In some trusts, chief registrars have actively engaged junior doctors in determining their own working patterns. The process included the following stages:
Carrying out initial surveys to establish where junior doctors felt competent working and who was most keen to be redeployed and using the results of these to design rota proposals. Engaging senior workforce colleagues to ensure a safe and compliant rota. Ensuring remuneration has been appropriately increased for those with additional time commitments and that there is parity for those coming from different departments.
Results from surveys assessing the effect of giving junior doctors control over their rotas show this has a positive impact on wellbeing. |