Appropriate training and development should be offered across all aspects of a leadership role and identified in personal development plans (PDPs) as part of whole practice appraisal.
Departments should encourage the development of new leaders at all stages during an anaesthetic career.
SAS doctors and trainees should be encouraged to engage in leadership opportunities.
Departments should have a workforce plan in line with their overall strategy and annual business plan that includes recruitment, opportunities for flexible working and staff retention. The plan should ensure a level of staffing and skill mix that meets current service and educational requirements with sufficient flexibility to ensure staff are not overstretched. It should be reviewed regularly and consider...
Departments should ensure that they have the appropriate skill mix for their various clinical activities and that this mix is maintained through appropriate developmental opportunities for their staff.17
Departments should ensure that they undertake succession planning reviews regularly to minimise the risk of disruption to clinical and non-clinical activity when key personnel leave, retire or change their job plans. Those taking on new roles should have time allocated to allow for a sufficient period of handover with those they replace.
Opportunities for clinical colleagues to develop skills in non-clinical areas including teaching, mentoring and coaching, examining, research, audit and quality improvement, committee work and leadership and management should be supported, transparent, equitably balanced across the department and incorporated into departmental plans.18.19
