc. We have put in to increase our appointment makers and receptionists, just that I got a bit of a fright that we were underestimating. We are in the process of setting up a work force planning group and looking at skill sets of staff.
Did any of you need an increase of staff initially?
posted on Tuesday, September 29, 2009 - 11:55 am
If you are planning to use VR: 1. Make sure your department has made provision for loss of productivity by reporting radiologists (particularly in the initial one year) 2. Make sure you provide in-house admin support for VR. All the people, I have spoken to regarding success of VR and echoed the same thing--training and support is crucial if VR is going to be successful. Trusts who do not make provision for this often spend a lot of money on this and do not get the benefits.
Please note that these comments are based on what I have heard and we have discussed in this forum. I do not have experience on this personally.
posted on Tuesday, September 29, 2009 - 12:53 pm
[No, we had limited recent recruitment to fixed term contracts & bank staff= as it was predicted that we would drop staff numbers once PACS was live: = the staff investment in wallet handling is large, so it was more a redistri= bution of skills, rather than needing more staff/ reducing staff. Staff wer= e less traumatised than they expected!]
posted on Tuesday, September 29, 2009 - 01:36 pm
In reference to Neelam's response, our initial drop in productivity by radiologists was only for a matter of a few weeks before productivity surpassed pre VR levels. Further details are available in my profile. You will require a lot of support from RIS/PACS team members as well as NIMIS/McKesson support at go live. We had a fair bit of reallocation of staff, both clerical and darkroom, in their duties and some moved from radiology altogether. Have you joined the Irish PACS Users group Audrey? They can be quiet at times but questions are usually answered by a few of the PACS managers throughout Ireland.
posted on Tuesday, September 29, 2009 - 02:15 pm
Thanks for that, I didn't even realise there was an Irish PACS Users group.
I'll check this out.
posted on Saturday, January 07, 2012 - 10:04 am
Thank very much for your comment. It help me to think about for my ideals.
Tks again and pls keep posting.
posted on Friday, January 13, 2012 - 01:09 pm