[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-174597-105":53,"doc-detail-174597-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","terms-for-reference-procedure-purpose-job-planning","Terms for Reference - Procedure Purpose - job planning","","Procedure setting out how job planning must be carried out to align with service delivery and individual/health board objectives. Defines who the framework applies to, including CAVUHB medical and dental specialists and relevant clinicians on joint appointments, plus honorary contract holders. Explains the approach to job planning under the Wales national terms, including what a job plan contains. 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It also addresses capacity to demand, completion of annual exercises within a cycle, and fair remuneration for delivered activity.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Who does the job planning framework apply to under this document?",{"text":114,"@type":110},"It applies to medical and dental specialists, associate specialists, specialty doctors, and clinical assistants employed by CAVUHB. It also covers relevant clinicians employed by other boards/trusts undertaking activity on behalf of CAVUHB, including joint appointments and honorary contract holders providing clinical services.",{"name":116,"@type":107,"acceptedAnswer":117},"Why are annualised job plans emphasized for SAS grade doctors?",{"text":118,"@type":110},"Job planning is required annually for all SAS grade doctors, but patterns that work one year may not work the next due to changing demand. The document highlights variable delivery needs and the potential to review job plans during the 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\"_bookmark1\" \u00141.0\tProcedure Purpose\t5\u0015\n\u0013 HYPERLINK \\l \"_bookmark2\" \u00142.0\tTo Whom The Framework Will Apply\t5\u0015\n\u0013 HYPERLINK \\l \"_bookmark3\" \u00143.0\tApproach To Job Planning\t6\u0015\n\u0013 HYPERLINK \\l \"_bookmark4\" \u00144.0\tAnnualised Job Plans\t6\u0015\n\u0013 HYPERLINK \\l \"_bookmark5\" \u0014Context Of Job Planning\t6\u0015\n\u0013 HYPERLINK \\l \"_bookmark6\" \u0014Service Delivery\t7\u0015\n\u0013 HYPERLINK \\l \"_bookmark7\" \u0014Working Time Regulations\t7\u0015\n\u0013 HYPERLINK \\l \"_bookmark8\" \u0014Pay Progression\t7\u0015\n\u0013 HYPERLINK \\l \"_bookmark9\" \u0014Annual Leave\t8\u0015\n\u0013 HYPERLINK \\l \"_bookmark10\" \u0014Public Holidays\t8\u0015\n\u0013 HYPERLINK \\l \"_bookmark13\" \u0014Components Of Job Planning\t9\u0015\n\u0013 HYPERLINK \\l \"_bookmark14\" \u0014Direct Clinical Care (DCC)\t1\u00150\n\u0013 HYPERLINK \\l \"_bookmark15\" \u0014Timetabling of DCC\t1\u00150\n\u0013 HYPERLINK \\l \"_bookmark16\" \u0014On-call Activity\t1\u00151\n\u0013 HYPERLINK \\l \"_bookmark17\" \u0014Supporting Professional Activity (SPA)\t1\u00154\n\u0013 HYPERLINK \\l \"_bookmark18\" \u0014Teaching & education\t1\u00156\n\u0013 HYPERLINK \\l \"_bookmark19\" \u0014Specific training/teaching roles\t1\u00156\n\u0013 HYPERLINK \\l \"_bookmark20\" \u0014Other educational activities\t1\u00157\n\u0013 HYPERLINK \\l \"_bookmark21\" \u0014Specialty/Local governance & audit activity\t1\u00157\n\u0013 HYPERLINK \\l \"_bookmark22\" \u0014Governance & audit lead roles\t1\u00157\n\u0013 HYPERLINK \\l \"_bookmark23\" \u0014Timetabled management meetings\t1\u00158\n\u0013 HYPERLINK \\l \"_bookmark24\" \u0014NHS Research\t18\u0015\n\u0013 HYPERLINK \\l \"_bookmark25\" \u0014Additional NHS Responsibilities\t1\u00158\n\u0013 HYPERLINK \\l \"_bookmark26\" \u0014CAVUHB Managerial (Lead) Roles at a Directorate & Service level\t19\u0015\n\u0013 HYPERLINK \\l \"_bookmark27\" \u0014Other CAVUHB Lead Clinician and Management Appointments\t19\u0015\n\u0013 HYPERLINK \\l \"_bookmark28\" \u0014Time-limited CAVUHB Projects\t\u001519\n\u0013 HYPERLINK \\l \"_bookmark29\" \u0014External Duties\t2\u00150\n\u0013 HYPERLINK \\l \"_bookmark30\" \u0014Guidelines\t2\u00150\n\u0013 HYPERLINK \\l \"_bookmark31\" \u0014Work for Charitable Organisations\t2\u00152\n\u0013 HYPERLINK \\l \"_bookmark32\" \u0014Private Practice Activity\t2\u00152\n\u0013 HYPERLINK \\l \"_bookmark33\" \u0014Timetabled Flexibly Worked Activity\t2\u00152\n\u0013 HYPERLINK \\l \"_bookmark34\" \u0014Local Variations On Standard Terms And Conditions\t2\u00153\n\u0013 HYPERLINK \\l \"_bookmark35\" \u0014Private Practice\t2\u00153\n\u0013 HYPERLINK \\l \"_bookmark36\" \u0014Annualised team job planning\t2\u00154\n\u0013 HYPERLINK \\l \"_bookmark37\" \u0014The Job Planning Documentation & Software\t2\u00154\n\u0013 HYPERLINK \\l \"_bookmark38\" \u0014The Job Planning Process\t2\u00155\n\u0013 HYPERLINK \\l \"_bookmark39\" \u0014Service Plan\t2\u00155\n\u0013 HYPERLINK \\l \"_bookmark40\" \u0014Job Planning Meeting\t2\u00156\n\u0013 HYPERLINK \\l \"_bookmark41\" \u0014Role of the Clinical Director\t2\u00157\n\u0013 HYPERLINK \\l \"_bookmark42\" \u0014Objectives\t28\u0015\n\u0013 HYPERLINK \\l \"_bookmark43\" \u0014Sign off\t2\u00158\n\u0013 HYPERLINK \\l \"_bookmark44\" \u0014APPENDIX A: ANNUAL JOB PLANNING CYCLE\t3\u00150\n\u0013 HYPERLINK \\l \"_bookmark45\" \u0014APPENDIX B: AGREED TRAVEL TIME ALLOWANCES\t3\u00151\n\u0013 HYPERLINK \\l \"_bookmark46\" \u0014APPENDIX C: SUPPORTING PROFESSIONAL ACTIVITIES – GUIDANCE DOCUMENT \u0015\u0013 HYPERLINK \\l \"_bookmark46\" \u0014\t3\u00152\n\u0013 HYPERLINK \\l \"_bookmark47\" \u0014APPENDIX D:  SPA OUTCOME FORMS\t4\u00157\n\u0013 HYPERLINK \\l \"_bookmark48\" \u0014APPENDIX E: ROLES & RESPONSIBILITIES\t5\u00151\n\u0013 HYPERLINK \\l \"_bookmark49\" \u0014APPENDIX F: TEACHING & TRAINING ACTIVITY ASSESSMENT\t5\u00152\nAPPENDIX G: JOB PLANNING MEDIATION AND APPEALS PROCESS……………. 54\u0004\nTerms for Reference\nProcedure Purpose:\nIt is the purpose of this procedure to deliver the following outcomes:\nDelivery of job planning aligned to service delivery.\nEnsure consistent application of relevant principles in a transparent fashion\nPlanning of both clinical and supporting activities that are linked to individual/health board/service objectives\nJob planning that effectively links capacity to demand, including the development of annualised team job planning where appropriate\nEffective utilisation of contracted hours\nCompletion of the annual job planning exercise in a department/specialty within the defined annualised job planning cycle\nAnnual service delivery that is quantified during the job planning process and transparently measured on an ongoing basis\nSupport GMC revalidation procedures\nFair remuneration for delivered activity\nEnsure that service development, educa","cbCaioWGAOinDAXa","https://ap.wps.com/l/cbCaioWGAOinDAXa","docx",156943,"English","# Procedure Purpose\n# To Whom The Framework Will Apply\n# Approach to Job Planning\n# Annualised Job Plans","[{\"question\":\"What outcomes does this procedure aim to deliver for job planning?\",\"answer\":\"It delivers job planning aligned to service delivery, consistent and transparent application of principles, and links clinical and supporting activities to objectives. It also addresses capacity to demand, completion of annual exercises within a cycle, and fair remuneration for delivered activity.\"},{\"question\":\"Who does the job planning framework apply to under this document?\",\"answer\":\"It applies to medical and dental specialists, associate specialists, specialty doctors, and clinical assistants employed by CAVUHB. It also covers relevant clinicians employed by other boards/trusts undertaking activity on behalf of CAVUHB, including joint appointments and honorary contract holders providing clinical services.\"},{\"question\":\"Why are annualised job plans emphasized for SAS grade doctors?\",\"answer\":\"Job planning is required annually for all SAS grade doctors, but patterns that work one year may not work the next due to changing demand. The document highlights variable delivery needs and the potential to review job plans during the year.\"}]","Terms for Reference - Procedure Purpose - job planning | DOCX",1788314881]