Job Description

Lead and represent electronic rostering Trust wide, providing expertise and best practice to all managers and employees for all staff groups. To have oversight of the management of the roll out of eRostering to those departments not yet implemented both medical and non-medical. Being responsible for ensuring that a high-quality service is provided which supports the achievements of both national guidelines and local key performance Indicators (KPIs) through effective and efficient rostering. Will act as a champion for change and eRostering best practice and will contribute to identify opportunities for efficiencies across the organisation working with other departments and teams in the trust in a collaborative manner and ensuring that all workforce systems support managers and seamless processes from recruitment to terminations.



Daily management of the Temporary Staffing Hub to ensure they are as effective as possible. To strive to sustain a high-level compliance of rosters against the Trust e-roster policy and KPIs. Dissemination of knowledge and skills to other Trust managers to embed the best roster practice possible, to achieve the Trust objective on reducing reliance and spend on temporary staff. To work collaboratively with teams in ESR/Payroll/Finance/Recruitment to align best practice for the organisation.



Be a Trust advocate and continue to raise the Trust profile through strong external links with other Trust representatives attending meetings, workshops and conferences to network. Liaising regularly with the software supplier in relation to upgrades, developments and issues and building strong networks regionally Designated budget holder for the eRostering team. Responsibility for monitoring spends on staffing costs non staffing costs and if necessary to work with finance to align any variance. To work alongside HOS supporting system procurement and RLDatix when contract renewal is due to ensure we get the best price for the software/licences, maximising the Trusts contract and financial outlay (next due 2026).



A sound knowledge of IT applications including hospital operational systems specifically Allocate software applications, including MSOffice. The ability to communicate effectively through teams/emails and phone calls. Knowledge of IT systems and extensive experience in IT systems. Ability to analyse complex workforce information and data sets.



To be the Information Asset Administrator (IAA) for Healthroster, ensuring all necessary audits are completed. To lead all Temporary Staffing Hub projects including adding all remining non-rostered staff including medical staff to the eRoster, as per the implementation Trust plan. Acts as a very proactive way rather than reactive. Have vision for the team and rostering Trust wide and responsive to feedback from departments.



Develop robust systems for the purposes of Bank staff training and development, document control and system maintenance. Attend check and challenge meetings with all rostered areas to identify any learning opportunities as well as ensuring they are meeting KPIs and roster demand templates are in line with yearly budget setting. Continually strive to increase levels of Attainment (LOA) within rostering and strive to gain the maximum grading possible. To work with a range of departments and grades of staff to ensure we are at the highest level possible.



To align rostering demand templates and work collaboratively with finance if changes are required. To set up and utilise Roster Perform report delivery to managers who would benefit from such data. Using the data to support the Temporary Staffing Hub audit plan. Ensure eRoster policies are kept up to date and amend when necessary.



Lead on projects that are relevant to the role, to maximise recruitment and retention opportunities within the Trust as well as staff wellbeing improvements. To work collaboratively with colleagues in workforce, payroll, finance, recruitment and HR to ensure all workforce systems are aligned with accurate staff data and to provide necessary data and information when required. Proactively engage with all stakeholders to ensure effective and positive communication with regards to the potential of the eRostering system. To represent Trust wide discussions around eRoster and liaise with regional and national workforce as to best practice, innovations and development.



To actively participate in regional and national user forums and maximise networking opportunities to identify and adopt good practice. To be a visible approachable presence at meetings and on wards/departments to ensure any workforce issues are dealt with swiftly. Develop strong links with RLDatix service manager To respond to freedom of information requests and complaint / incident / investigation or fraud submissions around eroster data or staffing levels. To participate in working groups internally that may be require specialist rostering knowledge or around workforce data.



Review data within Healthroster and ensure they are aligned with Trust policies, such as data on unavailabilitys and accurate data recording. Provide reports to all regular Trust governance meetings, articulating these in a way that promotes learning and a change of process when areas need to be improved. Identify own personal development needs and participate in monthly one to one meetings with manager for support, clinical supervision and discussing any pertinent issues. Ensure compliance to Trust Policies and Procedure to make sure workers are suitably matched to approved booking requests.



To ensure all Temporary Staffing members and Bank staff have the skills and competencies required to fulfil their role. Ensure they have a development focus and identifying learning or development opportunities for them. To individually support team members to achieve their maximum potential through robust appraisal system and regular meetings with the whole team and individually. To offer training and provide support to all managers and staff who require it.



This may be face to face or via teams or at team meetings. Create user guides that are clear to follow and promote self-management at department level. To ensure new members of staff to the organisation are supported with training and incorporates acuity and dependency scoring and how this is managed and reflected through safecare.