Updated: Jul 31
This resource has been created to help support you hiring your first or next Network Manager.
To get you started, you will need to answer these initial 3 questions.
1. What do you want them to do?
2. Do you want them to be permanent or a contractor?
3. What can you afford?
Let's jump in!
1. Collectively agree the objectives of the role
Before the appointment, carefully decide as a network what objectives you would like this role to fulfil.
I wouldn’t leave this task just down to the Clinical Director as all of the network’s board members need to see the value of this appointment.
You may need support with:
Proactive stakeholder engagement
Day to day financial management
Managing the contractual requirements of the network
Coordinating training and development
Recruitment to new roles
Coordinating, administering or chairing meetings
Ensuring the network is kept up to date with national and local policies
Implementing; specific projects
Please also remember that the network manager should help you plan for the future and will release your time enabling you to concentrate on those things only you can do.
2. Permanent vs Contractor
Now you have decided what you need and why you need it, do you hire a permanent, fixed term or a contractor for the role?
Neither is better or worse. Employees and contractors serve slightly different needs.
The table below, will help you weigh up what will work for you.
3. Agree the finances
Once you have collectively agreed why you need the role and what you want this person to do, the mechanism in which to hire them, you need to assign a budget to invest in this area.
You have to budget accordingly and decide how long you want this appointment.
You also have to consider the level of experience you want. The more experienced, the higher the cost but the more they can do for you. Think about the value of their experience, expertise and skills just like you would want people to value yours.
The qualifications and professional development, accolades, the years in service, the deliverables from past clients or employment and testimonials from past work all play into the salary or fees of the contractor.
Whereas a less experienced person may need more training, direction and support.
You have to decide which level of experience will help you achieve your goals.
4. Training & Development
If you're hiring or recently hired a PCN Manager, find out more about the The PCN Management Induction Programme.
For further details please head to our specific webpage and if you have any specific questions, please do reach out to the team.
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Find out more about THC Primary Care at www.thcprimarycare.co.uk
And follow Tara on Twitter @THCPrimarycare
I'm Tara; I am the founder of THC Primary Care, an award-winning healthcare consultancy specialising in Primary Care Network Management and the host of the Business of Healthcare Podcast, where we have now published over 250 episodes.
I have over 20 years of project management and business development experience across the private and public sectors, and I have supported over 120 PCNs by providing interim management, training and consultancy.
I have managed teams across multiple sites and countries; I have an MBA in Leadership and Management in Healthcare, I'm published in the London Journal of Primary Care, and I am the author of over 250 blogs.
I have 3 children. My eldest has Asthma, my middle child has a kidney condition called Nephrotic Syndrome, and my youngest daughter has Type 1 Diabetes, so outside of work, healthcare plays a huge role in my life.