SCOTTISH AMBULANCE SERIVCE JOB DESCRIPTION

Transcription

1 SCOTTISH AMBULANCE SERIVCE JOB DESCRIPTION 1. JOB IDENTIFICATION JOB TITLE Deputy Regional Director JOB DESCRIPTION REFERENCE DEPARTMENT Operations NO OF JOB HOLDERS Multiple DATE JOB DESCRPTION AGREED TBC Notes Terminology in job descriptions may change over time. This does not invalidate the job description and is only required to be updated when the entire job description is under review. Draft 5 Page 1 of 7

2 2. JOB PURPOSE The post holder will be a key member of the Regional Management Team and will fully contribute to and participate in the management and governance of the Regional Directorate and the Scottish Ambulance Service as a whole. They will ensure regional implementation of the Service 2020 Strategy and will be required to take on other lead responsibilities as appropriate across the Region and the Board. The post holder will support the Regional Director in providing leadership and operational management for the planning, delivery and improvement of services within the Region. This will include supporting the Regional Director in working collaboratively with a range of internal and external stakeholders to deliver local, regional and corporate priorities, ensuring targets are achieved and legal and governance requirements are met. They will deputise for the Regional Director as required at regional and national level. The post holder will work with individuals and teams to develop and implement continual improvement and innovative solutions to deliver modern, safe and effective services, providing a person centred experience. 3. DIMENSIONS A Region is one of three geographic directorates that provide Accident and Emergency, Urgent, Patient Transport and Primary Care services to patients across Scotland. The Region plans services with Regional Planning Groups, Health Boards and Health and Social Care Partnerships (Integrated Joint Boards (IJBs)) and with the Board of the Scottish Ambulance Service for which it is funded on an annual basis. The Region works closely with other emergency services, local authorities, the third sector and community groups in the planning and delivery of services. This role, although not treating patients directly, will support the Regional Director in improving outcomes for patients and staff through implementation of the Service s Strategy; Taking Care to the Patient, aligned to the Scottish Government s 2020 Vision for Health and Social Care. The post holder will take a lead role in providing clinically appropriate and legally compliant Accident & Emergency (A&E), Urgent, Patient Transport and Primary Care response for an operating Region. These must be delivered within appropriate legal and governance frameworks whilst promoting a culture of continual improvement. The post holder will work with the regional team in the development of Regional Objectives to deliver the Corporate Objectives working with individuals and teams from a range of professional backgrounds. Staff numbers reporting to this post will vary according to the Region. The post holder is responsible for the following groups of staff: Heads of Service (A&E and PTS) Area Service Managers (A&E and PTS) Business Support Managers Team Leaders (A&E and PTS) Operational Ambulance staff (A&E and PTS) Regional Administrative and Clerical and Resource Planning staff In addition each region is supported by HR and OD, Finance, QI, Planning, Fleet and other support services. Draft 5 Page 2 of 7

3 4. ORGANISATIONAL POSITION 5. MAIN TASKS, DUTIES AND RESPONSIBILITIES The key results areas are: Clinical Performance standards incorporating clinically appropriate response time standards Quality standards for the Patient Transport Service High levels of patient experience and engagement High levels of staff engagement Drive operational developments in support of Service 2020 Strategy Work with partners to align services in support of Health & Social Care Integration agenda Business Continuity Planning Health & Safety Standards High levels of Clinical, Staff and Financial governance The post holder s principal responsibilities and main areas of work are as indicated below: Draft 5 Page 3 of 7

4 Regional Management Support / Strategic Planning Contribute to leading and managing the planning and delivery of high quality Ambulance services, integrating service provision within the Region, nationally within the Scottish Ambulance Service and with Health and Social Care Partnerships, NHS Boards, Regional Planning Groups and other statutory organisations. Contribute to the leadership and management of the Region and the Service as a whole, ensuring the effectiveness of services and achievement of targets and corporate priorities within allocated resources. Interpret and act upon relevant statistics such as trends in activity in conjunction with the Regional Director, Heads of Service and others as required to anticipate pressures and develop strategies to support continuous improvement in patient outcomes in support of the Service 2020 Strategy. Contribute to managing risk and health and safety across the Region ensuring systems are in place to identify, assess, manage, monitor and escalate risk appropriately Contribute to the development, implementation and review of emergency planning and business continuity plans, working with other emergency services and Regional Planning Groups as required. Delivering staff governance standards in partnership with staff representatives and staff. Service Redesign Working with Regional Partners plan, implement and evaluate service redesign and transformation projects and promote and consult on proposals for organisation and service change to meet the health needs of the population Provide leadership and managerial advice to area and sector teams in new ways of working Patient/Service User / Staff Representatives / Staff Focus and Collaborative Working Ensure staff, staff representatives, patients, service users and other partners are engaged in the redesign of services and ensure the development of patient centred services People Leadership Create a learning culture within the Region, supporting succession planning and staff development, the development of individual objectives and Personal Development Plans Create a culture of continuous improvement for all staff and support clinical staff to provide effective clinical leadership and engagement. Promote staff health and wellbeing and ensure that staff work in an improved and safe working environment and that the Staff Governance Standard and Health and Safety legislation is met. Lead and chair grievance disciplinary and other employment procedures across the Regional Directorate and the Service including instigating reviews and investigating particular incidents. Resource/Performance management Lead the implementation of Service strategies and performance management arrangements within the Region i.e Financial, Clinical, Information and Workforce, Risk Management and Health & Safety within the Service Local Delivery Plan and Performance Assessment Framework. Work with the Regional Director and Finance Department colleagues to develop and ensure delivery of a regional financial plan incorporating efficiency savings whilst service quality is maintained and improved. Fulfil the role of authorised signatory in accordance with Standing Financial Instructions and delegated levels of authority. Prepare, undertake and oversee a range of audits / monitoring processes to review the quality of the service and the use of physical and financial resources by the local and sector teams within the Region. This will be in line with the Staff Governance Standard and Standing Financial Instructions. Ensure personal development plans and imatter action plans are developed and actioned for all staff, supporting and coaching staff in their use Draft 5 Page 4 of 7

5 Ability to assume strategic command at Major Incidents and significant events. 6 EQUIPMENT AND MACHINERY PC, Laptop computer, projector, printers, photocopiers Communications equipment: telephone, fax, Smartphone, Service radio, telephone and video conferencing equipment The post will involve travelling throughout the Region and occasionally other parts of Scotland. 7. SYSTEMS General software applications - e.g. Microsoft Word, Access, Outlook, PowerPoint, Microsoft Excel Specialist software applications, e.g. Microsoft Project, Visio and Publisher to view information HR system, e.g. eess read only access to personnel details Global Rostering System read only Personal Development, and appraisal system, e.g. eksf Use of Data Warehouse, Cleric and the Command & Control systems to monitor and act on live performance issues and to access and down load reports Required to Project Manage specific projects or developments using Prince 2 methodology Required to Route Cause Analyse issues to seek solutions, minimise errors and optimise processes 8. DECISIONS AND JUDGEMENTS The post holder works under their own initiative and continually makes decisions and exercise judgements, which can have significant Regional impact. This will include decisions on complex staffing issues and operational reorganisation, which require a high level of intellectual capacity. The post holder is responsible for developing operational strategies for the Region and in so doing must continually decide how to best deliver a high performance ambulance service within the Region, frequently suggesting best courses of action for problems or issues that may not have obvious solutions/outcomes. Deals with problems / issues which cannot be resolved at a sector level. These can be extremely complex and sensitive, requiring patience, tact, tenacity and discretion. Responds to suggestions from staff representatives, staff and colleagues and helps to drive and implement changes which will lead to improved patient care and staff satisfaction. The post holder has the authority to dismiss and will be expected to chair serious disciplinary hearings. They must possess good awareness of relevant policies, be able to apply sound analytical skills to fully explore and evaluate potentially conflicting evidence and use good judgement to make sound decisions that will stand up to any subsequent challenge. 9. COMMUNICATIONS AND RELATIONSHIPS The post holder will develop and maintain a direct interface on a number of fronts, both internally and externally, including: Executive and Senior Leadership Team Draft 5 Page 5 of 7

6 Service staff and trade union officials Lead managers of Health Boards and HSCPs Patient representatives: e.g. Involving People Group, patient associations, health councils Scottish Government Health Department, MSPs and senior civil servants Central and local government agencies and staff Senior Police and Fire and Rescue Service Officers Service Public Relations & Media Adviser & wider external media contacts Voluntary Sector/For Purpose Agencies. These channels are used to communicate highly complex issues associated with all aspects of Service delivery including policy development and implementation. In communicating these issues, there are likely to be barriers to be overcome: e.g. resistance to proposed courses of action for a variety of reasons or a lack of consensus over priorities. 10. PHYSICAL, MENTAL AND EMOTIONAL DEMANDS OF THE JOB Travel across Scotland and on occasions other parts of the U.K or Internationally. Otherwise, the working conditions will be those associated with an office environment. Mental requirements of the post holder include the ability to be able to concentrate for prolonged periods of time in order to read correspondence, prepare and read reports, analyse information and develop presentations. The ability to digest, analyse, distil and communicate large amounts of complex and sometimes sensitive information is also required. The post holder must be able to grasp and explain concepts, theories, frameworks and models relating to complicated specialisms such as information systems and management, public policy, organisational development, change management and service operations delivery to a wide and varied audience. Emotional demands of the role can include the imparting of controversial, undesirable, or unwelcome news externally to members of the public (such as grieving relatives in relation to significant adverse events outcomes),patient groups and other stakeholders (such as presenting plans on service redesign and delivery of service), and internally to managers and staff - e.g. over regional or organisational changes (with potential operational, clinical and political implications, disciplinary outcomes). The post holder may be required to take on a strategic command role in a major incident or prolonged adverse circumstances such as extreme weather or pandemic. This may include taking charge of the Service response making strategic decisions through the National Command and Control Centre or working with other agency Strategic Commanders in a Multi-Agency Command Centre. Post holders will be required to be trained to hold a Gold Command strategic management qualification to fulfil such a role. There will be a requirement to undertake training and develop the competencies to take up a senior incident command role. The post requires the ability to deal with a number of competing priorities on a day-to-day basis. 11. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB Develop and enhance the Region s strategic and operational planning capacity, capability and focus. The Scottish Ambulance Service is a complex organisation that interfaces with many internal and external stakeholders at a local, regional and national level. The challenge for this post is negotiating with a wide Draft 5 Page 6 of 7

7 range of partners to achieve strategic alignment of plans to support the best possible service outcomes. Working with individuals and teams to manage performance and implement strategies designed to improve health and modernise Health and Social Care, balancing competing priorities to ensure the delivery of the necessary actions to support change Part of the role includes the ability to undertake a strategic command role at major incidents and significant events which may require the post holder to be exposed to highly emotional and distressing situations. 12. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB Managerial/Leadership knowledge and skills at least equivalent to a post-graduate qualification and a significant number of years post qualification experience. Highly developed knowledge of financial management, HR management, and staff, clinical and corporate governance. Knowledge of Quality Improvement methodology. Must be self-motivated, independent and able to work with a minimum of supervision to achieve targets; often under pressure. Polished presentation and interpersonal skills are required to enable the post holder to represent the Service in diverse environments. Experience in leading, developing and motivating multi-faceted professional teams. Well-developed interpersonal skills. 13. JOB DESCRIPTION AGREEMENT Job Holder s Signature: Date Head of Department Signature: Date Draft 5 Page 7 of 7