Role Profile Psychologist Somerset Second Step

Transcription

1 Somerset Second Step 9 Brunswick Square Bristol BS2 8PE February 2019

2 1. Job description The job description does not describe a comprehensive list of duties, rather a broader range of accountabilities and performance indicators. The role profile is subject to review and change. 1.1 Job purpose The role has 2 distinct purposes: A) Part of the role is to provide specialist psychological advice and support to Second Step s Complex Needs Service in Somerset by advising staff on a day-to-day basis on complex psychological issues amongst the service user group. To develop bespoke CBT/DBT informed toolkits and training materials for staff to use independently to inform their dayto-day practice and interaction with service users. The role will not provide day-to-day support and advice for every service user, but pre-defined support and advice for specific situations and that will inform the development of training and toolkits. The ultimate aim of this role is to upskill the high support team and equip staff with psychologically informed tools in order to improve practice with complex needs service users. Aligned to this aim, the post holder will help inform the organisation s Psychological Informed Environment implementation plan. The post holder will also share learning to external stakeholder organisations within Somerset, in order to build psychologically informed capacity within the system. B) Part of the role is to have a small caseload of complex needs service users across multiple services. To case manage a small number of service users within the intention to help remove psychological blocks to progressing into independent accommodation. To work closely with the relevant teams to provide advice to support relevant service users, attend relevant multi-agency meetings and update relevant paperwork including risk assessments. To work flexibly and creatively with service users and to self-manage caseloads. Page 2 of 14

3 Job Context Second Step is a leading mental health charity in the South West offering housing, support and hope to thousands of people with mental health and other problems. Our goal is to inspire hope and deliver change for everybody and every community we work with. Second Step, in partnership with Ara, are providing a new service for people with complex needs in Somerset. The service will work with clients and partners creatively to develop new and sustainable support and housing for up to 300 adults with mental health needs, who are homeless, or at risk of homelessness, have drug and alcohol problems and/or have been involved in the criminal justice system. It is a five year contract starting April Organisation Line Management Colleagues/Peers Direct Reports Service & Transformation Manager Team Managers, Partnership & Learning Manager, Senior Practitioner, Recovery Coaches, Second Step s N/A Page 3 of 14

4 1.3 Job accountabilities a. To conduct specialist psychological direct or indirect support and interventions for service users in Somerset with complex needs. Support staff to further support service users with complex mental health issues. Use expertise and experience, together with knowledge gained to develop bespoke CBT/DBT informed toolkits and training for staff in order to create a legacy of learning. Sit in case review meetings to help staff to greater support service users with complex mental health issues, offering advice in practice. Helps staff to understand interventions that consider context from an equality and diversity perspective. Provide specialist CBT/DBT informed psychological interventions in crisis situations where support staff require expert advice. Plan, prepare, deliver and evaluate psycho-educational workshops to upskill staff and evaluation training being developed. Adhere to relevant professional code of conduct and participate in regular clinical and managerial supervision Adhere to Second Step s policies, procedures, values, code of conduct, legislation and with a Recovery orientated approach Promote and facilitate service user involvement in the service Work at different locations across Somerset to ensure service users receive an equal, consistent and appropriate service Provide expert advice and some support to the Service and Transformation Manager around Psychologically Informed Environments and progressing this organisational aim in the services. Provide advice, guidance and consultation to other professionals contributing to service users care plan if necessary Liaise effectively and maintain excellent working relationships with all agencies and other parties involved in service users support, including referrals to other support providers Support formulation based interventions b. To conduct specialist psychological assessment and interventions for service users of the Somerset Creative Solutions for Complex Adults service Manage caseload, documentation and time effectively, to ensure that treatment delivery remains accessible, convenient and with minimal waiting times where possible. Ensure accurate record keeping using the agreed information systems, and to work with other team members to provide relevant information and data as required Page 4 of 14

5 1.4 Performance measures and critical success factors Delivery of specified up-skill project work to time and standard Bespoke toolkits and training is developed Targeted caseload is maintained Treatment plans are up to date, realistic, client centred and outcome focused Positive outcomes for service users are achieved Policies and procedures are followed Contribution to the monitoring, evaluation and development of the service Collaboration and contribution to the effectiveness of the team Communication and liaison with partners and stakeholders is positive and builds strong relationships Relevant reports are completed on time and to standard Page 5 of 14

6 2. People profile 2.1 Person specification Essential Qualifications Current professional registration as HCPC practitioner psychologist or equivalent CBT/DBT specific training Skills Demonstrates high standards in verbal and written communication, including IT and telephone skills Ability to develop good therapeutic relationship with service users Ability to work independently and within a team, fostering good working relationships Understanding of issues surrounding clinical risk Ability to cope with workload pressure, prioritise workload and contain the stress of others Maintaining a high degree of professionalism in the face of highly emotive and distressing problems, verbal abuse and the threat of physical abuse Knowledge Specialist therapeutic interventions relevant to service user group e.g. motivational interviewing, CBT Specialist assessment, including risk assessment An understanding of the support needs of homeless people with complex needs Experience Post-qualification experience of working with a range of adult mental health problems including complex, severe and chronic psychological problems Values Commitment to diversity and equal opportunities Ability and motivation to work with a Recovery focused Desirable CBT Masters training DBT training an advantage BABCP Accredited Knowledge of legislation, policies, strategies and other relevant work related to homelessness and mental health Experience of working with Personality Disorder and Dual Diagnosis Experience of working in secondary mental health services Trained in provision of supervision for CBT Page 6 of 14

7 approach, encouraging active participation in every aspect of care and treatment Commitment to service user group Other Access to transport, flexible and willing to travel to remote sites across Somerset Region Page 7 of 14

8 Competencies Competency Entry Level (3) Desired Level (4) Exceptional Level (5) Achieving Results Prioritises key tasks and manages own workload, taking into account the impact of own work priorities on those of others. Services reduce barriers, support service users to find their own solutions and to achieve positive outcomes. Able to use a range of approaches to analyse and manage problems and performance issues. Sets appropriate targets for self and others, will go the extra mile to deliver work on time and within budget. Page 8 of 14 Adjusts own work priorities to take other s priorities into account, and involves other people to achieve goals. Carries out complex analysis of problems, develops innovative approaches to problems and takes calculated risks. Sets appropriate long term objectives that improve the service and the performance of the organisation. Skilled in leading organisation wide project teams that deliver key objectives within time and resources. Anticipates issues and looks beyond problems to the strategic causes. Ensures problems are managed at the right level and involves colleagues and partners appropriately in joint problem solving. Works effectively and efficiently in an environment of uncertainty, complexity and risk. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Customer Care Everything we do and how we do it carries the message that recovery is possible for everyone using our services. Customers include: Service users Carers Understands explicit service user needs, including cultural needs and supports service users to develop skills to meet their needs. Ensures that their service/team does not discriminate against people on the grounds of age, gender, race, ethnicity, faith, sexual orientation or ability. Understands explicit service user experiences and needs and identifies ways in which the service can respond effectively. Understands and identifies discrimination and social exclusion and acts to reduce it in service delivery. Develops feedback and Understands both explicit and implicit service user needs and identifies ways in which service/organisation can respond effectively. Develops strategies for involving service users in measuring the performance of services. Promotes awareness of the

9 Members of the public External agencies Funders Any other interested parties evaluation systems that improve impact of stigma and discrimination and acts to reduce it, both within the organisation and with external agencies. Identifies and nurtures customer contacts that have a positive impact on work and/or Second Step. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Effective Communication How we talk to people, our non verbal communication, how we record our work, all give a positive message of hope and recovery. Understands the information required by their peers and reports and is skilled and confident at communicating with, and listening to, others. Designs and writes well structured, clear and relevant documents, letters and reports. Communicates with others in a form and manner that takes into account their background, culture and level of understanding. Page 9 of 14 Plans and manages all communications and ensures they are clear, effective and have maximum impact. Is a sensitive communicator, able to diffuse difficult situations by careful handling of communications. Designs and creates effective presentations and reports and is skilled and confident in presenting to audiences. Has highly developed presentation abilities and is effective at promoting the key messages and objectives of organisation. Plans communication around the needs/objectives of the audience. Distils key messages or key conclusions from complex situations. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Partnership and Teamwork All team work and partnerships should centre on the support Develops and maintains effective working relationships, understands and contributes to the collective responsibility for achieving results. Always tries to understand the needs and priorities of colleagues and reports, builds relationships based on cooperation, respect and trust. Able to work effectively in different cultural situations and with different groups. Able to identify and understand

10 requested by an individual and work collaboratively to achieve this. Every service user should have full knowledge of who is involved in their support. Helps team decision making by their own contribution and supporting others to contribute. Makes a positive contribution to wider team processes such as problem solving, or implementing change. Facilitates in their team a culture of openness, co-operation, trust and responsibility. Shares power within the organisation and across networks and develops constructive relationships with SMT and other stakeholders, to enable their true involvement in decision making politics and negative behaviour in others and work through and resolve these positively and tactfully. Is seen as a role model for partnership and teamwork. Respected and trusted by everyone they work with Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Personal and Professional Development Being open to learning about ourselves and from others, being committed to continual learning and development, assists us to support individuals in their recovery. Understands the nature and causes of their emotional reactions to particular situations and actively manages own emotions and reactions when necessary. Is sensitive to the needs of others in difficult or pressured situations. Actively participates in supervision, reflects on supervisor s feedback and applies this learning to future work Knows their strengths, and limitations, and understands how they impact on others in a range of situations, including when providing leadership that makes a difference to their team. Recognises others anxieties and problems, and facilitates them to find ways of dealing constructively with these. Uses reflection on their work in supervision to maintain and improve their work. Maintains their own personal and professional development by using both formal and Is open and realistic about their own competencies and shares this self appraisal with their supervisor. Uses feedback from their supervisor to improve their self appraisal skills. Actively shares their own learning with people they supervise. Is able to reflect on the quality of supervision given and received and seeks to address any concerns appropriately. Is a self-directed learner, able to accurately assess own development needs and consistently seeks to acquire Page 10 of 14

11 informal learning opportunities, independent of/in addition to, new skills, knowledge and learning opportunities. their supervisor s suggestions. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Service Area Expertise Services support individuals to find ways of understanding and meeting their own needs. Understands the specialist and/or professional requirements of the job and applies this in their day to day work. Has an up to date knowledge of the full requirements of the hob and is willing and able to learn new skills as necessary. Applies Equal Opportunities principles to practice within own service/team Has a comprehensive understanding of the specialist and/or professional requirements of the job and applies this in all areas of their work. Acts as a reference point within own particular service/team. Ensures the service/team respects diversity in all aspects of service delivery. Invests considerable effort in maintaining specialist and/or professional knowledge, experience and skills. Keep abreast of new thinking in area of expertise. Is recognised as the expert in own particular service /team. Promotes respect for diversity with internal and external customers Competency Entry Level (3) Desired Level (4) Exceptional Level (5) Recovery Orientated Practice Consistently applies recovery principles and values in direct work with service users. Is able to use a recovery focussed approach with service users with a range of needs. Actively promotes recovery with colleagues and the wider organisation Is able to apply recovery principles and values in all aspects of work, with groups and individuals throughout the organisation Integrates recovery principles and values into service development. Maintains up to date comprehensive knowledge of user-led initiatives and applies this to all aspects of organisation and service development. Page 11 of 14

12 Competency Entry Level (1) Desired Level (2) Exceptional Level (3) Strategic Thinking and Analytical Reasoning Understands own service/team s aims and targets, organisational aims and targets and plans and prioritises own work to compliment and contribute to these. In straightforward situations can analyse the issues and propose constructive options. Breaks down problems and situations into manageable steps, prioritises tasks and uses tried and tested ideas, concepts and solutions to manage these. Page 12 of 14 Makes decisions, sets priorities or develops goals based on future potential and benefit. Analyses problems and situations and finds long-term solutions and benefits that improve service/team s outcomes. A lateral thinker, able to rotate a complex issue mentally and consider wide ranging options to address complex issues and risks. Makes sense of disparate information, sees patterns and trends. Consistently takes a wide, longterm view of challenges, risks and opportunities and develops key strategies to respond to them. Develops and maintains a vision for the department to provide direction for services and teams, and contributes to a shared vision for the organisation Understands, clarifies and makes appropriate use of diverse information. Crystallises the key ideas, issues or observations from complex data. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Working with Change Staff and systems are flexible and respond to customer s changing needs Is able to implement new strategies with guidance. Is able to accept change and view it as an exciting opportunity. Facilitates team in a manner through change to create a sense of ownership. Understands the nature of change and its impact on individuals; continually develops both general and specific plans for the proactive management of people through change. At a departmental level evaluates and challenges current ways of doing things, Able to envision the changes required to achieve a given result and to develop approaches to implement them. Is a change leader who inspires others to share a vision of the future with real commitment to it. On an organisational level

13 developing new services/processes taking proper account of costs, benefits, buy-in and impact. Able to manage change projects through development and implementation to evaluation and feedback. evaluates and challenges current ways of doing things, developing new services/processes taking proper account of costs, benefits, buy-in and impact. Establishes clear long-term plans for self and others. Plans own and report projects and tasks, establishing clear long-term priorities to ensure that department and organisation objectives are met, and regularly reviews progress against targets. Anticipates change and plans and organises resources effectively to deliver key objectives. Identifies major risks to plans and has carefully thought through contingency plans in Brings in project work on time place. and budget. Competency Entry Level (2) Desired Level (3) Exceptional Level (4) Organisation and Sector Awareness Knows and understands Second Step s mission statement, vision and values and applies these to all areas of their work. Knows how own role and service/team fits into the overall organisation of Second Step and partners. Knows who the key decision makers are and what their views are on important issues. Networks and has contacts across Second Step and partners. Shows sensitivity to the strategic priorities and any resource constraints within Second Step and other agencies. Competency at Level 3 maintained for at least 1 year as recorded in annual appraisal Page 13 of 14

14 Keeps up to date with changes in sector and can describe how they impact on our work. Competency Entry Level (3) Desired Level (4) Exceptional Level (5) Policy, Procedure and Practice Policies and procedures support individual service users in their own recovery journey and inform our best practice. Services are delivered in line with equal opportunities and do not discriminate. Actively pursues improvements to procedures which produce benefits to all. Challenges policies and procedures which have a negative impact on service delivery Uses judgement to reach decisions on situations not fully covered by policies or procedures Is able to draft new policies as required and incorporate organisational knowledge and best practice into these. Actively and accurately identifies gaps in policies and remedies these within appropriate timescale. Ensures any new policies and/or procedures are effectively promoted and implemented throughout service/team and organisation. Competency at Level 4 maintained for at least 1 year as recorded in annual appraisal Page 14 of 14