It is our passionate belief that our staff are our most important asset and we will operate in a way that confirms this. A full review of the current workforce has been carried out by our Project Manager including existing roles, pay scales and anticipated future top-up requirements. There are currently 63 staff working at the hospital but the configuration of their job roles, functions, qualifications and lines of command are unclear. We are comparing current staffing levels to our own calculations of future requirements based on recognised development tools.

Our ability to recruit and retain good staff is a priority and our management culture will reflect this. With an anticipated opening date for the Primary Health Care Unit of April 2008, Zainab (Hospital Manager) is now responsible for recruiting the required numbers to fill her operational teams.

We are providing all staff with uniforms including footwear to reinforce the concept of the new venture and greatly enhance the appearance of professionalism and quality caring standards.

View our: Clinical Governance Chart (PDF)

Recruitment

All recruitment will take place locally with new employees mainly drawn from the local communities. Should this not be possible, greater consideration of how relocation etc. may be funded will be sought.

Training

Continued staff training is crucial to the success of this project and we shall ensure that our staff are trained to the highest standards locally available. Training for existing staff who are to be transferred to the new organisation, will be developed in the form of a “Training Plan”, which will be implemented as soon as their training needs are identified.

As part of the hospital redevelopment we will be incorporating a training room/library for the use of all staff.

Over the longer term, we shall build a portfolio of in-house training programmes delivered by local experts as well as overseas visitors. Each year a Training Plan will be developed and this will be based on skills gaps analysis, shortfalls identified at appraisals, and perceived planned, future needs.

Our culture and goals for our staff

We will develop a culture in which staff feel valued, with opportunities for both learning and personal development. Key objectives:

• To promote and develop the concepts of a new, ‘learning organisation’ which includes all staff.
• To devolve decision making to the lowest and most appropriate level, through improved communication, training and development.
• To clarify the contribution that staff will make to business success through professional job descriptions, appraisals, and target setting for all staff.
• To recognize achievement, and encourage continuous improvement through the introduction of total quality management techniques.
• To lead by example.

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