1. Returning to Training: HR Policies and Procedures
Name goes in here
Title goes in here

2. There are several HR Policies and Procedures at NUH which deal with supporting staff but..
No existing policies and procedures at NUH which specifically outline how to manage/support doctors returning to training

3. Working Together for a Win : Win
Can trusts get an ‘early heads up’ so that arrangements can be made in plenty of time?
Is it feasible for the doctor to return to the base where they were working previously?
Can they be supernumerary for a period and / or start 9-5 only without creating cost pressure for the trust? Or putting colleagues under additional pressure

4. Infrastructure Junior Doctor Liaison Officer
Consistent support regardless of placement
Return to Work champion / expert
OH processes – reasonable adjustments agreed and in place BEFORE the trainee arrives
Rota co-ordinators aware.
Mindful selection of Educational Supervisor
Could the allocation of funded PAs for educational supervision be increased for specialties with high numbers of doctors returning to training? e.g. Paediatrics, Obs and Gynae, Anaesthetics.

5. Countdown to D Day
Lots of engagement before D day including named contact(s)
Educational Supervisor aware and more meetings planned at the front end.
Specialty aware and ready with tailored induction ++
Booked onto a corporate induction ++ (similar to the Overseas Induction)
Sensitive / sensible rostering but not at the expense of other doctors on the rota.

6. Future Working Trusts need to work with HEE-EM to:
Make sure we know these trainees are coming
We know what their needs are
Ensure we can support these trainees without incurring additional cost (e.g. supernumerary working, 5* supervision package, reasonable adjustments