Epic have a lot of experience in EMR installations and have been rated by KLAS, an independent US organisation which reports healthcare IT vendor performance . Epic are ranked as the number one overall software suite provider for the last 6 years. Epic know what they are doing, learn from their experience and RCH will follow their lead. However, we understand how RCH work and this is unique, we need this information to make sure that we build the system to suit our work and get the most benefit we can from the system.

Epic has done many installations and has learned that the benefits of training the team together and away from the distraction of their busy lives assist in getting through the curriculum. They have found that the focus team members can put into the study and training benefits the work to be done getting off the ground sooner.

after training, team members return to Melbourne and begin project work to become proficient in the software. Each team member must sit a credentialing examination and be certified in the software. Without this certification, you cannot work on the Epic system. There are very few people who do not get through certification. In the UK at Cambridge, of the 150 staff on their project, all continuing members of the team received certification (one person realised early on that this project was not for them).

We understand the need to keep applications confidential. Two of the EMR leadership team (Jackie McLeod and Lauren Andrew) will be managing internal enquiries and applications. It will be an important step for you to discuss the application with your manager at some point in the recruitment process. Jackie / Lauren will be discuss this with you should you apply. There are two HR specialists assigned to the recruitment process, Tony Duras and Mark Warner.

The teams are based around the software suites, so we need specific people and skills allocated to each team. These teams will work together and deliver the software, test it, train the RCH staff and really be experts in their area. It does not work without this cohesion and specificity. You will have an opportunity to preference a specific team(s) when you apply.

there is considerable work that has to be done, and experience in other EMR projects have shown that a mix of part time and full time staff is great, however if the project has too many part time staff it is difficult for the part timers to get credentialed in a timely manner and give the project the continuity to get the work done.

We appreciate this may be a big transition for many clinical staff, and understand that some people may like to do some clinical shifts. This is acceptable on an ad hoc basis. Please discuss with Jackie, Program Director.

All external staff will be offered the positions at the appropriate AO classification matching skills and experience with budgeted positions.

For seconded RCH staff it is expected that salaries will be commensurate with their current base salaries. Any penalties related to ward and shift work or local work agreements will not be part of the package.

For seconded RCH staff, any local, flexible agreements may not be transferred. We hope however that what the EMR project will offer you will be exciting and worth the change!

All positions will be seconded according to the RCH secondment procedure and we hope to be able to negotiate holding your current position open for two years.

Come along to the EMR recruitment briefing sessions:

You can also contact HR for advice. Please direct an email to Tony Duras.

There are many ways that you can be involved in the program without taking on a seconded role. We will require RCH staff who are experts in their area to assist us with mapping and collecting data on what we do now, we need people on user groups advising and making decisions with the respective build team, we will also require trainers and superusers to assist with Go-Live in 2016. There are plenty of other ways to be involved! Please talk these over with Lauren or Jackie.