Whittington Hospital: Job Description and Staff Development

This report details the job description, job specification, corporate induction program, and staff development plan for an administrative coordinator, specifically within the context of Whittington Hospital. The job description outlines the role's purpose, duties, responsibilities, required skills, and qualifications, including patient liaison, support for clinical teams, data management, and administrative assistance. The job specification further elaborates on the required skills, communication abilities, and experience. The corporate induction program provides a structured introduction to the hospital's mission, goals, and values for new hires, covering various aspects from job responsibilities to financial benefits and safety protocols. The staff development plan outlines a five-step process for continuous improvement, including self-assessment, skill level assessment, departmental and hospital requirement analysis, exploration of development opportunities, and progress recording and analysis, all aimed at enhancing the administrative coordinator's performance and contribution to the organization. The report concludes with a list of references.

PEOPLE AND
PERFORMANCES IN
ORGANISATIONS

TABLE OF CONTENTS
Job description.................................................................................................................................3
1. Job Specification..........................................................................................................................4
2. Corporate induction programme .................................................................................................5
3. Staff development plan................................................................................................................7
REFERENCES ..................................................................................................................................10

Job description
(Whittington Hospital)
Job Title: Administrative coordinator
Salary: £18,813 - £20,795 per annul excl.
Location Base: Mandala Ave, London N19, United Kingdom
Job Type: Type of employment i.e. full time, part-time, casual
Reporting to: Manager
Policy & Services
Organization provides employees compensation policies to employees if they work overtime in
company.
Company offers health insurance policies to employees if they get unwell, and they take
treatment from office affiliated hospital, in that state company will pay all charges of hospitals.
Hospital offers vacation and sick period such as full time or half time leave (Ruck, Welch and
Menara, 2017). If employee takes leave during sick condition, in that situation they can
compensate next day. Generally Whittington offers vacation on occasions.
Employees retirement package also offers by hospital to employees where employees can get
whole amount after retirement.
Security amount deducts from employees salary till provision period. It refunds out after
competing provision period of employees.
No Smoking Policy
Smoking is prohibited anywhere on hospital sites such as buildings, car parks and entrances.
Employees signature.....................................Date............................................................

Manager signature....................................... Date.............................................................
1. Job Specification
JOB PURPOSE
The main purpose of to handle number of activities which operates in hospital in well-
formed manner (Smith and Bititci, 2017). A person who hires for position that person
should be dedicated for job and provide honest services to hospital.
DUTIES AND RESPONSIBILITY
Administrative coordinator should be involved in various functions such as patient liaison,
supporting clinical teams, data management and supervision administration assistance.
Duties
 Patient liaison refers a person who maintains beneficial relationship by offering
proper support of healthcare and pharmaceutical care to patient successfully (Leithy,
2017). Beside of these handles all conflicts of patient during regarding treatment and
resolve them.
 Administrative coordinator should have supportive nature for clinical team because
clinical team department operates patient in hospital wide scale. That why
administrative coordinator should hire those candidates whose skills is appropriate at
workplace. Coordinator offers equipment and guidance services to clinical team so
that they perform well at job place.
 Administrative coordinator should have technical knowledge so that he enables to
collect whole employees' data who provide services in hospital and number of
patient background information who operates in hospital by practitioners.
 Coordinator should have quality as supervision administration assistance so that he
enable to conduct scheduled conferences along with educated social work

coordinator or administrator (Ghildyal and Chang, 2017). This post specially
designed to promote improvement of professional knowledge, dedication for
responsibility. Skills etc.
Responsibilities
 Administrative coordinator should possess hiring, supervising and evaluation of
team member quality.
 Coordinator should be active in his position so that he can handle common office
duties such as maintenance of employees, financial, answering and routine phone
calls, data enter and reporting etc.
 Coordinator should have manager quality so that he enable to develop and
implement policies.
COMMUNICATION SKILLS
 Administrative coordinator should have good communication skills so that he enables to
motivate number of employees in company and enables to establish good relation with
patients.
 Administrative coordinator requirements
 Coordinator should have presentation skills so that he enablers to give presentation.
 Basic mathematical knowledge should have to coordinator.
 Technical knowledge should posses to administrative coordinator.
 Communication skill should be excellant.
 Coordinator should capable of working for long hours.
 Coordinator should be in the habbit of take initiative.
 Coordinator should have negatiation skills.
 Coordinator should have capacity to work under pressure.
 Coordinator should have positive attitude.

Experience: 2 – 4 year of experience should have for job profile.
2. Corporate induction programme
The program in which includes introduction of mission, goals, values of the hospital or
organization, introduction to team member who provides services in organization, meeting with
relevant department heads, introduction to job position, training learning, financial benefits and
safety & security etc (de Waal, van Nierop and Sloot, 2017). it is training program which is
specially conducted for new joiners. There are some steps which perform in this induction
program.
Induction program
Activity 9:30 to 10:30 10:30 to 1:00 1:00
to
2:00
2:00 to 4:30
FIRST
DAY
Introducing new joiner
about organization
mission, aims and values
of company where
address employee why
hospital exist, when it
established and who
authorizes. Introduces
important staff member
who takes whole
decision.
Introduction of job
position
responsibilities to
employees where
address about
different job profile
which he has to
handle individually.
For example as
patient liaison where
makes him
understand that how
to interact with
patient and how to
builds relation with
them (Ashraf, 2017).
As supporting
clinical team where
make him understand
what responsibility in
this position is and
Break Later break, HR
management of hospital
tells his responsibility
as supervision
administrative
assistance where
address him about job
operation and how to
conduct conferences. In
data management
introduces to
administrative
coordinator about data
entry and how to keep
information. Informs
him about budget
guideline during
preparing and how to
prepare salary status of
each employee who
provides services under

how to support team.
Support provides in
various field to
clinical team such as
financially, training
classes, equipment
through, to recruit
appropriate
employees for
appropriate job etc.
hospitals. Offers
training on the office
system how to use
phones, computer and
taxes. Address about
job reporting time to
employee and provides
offer letter to
coordinator.
SECOND
DAY
New joiner handles his
position and performs at
job place as
administrative
coordinator.
As coordinator
organizes meeting in
conference room for
hospital staff where
gives presentation
and assigns
responsibility to each
department
employees in
hospital. In data
management
administrative
coordinator checks
whole document and
data relevant to
employees and
patient. Checks
pending data which is
completed by
previous coordinator.
New joiner reviews
in each department
personally and
Break Performance
management system
gives responsibility to
administrative
coordinator to handle
work and gives
information about
patient and employee
condition. During
operation performance
management evaluate
new joiner performance
during performance.
Aware coordinator
about his strength and
weakness which needs
to improve. New joiner
visits to clinical
department where
observes his
communication skills
with their team
members.

observe their
performance at
workplace.
THIRD
DAYs
At the end of third day
supervisor observe his
performance regarding
operation in hospitals
and discuss to
performance
management system.
Supervisor takes
feedback to
employees about his
communication
skills. If supervisor
gives standard
feedback about his
performance, in that
case provides
confirmation letter to
make him permanent
employee in hospital.
Break In end day, address to
administrativeBreak
coordinator about
salary package and
incentives. Contract
letter also provides to
administrative
coordinator in which
informs him about
company policies,
compensation policies,
health insurance
policies and hospital
rules before leaving
job. Contract paper is
just like agreement
between employee and
management which
gives assurance to
employee and company
regarding their services.
3. Staff development plan
Staff development plans completes in five steps where gives training to administrative
coordinator about his job profile and improves their skills according to requirements.
First year Staff development plan
Step 1: Self-assessment from staff member

 Evaluate administrative coordinator response at workplace where gets technological
skills of coordinator at data management position and observe how quickly tackles
technical situations.
 In each position observe coordinator performance for example as patient liaison
evaluates his communication skills with patient. As supervision administrative
assistance observe leading quality during assigning job responsibility (Ruck, Welch and
Menara, 2017). Beside of this as supporter of clinical team evaluates his supporting
quality and with staff member.
 Evaluate working efficiency during workload etc. and understand dedication for job in
hospital.
Step 2: Develop assessment of the individual's skill level
 Prepare report of staff member (administrative coordinator) about performance at
workplace. Report is categorized on the basis of skills such as -
 Technical skills: Data management is based on the technical knowledge where requires
computer knowledge such as how to operates computer, how to operates fax etc.
 Social skills: Evaluate communication skills of staff member with other staff i.e.
clinical team. Beside of this checks out coordination power as leader with other
employees.
 Aptitudes: observe coordinator mind set during performing job at job place and
evaluate employee comprehensive and retention power during conferences.
 Attitudes: Takes reviews to employees about hospital and staff behavior with them.
Understand their way of thinking regarding company norms.
Step3 : Assess the department and hospital requirements
 In this step focuses on employees needs so that he gets self-actualization, and he gives
values to hospital by providing honest services at job place. In development plan
categories goal for each department which addresses to administrative coordinator.
Goal are-

 Team goal: staff member introduces importance of team goal and how to access
mission of hospital by coordinating with staff member.
 Department goal: introduces staff member about department goal and how to
accomplish goal so that well-being is maintained in hospital.
Step4: Explore development opportunity with staff members
 Provides opportunity to staff member for explore their skills and learns new activities
which they can utilize at workplace. Such as -
 Professional development academy: manager organizes training development classes
for staff member where they can learn new activities and can improve their skills by
practicing.
 Workshops & seminar: Hospital organizes learning & organization development
program where staff member gets platform to explore their skills and perform
themselves sophisticated manner.
Step5: Record and analyses the staff member's progress
In this step collects whole information about staff member such as their skills, performance at
workplace, interest, job dedication, creativity, expertise and comprehensive power regarding
task (Olivier-Pijpers and et.al., 2018). Thus, whole record is prepared on the basis of
observation and evaluation.

REFERENCES
Books and Journals
Ruck, K., Welch, M. and Menara, B., 2017. Employee voice: An antecedent to organisational
engagement?. Public Relations Review. 43(5). pp.904-914.
Smith, M. and Bititci, U.S., 2017. Interplay between performance measurement and management,
employee engagement and performance. International Journal of Operations & Production
Management. 37(9). pp.1207-1228.
Leithy, W.E., 2017. Organisational culture and organisational performance. International Journal of
Economics & Management Sciences. 6(42). pp.1-10.
Ghildyal, A. and Chang, E., 2017. IT Governance, IT/Business Alignment and Organization
Performance for Public Sectors. Journal of Economics, Business and Managemen., 5(6).
pp.255-260.
de Waal, A., van Nierop, E. and Sloot, L., 2017. Analysing supermarket performance with the high-
performance organisation framework. International Journal of Retail & Distribution
Management. 45(1). pp.57-70.
Ashraf, J., 2017. Public sector appointments, political influence and performance: perceptions of
the situation in Pakistan. Asia Pacific Journal of Public Administration. 39(3). pp.211-216.
Olivier-Pijpers, V.C and et.al., 2018. Organisational environment and challenging behaviour in
services for people with intellectual disabilities: A review of the literature. Alter. 12(4).
pp.238-253.