Professional Practice Board Guidelines for National Assessors

Transcription

1 Professional Practice Board Guidelines for National Assessors November 2007

2 List of Lead National Assessors and Committee Members Section Lead Assessor Contact details Chief National Assessor Chris Cullen Tel: and Lead Assessor, Learning Disabilities Deputy Chief National Assessor Mike Hopley Tel: (Mobile) and Lead Assessor, Substance Misuse and Addictive Behaviour Deputy Chief National Assessor Alice Campbell-Reay Tel: and Lead Assessor Older Adults Adult Mental Health: General Rosemary Corke Tel: Psychotherapy Louise Lyon Tel: Psychosis & Complex Simon Gelsthorpe Tel: Mental Health Children & Young People Irene Sclare Tel: Forensic Derek Indoe Tel: Clinical Health Psychology and Ian Bennun Tel: Management Posts Health Psychology Counselling Psychology Neuropsychology & Camilla Herbert Tel: Neurological Rehabilitation Teaching, Training & Research Jennifer Ashcroft Tel: Primary Care Vartouhi Ohanian Tel: Scottish Assessors* Sally Cheseldine Tel: *Note: there is one Lead Assessor appointed by the National Executive for Scotland (NES). To search for a Scottish Assessor the usual website ( can be used but you will need to key in the region as Scotland. You may either then key in Scottish Assessors as the speciality or leave as All specialities ; both will show the full list of Scottish Assessors.

3 Contents 1.0 Introduction National Assessor s Role Pre-interview Conducting the interview Assessing experience Assessing against competencies Recording the interview Decision making Feedback Expenses Concerns identified during the interview...5 National Assessor s Process Chart What is expected of a National Assessor?...7 Conclusion...7 Appendix 1: Sample Job Description...8 Appendix 2: National Assessor s Job Description...15 Written and produced by: Chris Cullen, Chief National Assessor Mike Hopley, Deputy Chief National Assessor Alice Campbell-Reay, Deputy Chief National Assessor Adrienne Little, National Assessor Christine Grant, National Assessor s Group Co-ordinator. Approved by: The Professional Practice Board, February, Revised: November,

4 1.0 Introduction This guidance has been produced to clarify the role of National Assessors. 1.1 Background As set out in the British Psychological Society s (BPS) Recruitment and Selection Guidelines, the use of National Assessors is part of the mechanism to ensure high professional standards are maintained and issues of public protection are addressed. The recruitment, selection and appointment to senior psychology posts is also an important element for ensuring clinical governance standards. Your role as a National Assessor is to advise employers whether applicants meet the standards for appointment (see 3.0 for a full outline of the National Assessor role). You will work according to the BPS s Professional Practice Board Professional Practice Guidelines for Assessors, which should be read in conjunction with the BPS s Code of Conduct, Ethical Principles and Guidelines and the Professional Practice Guidelines of the relevant Division. As a National Assessor you are acting as an agent of the BPS and will be indemnified by them provided the BPS Recruitment and Selection Guidelines have been followed, however, individuals may choose to have the added protection of their own personal indemnity cover. 2.0 National Assessor s Role The goal of the selection process is to assess whether applicants meet the requirements of the post, i.e. have the necessary skills and competencies to fulfil the job description associated with the post. The National Assessor is there to advise the employing NHS Trust, Higher Educational Institution, or other employer, e.g. Local Authority voluntary or private sector. It is essential to ensure that the selection process is not discriminatory. The National Assessors will need to refer to the Job Description (see Appendix 1 for an example), Person Specification and Knowledge and Skills Framework Profile in order to determine the competencies required for the post. They will then assess whether each candidate meets these criteria by drawing on information from a variety of sources, e.g.: Application Form; Curriculum Vitae; BPS Continuous Personal Development Log; Personal Development Plan; References; Formal Presentation, if required; Replies to questions at interview. All selection criteria must be related to job requirements and must be applied consistently. 2.1 Pre-interview When you are first contacted to do an interview you must ensure that another National Assessor has been approached and obtain the name of the other National Assessor with a view to making contact with them. You should also ensure that the employer is aware that your role is advisory and has a copy of the BPS s Recruitment and Selection Guidelines The employer should send you all relevant documentation (i.e. Job Description, Person Specification, Knowledge and Skills Framework, post outline and framework of local service). It is essential to be involved in the short-listing process, in order to ensure that all those candidates who meet the person specification are interviewed. You may also be asked to advise the employer on the composition of the appointment panels. 2

5 2.1.3 The interview arrangements and agreed short-list must be discussed by both National Assessors before the interview takes place. Any conflict of interest must be declared to both the other National Assessor and the chair of the interview panel, for example, if the interviewee is known to you on a personal basis. This need not prevent the interview from taking place, but does need to be recorded In some interviews the panel may decide to ask candidates to give a formal presentation. This is not mandatory but is recommended in the BPS s Recruitment and Selection Guidelines as it can assist in the assessment of competencies. All candidates must be asked to give a presentation on the same subject, which must be relevant to the requirements of the job If one of the National Assessors is prevented from attending the interview at the last moment, then the remaining National Assessor must decide whether to proceed with the interview. Advice from the Lead Assessor or the Chief National Assessor or Deputy should be sought at this stage. You may proceed if you feel confident to do so and you should contact the absent Assessor to discuss the interview directly afterwards. You must discontinue the interview if you are not happy to proceed or if you feel there are any contentious issues that require resolution. It is important to note that indemnity cover from the BPS stipulates that the BPS s Recruitment and Selection Guidelines must be followed You will need to agree with your co-assessor who will complete the BPS Assessor s online Journal. One Assessor will need to complete the details of the assessment, however, the other Assessor will also have access to this record but will not be able to complete or change. 2.2 Conducting the interview The panel must agree the content of questions, who will ask which questions and in what order these should link to the Job Description, Person Specification and KSF profile. The National Assessors must ensure that the same agreed questions are asked of all candidates and that the questions are appropriate and relevant. Supplementary questions to explore particular issues or clarify answers are allowed. It is common practice for the National Assessors to take the lead in questions concerning candidate s specialist clinical, management and academic experience and expertise. 2.3 Assessing experience Commonly, the Person Specification for the post will include an expectation of a minimum length of experience. This is in line with the Department of Health Guidance (1992) and is seen as relevant to consultant posts under Agenda for Change. The 1992 guidance specifies that in order to be eligible for a consultant post the applicant will normally have substantial experience as a qualified clinical psychologist before moving into the grade. Substantial has previously been interpreted as normally meaning six years full-time equivalent post-qualification experience. This is under review, however, and is likely to be replaced by clearly specified competencies relevant to the requirements of the post. In all cases, you must assess the quality as well as the extent of experience in reaching a judgement about the candidate s competencies for the post. 2.4 Assessing against competencies All National Assessors should be fully trained in competency-based assessment. Details of best practice in this area can be found on the National Assessors BPS website. 3

6 2.5 Recording the interview Before the interview starts a panel decision needs to be taken as to how the interview will be recorded. The two National Assessors each need to ensure that they keep contemporaneous notes of all panel discussions (before and after the interview) as well as of the interview itself. We recommend that these notes include details of the questions asked, by whom, in which order and the timing of the interviews. Note broadly the answers given but note in detail any answers that cause you concern. You should also document which references were seen, when and by whom The standard of these notes must be clear and legible and after the interview, returned to the employer for safe keeping. In addition to your own contemporaneous notes we recommend that the National Assessors ensure that the interview process (including panel discussions) are recorded formally. The panel might consider whether to tape record the interviews. These formal records should be held by the employing Trust but the National Assessor could request a copy. The Assessor who has been agreed to complete the BPS Assessor s online Journal should now do so at this point. It is not recommended but if any notes are retained these must be kept anonymously and in accordance with the Data Protection Act. 2.6 Decision making Remember that the role of the National Assessor is advisory, you do not have a vote and the final decision rests with the employing authority. Commonly, you will be asked for your assessment as to whether each candidate is appointable or not at the beginning of the decision making process. The panel can then consider the relative merits of those candidates that you consider to be appointable. The panel may ask you for your recommendations as to who to choose. This is not your role and an opinion is best avoided. You can advise the panel as to the relative strengths of candidates with regard to the competencies required for the post and their continuing professional development needs. This may include advice on a personal development plan. 2.7 Feedback The employing Authority should make candidates aware that the National Assessors will provide candidates feedback on their application and interview if requested. Should you be asked for feedback this needs to be accurate, honest and fair and may include advice on career development. Document in writing any feedback given, including date and time. 2.8 Expenses Expenses should be claimed from the employing Trust. 4

7 2.9 Concerns identified during the interview As a National Assessor you may have concerns about one or more of the following. These should be dealt with in confidence and without malice, according to any relevant Professional Practice Guidelines. Any identified concerns should be communicated urgently to the Lead National Assessor for your section of the register Concerns regarding the candidate s performance or disclosure at interview. a. Document the concern(s) in detail and do so at the time of the interview. b. If possible explore the concern as soon as possible to clarify the issue. c. Check out whether other panel members have similar concerns at the end of the interview. d. Determine an appropriate course of action and by whom. Typically the National Assessors will be given responsibility to pursue issues that relate to professional conduct. e. Discussion with the Lead Assessor is essential in all cases and should be undertaken as soon as possible Concerns regarding the interview process (for example, if you feel that candidate(s) are being unfairly treated). a. Document the concern(s) in detail and do so at the time of the interview. b. If possible explore the concern(s) as soon as possible to clarify the issue with the interview panel and employing Authority. c. If necessary declare the interview invalid. d. Discussion with the Lead Assessor is essential in all cases and should be undertaken as soon as possible Concerns regarding the other National Assessor (for example, if it is thought that they are acting in breach of the Code of Conduct). a. Document the concern(s) in detail and do so at the time of the interview. b. Raise the concern(s) as soon as possible with the other National Assessor to clarify the issue. c. If your concern(s) remains discuss with the Lead Assessor as soon as possible. 5

8 National Assessor s Process Chart Note: Check that funding is available for the post. Contacted to become involved in a Consultant grade 8c or above appointment. Note: Check that expenses will be paid. Have two Assessors been contacted? No Advise the Trust that the two Assessors should be involved. Note: If a regrading then ensure Job Description has been A4C matched. Yes Have you been involved in preparations of Job Description, Person Specification and Advert? No Advise the Trust that Assessors should be involved early in the recruitment process. Yes Have you been invited to be involved in short-listing? Yes No Advise the Trust that National Assessors need to be involved in short-listing and request the relevant documents. Confirm availability for interview dates. Note: One Assessor should record the interview on the BPS Assessor s Journal. Both Assessors should keep detailed notes of the interview for at least two years. Can both Assessors attend the interview? Yes Review all docs., including KSF outline, Personal Plan, Job Description, Personal Specification and complete interview. Keep a copy of interview notes. Need to Advise the Trust that two Assessors should be present. If one Assessor cancels at short notice the remaining Assessor must decide whether to cancel interview or proceed (see 2.1.5). Was the interview completed satisfactorily? No 1. Advise the Trust HR/Manager. 2. Contact Lead Assessor. Yes Complete feedback if required, and retain a copy of the contemporaneous notes. Yes Has problem been resolved? No 6 Claim expenses from Trust. Lead Assessor to contact Chief or Deputy National Assessor and BPS National Assessor s Group Co-ordinator.

9 3.0 What is expected of a National Assessor When you apply to become a National Assessor, your application form, CV and references are considered by the Lead Assessor for your Section. If you are successful you will be invited to complete the induction process which involves undertaking four interviews with an experienced Assessor from your Section under supervision from the Lead Assessor. Your Lead Assessor will then advise you if you have successfully completed your mentored interviews and your name will be added to the National Assessor s register. As a National Assessor you are expected to: a. To carry out your duties as a National Assessor in line with the National Assessor Job Description see Appendix 2. b. To undertake an average of four interviews per year. c. To attend a minimum of one National Assessor training event per year. d. To log all assessments immediately on the Assessor s online Journal; this forms part of an on-going audit into Assessor s workload. e. To ensure your annual CPD log is up-to-date and includes the requirements of National Assessors. You may at any time be asked to submit this to the BPS National Assessor s Group Co-ordinator for periodic examination. f. To continually update specialist skills and knowledge in your area of expertise. g. To undertake regular training from your employer that must include: Recruitment and selection training including training in Equal Opportunities and discrimination legislation. Training on diversity to include gender, race, religion, age, disability and sexual orientation. h. To ensure up-to-date knowledge of all: Relevant current policy and legislation with regard to recruitment and selection, for example; Discrimination Act, Equal Opportunities Commission, European Commission Code of Practice on the protection of dignity at work. Conditions of employment in health and social care, for example, Agenda for Change and the Knowledge and Skills Framework. Conclusion These guidance notes have been produced to outline the National Assessor s role and procedures. However, if you require any further clarification then please contact either your Lead Assessor directly, or the BPS National Assessor s Group Co-ordinator (christine.grant@bps.org.uk, tel: ). 7

10 Appendix 1 Sample Job Description JOB DESCRIPTION Job title: Accountable to: Responsible for: Grade: Liaises with: Consultant Lead Clinical Psychologist. Clinical Psychologist Divisional Head. All psychology staff within the defined service sector, including all professionally qualified and unqualified psychology staff. Consultant Clinical Psychologist. Grade 8c and above. Clinical Team Leaders, team managers and all members of the service/sector management group for strategic and other management purposes. JOB SUMMARY To ensure the systematic provision of a high quality specialist clinical psychology service to clients of the clinical team to which the post holder is attached, across all sectors of care. To work autonomously within professional guidelines and exercise responsibility for the systematic governance of psychological practice within the service/team and to ensure that systems are in place and working effectively for the clinical and professional supervision and support of all other psychologists within the service/sector for which the post holder has designated professional responsibility, including clear systems for effective recruitment, professional appraisal, and the identification of CPD needs across the service/sector. As a major requirement of the job to carry out audit, policy and service development and research activities and/or programmes. To propose and implement policy and service development changes within the area served by the team/service. WORKING ENVIRONMENT (See Guidance) KEY RESULT AREAS Clinical: 1. To provide highly developed specialist psychological assessments of clients referred to the team, based upon the appropriate use, interpretation and integration of complex data from a variety of sources including psychological (and neuropsychological) tests, self-report measures, rating scales direct and indirect structured observations and semi-structured interviews with clients, family members and others involved in the client s care. 2. To formulate plans for the formal psychological treatment and/or management of a client s mental health problems based upon an appropriate conceptual framework of the client s problems, and employing methods based upon evidence of efficacy, across the full range of care settings. 3. To be responsible for implementing a range of psychological interventions for individuals, carers, families and groups, within and across teams employed individually and in synthesis, adjusting and refining psychological formulations drawing upon different explanatory models and maintaining a number of provisional hypotheses. 8

11 4. To make highly skilled evaluations and decisions about treatment options taking into account both theoretical and therapeutic models and highly complex factors concerning historical and developmental processes that have shaped the individual, family or group. 5. To exercise full responsibility and autonomy for the treatment of and discharge of clients whose problems are managed as a psychologically based standard care plan, ensuring appropriate assessment, formulation and interventions, communicating with the referral agent and others involved with the care on a regular basis. 6. To provide expertise and specialist psychological advice, guidance and consultation to other professionals contributing directly to clients formulation, diagnosis and treatment plan. 7. To ensure that all members of the clinical team have access to a psychologically based framework for the understanding and care of clients of the service, through the provision of advice and consultation and the dissemination of psychological knowledge, research and theory. 8. To undertake risk assessment and risk management for relevant individual clients and to provide both general and specialist advice for psychologists and other professionals on psychological aspects of risk assessment and management. 9. To act as care co-ordinator, where appropriate, ensuring the provision of a care package appropriate for the client s needs, co-ordinating the work of others involved with care, arranging client s care reviews as required and communicating effectively with the client, his/her family and all others involved in care; and to monitor progress during the course of multi-disciplinary interventions. 10. To communicate in a highly skilled and sensitive manner, information concerning the assessment, formulation and treatment plans of clients under their care and to monitor and evaluate progress during the course of both uni- and multi-disciplinary care. 11. To provide expertise and advice to facilitate the effective and appropriate provision of psychological care by all members of the team. 12. To provide expert consultation about the psychological care of the client group to staff and agencies outside the Directorate and Trust. Teaching, training and supervision: 1. To ensure appropriate systems for the clinical and professional supervision of qualified and unqualified psychologists across the service/sector. 2. To provide clinical and professional supervision to qualified and assistant psychologists working in the service/sector. 3. To provide specialist clinical placements for trainee clinical and/or counselling psychologists, ensuring that they acquire the necessary clinical and research skills to doctoral level where appropriate, and competencies and experience to contribute effectively to good psychological practice, and contributing to the assessment and evaluation of those competencies 4. To provide specialist advice, consultation and training and (where agreed locally) clinical supervision to other members of the team for their provision of psychologically based interventions to help improve clients functioning. 5. To provide pre- and post-qualification teaching of clinical and/or counselling psychology as appropriate. 6. To continue to develop expertise in the area of professional pre- and post-graduate training and clinical supervision. Management, recruitment, policy and service development: Specific line management and budget management responsibilities should be added where applicable. 1. To participate as a senior clinician in the development of a high quality, responsive and accessible service for clients, their carers and families within the sector/service, including advising both service and professional management on those aspects of the service where psychological and/or organisational matters need addressing. 9

12 2. To exercise responsibility for managing the psychological resources available to the sector/service both in terms of psychological staff and psychological materials employed in the assessment and the treatment of patients. 3. To exercise responsibility for the appropriate and safe use of specialist psychological equipment within the sector/section including appropriate systems of stock control. 4. To exercise responsibility for the systematic governance of psychological practice within the sector/service, including maintaining systematic records of appraisals, clinical record keeping standards and the transcribing of minutes and records of appropriate professional meetings. 5. To initiate and implement service developments and projects within the sector/service. 6. To advise and participate in appropriate professional psychology recruitment within the service/sector. IT responsibilities (other than those used for research) should be added as an additional KRA. The DCP has made the case that all clinical psychology posts should be profiled at levels 1 to 3 for IT and has requested that this is taken up by AMICUS in a review of profiles. Research and service evaluation 1. To take the psychology lead, as a senior clinician, in planning and implementing systems for the evaluation, monitoring and development of the service/sector s services, through the deployment of professional skills in research, service evaluation and audit and ensuring incorporation of psychological frameworks for understanding and provision of high quality care. 2. To utilise theory, evidence-based literature and research to support evidence-based practice in individual work, work with other team members and across the service/sector. 3. To undertake appropriate research and provide research advice to other staff undertaking research within the service/sector. 4. To initiate and implement project management, including complex audit and service evaluation, with colleagues within and across the service to help develop and improve services to clients and their families. General 1. To ensure the development, maintenance and dissemination of the highest professional standards of practice, through active participation in internal and external CPD training and development programmes. 2. To ensure the development and articulation of best practice in psychology within the service area and contribute across the service by exercising the skills of a reflexive and reflective scientist practitioner, taking part in regular professional supervision and appraisal and maintaining an active engagement with current developments in the field of clinical psychology and related disciplines. 3. To ensure the highest standards of clinical record keeping including electronic data entry and recording, report writing and the responsible exercise of professional self-governance in accordance with professional codes of practice of the BPS and Trust policies and procedures. 4. To contribute with other consultant psychologists and Directorate Heads of Service to the development and articulation of best practice in psychology across the Directorate. 5. To ensure that all psychologists within the service/sector maintain up-to-date knowledge of legislation, national and local policies and issues in relation to both the specific client group and mental health. 10

13 To be noted: This is not an exhaustive list of duties and responsibilities, and the postholder may be required to undertake other duties which fall within the grade of the job, in discussion with the manager. This job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the post holder. The post holder is expected to comply with all relevant Trust policies, procedures and guidelines, including those relating to Equal Opportunities, Health and Safety and Confidentiality of Information. Consultant Lead Clinical Psychologist JD DCP. 11

14 PERSON SPECIFICATION Job Title: Consultant Clinical Psychologist. Essential Postgraduate doctoral level training in clinical psychology(or its equivalent for those trained prior to 1996) as accredited by the BPS, including specifically models of psychopathology, clinical psychometrics and neuropsychology, two or more distinct psychological therapies and lifespan developmental psychology. Desirable Post-doctoral training in one or more additional specialised areas of psychological practice. How tested Training & Qualifications Experience Assessed substantial experience of working as a qualified psychologist within the designated specialty where the post is located. Experience of working with a wide variety of client groups, across the whole life course and presenting with the full range of clinical severity across the full range of care settings including outpatient, community, primary care, in-patient and residential care settings including maintaining a high degree of professionalism in the face of highly emotive and distressing problems, verbal abuse and the threat of physical abuse. Experience of professional management of qualified and pre-qualified clinical psychologists. Experience of multi-professional management of teams or services within the designated specialty. Experience of representing the profession in local policy fora. Experience of the application of psychology in different cultural contexts. Assessed by interview using National Assessors, supervision record and references. Experience of exercising full clinical responsibility for clients psychological care and treatment, both as a professionally qualified care co-ordinator and also within the context of a multi-disciplinary care plan. Experience of teaching, training and/or professional and clinical supervision. Continued alongside 12

15 Knowledge & Skills Essential Desirable How tested Doctoral level knowledge of clinical psychology including highly developed knowledge of lifespan developmental psychology, models of psychopathology, clinical psychometrics and neuropsychology, and two or more distinct psychological therapies. Skills in the use of complex methods of psychological assessment intervention and management frequently requiring sustained and intense concentration. Highly developed knowledge of the theory and practice of specialised psychological therapies in specific difficult to treat group (e.g. personality disorder dual diagnoses, people with additional disabilities and severely challenging behaviours, etc.). Highly developed knowledge of the theory and practice of highly specialised psychological therapies. A high level ability to communicate effectively at both a written and oral level complex, highly technical and clinically sensitive information to clients, their families, carers and a wide range of lay and professional persons within and outside the NHS. Skills in providing consultation to other professional and nonprofessional groups. Doctoral level knowledge of research design and methodology, including complex multivariate data analysis as practiced within the field of clinical psychology. Knowledge of legislation and its implications for both clinical practice and professional management in relation to the client group and mental health. Evidence of continuing professional development as recommended by the BPS. Formal training in supervision of other psychologists. Continued overleaf 13

16 Personal Essential Desirable How tested Enthusiasm for a broad range of psychological phenomena, an interest in models of service delivery, and an ability to articulate the value added by clinical psychology services within the context of multi-disciplinary mental health services. A commitment to the evaluation of services, enthusiasm for both multi-professional and uniprofessional audit, and a wish to continue to develop expertise in the service area. Ability to demonstrate leadership and management skills. Ability to contain and work with organisational stress and ability to hold the stress of others. Other Ability to identify provide and promote appropriate means of support to carers and staff exposed to highly distressing situations and severely challenging behaviours. Ability to identify, and employ, as appropriate, clinical governance mechanisms for the support and maintenance of clinical practice in the face of regular exposure to highly emotive material and challenging behaviour. Personal experience of mental health problems. Experience of working within a multicultural framework. Record of having published in either peer reviewed or academic or professional journals and/or books. Ability to develop and use complex multi-media materials for presentations in public, professional and academic settings. Ability to articulate and interpret clearly the role of the profession of clinical psychology based upon a good understanding of the framework of government and national professional policy. 14

17 Appendix 2 National Assessor s Job Description 1. JOB DETAILS Job Holder/s: National Assessor s Group. Reports to: Chief National Assessor. Job Title: National Assessor. Date: 10 January JOB PURPOSE (Please give a short sentence describing the main purpose of the job in no more than 20 words.) To advise employers on the recruitment and selection of Consultant psychologists ensuring that professional standards for employment are met. National Assessors work according to the BPS s Professional Practice Board Guidelines for Assessors. 3. DIMENSIONS (List here financial measures or statistics relevant to the post.) Chief Assessor 1 Deputy Chief Assessors 2 Lead Assessors 16 National Assessors c.200 Budget 30,000 for ORGANISATION CHART (Draw a chart to show how the job fits into the organisation including the manager s job, this job, the job titles of colleagues reporting into the same manager and the subordinates of this job, if any.) NA 5. KNOWLEDGE, SKILLS AND EXPERIENCE REQUIRED (Detail here, the knowledge, skills and experience required for satisfactory job performance.) Have significant experience as a Consultant and above, normally this would be around five years. Relevant up-to-date specialist knowledge and clinical experience. Fully trained and experienced in assessment and interview skills. Evidence of personal development, i.e. completed CPD log. Have knowledge of clinical governance and other NHS policies. Trained in recruitment and selection practices, equality and diversification issues. 6. KEY RESULT AREAS (List the four to eight key result areas for this job in the form of WHAT IS DONE TO WHAT WITH WHAT RESULT.) a. To undertake an average of four interviews per year. b. To attend a minimum of one National Assessor training event per year. c. To log all assessments immediately on the National Assessor s website, this forms part of an on-going audit into National Assessor s workload. d. To ensure your annual CPD log is up-to-date and includes the requirements of National Assessors. You may at any time be asked to submit this to the BPS National Assessor s Group Administrator for periodic examination. 15

18 e. To continually update specialist skills and knowledge in your area of expertise. f. To be involved in job adverts, short-listing, job descriptions and person specifications. g. To contact the Lead Assessor in the event of difficulties being experienced with the recruitment and selection process. h. To provide feedback to unsuccessful candidates upon request. i. To undertake regular training from your employer that must include: Recruitment and selection training including training in Equal Opportunities and discrimination legislation Training on diversity to include gender, race, religion, age, disability and sexual orientation. j. To ensure up-to-date knowledge of all: Relevant current policy and legislation with regard to recruitment and selection, for example; discrimination Act, Equal Opportunities Commission, European Commission Code of Practice on the protection of dignity at work. Conditions of employment in health and social care for example, Agenda for Change and the Knowledge and Skills Framework. k. To ensure up-to-date knowledge of all: Relevant current policy and legislation with regard to recruitment and selection, for example; Discrimination Act, Equal Opportunities Commission, European Commission Code of Practice on the protection of dignity at work. Conditions of employment in health and social care for example, Agenda for Change and the Knowledge and Skills Framework. 7. COMMUNICATIONS AND WORKING RELATIONSHIPS (Detail the working contacts within and outside the organisation, indicating the purpose of the contact.) NHS Trusts. Private Sector and non-voluntary sector organisations. Voluntary Sector. National Assessor s Group Co-ordinator at the BPS. 8. SCOPE FOR IMPACT (Give some recent examples of the work that illustrate in more detail the job s key result areas, together with the complexities and other significant aspects of the job.) Assessors must be able to assimilate and provide an understanding of the needs of employers and of the professional standards that should be considered when recruiting and selecting at Consultant level. Assessors provide advice and are able to influence the outcome of the recruitment and selection process. They do not have a vote on the interview panel but can ask questions of candidates and provide feedback to unsuccessful candidates. The NHS modernisation programme has produced a significant number of queries relating to the recruitment of Consultants within the NHS. Assessors have been asked to deal with this ambiguity and have provided a significant service to NHS Trusts in clarifying procedures and on advising for appointments through the implementation period. Assessors have been involved in the development and clarification of the knowledge and skills framework as it has been implementation into NHS Trusts. This has required significant training of the assessors and their own ability to assimilate and practically apply a new competency framework. 9. JOB DESCRIPTION AGREEMENT Job Holder s Signature:... Chief National Assessor s Signature:... Date:... Date:... 16

19

20 The British Psychological Society was founded in 1901 and incorporated by Royal Charter in Our principle object is to promote the advancement and diffusion of a knowledge of psychology pure and applied and especially to promote the efficiency and usefulness of Members of the Society by setting up a high standard of professional education and knowledge. The Society has more than 44,000 members and: has branches in England, Northern Ireland, Scotland and Wales; accredits nearly 800 undergraduate degrees; accredits nearly 160 postgraduate professional training courses; confers Fellowships for distinguished achievements; confers Chartered Status for professionally qualified psychologists; awards grants to support research and scholarship; publishes 11 scientific journals and also jointly publishes Evidence Based Mental Health with the British Medical Association and the Royal College of Psychiatrists; publishes books in partnership with Blackwells; publishes The Psychologist each month; supports the recruitment of psychologists through the Psychologist Appointments and provides a free Research Digest by and at primarily aimed at school and university students ; publishes newsletters for its constituent groups; maintains a website ( has international links with psychological societies and associations throughout the world; provides a service for the news media and the public; has an Ethics Committee and provides service to the Professional Conduct Board; maintains a Register of more than 14,000 Chartered Psychologists; prepares policy statements and responses to government consultations; holds conferences, workshops, continuing professional development and training events; recognises distinguished contributions to psychological science and practice through individual awards and honours; maintains a Register of Psychologists Specialising in Psychotherapy. The Society continues to work to enhance: recruitment the target is 50,000; services to members by responding to needs; public understanding of psychology addressed by regular media activity and outreach events; influence on public policy through the work of its Boards and Parliamentary Officer; membership activities to fully utilise the strengths and diversity of the Society membership. The British Psychological Society St Andrews House, 48 Princess Road East, Leicester LE1 7DR, UK Tel: Fax: enquiry@psychtesting.org.uk Website: Incorporated by Royal Charter Registered Charity No INF93/11.07