wwhaha t tthehe bbleep?!leep?! - hse.ie · evolution of the patient population: change and...

WhaWhatt thethe

BLEEP?!BLEEP?! NCHD Newsletter

ISSUE 1 | WINTER 2018

Flexibletrainingopportunities

Tax Updatefor NCHDs

HigherVisibility ofLead NCHDs

ContentsLead NCHD Initiative 2

Welcome 3

First Lead NCHD Workshop 4

Construction of a successful 5committee meeting

NDTP Lead NCHD Awards 6

Aspire Fellowship 8

Dr Steeven’s Fellowship 8

Flexible training initiative 9

Tax Update for NCHDs 10

Doctors for Values in Action 11

NDTP Annual Report 12

Spark Summit 12

NDTP Spark Initiative 13

Spark Seed Funding 14

Introduction of high visibility 14 to the Lead Programme

Upcoming Opportunities 14

Photography Competition 15

What is the Lead NCHD Initiative?

The Lead NCHD initiative is implemented by the HSE- National DoctorsTraining and Planning (NDTP) and the Quality Improvement Division (QID)of the HSE. It was developed to address a historical deficit of NCHDrepresentation at an executive management level. This is a position that allNCHDs past intern year can apply for and involves usually a 12 month postwhich entails an obligation to attend educational workshops aroundLeadership, Quality Improvement and Innovation. Leads chair the NCHDCommittee meetings at their local sites and run Quality ImprovementProjects (QIPs) throughout the year as part of their committee team inorder to improve working and learning environments for NCHDs. All of thisis a prudent means of contributing to the improvement of NCHD welfare and working conditions.

It can sometimes be mistaken as a training representative, it is in fact anindiscriminate NCHD role where the overall working and learningenvironment is regarded as a shared airfield for all NCHDs. In the case ofspecific specialty training needs or representation, this comes under thejurisdiction of the Forum Trainee Subcommitee and not the Lead NCHDprogramme.

You can find out more information on our website: www.hse.ie/doctors

www.hse.ie/doctors 3

Hello! My name is Eva O’Reilly and I’m delighted to

introduce myself as the National Lead NCHD/NDTP

Fellow for 2018-2019. As an NCHD who has worked

on the frontline across three hospital groups so far

(Ireland East, Dublin-Midlands, South- South West),

I have developed a passion for quality

improvement and NCHD engagement in the

processes of improving healthcare working

conditions and ultimately patient care.

Over the years, strategies have been carefully developed to enhance NCHD working

conditions which enable a safe, educational and productive working environment. With

an ever changing economic climate, an ever growing cost of healthcare and a dynamic

evolution of the patient population: change and adaptation is paramount. The

implementation and follow up of strategy is dependent on engagement. Over the

coming year, I will work closely with the team at NDTP and the Quality Improvement

Division to make an impact on approximately six thousand NCHDs in Ireland, to

promote and increase NCHD engagement across the country.

To quote Robert F Kennedy: “Each time a man stands up for an ideal or acts to improve

the lot of others, he sends fourth a tiny ripple of hope, those ripples build a current that

can sweep down the mightiest walls of resistance.” Over the next year I will raise

awareness of the work which has and is being undertaken across the HSE and within

the NDTP to improve NCHD welfare. I will also influence NCHDs to partake and

contribute themselves, to embellish the healthcare community within which they work

and to encourage the highest standard of training, teamwork and patient care.

I’m really looking forward to the year ahead, to learning and to rising to the challenges.

If you have any queries, please do not hesitate to contact me on [email protected]. Let’s

engage with our healthcare service!

Thank you,

Dr Eva O’ReillyNational Lead NCHD /NDTP Fellow

4 What the Bleep?! Winter 2018

The Lead 2018/2019 NCHD Network congregatedofficially for the first time on the 21st of September 2018.A jam packed schedule greeted the Leads, many ofwhom had travelled from far and wide, Cork to Donegal,Wexford to Galway, the room was packed with bright andengaged leaders. The topic of the workshop wasLeadership. A leader is often seen as a noun, a thing, aposition. A leader is so much more than that, it’s a verb,and action, a catalyst of a process. A good leadersurrounds themselves with people who are better thanthem and that is exactly where I found myself at our firstLead Workshop. We started the day by goal setting, apersonal endeavour which was universally found to havea lot of common themes which was unifying andcomforting. The energy and ideas coming forward fromthe Leads was inspiring. Speaking of inspiration: we werehonoured to witness the wisdom of successful QualityImprovement Projects (QIPs) from previous Lead NCHDs:Dr Lucy Chapman and Dr Eoin Kelleher. Dr Chapman ranus through a through audit of the Transfer of Tasks in StJames’ Hospital, followed by Dr Eoin Kelleher’s projecton enhancing NCHD Wellbeing with networking andinformative evenings in Galway University Hospital. DrGozie Offiah, Clinical Lead of the Medical Intern Unitintroduced the relatively new Medical Intern Unit and itsrole in improving the quality and structure of the internyear, a very important year which often sets the tone forthe rest of a doctor’s career.

Quality Improvement is at the core of the Lead NCHDprogramme which is jointly funded by NDTP and theQuality Improvement Division of the HSE. We wereprivileged to have an interactive session steered by MsJuanita Guidera of the QID where she engaged us inconstructive lateral thinking in tackling chronic issueswithin the healthcare system. We look forward to moreof Juanita’s genius tactics in forthcoming workshops.Our Lead NCHDs were also enlightened to the relevantsections of the Healthy Doctors strategy thanks to DrLynda Sisson, Clinical Lead for Workplace Health andWellbeing Unit/ Deputy National Director of HR. Duringthis session important issues were raised about thenecessity for all NCHDs to have access to a GP. This isn’tan easy feat when you take into consideration the mobilenature of NCHDs! Watch this space for upcominginitiatives born out of genius Lead NCHDs who werepaying close attention during this session.

I am so grateful to our National Clinical Director Dr JulieMcCarthy for speaking to us about the intricacies of theHealthcare system and the evolution of the ClinicalDirector Programme and it’s link with the Lead NCHDProgramme. Another important link to the Lead NCHDrole is the newly developed Training Lead. This is a rolewhich has recently been developed by NDTP in order toestablish a central point of contact for all NDTP clinicalsite training related issues. ‘Training Lead’ may be a bit ofa misnomer as this role is not one which oversees‘trainees’ but rather all NCHDs and all training andeducational needs. In time, the trainee lead willparticipate as a member of the national network oftraining Leads. The lead must provide reasonable andappropriate assurance that clinical sites are managing theclinical learning environment in line with criteria specifiedby the medical council. In conjunction with this, anannual report must be provided to NDTP, highlightingany areas of significant change or improvement andhighlighting performance in relation to objectives. Wewere fortunate to have an overview and insight fromGalway’s Trainee Lead Dr Catherine Fleming.

This saw a close to a jam packed day, full of inspiration,encouragement and information. I hope we didn’toverload the bright Lead NCHD brains too much!Looking forward to an Innovation themed Lead NCHDWorkshop this December to bring these brilliant andenthusiastic minds back to the drawing board, watch thisspace!

First Lead NCHD Workshop 2018-2019By Eva O’Reilly, National Lead NCHD

A major part of any Lead NCHD’s role is regular andproductive running of a committee meeting. I wasrecently asked for guidance on how to successfullychair such a meeting, as a Lead or a committeemember it may be of interest to you to read thefollowing tips on Committee Meeting structure:Step 1: the best way to ensure a productive meeting is toemail around an agenda before the meeting. On theagenda you can have a list of suggestions, includingproblem areas highlighted by previous Lead NCHDs,previous committee members, Medical Manpower/ Clinicaldirector or issues you noticed yourself. Another inspiringplace for ideas on Quality Improvement is the Lead NCHDAward booklets which contain the previous successfulprojects undertaken by Leads around the country.Step 2:With each item on the agenda be sure todocument the ‘who, what, why and when’ of each issuediscussed. At this point working groups can be established,including leaders of the working groups who can steer theproject through the phases of implementation. Step 3: Delegate and assign tasks as no man is an islandand success cannot be achieved without teamwork. Tryto spread work evenly and work-smart: ie. Build on oldwork, copy examples from elsewhere and involve otherhealthcare staff and management where necessary. Step 4: Never ever walk away from a meeting withoutminutes. Put the names of the attendees and an actionfor every item raised: ie. What the plan is going to beand if possible- stick names of people helping in eacharea down too. Step 5: For your second Meeting: you will now have a newagenda (usually the same topics- maybe the odd newthing) and you’ll have the old minutes. Go back over theold minutes at the start of the meeting and assign a colourto every item: Red: nothing done, Amber, some workdone: say what you all did and credit those who helped,Green: complete: YAY! That colour coding system is called

a RAG system (red, amber, green) in the corporate worldand it helps to give things momentum. If something isstuck on red or amber then you may need to reach out forhelp, advice, get more people to help with the tasks andbrainstorming. The committee will appreciate the minutes,the RAG status and the opportunity to turn things from redto green over the year.

Common ideas discussed at NCHD committee meetings:• The res: is it acceptable? Beds, hygiene, water,

snacks, kettle, microwave, place to socialise? Arethere computers?

• Electronic infrastructure: how do you take and storehealthcare records? Is it efficient? Is it safe?Discharge letters etc

• Wellbeing: do NCHDs have a wellbeing week or evening? • Social activity: is there a tradition or place for NCHDs

to get to know each other and support each other?• Innovation: what QI projects happened already?

Were they successful? Are they being continued?Did they only make it halfway? Do you want to buildon it? Are there any other ideas out there?

• Rosters and rotas (please note: it is not your job orany NCHDs job to make rosters and find cover forsick leave) BUT: are things working efficiently, safelyand smoothly? Is it a fair system for NCHDs? If not,what can you do?

• Communication: How do you reach out with info?Does everyone have a HSE email? Do they check it?

• Teaching: is there any? Is it adhered to? Are NCHDsattending? What can we do better?

• Protected training time: is it happening? Do peopleknow what it is?

• EWTD: is it being adhered to? If not (double checkwith surgery) then why not and how can we dothings differently

• On call parking for off-site call: is it there? Is it safe?• Access to food on call: does it exist? Is it of good

standards?• Bleep policies & Bleep lists: are they up to date? • Non training scheme doctors: what are their

supports, ambitions and barriers to same?• Mentoring: is there any? Is the current system working?

Most importantly of all, work together, NCHDs forNCHDs making a difference one step at a time!

Construction of productiveCommittee MeetingsBy Eva O’Reilly, National Lead NCHD


High quality initiatives designed to bring about lastingimprovements for patients and their doctors werehighlighted at the inaugural HSE National DoctorsTraining and Planning (NDTP) Excellence Awards held inDublin on Thursday, June 29, 2018.This event is ashowcase for the breadth and depth of initiatives carriedout by the Post-Graduate Medical Training Bodies, InternTraining Networks, and individual doctors.

A total of nine Awards were presented in theBrightspark, Lead NCHD and Training Body and InternNetwork Executive categories.Award winning projectsin the Brightspark category were developed to bring

about benefits for patients. This initiative, funded byNDTP, aims to support and promote innovation among Non-Consultant Hospital Doctors (NCHDs).

The three winning projects involved the development ofa medication passport for children with a chronic illness,training to improve NCHD confidence in performingchest drain insertion and the creation of an onlineinteractive map for mental health catchment areas.

In the second category, Lead NCHD Awards, thewinning projects involved a staff engagement initiativeat St James’s Hospital, Dublin, the development of anonline handbook for interns and the delivery of awellbeing education programme for the Department ofAnaesthesia at University Hospital, Galway.

In the third category, Training Body and Intern NetworkExecutive Awards, three education and traininginitiatives were recognised.

The overall NDTP Excellence Award went to the projectfrom the Institute of Obstetrics and Gynaecology, whilethe projects from the Faculty of Radiology and EmergencyMedicine received a commendation from the judges.

NDTP Excellence Awards By Yvonne McGowan, NDTP Exec. Medical Education & Training

Personalised MedicationPassport for children withchronic illnessThis project involved thedevelopment of a passport-styledocument, completed by themedical team and updated by thepatient/parent, to reduceconfusion arising amongsthealthcare practitioners andservice users regarding currentmedications, thus reducing thepotential for medication error.

Dr Siobhán Neville, Pediatrics SpR

Online interactive map for mental health catchmentareasThis project aims to improveefficiency and ease of referral foronward care by developing acentralised online map to identifywhich catchment area a patientshould be referred to for onwardmental health care in the community.This online map would account forall areas nationally, and allow the userto easily identify which catchmentarea the patient is from.

Dr. Margaret Gallagher, Psychiatry Registrar

Improving Chest DrainInsertion Confidence amongNCHDsThis project aimed to improveNCHD confidence in performingchest drain insertion through abrief intervention training session.Training sessions involved shortdemonstration tutorials followedby practical exposure andsupported training.

Dr Ronan Kelly, Surgical SpR

Brightspark Award Winning Projects


NCHD Staff Engagement and Career DevelopmentAn interview skills course was provided for NCHDs atDublin’s St James’s Hospital and feedback sought on itscontent and impact. The course aimed to fill a gapidentified in NCHD career development.

L. Aljohmani, Lead NCHD,

St. James’s Hospital

Intern Handover App – Captive HealthA user-friendly application was developed for interns toserve as their online handbook for clinical information,IT softwear knowledge and hospital related guidance.The resource was added to the staff connect portal ofthe Captive Health App for Tallaght Hospital in Dublin.This simple, easy to use application supports NCHDsand aids quality improvement initiatives.

N. Bhatt, Lead NCHD,

Tallaght Hospital

Improving wellbeing among anaesthetists in University Hospital, GalwayBurnout, fatigue and poor morale are problems amongnon-consultant hospital doctors (NCHDs) andconsultants working in Irish hospitals(1). The HSE’s National Doctors Training and Planning(NDTP) recommends that all NCHDs receive educationon how to look after their wellbeing and have someoneresponsible for their wellbeing at the workplace.However, doctors receive very little formal educationon how to look after their own wellbeing.A wellbeing education programme was integrated intothe morning teaching schedule for the Department ofAnaesthesia at University Hospital, Galway. A series ofsix morning sessions on topics related to NCHDwellbeing within the Department was held. The topicswere fatigue, mindfulness, financial planning, peersupport, and a talk from the Samaritans.The sessions were delivered by a mix of speakers fromwithin the department, and external guest speakers. Thedepartment of anaesthesia was pleased with the results ofthe programme and will continue to run it in the future.

Eoin Kelleher, Lead NCHD, University Hospital Galway

Lead NCHD Award Winning Projects

Development and implementation of CompetencyBased Assessments within the National RadiologyTraining SchemeThe aim of the project was to enable trainers to performreal-world assessment of trainees in the work-place,outside of standard formal examinations, objectivestructured clinical examination’s (OSCE) or simulations. Aweb-based application was designed for trainers to useon their mobile devices, allowing real time completionsof the assessments. Instructional videos were developedin conjunction with the Royal College of Physicians ofIreland, these videos demonstrated various feedbackscenarios and techniques and were designed to aidtrainers during the feedback component of theassessments. Competency based assessments arecurrently targeted at second and fourth trainees, and willbe expanded to include all radiology trainees within astructured training pathway for the next training year.

(Faculty of Radiologists, Royal College of Surgeons in Ireland)

Development and introduction of a high fidelitysimulation education programme for higher specialisttrainees in Obstetrics and GynaecologyThe project aimed to design, produce and introduce ahigh fidelity simulation education programme for higherspecialist trainees in Obstetrics and Gynaecology. Surgicalsimulation offers the opportunity for trainees to practisetheir surgical skills prior to entering the operating theatre,allowing detailed feedback and objective assessment oftheir performance. Courses were introduced across 3 keyclinical areas of both obstetrics and gynaecology;advanced laparoscopic surgical skills, advanced labourward emergency skills, and management of ObstetricAnal Sphincter Injurys (OASIS). A combination oflectures/interactive discussions/videos/simulationtraining/cadaveric models and animal models were usedto deliver training. The programme is now a mandatorypart of the curriculum in obstetrics and gynaecology.

(Institute of Obstetrics and Gynaecology, Royal College of Physicians of Ireland

Training Body and Intern NetworkExecutive Award Winning Projects



Development and implementation of an online tool tofacilitate work place based assessment (WPBA) for corespecialist training in Emergency MedicineThe aim of the project was to support the introductionof WPBA’s for core emergency medicine traineesthrough the development of an on-line tool, EM STAT,which allows for the electronic recording, submissionand tracking of practical procedures in which traineesshould become competent during their training. EMSTAT was developed and tested by an RCSI IT projectteam, which included EM training personnel, during2016 and early 2017 The EM STAT tool records the

exact time and date of each completed procedure anddisplays trainees procedures to date, either pending,submitted or awaiting validation allowing trainees tokeep within their schedule or follow up with assessorsfor validation. The EM STAT platform will be built on tosupport further developments in WPBA’s in the future.

(Emergency Medicine, Royal College of Surgeons in Ireland)

For further information on any of the above projects,please contact Yvonne McGowan, [email protected]

The NDTP Aspire (Post CSCST) Fellowship awards haveresulted from the collaborative efforts of HSE’s AcuteHospitals’ Division, Mental Health Division, NationalDoctors Training and Planning (NDTP) and the Post-Graduate Medical Training Bodies in Ireland. The NDTPAspire Post CSCST Fellowships have been awarded for2018, with 6 fellows having commenced their fellowshipsin Radiation Oncology, Quality Improvement (Surgery),Advanced Resuscitation, Adolescent and Young AdultMedical Oncology, Quality Improvement (Eye EmergencyCare), and Obesity earlier this year.

In 2019 the Aspire Fellowships will provide funding for 8Fellowships; 6 in the Acute Hospitals’ Division and 2 in

Mental Health, to commence in July 2019. SuccessfulAspire Fellows receive: SpR salary and headcount for theduration of the fellowship; Eligibility to access the HigherSpecialist Training Fund during the fellowship; Formalrecognition of achievement following completion of thefellowship from the relevant Irish Post Graduate MedicalEducation Body/Bodies; A high quality fellowshipexperience in Ireland that will improve competitivenessfor positions within Ireland.

The 8 successful Aspire Fellowships will be announcedearly in 2019. These Fellowships will then be advertised todoctors that have received CSCST from an Irish PGTB butwill be no more than 3 years post CSCST on 7th July 2019.

NDTP AspirePost CSCST FellowshipsBy Yvonne McGowan, NDTP Exec. Medical Education & Training

Four scholarships are awarded annually, with fundingprovided for the equivalent of four SpR salaries. In theevent that there is funding remaining (for example, if asuccessful candidate already has partial funding inplace) the remaining funds are used to award a smallnumber of bursaries to suitable candidates.

The purpose of the scholarships is to support doctorsto spend time in clinical training in centres ofexcellence abroad in areas of medicine and patient carewhere the particular subspecialty, or the requiredtraining, is limited or unavailable in Ireland. Theultimate aim is to bring the skills and experience gained

back to the Irish health service for the benefit of ourpatients. This is a competitive process, and thecandidates must demonstrate a high level ofachievement in their careers to date, and strongpotential for the future.

The scholarship was developed and established by theHSE in 2007, following a recommendation in theButtimer Report (2006). To date, 46 doctors have beenawarded scholarships and a further twenty-one haveawarded bursaries under the programme. A number ofpast recipients have since been appointed to consultantposts in Ireland.

Dr Richard Steevens’ ScholarshipsBy Assumpta Linnane, NDTP Exec. Finance


Four scholarships and four bursaries were awarded in2018 under the Dr Steevens’ Scholarships Programme.The scholarships were awarded to the followingoutstanding candidates (in alphabetical order):

Dr Eva Bolton is a Specialist Registrar in Urology andwill commence a clinical fellowship in retroperitonealand pelvic oncology in The Royal Marsden Hospital(RMH), Chelsea, London from August 2018. Dr Sarah Moran, SpR in Ophthalmic Surgery willundertake a clinical fellowship in Anterior Segment &Corneal Surgery at the Fondation Adolphe deRothschild in Paris, France. Dr Michael O’Reilly, SpR in Radiology will undertake aone year Fellowship in Neuroradiology as part of athree year training programme in the University ofWashington beginning in July 2018.Dr Peter Riddell, SpR in Respiratory Medicine at the MaterHospital, will complete a clinical fellowship in LungTransplant Medicine at Papworth Hospital, Cambridge, UK.

In addition to the prestigious and much sought after DrRichard Steevens’ Scholarships HSE-NDTP alsoawarded four bursaries in 2018. Out of the rich pool oftalent the following four HSE doctors (in alphabetical

order) were awarded a bursary:Dr Rosin Coary, SpR in Geriatric Medicine willundertake a Fellowship in Peri-operative Medicine forOlder Patients: This is a one year fellowship in peri-operative medicine for older patients, at SouthmeadHospital, Bristol, England under the supervision of DrDavid Shipway. Dr David Gibson, SpR in Gastroenterology willundertake a fellowship in Luminal Endoscopy in AlfredHospital, Melbourne, Australia. This fellowship focuseson advanced skills in therapeutic luminal endoscopy. Dr Emmeline Nugent, SpR in Colorectal Surgery willundertake a Fellowship in Minimally Invasive ColorectalSurgery at the Cleveland Clinic with a special focus onSurgical Training & Simulation Technology.Dr Peadar Waters, SpR in General and Colorectalsurgery will undertake a fellowship in robotic colorectalsurgery and operative intervention forrecurrent/complex pelvic malignancies at the PeterMacCallum Cancer Centre, Victorian ComprehensiveCancer Centre (VCCC), Melbourne, Australia.

The next round of scholarships was advertised inNovember 2018, with successful applicants due tocommence training in the year commencing July 2019.

Let me introduce myself, I am Susan Underwood aconsultant anaesthetist living in Bristol England. I havehad a number of roles in anaesthesia training alongsidemy clinical work, currently working with the RoyalCollege of Anaesthetists in London as the BernardJohnson Training Advisor for less-than-full-time training(LTFT). I would prefer not to call it LTFT as it is certainlyno ‘lesser’ than any other training, just completed overfewer hours of the week than full-time training. Iunderstand that in Ireland you call this flexible trainingwhich I think is a better description. Of course, workingfewer hours a week is only one way of being moreflexible and I am pleased to say that in the UK and inIreland there is renewed focus on offering more flexibilityin a variety of different ways for doctors in training. A year ago, I was delighted to be invited as a keynotespeaker to the Post Graduate Medical EducationTraining Conference run by the Forum of Post GraduateTraining Bodies and NDTP in Dublin where I spoke onthe progress of LTFT training in Anaesthesia in the UK. Imet a lot of people from different specialties who arekeen to make Irish training more flexible by introducingmore opportunities to train on a less-than-full-time

basis. At the start of this year I was offered theopportunity to work with NDTP, the Forum and NCHDsto help bring the theory into practice.

In anaesthesia in the UK we were in the same position asyou, only about 1-2% trainees were part-time. Now weare averaging 10% across all specialties and 13% inanaesthesia. Our annual GMC (General Medical Council)survey of all UK trainees regularly shows that LTFTtrainees score their ‘overall satisfaction’ higher than thosein working full-time, despite the inevitable lower pay andlonger training programmes. Most of our LTFT traineesare working in ‘slot shares’ – more of this later.

Flexible Training By Susan Underwood, RCoA Advisor LTFT Training & Advisor Flexible Training NDTP

This year, in Emergency Medicine in the UK, a pilot wasrun in which higher level trainees could apply for LTFTtraining without the usual ‘well-founded personalreason’. So far this seems to be a success, a smallnumber of trainees did request it and indeed want tocontinue LTFT, departments are managing and the pilothas been extended for another year. Originally devisedin response to issues of burn out in EM doctors this wasone strategy to improve recruitment and retention,only time will tell if it achieves that goal. Evaluation willdetermine whether this more open access to LTFTtraining in England will be rolled out to all juniordoctors. It seems likely that it will.

I know that the Irish system for flexible training hasgenerally been in supernumerary posts supported by theNDTP in the HSE. In order to expand the opportunities tomore trainees we need to consider how to make that pot

of money go further. One answer is to offer some postsat 60% and put two names into one space on the rota,adding up to 1.2 whole time equivalents. The NDTPwould give the hospital the 0.2 extra money to removeany financial barrier. We call it Slot Sharing. Thiscertainly works well in England and we have beendiscussing it at the NDTP and the Forum. It will make thebudget for flexible training go much further, enablingmany more people to take a period of reduced hours ifthey need it during their training.

I would like to finish by thanking everyone I have meetso far in Ireland for the kind hospitality. I have visitedseveral times, and everyone has been very positive,friendly and welcoming. I hope to meet more of you indue course. Please feel free to get in touch through theNDTP if you have questions or suggestions.


What is PAYE modernisation? The PAYE Modernisation Project will involve the mostsignificant reform of the PAYE system since itsintroduction in 1960. Employers will calculate andreport their employees’ pay and deductions as they arebeing paid. This will make it easier to deduct and pay atthe right time the correct amounts of:• Income Tax• Pay Related Social Insurance• Universal Social Charge• Local Property Tax.

When will this change happen? The new real time reporting regime will be operational for allemployee payments being made from 1 January 2019.

How does this effect NCHDs?Firstly, it is worth noting that one is still required toregister online with revenue. From 1 January P45s willbe no longer required. Revenue Payroll Notifications(RPNs) will be available in real time for new employees.This removes the need for emergency tax in mostcases. Using your online account, you can notifyrevenue when you start or change jobs.Emergency tax will continue to apply where anemployee:

• Does not have a PPSN• Is working in the State for the first time.

How will it work? The HSE/employer is obliged to notify Revenue of anynew employees. From 1 January 2019 the HSE/employerwill create employment on Revenue records andRevenue will provide the HSE/employer with the detailsrequired to calculate your payroll deductions.When an employee ceases their employment with theHSE /employer or rotates to a new HSE payroll area, theHSE/employer will input the date of leaving (cessationdate) on the payroll submission to Revenue. Theemployee must also update their online account andnotify revenue of their new employment details. Thiseliminates the requirement for a P45 and means thatNCHDs will no longer be subject to emergency tax bytheir new employer (unless you do not have a PPSN,you have not updated your online account or areworking in the State for the first time).

How can I get further information? This is a national change affecting every employee inIreland. Please see the Revenue’s website for more details:https://www.revenue.ie/en/employing-people/paye-modernisation/what-is-paye-modernisation/index.aspx

News for NCHDs on commencing andleaving posts from January 2019 – Pay Modernisation By Barbara Whiston, Business Manager NDTP

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Can a Social Movement Change the Culture in a National Health Service?

Who we are

What we are trying to accomplish

What is a social movement?

Are we making a difference?

1. 2. 3.

It doesn’t matter whether you are in administration or on the frontline, whether you are sweeping the floors or running the organisation everyone can adopt these behaviours easily through self reflection and contribute to improving experiences for staff and clients on a daily basisPhysiotherapist and VIA Champion

Creating more positive, supportive working environments

89% 92%MID WEST CHAMPIONS

ACKNOWLEDGE THE WORK OF THEIR

COLLEAGUESCompared to78% last year

CENTRE CHAMPIONS TREAT EVERYONE AS THEY WOULD LIKE TO

BE TREATED REGARDLESS OF

SENIORITY OR ROLECompared to 89% last year

Am I aware that my actions can impact

on how other people feel?

Am I putting myself in other

people’s shoes?

Ask your colleagues how you can help them

Am I aware of my own stress and

how I deal with it?

Challengetoxic attitudes and behaviours

Do an extra, kind thing

WITH COLLEAGUESPERSONAL WITH PATIENTS AND SERVICE USERS

Acknowledge the work

of your colleagues

Use my name and your name

Keep people informed – explain the now

and the nextRE

GROUP

CAPTURE & SHARE ENDORSE THE

STORIES BEHAVIORS

BRING OTHERS JOINTLY

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What we did

Sustaining a Social Movement

80%

69%

of Mid West Champions say this is true in their workplace

of Centre Champions say this is true in their workplace

Connolly E, Communications Manager, UL Hospitals Group, HSE; O’Toole D, Social Movement Leader, HSE; Ryan S, General Manager, MidWest Community Health Care, HSE

We asked our champions if they noticed colleagues going above and

beyond their roles with an act of kindness

“

OUR 9 BEHAVIOURS ARE SPREADING

WHAT PEOPLE SAY ABOUT VALUES IN ACTION:

Twitter Reach

1,633,600

Encourages self reflection

Guides how we interact with our

colleaguesand service users

Demonstrates how we engage

with patients and service users

“

@hsevalues #weareourvalues www.hse.ie/valuesinaction

We now have over 1,000 Champions living the behaviours

96%

Mid West ChampionsAware of how they make other people

feel

17%

65%

Mid West Champions Challenge toxic attitudes and behaviours

15%

79%

Centre ChampionsSee colleagues

dealing with their stress appropriately

8%

75%

Centre ChampionsWork well together, trust each other and

offer help

8%

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The Spark Summit was on the 5th of October in RCSI,York Street. It was attended by 500 delegates from allsectors of the health service; NCHDs, Consultants,GP’s, HSE Corporate, Dept. of Health, Dept. of PublicExpenditure and Reform, Academia and Industry. Therewas in excess of 50 international faculty deliveringexceptional key note talks, interactive breakoutsessions and a lively round table discussion toconclude.

This forum invited innovators from every segment ofthe health service to come together to explore newand exciting technologies and consider how they maybe adapted to their service. By building a whole sectornetwork we can facilitate collaborative learning andinnovation and improve our health service for all.

We are hoping to expand the Spark Summit next yearto a two day event with a call for posters and oralpresentations to showcase some of the fantasticinnovations that are happening in the system.

We look forward to welcoming you next year to TheSpark Summit 2019 and learning all about theinnovations happening in your service.


Spark Summit By Christine Kiernan, NDTP Innovation Fellow

NDTP release latest Annual Report and first report into Consultant WorkforceBy Simon O’Hare, Engagement Officer, NDTP

Since the last issue of the NCHD newsletter, NationalDoctors Training and Planning (NDTP) released twopublications.

The newest Annual Report details some of thehighlights for NDTP in 2017, including introducing newmilestones with training bodies to help secure bettertraining and educational environments, pre-definedrotations, anti-bullying strategies and more support forflexible training arrangements.

The second publication, Consultant Workforce 2018, helpsframe discussions regarding the recruitment, retention,replacement, location, and practice arrangements of theConsultant workforce. This report will be published on anannual basis and will help show trends in areas such asworkforce growth, gender distribution, age of theworkforce, and, permanent/locum appointments.

To view the reports, and get more information onNDTP, visit www.hse.ie/doctors.

NDTPSpark

Spark Curiosity

Spark Seed

Funding

Spark Ignite

Spark Generation

SparkConnects

BrightSpark

Spark Ignite: This calls for medical device ideas that have potential for scalability. It is open to all staff in hospital and community health organisations. Project ownersare invited to participate in a mini-accelerator program to further develop their ideaover 6 weeks, with the winner receiving a bursary to develop their idea.

Spark Generation: The aim of this initiative is to address some of the shortfall inskills and knowledge evident in our health service, with a focus on NCHDs. We aredeveloping a Health Informatics and Innovation diploma for NCHDs and also a HealthInformatics Fellowship in Radiology.

Spark Connects: Develops the Innovation in Healthcare network by providing linksand brokering relationships between like-minded individuals. By developing linkswith industry, academia and other stakeholders in healthcare, clinicians will have anetwork of resources to develop their own innovation projects.

Bright Spark: Annually, all initiatives and projects within the SPARK umbrella areinvited to compete for a Bright Spark award. Winning projects are celebrated andpublished. The individuals and organisations involved receive national recognition fortheir efforts.

Spark Seed Funding: This provides micro-funding of up to €3,000 to those whosuccessfully pitch their ideas for process improvements, platforms or device design.Participants are mentored and given transferrable skills via workshops and by theNational Innovation Fellow.

Spark Curiosity: This suite of initiatives is designed to start the conversation withregard to innovation and systemic openness to change, cultivating a culture wheredoctors are encouraged to explore new technologies, processes and practices. Eg: The Spark Summit and the DPER/NDTP “Pop Up” Innovation Hub

#NDTP_HSE www.hse.ie/doctors

NDTP Spark Innovation programme have awarded 22bursaries in October’s round of Seed funding. Theprocess was highly competitive. Successful applicantswere invited to a workshop held in DCU Talent Garden.Sessions were held on design thinking and pitchpreparation. Pitches were heard at the end of the dayand awards were confirmed following the pitches.There were some fantastic ideas that will really make asignificant impact to healthcare delivery, medicaleducation and training and doctor well-being.Congratulations to all successful NCHDs.

The next round of funding will open on the 14th-31stJanuary with workshops in February. We want to hearfrom you with your idea and help you make it a reality.Keep an eye on our website for further information.

A new development in the Lead NCHD programmeis the introduction of a high visibility aid: LeadNCHD Lanyards which have been kindly providedby NDTP. This is not merely a fashion statement buta tool to enable NCHDs to identify the Lead NCHDeasier on the corridors and in the Res. We hope thishelps people spark up more conversations anddiscussions and better enable your Lead NCHD tohelp out in improving NCHD quality of life andeducation. Keep an eye out for your local friendlyLead NCHD!

Spark Seed Funding By Christine Kiernan, NDTP Innovation Fellow

How do you spotyour Lead NCHD? By Eva O’Reilly, National Lead NCHD

UpcomingOpportunities


• Do you have an article you’d

like to submit to ‘What the

Bleep?!’? Particularly we are

looking for funny,

heartwarming or feel good

stories about being an NCHD in

the Irish system- a little pick me

up! Please contact

[email protected] with your

submissions

• Are you interested in doing a

junior doctor/medical related

literature review for our

newsletter? Please contact

[email protected] to express

your interest.

wwhaha t tthehe bbleep?!leep?! - hse.ie · evolution of the patient population: change and...

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