HARROW & HILLINGDON EARLY INTERVENTION SERVICE JAMERSON AND GOODALL DIVISION JOB DESCRIPTION. Clinical Team Leader Harrow & Hillingdon EIS

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1 HARROW & HILLINGDON EARLY INTERVENTION SERVICE JAMERSON AND GOODALL DIVISION JOB DESCRIPTION Job Title: Clinical Team Leader Harrow & Hillingdon EIS Grade: Band 7 Hours: Location: 37.5 hours Full Time The service delivery model of EIS is outreaching and all post holders will be expected to deliver services to users within a variety of community based sites such as homes, clinics and community resources. The main Team base is; The Pembroke Centre 90 Pembroke Road Ruislip Manor Middlesex HA4 8NQ In order to meet the needs of the Trust s services you may be required from time to time to work outside your normal place of work. The Trust reserves the right to change your normal place of work to any other location within the Trust. Responsible To: Accountable To: Early Intervention Service (EIS) Team Manager Hillingdon Community Service Manager Adult Mental Health Key Relationships: Job Purpose: Service users and their families and friends. Adult mental health services in Harrow and Hillingdon Child and Adolescent Mental Health Service CAMHS Local Crisis Resolution Services Substance Misuse Services Primary care Statutory and non-statutory external agencies and community groups and organisations. Other stakeholders The overall purpose of the job is to support the team manager in providing a unified and integrated management structure for all staff in the EIS Team. To ensure that the team work to an agreed operational policy offering a high standard and integrated EIS Treatment service presenting with a first episode of psychosis. To assist the team manager in developing a model of working with service users with a first episode of psychosis, including dual diagnosis and mild learning disability, ensuring that services to those practices are provided to the highest possible standard.

2 To deputise for the team manager when required. To ensure that all referrals to the team are dealt with in an appropriate and timely manner consistent with the new access and waiting times target and timely allocation of care coordinators. The post holder will be expected to have well developed clinical skills of their own in order enable them to appropriately guide and supervise staff at all levels and, hold a caseload As the new national access and waiting time standard came into effect from 1 April 2015 for Early Intervention in Psychosis services, more than 50% of people experiencing first episode psychosis are expected to commence a NICE approved package of care within two weeks of referral. CNWL Trust has enthusiasm and a commitment to ensure successful introduction of this standard by improving the timeliness and access to nice concordant treatment package. Joining the team at this time offers a real opportunity to obtain, improve, or develop your skills in psychosocial interventions whilst supporting the implementation of the new standard. 1. Overview of Main Responsibilities In conjunction with the team manager: To be the clinical team leader for the EIS Team, responsible for the clinical practice of the team and ensuring that priorities are met. To line manage CPNs, AMHPs/Social Workers, OTs, unqualified staff and to line manage the work of the psychologists as it relates specifically to EIS work. To carry and care co-ordinate a caseload To ensure systems for the delivery of CPA and Personalisation are in place and that they are made available to service users in the team To work with in the relevant legislative frameworks (e.g. Mental Health Act (1983) Mental Capacity Act (2005), Deprivation of Liberty Safeguards, Care Act 2014 etc) To promote a culture of service user choice and control within team members daily practice to be monitored and developed through supervision and appraisal To ensure that the team works within the relevant frameworks and policies for safeguarding vulnerable adults To ensure that services within the multidisciplinary team are well co-ordinated in order they are responsive and attuned to the needs of its service users To ensure that systems are in place for monitoring assessments, allocation, caseloads and clinical review processes To ensure that clinical supervision is given to all professional staff in the team and to ensure that staff work to high standards of professional practice. To demonstrate a high level of clinical competence both in relation to supervision of staff and direct face to face contact with service users To be a member of the EIS management team. To advise the EIS team manager regarding the delivery of community mental health services and be involved in identifying the resources needed in the team. To ensure that the service works in co-ordination with other EIS, HTT, and Acute In- Patient services. To ensure effective liaison with other relevant agencies To maintain and develop administrative procedures regarding the recording of case records.

3 To ensure that service users are involved in the development of the team and local services To facilitate the development of effective supporting structures for carers in line with CNWL. 2. Communication In conjunction with the team manager: To work in partnership with the consultant psychiatrists in the team to actively promote MDT working To work actively in partnership with service users and carers To engage directly with service users to ensure effective consultation regarding service standards and development To facilitate and enhance good team working and promote reflective practice To ensure strong links are maintained with the assessment and inpatient teams pressures To ensure that there is full discussion with all relevant parties before discharge, in line with the Trust s safe discharge policy, Department of Health Guidance and within the local CPA framework To ensure the team maintains close liaison with all local agencies that support service users, including the Metropolitan Police Service, primary care and voluntary sector organisations To maintain close liaison and address interface problems with CNWL, social services, colleges and universities. To ensure good working links with any other agencies who may be involved in referring service users or providing services for them To disseminate professional developments and changes in policy or legislation, information regarding services and community resources, to ensure that staff utilise these services or developments for the benefit of service users To provide expert advice and consultation in professional matters relating to the postholder s discipline, and to ensure that expert information and advice is available for the other disciplines in the team To attend liaison meetings with other teams agencies, for example police, housing, learning disabilities etc 3. Training In conjunction with the team manager: To ensure that all disciplines in the team conform to the agreed operational policy To ensure that accurate case recording occurs regarding all aspects of the work undertaken with service users and that this is reflected in the teams database, and that administrative systems are updated whenever there is any adjustment in service To take an active role in clinical governance to ensure high standards To ensure team members have the competence to undertake the work of the team and to participate in delivering in-house training. To ensure that the training professional and legal requirements are met. To promote training for students on placement To ensure that team forums are developed that facilitate: team development, cross disciplinary learning and communication between team members, clinical professional dialogue and staff support

4 4. Policy and Service Development To work within and contribute to, the development of service policies and procedures, within the overall operational policy for the CNWL Early Intervention Service. To participate in and contribute to the development of the development of the expanded Team, using discussion and wide liaison with other teams and community agencies. To participate and promote quality patient care through compliance with Key Performance Indicators (KPIs) and Commission for Improvement and Innovation (CQUIN) targets relevant to the service. 5. Management of Resources In conjunction with the team manager: To line manage CPN s, Social Workers, OT s, Unqualified staff and to line manage the work of the psychologists as it relates specifically to the EIS Service To ensure all staff for whom he/she has line management responsibilities receive supervision and appraisal on a regular basis, in line with service policy To participate in the recruitment of team personnel To ensure HR procedures for CNWL and WCC are implemented To deal with disciplinary and grievance issues in accordance with policies as delegated by the team manager To monitor staff attendance and sickness In line with CNWL and WCC procedures Authorise leave and training as delegated by the team manager To ensure effective resource management To work within standing financial instructions To maintain awareness of budget limit, ensure that any expenditure is authorised in line with agreed protocol and that tight procedures are maintained as regards payment for any services or expenses To ensure that policies and protocols pertaining to clinical practice are available to all team members To ensure that CPA/Personalisation is integrated and delivered in a responsive, assertive manner to service users of the team according to current guidance To ensure procedures for assessment, care planning, care co-ordination and reviews are followed To ensure that all disciplines in the team conform with the agreed operational policy To facilitate a multidisciplinary team approach and maximise the use of staff resources to the benefit of service users To ensure that the management and supervision of administrative staff in the teams takes place To assist the EIS Team Manager in the investigation of complaints and serious incidents and prepare reports for the Chief Executive as delegated by the team manager To facilitate and enhance good team working and promote reflective practice When on-going needs have been identified, to ensure that care plans are made and a care co-ordinator is allocated To ensure that arrangements for risk assessment and management are agreed and adhered to

5 In conjunction with the team manager allocate work and ensure systems are in place for allocations, caseload management and clinical review in the team To monitor incoming referrals and requests for clinical input ensuring that priorities are met as regards to assessment and allocation in conjunction with the deputy manager/senior practitioner To facilitate good team working and promote reflective practice To ensure adherence to CNWL and procedures as regards to Health and Safety, Fire Safety, the provision of First Aid and the response to serious incidents To advise senior managers and professional leads on professional issues To deputise for the EIS Team Manager To manage other aspects of the service as required. To undertake any other duties relevant to the post as requested by the relevant manager 6. Research & Development. To participate in and promote research, if approved by management Ensure work carried out by team members is based on evidence based practice Rider Clause This is an outline of the post-holder s duties and responsibilities. It is not intended as an exhaustive list and may change from time to time in order to meet the changing needs of the Trust and Department. Supplementary Information Job Flexibility The post holder will be required to work flexibly, providing assistance as and when necessary, which may involve them in a developing role. Working Relationships The working relationship between all members of staff should be mutually supportive, with staff deputising and covering for each other when appropriate. Health and Safety Central and North West London Mental Health NHS Trust has a Health and Safety Policy applicable to all employees. Employees must be aware of the responsibility placed on them under the Employment Rights Act 1996, to ensure that agreed safety procedures are carried out, and to maintain a safe environment for employees, patients and visitors. Safeguarding Central & North West London NHS Foundation Trust is committed to safeguarding children and adults, so all staff are expected to work in accordance with Trust and partner agency policies and procedures and seek advice and training where appropriate. Improving Working Lives

6 Central and North West London NHS Foundation Trust is committed to the principles of Improving Working Lives and all managers are encouraged to follow Improving Working Lives practices. Consideration will be given to all requests for flexible working in line with Trust policy. Infection Control The prevention and control of infection is the responsibility of everyone who is employed by Central and North West London Mental Health NHS Trust. Employees must be aware of infection control policies, procedures and the importance of protecting themselves and their clients in maintaining a clean and healthy environment. Staff Involvement Central and North West London Mental Health NHS Trust is committed to involve staff at all levels in the development of the organisation. Managers should ensure that staff are encouraged and involved in organisational and service developments including business planning and they are able to influence discussions, which affect them and their working conditions. All managers should engender a culture of openness and inclusion so that staff feel free to contribute and voice concerns. They should develop and implement communication systems that ensure staff are well informed and have an opportunity to feedback their views. Smoking Central and North West London Mental Health NHS Trust acknowledges its responsibility to provide a safe, smoke free environment to its employees, patients and visitors. In expressing its commitment to the prevention of smoking related diseases, the Trust has a Non Smoking Policy and all Trust buildings and vehicles are designated as smoke free areas. Alcohol Employees are expected to be aware of and understand that Central and North West London Mental Health NHS Trust has a policy on alcohol and the consumption of alcohol. Alcohol is not permitted whilst on duty. Confidentiality Employees should be aware that the Trust produces confidential information relating to patients, staff and commercial information. All employees have a responsibility for ensuring the security of information and to comply with the Data Protection Acts, Access to Health Records and Computer Misuse Act. Disclosure of personal, medical, commercial information, systems passwords or other confidential information to any unauthorised person or persons will be considered as gross misconduct and may lead to disciplinary action which may include dismissal. Equal Opportunities All employees of Central and North West London Mental Health NHS Trust are expected to be aware of, and adhere to, the provision of the Trust s Equal Opportunities Policy, and to carry out their associated duties and responsibilities under this policy. As users of the

7 disability symbol, the Trust guarantees to interview all disabled applicants who meet the minimum essential criteria for a vacant post. Grievances, Disputes, Disciplinary and Other Industrial Relations Procedures Central and North West London Mental Health NHS Trust has grievance, disputes, disciplinary and other industrial relations procedures. Employees are required to make themselves aware of these procedures, copies of which are available on the Trustnet, from your manager and the Human Resource Directorate. Personal Development The postholder is expected to co-operate in activities which line management believes will contribute to personal and/or to team growth. This includes attending supervisory sessions and training modules, both at their work base and other selected venues of instruction. Conflict of Interest Employees are expected to declare any private interest or practice, which might conflict with their NHS employment, and be perceived to result in actual or potential financial or personal gain. Working Time Regulations The Working Time Regulations 1998 require that you should not work more than an average of 48 hours each week i.e. no more that 816 hours in a 17-week period. To work more than 48 hours you must have management authorisation and you will be required to sign an opt out agreement. The Trust policy has a limit of 60 hours per week and all staff must ensure a 24 hour rest period is taken in every 7 days. Conditions of Employment The Trust will screen all staff who will be working with children and police checks will be carried out on all staff appointed to posts which have access to children. Terms and Conditions The terms and conditions of service associated with this position are those agreed by the Trust. RECRUITING STAFF WITH A HISTORY OF MENTAL ILL-HEALTH The Trust recognizes the disadvantages faced by people with mental health problems in gaining employment, and the specific expertise they can bring to working in mental health services. Often this experience provides users with insight and coping skills which are of value to others with similar difficulties. The Trust is committed to addressing discrimination in employment, in line with the (1995) Disability Discrimination Act, and to improving the quality of its services by recruiting current or ex-service users. What this means in practice is:

8 Experience of mental health problems, or other disabilities, will not form a barrier to selection to posts providing you demonstrate that you are the best candidate. The Trust positively encourages applications from people with mental health problems. Providing they have the qualities required for the job, plus mental health experience is regarded as a positive asset in many posts. Assistance is available from the User Employment Programme (see below) to help you present your skills and experience effectively when applying for work in the Trust. People with disabilities (including mental ill-health) who are appointed to posts in the Trust will receive support, if required, to enable them to work effectively. For people with mental health problems, this is available from the Trust s User Employment Programme, and is tailored to the employee s individual needs. It always involves regular contact with a member of the programme team. To conform with the 1995 Disability Discrimination Act, the Trust will also explore what reasonable adjustments can be made to accommodate a person s disability. The User Employment Programme is funded to help anyone with experience of mental ill-health to explore the possibility of working with the Trust, to help them apply for employment, and to provide ongoing support if they are successful. The programme is delivered in partnership with the Richmond Fellowship Employment Team (RFET) Brent, who provide a service across the whole of CNWL. If you are interested please contact the Employment Specialist Rash Patel tel Rash can provide telephone support when you are applying for a post, and one to one support when you are preparing for an interview, as well as managing the transition into work.