WREXHAM AFC Club Doctor

EXPERIENCE/QUALIFICATIONS REQUIRED

• Full GMC registration
• MSc in Sports Medicine
• Experience in professional sports
• Evidence of relevant CPD and diverse clinical skills
• ATMMiF qualification

PERSONAL SPECIFICATION – SKILLS / ABILITIES REQUIRED

• Extensive experience of training / rehabilitation principles and a sound understanding of rehabilitation process.
• Proven expertise as a Team Doctor in an elite environment.
• In-depth knowledge of common sports injuries, advanced clinical examination skills, injury management, effective treatment options with a focus on player welfare.
• Wide experience and understanding of football regulations, clinical governance, compliance and anti-doping.
• Excellent communication skills with the ability to liaise with players and performance staff along with the ability to manage multiple tasks in high pressure situations.
• Demonstrate consistent leadership, team player and management skills.
• Ability to work in a high pressurised environment with a flexible approach to working hours and job role with a willingness to attend all home and away games, travel for pre-season and in season tours.
• Adaptability to changing environment at short notice.
• Ability to set and maintain high personal and professional standards.
• Professional and discreet regarding all medical information of players and staff in all media interactions.

• Committed to, and an understanding of, equality and diversity in sport.#
• Byddai hyfedredd yn y Gymraeg yn fantais amlwg

CLUB VALUES

Code of Conduct  

Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club.  Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.  

Equality, Diversity & Inclusion

Wrexham Football Club are committed to ensuring that equality, inclusion, and diversity of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.  

The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.  

Safeguarding and Safer Recruitment

Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.

Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.   Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.