Careers

Career overview – rural generalists

CareersMJA

Editor: Marge Overs • movers@mja.com.au • (02) 9562 6666

continued on page C2

including obstetrics as my advanced skill, and the pathway would support my training”, he says.

Dr Sloss, who was a shearer before studying medicine in his mid-30s, was intent on a career as a rural doctor from the day he set foot in medical school at the University of Queensland.

After completing his general practitioner and advanced skills training in obstetrics through the RGP and his Fellowship of the Australian College of Rural and Remote Medicine last year, Dr Sloss is now based at Thursday Island, where his work refl ects the varied role of a rural generalist.

For three days a week he travels around the outer islands, working as a GP and focusing on chronic disease

management in Torres Strait Islander people. For the rest of the week, he is based at Thursday Island Hospital, providing obstetrics cover and on-call services in emergency and obstetrics.

The 5-year RGP combines with the Australian General Practice Training program to produce an end point of advanced rural medical training. Each RGP trainee trains in an advanced skill, such as anaesthetics or obstetrics.

Many RGP trainees hold Queensland Health scholarships, with the pathway providing a way to integrate return-of-service obligations with training needs.

Queensland Health’s principal rural medical adviser, Dr Denis Lennox, who is widely seen as the architect of the program, says it was developed to produce doctors who have the skills needed to work in both primary and secondary care in rural towns.

A key plank of the program is to provide a supported pathway for rural doctors that can begin when they graduate from medical school.

“The tracks to rural practice in Queensland before the Rural Generalist Pathway tended to be disjointed”, Dr Lennox says. “There were fantastic initiatives such as rural clinical schools, but they weren’t connected into anything after undergraduate training, and most graduates were streaming into urban specialist settings.”

Another problem prior to the RGP was that students didn’t apply for rural training until 1–2 years after they had fi nished their medical degree and if they wanted to commit to rural medicine, they needed to move many times to complete the training they needed. “So we looked at all those experiences that represented a minefi eld for students and junior doctors to negotiate and produced a clear training pathway, with as few relocations as possible.”

Dr Lennox says the RGP has also meant that rural generalists have

In this section

C1CAREER OVERVIEW

The road ahead

C2

REGISTRAR Q+A

Dr Claudia Collins

C5

MEDICAL MENTOR

Dr Dan Manahan

C6

ROAD LESS TRAVELLED

The stuff of fi ction

C7

MONEY AND PRACTICE

General practice: does size really count?

‘‘The tracks to rural practice in Queensland before the Rural Generalist Pathway tended to be disjointed

”

Dr Denis Lennox

Dr Jack Sloss has found the ideal job in rural medicine — one that provides the occasional

adrenalin rush of acute medicine with the backdrop of general practice and the chance to be part of patients’ lives.

He is one of the fi rst graduates of Queensland’s Rural Generalist Pathway (RGP), which began in 2007 to help address the state’s rural medical workforce crisis and the loss of procedural skills in rural communities.

Dr Sloss heard about plans for the RGP when he was still a medical student, and he knew immediately that was what he wanted to do.

“Being a rural generalist meant I would be able to do a variety of medicine in a rural community,

The road ahead

Dr Jack Sloss

Queensland’s Rural Generalist Pathway is leading the way for rural training

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C2 MJA 197 (7) · 1 October 2012

professional status equivalent to that of a medical specialist, with remuneration to match. This recognition — both professional and monetary — has helped ensure the popularity of the pathway, he says.

The training programDoctors can join Queensland’s Rural Generalist Pathway as early as their intern year. They do a variety of term rotations and intensive skills workshops in their fi rst and second postgraduate years.

In their third year, trainees begin advanced skills training in a discipline of their choice, such as obstetrics, emergency medicine, surgery or anaesthetics.

In years 4 and 5, trainees work under supervision in rural communities in one of three roles: as a senior medical offi cer; as a medical offi cer or medical superintendent with right of private practice; or as a private practitioner and visiting medical offi cer at a rural hospital.

At the end of training, doctors are recognised as rural generalists and achieve Fellowship of the Australian College of Rural and Remote Medicine, or Fellowship in Advanced Rural General Practice, both of which certify their advanced specialised skill(s).

MisconceptionsDr Sloss says a misconception about rural generalists is that they have to be all things to all people, like the previous generation of rural doctors who often worked 80-hour weeks, had little time off and had to cover all procedural areas.

He says the RGP has addressed this issue by training a workforce that hopes to provide several doctors in a rural town, each with an advanced skill,

ensuring there are enough doctors with the required skills to provide work−life balance for all. “The RGP is suggesting that you can have a balanced lifestyle if there are two or three of you in the town”, Dr Sloss says.

Professor Tarun Sen Gupta, co-director of Queensland’s RGP, agrees that the new generation of rural generalists show that rural doctors don’t have to be “10-foot tall and bullet proof”.

“In the previous generation, rural doctors did work extraordinary hours and needed all the procedural skills”, he says. “While there are people who still do that, there is a range of skill sets that can meet the needs of rural communities and the pathway is providing that.”

Insider tipsThe Queensland Rural Generalist Pathway has proved so popular since it began fi ve years ago that there have been more candidates than available training positions in each intake.

So how would a medical student or doctor stand out to the selection panel?

Dr Sloss says candidates “need to show they enjoy the bush and rural and remote people, and that they want to be part of people’s ongoing lives”.

RGP medical director Dr Dan Manahan says aspiring rural generalists should show they are team players. “Rural practice is a team sport”, he says. “To get the best outcomes for your patients, you have to be able to work in resource-poor and time-poor teams, and our evolving rural workforce is learning to do this.”

Marge Overs

Leading the way

Queensland’s Rural Generalist Pathway is a role model for other states and territories, which are also battling to ensure that their rural and remote communities not only have enough doctors but also doctors with the necessary skills.

New South Wales, Victoria, South Australia and Western Australia are either investigating their own version of a rural generalist pathway to suit their jurisdiction,

or have already started recruiting advanced trainees to start next year. The Northern Territory had its fi rst intake of rural generalist trainees this year.

State and territory support for rural generalism coincides with a recent Senate Committee report into the rural medical workforce, which supported eff orts to increase the number of rural generalists through the development of training pathways.

Registrar Q+A

‘‘ there is a range of skill sets that can meet

the needs of rural communities and the pathway is providing that ”

continued from page C1

Dr Claudia Collins is a Senior Medical Offi cer with the Rural Generalist Pathway in Longreach, Queensland. She hopes to sit her fellowship exams for the

Australian College of Rural and Remote Medicine (ACRRM) next year

Why did you decide to become a rural generalist?I always knew I didn’t want to live and work in a big city, and I was trying to build my “dream job”, which included all the areas of medicine in which I had a special interest: acute and emergency medicine, women’s health and primary care. Rural generalism ticked all the boxes.

What have you loved about the rural generalist training program?I love the huge variety of skills and broad range of knowledge that I need to acquire to fulfi l my training and be capable in my role. I have also thoroughly enjoyed the chance to do an advanced specialist training year in obstetrics as part of rural generalist training.

What have been the main challenges?It’s a challenge to work full-time at Longreach Hospital while also providing general and obstetrics on-call cover, trying to maintain my study and training, and still fi nd the time to take some time off so my partner, who lives on the coast, at least remembers vaguely what I look like! It’s tough at times but hugely fulfi lling knowing the life I am working towards is just around the corner.

What advice do you have for other young doctors choosing a career path?Keep an open mind. You never know what aspects of medicine will appeal to you and what amazing skill sets you can combine into a fulfi lling, useful career. Rural generalism has something for everyone. I don’t know many other jobs where you can go from completing a caesarean section in the morning, to doing skin excisions, immunisations and mental health follow-ups in general practice in the afternoon, and then be called to the hospital for a category 1 resuscitation at night.

What do you plan to do when you fi nish the training program?I plan to continue working as a rural generalist. I’d like to spend some time with the Royal Flying Doctor Service. Outreach work also appeals to me. I have always wanted to do a stint with an aid agency such as Médecins sans Frontières. All may become a reality with the great range of skills and experience I am cultivating as part of my ACRRM training.

Professor Tarun Sen Gupta

Careers

C3 MJA 197 (7) · 1 October 2012

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C4 MJA 197 (7) · 1 October 2012

Careers

C5 MJA 197 (7) · 1 October 2012

Medical mentor

Dr Dan Manahan refl ects on his career as a rural generalist in Queensland

My main position is as a rural generalist clinician, which means I have a broad variety of roles at Stanthorpe Hospital, including seeing patients in the emergency department and in the general practice-type outpatients department, as well as inpatients, including maternity and cancer patients.

I’m what we call the old-style rural generalist. We’re not much different to doctors who come through the current Rural Generalist Pathway, except they have had a supported training pathway and we had to cobble together our own training. After my internship, I worked in Emerald in central Queensland for a year. The hours were long, but the work was fascinating and the patients were very appreciative. After that, I decided I wanted a career as a rural practitioner, but there was no clear path to achieving it, unlike in other specialties. I had some good mentors who helped me fi nd the training I needed, so I trained in general practice procedural areas, including surgery, anaesthetics and obstetrics. If there had been a clear pathway like there is now, I would have jumped on it.

Rural practice in Queensland has changed. When I worked in Emerald in 1990 we had two doctors to manage more than 300 deliveries a year. When I moved to Stanthorpe in 1996, I was the only doctor at the hospital, which had 120 births a year. I’d work 30 days on and have fi ve days off. The work was satisfying, but it was fatiguing and unsustainable. Over the past 16 years at Stanthorpe Hospital,

we’ve gone from just one doctor to the four doctors and two interns we have now. That’s close to being the right number. My team in Stanthorpe tell me that life isn’t too bad — that it is sustainable. It’s not perfect yet, but a one-in-four roster is a lot better than 30 days on and fi ve days off.

If rural hospitals and rural practices don’t provide an attractive and sustainable working environment, they won’t have a medical workforce. If you have to be on call every night or every second night in a town where there’s a lot of after-hours work, you are going to burn out quickly. The Rural Generalist Pathway is a key part of the process of making rural practice both attractive and sustainable. When I was training, some doctors who wanted to be procedural rural doctors gave up because it was too diffi cult to get the training they needed. We didn’t have enough rural doctors and I never had to compete for a position — I was always the only applicant. Some people are born to become rural practitioners. It is in their make-up and nothing will stop them. But for that group of people who would like to become rural doctors and don’t know how to negotiate it, rural generalist pathways will mean this group will come forward and achieve their goal.

The medical team at Stanthorpe Hospital is made up of rural generalists who want to be here. They weren’t sent here; they asked to come. They have the skill base needed to provide a hospital-based general practice,

emergency care and a maternity service, and they are really keen to work with the local GPs. One of the successes in Stanthorpe has been the GP community, who have supported the hospital by participating in our services. I would have been long gone if it wasn’t for those GPs.

The doctor who taught me the most was Dr Jim Baker, who was a rural obstetrician who visited Emerald and nearby towns. Jim, who died a few years ago, was a great mentor for me in terms of rural practice and his work ethic.

I fi nd karaoke is a good tool for training medical students. We’ve been training medical students at Stanthorpe Hospital since 1996, and we now have four students who stay for 12 months in their third year. We’ve had high-performing students who we’ve taken aside and said: “You can do a case presentation or you can skip this one and you’ll get an A grade if you do a karaoke song in the tea room instead.” I’ve had a couple of students take up that offer — one sang Dancing Queen and one sang Staying Alive, and they were X Factormaterial.

The best advice I have for young medical colleagues is to spend time with your family and don’t become a victim of your work. Over the years, dozens of older rural doctors have told me they regret the amount of time they missed with their family when their children were growing up. I’ve dedicated myself to trying to avoid that regret. Even though I worked long hours early on, I think I have been really involved in my kids’ lives. My kids would probably say I’ve been too involved.

Interview by Marge Overs

‘‘I decided I wanted a career as a rural practitioner, but there was no clear path to achieving it, unlike in other specialties

”

Dr Dan Manahan is medical superintendent of Stanthorpe Hospital in south-east Queensland and the medical director of the state’s Rural Generalist Pathway. The Pathway is a training program for junior doctors who want to pursue a career in rural generalist medicine, including advanced training in anaesthetics, obstetrics or surgery.

Finding his own way

Careers

C6 MJA 197 (7) · 1 October 2012

Road less travelled

While Dr Jacinta Halloran’s work as a GP has inspired her fi ction, being a writer has

also infl uenced the way she practises medicine.

Now when she talks to patients she fi nds herself homing in on the storylines of their lives.

“Once you start writing, you get very interested in the idea of narrative, and you start to tune into that a lot more with patients”, she says. “So the history you’re taking isn’t so much a medical history; instead you’re thinking, how has this person come to be how they are?”

The stories that she hears from patients have also sparked her creative writing — if only indirectly. She is inspired by the idea that everyone has a story, which shapes their lives.

“At the moment in my practice I see a lot of younger adults, and I’m very aware that the formative experiences of their childhood are still playing on them and affecting them in a signifi cant way”, she says. “But I would hasten to say I don’t use any patient stories in my books.”

General practice provided much of the content for her fi rst novel, Dissection¸ published in 2008. Although not autobiographical, Dr Halloran was keen to write about a familiar world as she developed her confi dence as a writer. The initial idea for the book came from a magazine article about a GP who had been sued.

A doctor is again the central character in her second novel, Pilgrimage, which Scribe Publications published in August, but the book focuses more on family experiences than on medicine.

Her third novel is already in the pipeline, but Dr Halloran assures that

it will move completely away from medicine.

“I think it takes a while to feel comfortable and to realise that you can actually do some research and use that to inform your writing, rather than it having to focus on something that you really know a lot about.”

Dr Halloran, who continues to work part-time as a GP in Melbourne, began writing seriously in her late 30s.

She had always enjoyed writing at school, but hadn’t known how to develop it into a career. “In those days there weren’t creative writing courses. Becoming a writer was a very nebulous concept. I got the impression that it was an unrealistic thing to do.”

Instead, when she fi nished school, she enrolled in medicine at Monash University, because she was good at sciences and attracted by the idea of helping people.

Although she liked the patient contact of her hospital training years, she didn’t enjoy the hospital environment. She preferred general practice because patients were much more active participants in their care.

After taking a break from medicine to raise a family, she realised she wasn’t keen to return to full-time general practice.

“I felt there was something else I wanted to do, something more creative I suppose.”

She decided to pursue her interest in writing, and enrolled in a course in professional writing and editing at Royal Melbourne Institute of Technology, which she loved from the minute she walked in.

Gradually working her way through the course, doing one or two subjects a year, she soon started getting some paid writing work such as writing

content for health insurance magazines and health information brochures.

Her real interest lay in fi ction, and eventually she enrolled in a novel writing course, later switching to a Masters in Creative Writing.

“When I started the novel I just knew that was what I wanted to do ... It took me a long time, but I had great encouragement from other writers in the course and great encouragement from my teachers.”

As well as writing and practising medicine, Dr Halloran is also on the board of the Stella Prize — a new annual literary prize for Australian women — and has recently been involved in several Melbourne Writers’ Festival events.

Although she’s never regretted studying medicine, Dr Halloran is pleased she decided to pursue writing.

“Now I really feel that I have two things that I can do”, she says. “It’s sort of exhausting in a way, but I feel very privileged at the same time.”

She says the two careers complement each other, with the disciplined work ethic she learnt at medical school proving useful in her career as a writer.

The social nature of general practice also makes a nice contrast to the solitary world of writing. “Sitting there writing is a very isolating and introspective activity, so it is quite a relief to get back to work and see your colleagues and talk to patients all day”, Dr Halloran says.

Sophie McNamara

The stuff of fi ction

‘‘Writing is a very isolating and introspective activity, so it is quite a relief to get back to work and see your colleagues and talk to patients all day

”

Life becomes art for general practitioner and writer Dr Jacinta Halloran

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Careers

C7 MJA 197 (7) · 1 October 2012

equipment, doctors are also more likely to have to take work home and the hours are less predictable.

He also points to an international trend: increasingly, younger doctors don’t want to be practice principals. “Many doctors are quite happy for that not to be part of the deal”, he says.

Dr Rashmi Sharma, the owner of a 14-doctor Canberra medical practice and chair of the ACT Medicare Local, says the next generation of GPs could be better equipped for business ownership by including business skills in their training.

“It would be sad if all big practices were run by corporates”, she says.

Large practice

Effi ciency is the big advantage of the larger practice, whether it’s private or corporate owned. The model makes support staff and equipment more affordable, which unshackles doctors from routine administrative and practice management tasks.

Dr Evan Jones, medical director of

Money and practice

Are large corporate-owned clinics better than the traditional small family practice? Doctors tell us how their experiences stack up.

General practice: does size really count?

A major shift in workplace dynamics is underway in Australian general practice.

Clinics are getting bigger and ownership is becoming concentrated into fewer hands, thanks to the era of corporate ownership and the rise of the GP super clinic.

The fi gures confi rm the trend: the number of doctors working in solo practice in Australia has halved over the past decade, and over half of all GPs now work in practices with fi ve or more practitioners (see box). 

The premise is that a cluster of doctors and allied heath professionals can share resources more effi ciently while collaborating to improve management of chronic conditions — but do the benefi ts of working in a larger clinic also extend to the medical workforce? 

Professor Mark Harris, executive director of the Centre for Primary Health Care and Equity at the University of NSW, points to the fi ndings of their study on teamwork in practices fi ve years ago.

“We found some interesting and complex results. Work satisfaction was not related to practice size. People could be satisfi ed in either”, Professor

Harris says. “The message is that it is possible to be satisfi ed in a larger practice.”

When it comes to working in a small versus a larger practice, each has pros and cons. Here are some of the main differences for doctors weighing up their work options.

Small practiceThe major advantage of working in a smaller privately owned practice is autonomy. Doctors who work in them say they tend to have more control over the way patients are managed and the way they practise.

Professor Harris says his research also suggests that continuity of care for individual patients and a sense of teamwork among staff are more achievable in a smaller practice.

Dr Anthony Mariampillai, who moved from a two-doctor practice to become director of medical services at Australia’s fi rst GP super clinic in Ballan, Victoria, agrees that a smaller practice is more conducive to forging personal attachments.

“If a part-time GP works in large, 10-doctor practice with six nurses and lots of receptionists and visiting allied health, you won’t develop those close relationships”, he says.

However, he says he is now freer to focus on being a doctor. “Now I can concentrate on patient care rather than administration and computers.”

According to Professor Harris, because smaller clinics have fewer doctors and support staff and less

‘‘ Work satisfaction was not related to practice size. People could be satisfi ed in either

”

Prof Mark Harris

The big picture

The proportion of doctors working in solo practice halved between 1999–00 and 2006–07, and the proportion in smaller practices (2–4 GPs) also decreased considerably, according to a 2009 joint report by the University of Sydney and the Australian Institute of Health and Welfare.

At the same time, there was an associated signifi cant increase in the proportion of GPs working in practices with fi ve or more doctors, from 35.8% in 1999–00 to 56.1% in 2006–07.

Careers

C8 MJA 197 (7) · 1 October 2012

he still practises in Ballan, but as the director of medical services at Australia’s fi rst GP super clinic, which opened in 2009.

Ballan District Health and Care is a not-for-profi t community-owned clinic that is administered by a board of directors. The clinic offers 29 health services — including fi ve GPs — under one roof.

Dr Mariampillai says there was much more administration involved in running his small practice, but he can focus on patient care at the super clinic.

“That’s the advantage. What I do miss about owning my own practice was being able to make my own decisions.”

Also, his relationships with his patients tended to be a bit closer in the smaller practice, although the large practice still offers patients continuity of care. “Luckily patients can stay with their own doctors”, Dr Mariampillai says. “Some clinics are not like that.”

Amanda Bryan

one of Australia’s fi rst super clinics at Strathpine in Brisbane, says he can’t imagine how a practice can function without a full-time practice manager “given the amount of red tape and bureaucracy involved”.

He also says the super clinic model makes it easier to coordinate patient care with onsite allied health workers. “As a result, the levels of communication are much better”, he says.

According to Dr Jones, doctors benefi t from the close proximity of allied health professionals. “The doctors can pick their brains, nut out clinical problems and interact with them, which is important for continuing education and professional development.”

Dr Jones says larger clinics can offer their staff greater work–life balance.

“If there are only two doctors and someone goes away, it places an impossible load on the remaining doctor. If there are 14 doctors, though, we have the capacity to deal with that.”

Dr Sharma agrees. “In a larger practice, staff don’t have to worry about going on holiday and that’s important because you don’t want burnout.”

One potential pitfall in the larger practice — especially if it’s corporate run — is lack of autonomy, Dr Sharma says.

“If doctors see something that needs changing but they have to go to head offi ce to make changes, that can lead to disengagement. The risk with a corporate-run practice is you lose the bottom-up approach”, she says.

However, Dr Sharma notes that a larger practice, such as hers, can work to mitigate this risk by valuing the input of all its doctors.

“They have a say in our fee structure and how we run the practice. They all get involved and we listen to them.”

Moving with the timesFor many years Dr Mariampillai worked out of his own two-doctor practice in Ballan, Victoria. Today

Asking the right questions

SMALL PRACTICE:

Doctors should consider the viability of small practices, according to

Professor Mark Harris, executive director of the Centre for Primary Health

Care and Equity at the University of NSW.

While some small practices are well run and very eff ective, a doctor

considering joining a small practice should fi nd out if it has suffi cient

resources and if it is run sustainably. He suggests asking if the practice has

a trained practice manager, and discuss with existing staff how they feel

the practice functions as a team.

Professor Harris also suggests having a chat with the practice manager.

“It’s not just a question of how you get on with principal but how open

the practice manager is to improving things”, he says. “A dynamic practice

manager can make an enormous diff erence to way the practice runs.”

‘‘ If doctors see something that needs changing but they have to go to head offi ce to make changes, that can lead to disengagement ”Dr Rashmi Sharma

LARGE PRACTICE: Professor Harris says that before a doctor joins a large

practice, it’s worth asking whether staff are encouraged to

provide input into how the practice is managed.

“This is more likely in a privately owned clinic than a

large corporate practice, especially in a large chain where

decisions have to go up the corporate hierarchy”, he says.

“Sometimes GPs say they fi nd that aspect a bit irksome

after a while.”

Professor Harris also suggests asking how easy is it

for patients to see the doctor they want to see. “If you

are always seeing diff erent patients and not building

continuity, that can be frustrating”, he says.

Careers

C9 MJA 197 (7) · 1 October 2012

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Medical Superintendent with Right of Private PracticeDivision of Rural Health and Aged Care, Chinchilla, Darling Downs Hospital and Health Service. Remuneration value up to $241 150 p.a., comprising salary between $115 030 - $125 724 p.a., employer contribution to superannuation (up to 12.75%) and annual leave loading (17.5%), private use of fully maintained vehicle, communications package, professional development allowance, professional development leave 3.6 weeks p.a., professional indemnity cover, inaccessibility incentive paid at completion of each 12 months service, plus overtime and on-call allowances. (MSR1-1 – MSR1-4) (Applications will remain current for 12 months).Duties / Abilities: Responsible for the provision of efficient quality medical services to inpatients and outpatients of the Chinchilla Health Service including the provision of 24 hour emergency coverage on a rostered basis.Job Ad Reference: H12DD0948.

Medical Officers with Right of Private PracticeDivision of Rural Health and Aged Care, Chinchilla, Darling Downs Hospital and Health Service. Remuneration value up to $214 822 p.a., comprising salary between $115 030 - $122 106 p.a., employer contribution to superannuation (up to 12.75%) and annual leave loading (17.5%), communications package, professional development allowance, professional development leave 3.6 weeks p.a., professional indemnity cover, inaccessibility incentive paid at completion of each 12 months service, plus overtime and on-call allowances. (MOR1-1 – MOR1-3) (Two positions. Applications will remain current for 12 months).Duties / Abilities: Responsible for the provision of efficient quality medical services to inpatients and outpatients of the Chinchilla Health Service including the provision of 24 hour emergency coverage on a rostered basisJob Ad Reference: H12DD0991.

To apply for the positions grouped above:Enquiries: Dr Hwee Sin Chong (07) 4616 6340.Application Kit: (07) 4616 6258 or www.health.qld.gov.au/workforusClosing Date: Thursday, 11 October 2012.

BlazeQ02

7007

Consulting Rooms Sessions & Suites

BROOKE ST MEDICAL CENTRE (BSMC)Woodend VICF/T or P/T GP’s are welcome to join our large, purpose built, fully computerised and accredited teaching Practice. You will be supported by F/T Practice Nurses and a strong Allied Health Team. Team players who are interested in working in this friendly, supportive & stimulating environment, in the beautiful Macedon Ranges Shire (only 45mins from Melb) should contact Deborah Stidwell for further information. PH: 0354271002 or email dstidwell@bsmc.net.au

ServicesHospital Appointments

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Careers

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Clients and candidates use the services of professional recruitment firms who are members of AMRANZ, the medical recruitment member group of RCSA, because Corporate Members are bound by the ACCC authorised Code for Professional Conduct. Be assured you are in safe hands by looking for the AMRANZ and RCSA logos.

Do you want to join AMRANZ? Visit us at: www.rcsa.com.au and search for AMRANZ

INDUSTRY LEADERS CAN BE DISTINGUISHED BY THEIR LOGOS

info@rcsa.com.au www.rcsa.com.au

CORPORATEMEMBER

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Careers

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For further information on these fantastic opportunities then please feel free to contact me either via my email address liz.hill@westcoastdhb.health.nz or give me call on +64 3 378 6677.

Are you a generalist at heart? This is your chance to shape the future in rural healthcare. Once we have shown people how it’s done everyone will be doing it!

Our aim is to provide excellent sustainable health services for our rural communities. With a population of 32,000 people over an area of 23,000 square km we have to think outside the square when it comes to healthcare. We are already ahead of our time when it comes to how we provide our services, with the introduction of telehealth allowing us to provide enhanced care to those living in remote and rural areas. We are moving towards all parts of the health system on the West Coast working together to provide great services for our communities, with the Canterbury health system supporting us through the Transalpine Service.

Now we are looking at how we staff our hospital, so we have developed the role of Hospital Generalist within Grey Base Hospital. In this position we will need you to work in a broad way to cover the emergency department as well as other areas within the hospital. Depending on your skills it may also include community settings such as general practice. You will work in close collaboration with hospital specialists at Grey and Christchurch Hospitals, and provide support to general practice teams up and down the Coast.

Ideally you will be an Emergency Physician, Rural Hospital Medicine Specialist or a Rural General Practitioner but we would consider Doctors who have comparable experience. This role is for someone who has the skill set to work as a generalist in our small provincial hospital and is keen to work in a new way. It will provide you with the ability to work within the whole hospital setting and therefore allow you to expand and develop your clinical skills.

We can not only offer you the ideal role that will pave the way for the future but we can also offer you the lifestyle that most people can only dream of. With internationally acclaimed scenery and a recreation heaven at its doorstep - skiing, mountain biking, hiking, climbing, fishing, water sports what more would you want!!

Bear Grylls eat your heart out

Hospital Generalist Medical Officer - West Coast, New Zealand

Overseas Appointments

careers.nzblood.co.nz

TRANSFUSION MEDICINE SPECIALISTWellingtonFull-time

The New Zealand Blood Service was established in 1998 to provide a national vein-to-vein service in transfusion. The Wellington area is responsible for collecting and processing approximately 40,000 donations each year, with an active donor apheresis unit, therapeutic venesection programme and provision of a full range of immunohaematological services. The Centre provides a comprehensive transfusion medicine service to the Wellington hospital and also houses the New Zealand Haemovigilance programme.

As the Transfusion Medicine Specialist you will be responsible for clinical direction and management of the local service. To be successful in securing this position, you will have a qualifi cation which will enable you to become vocationally registered with the New Zealand Medical Council.

Close professional links are maintained with the haematologists at Wellington Hospital. The possibility of a joint position, including haematology sessions, will be considered for appropriate candidates.

For further information and to apply for this role, please visit our careers site at careers.nzblood.co.nz

Applications close: Friday, 30 November 2012

All applications will be treated in the strictest confi dence.NZBS is an Equal Opportunity Employer

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C14 MJA 197 (17) · 1 October 2012

Healthcare Jobs is an exciting new website, designed to deliver the best possible job opportunities to you.

Healthcare Jobshas launched!

Visit www.mja.com.au/jobs

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Enquiries Ph: 02 9562 6688 Email: healthcarejobs@mja.com.au

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