To be the first point of contact for all doctors. To manage administration of the Consultants, SAS Doctors and Resident Doctors rotas and associated out of hours monitoring processes. To identify where there will be shortages of cover for periods of on-call and contribute to finding cost effective solutions for the periods in liaison with Clinical Directors/ Clinical Leads and the Rota Manager. Ensure all relevant people are informed of any changes to medical rotas, e.g., Switchboard, Consultant Secretaries, Ward Clerks, Nursing Staff, Administration Staff with and relevant documents distributed in a timely and effective manner. Working with the Rota Manager, to maintain shift patterns in accordance with legislation and terms and conditions for medical staff, responding to new legislation and service developments when required. Working closely with Clinical Directors to ensure Medical Staffing on call cover is sustainable to provide a quality service for the directorate, contributing to plans when required. Monitor on a regular basis compliance with the 2016 Resident Doctor Terms and Conditions of service for all trainee Medical Staff in the Trust. Act as a key point of contact for Medical Staff to report sickness absence, annual leave, and other absences in line with organisational policy. As part of supporting our Resident Doctors the post holder will administer our monthly Resident Doctors Forum. To assist in maintaining up to date and accurate records for all Consultant, SAS, and Resident Doctors matters, including annual leave, professional/study leave, special leave, sickness absence and travel expenses. Accurately monitor and record sickness absence of Medical Staff, bringing to the attention of the Medical Workforce Specialists/ Rota Manager instances of repeated sickness absence. Ensure processes for checking and approving leave are in place, and that entitlements are managed in line with service expectations. Ensure adequate locum cover is arranged in a cost-effective way and in line with agreed rates of payment. Recognising that gaps may occur due to vacant posts, sickness etc. this will include liaison with temporary services and medical agencies as appropriate. To update and communicate Induction materials for Medical Staff, including locums, in different formats (induction booklets, email updates, 1-1 meetings). For Resident Doctors, act as a core part of the team to arrange and coordinate Induction (to include advising attendees of opportunities to undertake locum work in respect of on call cover). For all doctors who commence work in the organisation, arrange a local induction, appropriate computer training, and provide relevant information about their post to individuals and the relevant Directorate. Ensure during a normal working day that all Medical Workforce queries are dealt with promptly, facilitating communication by ensuring queries are raised with the appropriate team/team member for action. Ensure relevant Clinical Leads/Clinical Directors are informed of any medical staffing problems affecting the on- call rota and cover escalating issues to the Rota Manager. Ensure that all data is available and coordinated effectively to ensure monthly/locum timesheets can be processed for payment. Provide support to the Guardian of Safe Working/ Head of Medical Workforce with meeting reporting requirements in relation to vacancies, out of hours work and locum shift usage. To attend and present at appropriate meetings when required to update on matters relating to on call rotas and locum usage. Maintaining databases and systems in use by the Medical Workforce team (e.g., ESR, excel databases, Allocate E-Rota) in accordance with own role and the work of the team. Keep abreast of new Medical Workforce legislation terms and conditions and examples of good working practice. To assist with the day-to-day operational co-ordination of any other Medical Workforce issues within the service at the request of the Deputy Head of Medical Workforce/Rota Manager. Please note that this post does not meet the pay level required for a Skilled worker visa. Successful applicants with no prior NHS experience would normally be placed at the bottom of the band in line with Agenda for Change. This salary is below the minimum salary required for sponsorship for a Skilled Worker / Health & Care visa. In these circumstances the Trust would not, therefore, be able to sponsor for a Skilled Worker / Health & Care visa. Applicants requiring a Skilled Worker Visa can determine the likelihood of obtaining a Certificate of Sponsorship against the relevant criteria here