Practice Manager
| Posting date: | 17 September 2024 |
|---|---|
| Salary: | £42,000.00 to £55,000.00 per year |
| Additional salary information: | £42000.00 - £55000.00 a year |
| Hours: | Full time |
| Closing date: | 06 October 2024 |
| Location: | Cambridge, CB2 1EH |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | A3715-24-0003 |
Summary
Job summary and scope The practice manager is responsible for overseeing the delivery of patient care, operational and strategic management of the practice, and representing the practice at events to external agencies and stakeholders, and to patients. This will include, but is not limited to, leadership, project management, human resources management, development and management of service delivery, business development, financial planning, contract delivery and performance. Key responsibilities Human resources management Manage the practices staff to ensure teams work effectively, including (but not limited to): Making sure staff understand their work objectives Ensuring all teams have an appropriate mix of skills and experience, and are equipped with the resources required Keeping staff motivated Maintaining staff to ensure the workforce is effectively covered during absence Delegating activities and workload as appropriate Recruit and manage allocated ARRS staff for the PCN Recruit staff and ensure they comply with the requirements of the practice and with legislation, including (but not limited to) Implementing a recruitment policy that ensures applicants are aware of the opportunities, and that people are employed on the basis of their skills, experience and capabilities Workforce planning, including monitoring and highlighting any potential issues Making sure the practice workforce comprises a suitable mix of skills and competence to deliver high-quality services and value for money Performance management of staff, including (but not limited to) Monitoring staff performance, keeping accurate records and providing support and encouragement Giving clear feedback on performance on an ad-hoc basis, and through appraisals and formal processes Taking appropriate action to tackle poor performance or conduct, in line with the practices policies and legislation Make sure all the practices HR policies and processes are up to date and comply with legal requirements, including (but not limited to) Implementing staff rights and responsibilities, in line with legislation and the practices policies Complying with equality, diversity and employment rights legislation, and reviewing how processes and procedures are implemented to ensure compliance, making changes as required Full JD can be viewed as a separate attachment