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Report on Questionnaire sent to BSPGHAN members on Quality of Service and Professional Quality of Life.

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Report on Questionnaire sent to BSPGHAN members on Quality of Service and Professional Quality of Life Alastair Baker, Variety Club Children's Hospital, Denmark Hill, London SE5 9RS on behalf of the BSPGHAN council & Myfanwy Morgan, Public Health Sciences, King's College London SE132D.- April 2004. Very rapid and major groups of changes in the NHS have been initiated by the government with enormous potential consequences for consultants. The first group include those associated with Clinical Governance (CG), while the second are changes in the relationships between hospital Trusts and their consultant employees in the new consultant contract (CC). Both have implications for hours of employment spent in hospital. An important component of the new contract is compliance with the European Working Time Directive (EWTD) limiting working hours to 48 per week. Thirdly, changes in junior doctors' hours driven by EWTD, national sympathy for junior doctors' poor conditions of service, and changes in training to EU requirements have shifted responsibility for continuity of patient care to consultant level. Paediatric specialties have been recognised as 'Hard Pressed', with implications for intensity of work. It is unclear whether there are adequate resources to accommodate the above changes or what ultimately their combined effects will be on the workload, quality of service provided and quality of life at work experienced by consultants. In order to provide an insight into the current situation for UK paediatric gastroenterologists, including their morale, need for resources and need to train new consultants we undertook a questionnaire sent to the UK medical membership of the British Society for Paediatric Gastroenterology, Hepatology and Nutrition (BSPGHAN) under the auspices of the council. Between April and July 2003 a questionnaire was sent by e-mail to all 89 full (non-associate) members of BSPGHAN with clinical paediatric GI responsibilities. Eighty-three were subsequently identified as still active. Members with primary surgical responsibilities and those practising overseas including the Republic of Ireland were excluded but trainee members were included. ...read more.


-I am trying to develop a way of working that empowers patients to feed back directly what is satisfactory and unsatisfactory and also use regular feedback through satisfaction questionnaires. -I am responsible for their care and the buck stops with me. -It's part of the job. -The standard of practice is underpinned by the professional body. -generally the service is very well liked by patients and referring consultants. The best and worst of the job. All respondents found their jobs rewarding. Among DGH consultants 2 always and 6 often, teaching hospital consultants 12 always and 8 often while academic consultants 3 reported always and 4 often. Work related quality of life (QoL) and reporting stress are shown in Table 2. Figure 11 shows responses to the question 'How rewarding do you find you job?' It is clear that all find it worthwhile despite the sometimes considerable difficulties. Figure11. the medical side of my job is generally very rewarding. The management side is rewarding to a certain extent. Having more time to focus on this side of the job and having the feeling that I am making a difference rather than just keep up to speed with things would be far more rewarding. -I feel we deliver a high quality clinical service to our patients despite usual constraints. -constant positive feedback from referrers/patients. -I enjoy having ideas and trying them out. Every day is different. There are lots of opportunities for achievement. I like being with people. - a service that is new developing improving and appreciated by colleagues -usually rewarding -management is a far cry from clinical work that I enjoyed - that was the most satisfying part of my working life. -despite less support I am still able to provide a good service to my patients. -the demands often overwhelm my enjoyment -Desperately short staffed to cover case load. Work not distributed equally among the three consultants in dept. ...read more.


I have an odd posta s it is half time clinical/half time education and I am regional adviser as well and at present there is no way I can do everything expected in that time scale. If held to 12 that is what I am going to do. I have said that the only regiular activity I could effect is clinic work as everything else is driven by other people's demands. I have included 1 PA per week for my regional adviser work in my job plan. I haven't heard back yet. I have submitted an annualised job plan to allow for my non standard activities, based on 9 regular Pas and 3 for supporting activities. 3. I just wondered whether you would be happy to compare notes. The whole process is in full swing and, although no formal agreement has been reached between trust and staff, we have been informed that all gastroenterologists will be paid 10PAs as a baseline, +/- an extra PA, depending on our work diaries. In addition we have been told that our on-call supplement will be Category B (ie identical to adult pathologists, dermatologists, etc!!) Obviously we disagree with this and will appeal. However I think it would be helpful if I knew what is happening in your trusts. I imagine the intensity/complexity of clinical work we all do out of hours is quite similar and it would be bizarre if some Trusts agree on Category A, whilst another Trust will only agree Category B for on-call activities. 4. For the record in reply...nothing has changed so far. I have certainly not agreed a job plan.The message from our acting HR Director,who for your interest has had to replace the Director who has just resigned, is that even though our work record diaries were agreed by our Directorate managers to show 13+ PA`s we are likely to be told to accept 10 with another one on a short-term basis. As ever the implications for patient care are imponderable to say the least! 29 ...read more.

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