Examples of Indicators and Evidence
|
|
- Ann Hunt
- 6 years ago
- Views:
Transcription
1 Examples of Indicators and Evidence
2 Quality Area 1 Service User Experience Quality Area 1 explores how your organisation puts the user at the heart of planning services through gathering feedback from users, their families and significant others. The key to excellent planning and the gathering of outcome-focused evidence is through the placing of the service user at the centre of all decisions regarding the services they receive together with excellent two-way communication. As part of this Quality Area, we also require you to demonstrate that service your users are encouraged to become involved in local engagement and consultation. The delivery of person-centred support and services Service users involved in the planning of their service programme Tailoring of individual service plans Information of service delivery options shared with users The caring treatment of users, families and significant others Excellent two-way feedback mechanisms, including complaints Involvement of the governing body in feedback processes Examples of how services users are welcomed to the organisation Documents used to support service users in making choice and being involved in planning their service package Examples of how service user (and others) feedback is gathered and how learning is analysed and implemented Examples of how complaints are managed in a pro-active manner Examples of supporting service users in engagement and consultation Examples of tools and analysis made regarding service user choice and adaptation of service delivery Evidence of the review of the information and the tools used to help make person-centred choice Examples of surveys used to gather information from service users and others together with reports on the feedback to the governing body Evidence that planning meetings are used to reflect on feedback and adapt services Evidence of service users engaging with external bodies Evidence that training and supervision contribute to improving user experience Evidence of regular review meetings of individual user plans 2 P a g e
3 Evidence of internal consultation with users, families and significant others Evidence of implementing change as a result of surveys and/or complaints Evidence of organisational horizon-scanning to improve service experience / longer term health benefits through engagement and consultation activities Quality Area 2 Safety and Safeguarding Quality Area 2 requires you to demonstrate that the practices and principles of safety and safeguarding are key to the delivery of a quality health service. As with Quality Area one the focus is not just on the supply of policies and procedures but the ability to demonstrate the difference made by the work carried to both service users and the organisation. The evidence you supply will demonstrate that safety and safeguarding practices are implemented pro-actively within your organisation and that all members of the team from the governing body downwards share responsibility for both areas. This Quality Area also covers your requirement to comply with data protection and other appropriate legalisation regarding the safe management of service user records. Commitment to both safety and safeguarding as pro-active principles of service delivery Evidence of clear understanding of health and safety and safeguarding regulations and legalisation Implementation and regular review of underpinning policies and procedures Service user feedback forms part of the review process On-going development for all members of the team from induction onwards Clear and accessible record keeping Evidence of learning and adaption based on feedback and incidents Demonstration of appropriate storage of service user records and other sensitive records The appointment of persons to take organisational lead in these areas Evidence of appropriate use of the DBS system Organisational links with the appropriate local safeguarding boards And for those providing services to children, evidence of compliance with Section 11 Copies of appropriate policies and procedures Copies of tools used to assess and manage risk Evidence of training and development for all Evidence of compliance with HSE requirements for the workplace Evidence of records of compliance with fire regulations 3 P a g e
4 Indicators and Evidence Evidence that resources used to support and manage a safeguarding disclosure is accessible to team members Evidence of compliance with DBS and work checking requirements Evidence of compliance with Section 11 Demonstration that training is evaluated and learning implemented Records of training and development Evidence of development of review of health and safety policies and procedures Evidence of compliance with apparatus testing regulations/requirements Evidence of safe data storage Evidence review and updating Evidence of implementing actions plans to deliver any required learning from reviews Evidence of de-brief processes for safeguarding incidents Quality Area 3 Effectiveness This Quality Area seeks to identify evidence that will support you to demonstrate that the services you deliver are effective both in terms of bringing about positive health benefits for service users and also demonstrating cost effectiveness to those that commission the service you deliver. Elements of this section will also allow you demonstrate the effectiveness of your team through exploring their qualifications, skills, and experience, the linkage your organisation makes in its service planning to the strategic plans of those commissioning services and the impact of your service in tackling local health inequalities Evidence of service users being equal partners in the service delivery planning process Evidence of clearly set health benefits/outcomes supported by rigorous measurement Evidence of training and development for the team to support and enable the delivery of planned services Evidence that service delivery is linked to both service user need and local strategic priorities Demonstration of promoting healthier lifestyles, and the prevention of ill-health Evidence of innovation and creativity in the planning and delivery of services 4 P a g e
5 Evidence of measuring baseline health and well being and using results to set health outcomes with service users Evidence of the use of evidence based interventions to deliver planned outcomes Evidence of developing and adapting interventions to meet individual need Evidence of achieving and measuring outcomes Evidence of training and development including records of qualifications Evidence that services received contribute to a healthier life style and increased self care Evidence of delivering health benefits through service delivery Evidence of linking service delivery to local strategic priorities Evidence of delivering value for money Evidence of review and adaption of service delivery plans to meet needs Evidence of on-going development for all members of the team Evidence of reduction in the need for primary care interventions as a result of improved health and wellbeing Evidence of review of evidence-based interventions Evidence of innovative and creative development of interventions, Evidence of the governing body supporting innovation and creativity Evidence of sharing innovation with cross-sector providers Evidence of working with or referring to other providers to help unmet needs Quality Area 4 Health Promotion This Quality Area explores how your organisation supports its service users to improve their lifestyle and overall health though proactive health promotion. The indicators and evidence require your organisation not only to provide a range of support but also to consider how the use of effective health promotion can be used as tool to fight against local health inequalities. 5 P a g e
6 Evidence of proactive health promotion, tailored to individual need Evidence of making health promotion accessible Evidence of both understanding and using health promotion to tackle health inequalities Evidence of using a range of resources and support materials Evidence of team development in health promotion Evidence of signposting to other providers to meet individual needs Evidence of health promotion and the use of a range of resources based on best practice Evidence of health promotion forming part of individual health promotion plans Evidence of using health promotion to support those suffering health inequalities Evidence using external, health promotion resources Evidence of health promotion as part of the team member induction programme Evidence of reviewing and updating health promotion materials and activities Evidence of measuring health promotion outcomes Evidence of targeted health promotion to tackle health inequalities Evidence of linking health promotion to local strategic plans Evidence of health promotion being included in communications Evidence of external training to support health promotion activity Evidence of impact of health promotion Evidence of innovation in developing internal health promotion resources Evidence of health promotion forming part of the discussion with statutory partners Evidence of linking health promotion into equalities monitoring 6 P a g e
7 Quality Area 5 Equality and Diversity The Equality and Diversity Quality Area looks at how you mange not just the principles and practices of equality and diversity but also how your organisation implements a positive working framework for the benefit of all, whilst seeking to prevent discriminatory behaviour from both service users and members of your team. Demonstrate an understanding of equality legislation and guidance Evidence of implementation of accessible policies and procedures covering equality, diversity and anti-discriminatory practice Evidence of shared ownership across the organisation of good equality and diversity practice Evidence of training and development for all members of the team Evidence of and commitment to robust equality monitoring of services, service delivery and workforce Evidence of fair recruitment process that meet the current equality and diversity requirements Commitment to keeping equality and diversity on the agenda for all supervision and staff meetings Copies of policies relating to equality and diversity Evidence of training and development Evidence of equality monitoring, including meeting equality outcomes Evidence of good practice in relation to recruitment at all levels Evidence of review and implementation of equality and diversity policies Evidence of use of positive equalities framework, including action planning from team meetings Evidence of equality monitoring within the organisational structure Evidence of on-going training and development at all levels Evidence of governing body review of equality monitoring Evidence understanding and considering the use of the NHS Equality and Diversity System 2 (EDS2) model Evidence specific training and development for the governing body and management team Evidence of review of positive equality frameworks Evidence of governing body reviewing and action planning from equality monitoring Evidence of implementation of EDS2 7 P a g e
8 Evidence of support and supervision for those responsible for recruitment for team members Quality Area 6 Leadership and Management The key to delivering a high quality service is to ensure that the leadership and management of the organisation are of excellent quality. This Quality Area requires your organisation to demonstrate a clear commitment to quality in areas such as recruitment, internal communications, compliance with your policies and procedures and a commitment to open sharing of the organisations plans. The principles must be underpinned by an open model of leadership based on reflection supported through effective supervision. Demonstrate that recruitment is focused on the competencies required for roles Demonstrate appropriate and robust supervision and support systems Commitment to positive communication channels across the whole organisation Commitment to adherence to policies and codes across the whole organisation Evidence of an open and transparent leadership model based on reflection and supported by effective supervision and appraisal Commitment to sharing and developing a common understanding of organisational plans Copies of recruitment policies and job/role descriptions Copies of induction documentation Evidence of and supporting documentation for an active supervision process Copies of codes of conduct Copies of organisational plans with supporting evidence of how these are openly discussed as part of implementation Copies of training records Evidence of skills audits Evidence of succession planning Evidence of governing body review of recruitment processes and succession planning Evidence of supervision for members of the governing body Evidence of processes to deal with breaches of codes of conduct (at all levels) Evidence of team input to service delivery planning 8 P a g e
9 Evidence of review and action planning arising from skills audits Evidence of review of all codes of conduct Evidence of review of organisational plans by the governing body and management team Evidence of appropriate training for management and governing body Quality Area 7 Governance The Key to good leadership is good governance. This Quality Area requires your organisation to reflect on its governance and demonstrate that it supports the delivery of a quality health service. This reflection will ensure that your organisation links its governance to the needs of its service users and not just the organisation. Compliance with the objects of the governing documents Compliance with appropriate legal and regulatory frameworks Evidence of all appropriate insurances Evidence of the governing understanding and delivering on all collective and individual responsibilities Evidence of the governing body setting and reviewing organisational policies and procedures Evidence of the governing body setting and reviewing the strategic direction of the organisation Evidence of the governing body providing strong financial management and delegating powers as appropriate Commitment, lead by the governing body, to quality and continuous improvement Evidence of clear, easily understood and accessible governing documents Evidence of compliance with governing documents Evidence of regulatory documents Evidence of appropriate insurance and indemnity cover Copy of governing body induction pack including role descriptions Evidence of governing body review of organisational polices Evidence of governing body compliance with code of conduct 9 P a g e
10 Evidence of governing review of codes of conduct Copies of organisational plans, linking to Key Performance Indicator s Evidence of awareness, at all levels within the organisation, of its organisational plans Copy of audited accounts/annual report Evidence of appropriate income generation activity Evidence of review of governing documents and linkage to regulatory requirements Evidence of review of governing body role descriptions Evidence of compliance with internal risk register requirements Evidence of governing body review of organisational plans Copy of financial strategy and financial management policies, including regular review Evidence of HRMC registration Quality Area 8 Outcomes and Impact This Quality Area requires your organisation to consider how it plans and delivers a truly outcome-focused service to its users and aims to deliver long term impact to both users and the wider community it serves. This will require reflection on outcome setting, how it manages to deliver parity of esteem to its users, support users to increase their own self care, and how outcomes, both planned and delivered, are linked to local strategic priorities. Delivery of flexible, outcome focused services, tailored to individual need Service delivery plans are formulated with individual users and linked to local strategic priorities Clear understanding of and contribution to local strategic priorities Outcome frameworks take into account parity of esteem Service users are supported to self manage and take part in the measurement of their own health outcomes Robust measurement, recording and evaluation of health outcomes in order to demonstrate the difference made to service users 10 P a g e
11 Evidence of services user involvement in determining the outcomes that are important to them Evidence of agreeing service delivery with users, including parity of esteem Evidence of appropriate adaption of service delivery plans Evidence of improved-self care Evidence of support to measure health outcomes Evidence of flexibility in service delivery to meets needs Evidence of appropriate levels of understanding of local strategic priorities Evidence of adapting outcomes to meet changing needs Evidence that outcomes delivered are linked to local priorities and needs of service users Evidence clear and diligent planning to meet needs of parity of esteem Copies of tools used to measure outcomes Evidence of adapting tools and education for service users in order for them to measure their own outcomes Evidence that outcomes measurement impacts on future individual service delivery planning Evidence that outcomes measurement impacts on future organisational planning Evidence of interaction with strategic partners in order to influence local priorities Quality Area 9 Connectivity The final section of the system explores how your organisation connects with other healthcare providers in the local community. Organisations will need to demonstrate how they embrace the principles of connectivity, including recognising its importance in delivering real benefits to users, the building of relationships, sharing of information and cross-referrals to meet unmet needs. Recognise the importance of both formal and informal partnership working Building of relationships with other health providers and managing referrals Sharing of information with other providers and commissioners Demonstrating the benefits of engagement and partnership working to both the organisation and to service users Linking to external communication streams Active role in local networks 11 P a g e
12 Evidenced of working with other providers Evidence that joint working brings about improved outcomes for service users Evidence of safe management of referrals from other providers Information published about the services and support offered Sharing of published information and communications with providers and commissioners Evidence benefits gained from joint working Evidence of organisational commitment to partnership working Evidence of benefits, to the organisation and service users, gained from partnership working Evidence of actively seeking referrals Evidence of an active role in networks and partnerships Evidence of a reviewed communication action plan that seeks to influence local strategic planning Evidence of involvement in joint funding/contract delivery Evidence of connectivity within the organisational planning Copy of the communication strategy Evidence of target setting for gathering referral from other providers /commissioners 12 P a g e
13 13 P a g e
APPENDIX 1 DRAFT REVIEW AGAINST THE CODE OF CORPORATE GOVERNANCE
APPENDIX 1 DRAFT REVIEW AGAINST THE CODE OF CORPORATE GOVERNANCE 2016-17 Introduction The main principle underpinning the development of the new Delivering Good Governance in Local Government: Framework
More informationCode of Corporate Governance
Code of Corporate Governance 1 FOREWORD From the Chairman of the General Purposes Committee I am pleased to endorse this Code of Corporate Governance, which sets out the commitment of Cambridgeshire County
More informationJob Description. Deputy Services Manager & Quality Lead hours per week. Salary CGL Points 42-46
Job Description Job Title Location Hours Deputy Services Manager & Quality Lead Gloucestershire 37.5 hours per week Salary CGL Points 42-46 Reports to Purpose of Job Services Manager The Deputy Services
More informationLevel 4 Preparing for Leadership and Management in Children s Care, Play, Learning and Development. June 2018 Version 1.0
Level 4 Preparing for Leadership and Management in Children s Care, Play, Learning and Development June 2018 Version 1.0 Unit Unit Pack Pack This unit pack contains the Level 4 Preparing for Leadership
More informationJob Title: Head of Retail Department: Income Generation
Job Title: Head of Retail Department: Income Generation Reports to: Director of Income Generation Salary: Compton Band 8A 37,020 to 49,055 per annum according to skills and experience Accountable to: Director
More informationJOB DESCRIPTION Lifeline
JOB DESCRIPTION Lifeline JOB IDENTIFICATION Job Title Service Manager recovery and mentoring service. Reports To Area manager Location Working across main base to be agreed Hours 35 hours Salary NJC 36
More informationSafeguarding and Standards Manager / Principle Social Worker Information Pack
Safeguarding and Standards Manager / Principle Social Worker Information Pack Welcome from the Chief Executive Dear Candidate, Thank you for your interest in our Safeguarding and Standards Manager/Principal
More informationJOB DESCRIPTION. To actively encourage family participation in Children s Centre and partner services.
JOB DESCRIPTION Job Title: Section: Children s Centre Manager Locality Team Directorate: Children, Families & Adults Service Reports to: District Manager Grade: Location: Hours: MB1 Ely Children s Centre
More informationJob Description and Person Specification
Job Description Job Title: Service Group: Social Care Team Manager Children and Young People Department/Team: Social Work Location: Children and Family Support Centre/LAC Service or any other suitable
More informationQuality Assurance Framework October (Review Date October 2017
Quality Assurance Framework October 2016 (Review Date October 2017 1 1. Introduction 1.1 The Croydon Safeguarding Adults Board (CSAB) is a partnership which has statutory duties as defined in the Care
More informationHuman Resources Advisor Position Description
Date: March 2015 Job Title : Human Resources Advisor Department : Corporate Human Resources Location : WDHB sites Reporting To : Human Resources Manager Direct Reports : Nil Functional Relationships with
More informationLook Ahead Care, Support and Housing: Anti-Slavery and Human Trafficking Statement
Look Ahead Care, Support and Housing: Anti-Slavery and Human Trafficking Statement Introduction Look Ahead is committed to: Undertaking and promoting ethical practices and policies to prevent modern slavery
More informationPOSITION DESCRIPTION Property Operations Manager
POSITION DESCRIPTION Property Operations Manager The BlueCross Vision A dynamic organisation, BlueCross is supported by a team of great staff, who are willing to challenge traditions. With a long history
More informationService Managers have a key role with their Heads of Service to ensure their services are inspection ready and drive change following inspections
1 Job Title Salary: Service Manager CSRA Hours per week: 36 Reports to: Head of Service Role Purpose: A Service Manager has operational management responsibility for a number of teams. The focus of this
More informationEquality and Diversity Policy
Equality and Diversity Policy working together to improve the quality of life of everyone in South Lanarkshire. Contents Foreword Page 4 1 Introduction Page 5 2 Policy statement Page 6 Vision Page 7 Policy
More informationA guide to evaluating services for children and young people using quality indicators
A guide to evaluating services for children and young people using quality indicators CONTENTS Page Foreword 1 Acknowledgements 3 Part 1 The role of generic quality indicators 5 1.1 Background 7 1.2 A
More informationSCDLMCA1 Manage and develop yourself and your workforce within care services
Manage and develop yourself and your workforce within care services Overview This standard identifies the requirements when taking responsibility for your own and others continuing professional development.
More informationThe Merlin Principles. The Elements of each Principle
The Merlin Standard INTRODUCTION The development of the Merlin Standard has been progressed as a joint exercise between the Department for Work and Pensions (DWP) and its providers operating in the Welfare
More informationGeneral Volunteering Policy
General Volunteering Policy Policy owner: Head of Volunteering Policy approved by: Executive Team Last updated: April 2016 Last reviewed: April 2016 1. Purpose This policy applies to Diabetes UK staff
More informationRecruitment and Selection Policy. Recruitment and Selection Policy Approved by: Date of review: JSPF and then Board of July 2018 Directors on 1st July
Recruitment and Selection Policy Title: Date Approved: Ist July 2010 JSPF December 2013 agreed revised review date of 1 st October 2014. Recruitment and Selection Policy Approved by: Date of review: JSPF
More informationBowmer. & Kirkland. Kirkland. & Accommodation. Health & Safety Policy.
Bowmer Kirkland & Kirkland & Accommodation Health & Safety Policy December 2013 www.bandk.co.uk Index Policy Statement Page 3 Interaction of Health and Safety Responsibilities Page 5 Organisation Page
More informationLocal Government Reform Consultation on Policy Proposals Consultation Response: Early Years the organisation for young children
Policy and Legislation Unit Local Government Policy Division Department of the Environment 8 th Floor, Goodwood House 44-58 May Street, BT1 4NN 08/03/2011 Local Government Reform Consultation on Policy
More informationHead of Corporate Finance
JOB DESCRIPTION Job Title Position Number(s) Department Section or Service DESIGNATION: Responsible to: Employees directly supervised (if applicable): Family Tree: See appendix for details Chief Accountant,
More information1. To lead and deliver a high quality and effective social work services for children, their families and carers.
Heads of Service Children s Social Care Job Title: Reports to: Head of Service Deputy Director, Children s Social Care Main Purpose of Job: To lead and inspire the highest quality social work practice
More informationIntroduction. Background and Context. Role and Function of the PSI. Developing the Corporate Strategy
PSI Corporate Strategy 2018 2020 Public consultation, April 2017 Introduction Our current Corporate Strategy for 2013-2017 is coming to an end and we have started developing our next strategy, which will
More information2 Code of Corporate Governance
2 Code of Corporate Governance Introduction The 2016 Framework sets out seven principles of good governance which are taken from the International Framework: Good Governance in the Public Sector (CIPFA/IFAC,
More informationThe Security Benchmark - The Security Benchmark ACS Report
The Security Benchmark - The Security Benchmark ACS Report members.thesecuritybenchmark.com /index.php/benchmarking/acs-scoring-average-charts Your Company Security Benchmark ACS Report /58 Average ACS
More informationEQUALITY AND DIVERSITY PLAN
THE RUGBY FOOTBALL LEAGUE EQUALITY AND DIVERSITY PLAN 2017-2020 THE RUGBY FOOTBALL LEAGUE The attached plan (Appendix A) details the Rugby Football Leagues approach to Equality and Diversity for 2017-2020.
More informationCOMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK
COMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK 1 Contents Page Introduction to the Performance Management Framework 3 Ensuring Strategic Level Commitment 7 Implementing the Framework 8 Resources
More informationHammersmith & Fulham borough of opportunity
Hammersmith & Fulham borough of opportunity PRINCIPAL MANAGER (BUSINESS INTELLIGENCE) HOUSING AND REGENERATION Job Pack Information for applicants Job Description Person Specification JOB DESCRIPTION Job
More informationJOB AND PERSON SPECIFICATION
JOB AND PERSON SPECIFICATION Position Title: Human Resources Manager Reports Directly to: General Manager, Operational Services Responsible for: Human Resources, WHS, Payroll, Volunteer Services Member
More informationJOB DESCRIPTION. Ambulance Operations Manager. EMS Area Manager
JOB DESCRIPTION TITLE: REPORTS TO: KEY RELATIONSHIPS Ambulance Operations Manager EMS Area Manager EMS Area Manager Senior Management Team Locality Managers Clinical Team Leaders NEPTS managers and staff
More informationCharity Governance Code. Checklist for small charities UNW LLP
Charity Governance Code UNW LLP Procedures in place Action required Organisational purpose: the board is clear about the charity s aims and ensures that these are being delivered effectively and sustainably
More informationStandards for Employers of Social Workers & Social Care Workers
Standards for Employers of Social Workers & Social Care Workers SEPTEMBER 2017 Published by: Northern Ireland Social Care Council 7th Floor, Millennium House 19-25 Great Victoria Street Belfast BT2 7AQ
More informationNACCHO GOVERNANCE CODE: NATIONAL PRINCIPLES AND GUIDELINES FOR GOOD GOVERNANCE
NACCHO GOVERNANCE CODE: NATIONAL PRINCIPLES AND GUIDELINES FOR GOOD GOVERNANCE Introduction In this code: board means the governing body of the organisation objectives includes aims, purposes and objects
More informationBi-Borough Joint Head of Learning Disability Services
Bi-Borough Joint Head of Learning Disability Services What we value at Westminster We believe that through our leadership and working together we can create the best environment to support growth that
More informationHEALTH & WELLBEING, REDUCING SICKNESS ABSENCE IN OUR WORKFORCE CAROLINE FOX, DIRECTOR OF HUMAN RESOURCES AND ORGANISATIONAL DEVELOPMENT
MEETING: AGENDA ITEM: SUSSEX COMMUNITY NHS TRUST BOARD 74.13 - ENCLOSURE: J DATE: 25 APRIL 2013 REPORT TITLE: REPORT FROM: PURPOSE: HEALTH & WELLBEING, REDUCING SICKNESS ABSENCE IN OUR WORKFORCE CAROLINE
More information: Team Leader - Medical Booking & Scheduling Team
Date: September 2013 Job Title Department Location Reporting To Direct Reports Key Relationships : Team Leader - Medical Booking &. : Medicine & Health of Older People : North Shore Hospital : Operations
More informationWDP Havering Service Manager
(Salary as advertised) Havering 37.5 hours Substantive 1. Main purpose of the role As Service Manager, you will take the lead on coordinating and developing WDP s high quality and innovative Havering Drug
More informationSCDLMCB1 Lead and manage practice that promotes the safeguarding of individuals
Lead and manage practice that promotes the safeguarding of Overview This standard identifies the requirements associated with safeguarding which must permeate all your work with and in managing others.
More informationWithin Band 6: 39,270-66,865 (pro rata) CEO and Chair of Board of Trustees as Company Secretary
Job outline JOB TITLE: JOB REF: HOURS: SALARY: CONTRACT: REPORTS TO: Company Secretary/Policy Officer HFLMAT CO002 Part time 0.8 FTE (52 weeks per year) Within Band 6: 39,270-66,865 (pro rata) Permanent
More informationDeputy Manager (Complex Needs) Islington Mental Health Services. Frontline Staff, Volunteers & Peer Mentors
Post: Deputy Manager (Complex Needs) Delegated Authority Level 6 Team: Responsible to: Responsible for: Islington Mental Health Services Service Manager Frontline Staff, Volunteers & Peer Mentors Job Purpose
More informationJOB PURPOSE. STRATEGIC PLANNNG Systematically and regularly review the College s. development plan that is costed, implemented and reviewed.
JOB DESCRIPTION: REPORTS TO: PRINCIPAL Belfast Bible College Board JOB PURPOSE The role of the Principal of Belfast Bible College is, under God s guidance, to provide inspiring Christian leadership to
More informationJob Description. Operations Manager. Scheduled Care. Band 8A. Centre Manager. Centre Manager
Job Description Job Title: Clinical Group Base Band: Reports To: Accountable To: Key Working Relationships: Operations Manager Scheduled Care The Shrewsbury and Telford Hospital NHS Trust Band 8A Centre
More informationNon-executive Director. Applicant s information pack
Non-executive Director Applicant s information pack 1 Contents Section 1 Information about the posts being appointed to 2 Introduction 3 Our strategy, goals and values 4 Additional sources of information
More informationCOMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK
COMMUNITY DEVELOPMENT PERFORMANCE MANAGEMENT FRAMEWORK May 2012 1 Contents Page Introduction to the Performance Management Framework 3 Ensuring Strategic Level Commitment 6 Resources 6 Monitoring and Evaluation
More informationCOMMUNICATIONS STRATEGY
COMMUNICATIONS STRATEGY 2016-2019 Introduction and purpose This strategy details how communications will support the delivery of shaping the future of urgent & emergency care (EEAST strategy 2016-21).
More informationForeword 6. NPCC Diversity, Equality and Inclusion Pledge 7
1 3 4 Foreword 6 NPCC Diversity, Equality and Inclusion Pledge 7 The Diversity, Equality and Inclusion Strategy Leadership Our Organisation Our Communities Our Partners 8 NPCC Diversity, Equality and
More informationThe LSB s Information for Practitioners. The Standards of Lending Practice for business customers Asset Finance. Governance and oversight
The LSB s Information for Practitioners The Standards of Lending Practice for business customers Asset Finance Governance and oversight March 2019 This document has been produced by the LSB and provides
More informationJob Description for Cluster Manager
Making a lifetime of difference to children in schools Place2Be, 175 St John Street, Clerkenwell, London C1V 4LW Tel: 020 7923 5500 mail: enquiries@place2be.org.uk Job Description for Cluster Manager Job
More informationSCDLMCB7 Lead and manage group living provision within care services
Lead and manage group living provision within care services Overview This standard identifies the requirements associated with leading and managing group living provision, it includes developing the physical
More informationH7LX 04 (SCDLMCB7) Lead and Manage Group Living Provision with Care Services
H7LX 04 (SCDLMCB7) Lead and Manage Group Living Provision with Care Services Overview This standard identifies the requirements associated with leading and managing group living provision, it includes
More informationLOCATION: Alpha Plus Fostering, Oldham
National Fostering Agency Group Job Description JOB TITLE: REGISTERED MANAGER LOCATION: Alpha Plus Fostering, Oldham Purpose: The Registered Manager is accountable for providing vision and leadership to
More informationBusiness Plan 2017/18
Business Plan 2017/18 Business Plan: 2017 2018 Contents Chapter Title Page number 1. Who we are 1 2. What we do to meet our aims 2 3. What we will be doing in 2017/18 4 4. How we work 9 5. Governance 10
More information1.1 Contributes to the Trust s Organisational Development strategy to improve overall organisational performance and effectiveness
JOB TITLE: OD Practitioner BAND: AFC 7 BASE: RESPONSIBLE TO: ACCOUNTABLE TO: XX OD Consultant (OD Lead) Director of OD and L&D JOB SUMMARY The Organisational Development Practitioner is responsible for
More informationCompetence Framework for Safeguarding Adults
Competence Framework for Safeguarding Adults Introduction This competency framework seeks to develop and demonstrate the competency of staff in delivering services that safeguard adults with care and support
More informationH7YG 04 (SCDLMCB8) Lead and Manage the Provision of Care Services that Supports the Development of Positive Behaviour
H7YG 04 (SCDLMCB8) Lead and Manage the Provision of Care Services that Supports the Development of Positive Behaviour Overview This standard identifies the requirements associated with leading and managing
More informationJOB DESCRIPTION. This post is subject to Adult Workforce Regulations
JOB DESCRIPTION POST: LOCATION: RESPONSIBLE TO: DBS: Operations Manager Cambridgeshire and Peterborough Head of Service (or nominee) This post is subject to Adult Workforce Regulations JOB PURPOSE To ensure
More informationCommittee on Standards in Public Life 'Ethics for Regulators' Review. CSPL Ethics for Regulators Review: Regulators Survey
Committee on Standards in Public Life 'Ethics for Regulators' Review CSPL Ethics for Regulators Review: Regulators Survey The Committee on Standards in Public Life is an independent advisory body, which
More informationJOB DESCRIPTION per week
JOB DESCRIPTION Job Title Executive Office Administrator Salary Band 3 ( 16,800-19,655) Department Chief Clinical Officer Department Accountable to / Line Manager Executive Assistant to the Chief Clinical
More informationSupervisor Department Client Services
Clinical Supervisor Position Level Supervisor Department Client Services Location Adelaide Direct/Indirect Reports Clinical Team Leaders Reports to GM Client Services Date Revised September 2018 Position
More informationAPPENDIX 3 LOCAL CODE OF GOVERNANCE
APPENDIX 3 LOCAL CODE OF GOVERNANCE 1 What do we mean by Governance? 1. The International Framework: Good Governance in the Public Sector (CIPFA/IFAC, 2014) (the International Framework ) defines governance
More informationEmployee Health and Wellbeing Strategy
Employee Health and Wellbeing Strategy 2015 2018 March 2015 Introduction 1.1 NHS Hull Clinical Commissioning Group (Hull CCG) recognises the contribution of its employees and is committed to providing
More informationJob description and person specification
Job description and person specification Position Job title Knowledge Management Facilitator Directorate Operations and Information Pay band AFC Band 8a Responsible to NHS RightCare Knowledge Management
More informationTeam Leader. Job Title: Project/Service Name: Base: Role specific duties if applicable:
Job Title: Project/Service Name: Base: Role specific duties if applicable: Team Leader 1. Main purpose of the role As directed by your manager, you will provide clear role modelling and leadership for
More informationJOB DESCRIPTION. Executive Director: Adults, Children and Education
JOB DESCRIPTION Job title: Director: Children and Families Service Level: 2 Grade: D2 Managed by: Executive Director: Adults, Children and Education Responsible for: Allocated Heads of Service Accountable
More informationDate Prepared: June 2014 Reporting to: Service Manager
Role Profile Job Title: Social Work Group Manager Grade: S Salary: Directorate/Group: Children, Families and Community Health Structure Chart attached: Yes Role Profile Number: SO4068A Date Prepared: June
More informationBrentry and Henbury Children s Centre. Director Recruitment
Brentry and Henbury Children s Centre Director Recruitment Brentry and Henbury Children s Centre Who are we? We are one of twenty-five Children s Centres in Bristol and are located in a North West suburb
More informationHours of Work: 37.5 hours per week (part time hours negotiable)
JOB DESCRIPTION Post Title: Head of Performance Assurance Location: NHS Oldham CCG Headquarters (Ellen House) Salary/Grade: Band 8c Hours of Work: 37.5 hours per week (part time hours negotiable) Type
More informationImpact Housing Association Ltd Role Profile
Impact Housing Association Ltd Role Profile JOB TITLE: Assistant Scheme Manager SCALE: SCP 17-20 (Independent Living Worker Scale) TEAM: Living Well LOCATION: Living Well Scheme, Bramble Court, Brampton
More informationJOB DESCRIPTION. Senior Manager - Centre Operations. Date effective: February 2016
JOB DESCRIPTION Position title: Senior Manager - Centre Operations Approved by: Michael Muldoon Date effective: February 2016 PURPOSE The purpose of this position is to ensure provides: Effective, efficient
More informationNATIONAL PERFORMANCE STANDARDS FOR MANAGING AND DELIVERING COMMUNITY LEGAL SERVICES
NATIONAL PERFORMANCE STANDARDS FOR MANAGING AND DELIVERING COMMUNITY LEGAL SERVICES Issued by Legal Aid Services, Ministry of Justice 1 July 2011 Preface On 1 July the Legal Services Agency was disestablished,
More informationPosition Description: Client Services Coordinator. headspace Bairnsdale General Manager Operations Date effective October 2016
Position Description: Client Services Coordinator Location headspace Bairnsdale Approval General Manager Operations Date effective October 2016 POSITION SUMMARY The Client Services Coordinator provides
More informationEarly Intervention Worker Job Description
Homelessness Statement of Purpose The Salvation Army Homelessness are committed to providing opportunities that support each person to find their purpose, develop positive relationships and experience
More informationWheatley Group is committed to Equality and Diversity. Location/Section
LORETTO CARE JOB PROFILE Job Details Job Title Community Engagement Coordinator (Knightswood Connects) Location/Section Loretto Care / GHA premises in Knightswood area. Peripatetic across Knightswood Service
More informationChair Job Description and Person Specification
Chair Job Description and Person Specification Remuneration: 3,000 pa (excluding expenses) The Role of the Board The primary purpose of the Board is to maintain a strategic role in governing Healthwatch
More informationREPORT ON THE DISCHARGE OF STATUTORY FUNCTIONS FOR THE PERIOD 01/04/08 31/03/09
REPORT ON THE DISCHARGE OF STATUTORY FUNCTIONS FOR THE PERIOD 01/04/08 31/03/09 Contents Sheet Page Section 1: Introduction Section 2: Section 3: Services Areas OPMS Physical and Sensory Disability Mental
More informationPosition Title Customer & Service Delivery Manager, Metropolitan
Position Title Customer & Service Delivery Manager, Metropolitan Position Purpose This role is one of five functional roles that form the leadership team directly reporting into the General Manager Customer
More informationJob Description. Normally 37 hours per week, commensurate on completing the duties associated with the post.
Job Description JOB TITLE: Lead Learning Mentor GRADE/SALARY: 23,457-24,882 HOURS: RESPONSIBLE TO: Normally 37 hours per week, commensurate on completing the duties associated with the post. Lead Learning
More informationJob Description FOSTERING BRANCH MANAGER. Appropriate designated staff as the service develops
Job Description Post title: Reports to: Staff managed: FOSTERING BRANCH MANAGER Fostering Manager Appropriate designated staff as the service develops JOB PURPOSE This post will play a lead role in the
More informationOperations Manager Clinical Support Services
Date: November 2013 (Review Nov 2014) Job Title : Operations Manager Department : Hospital Operations Location : Waitemata DHB Reporting To : Group Manager Hospital Operations Direct Reports : Non-Clinical
More informationLONDON BOROUGH OF BARNET CODE OF CORPORATE GOVERNANCE
1. INTRODUCTION LONDON BOROUGH OF BARNET CODE OF CORPORATE GOVERNANCE 1.1 As with all Local Authorities, the council operates through a governance framework. This is an inter-related system that brings
More informationOUR PEOPLE STRATEGY
OUR PEOPLE STRATEGY 2017-2020 Front cover inset image Daniel Overturf PEOPLE STRATEGY 3 INTRODUCTION The Historic Environment Scotland (HES) Corporate Plan sets out our ambition to be the lead Public Body
More informationJOB DESCRIPTION. Assistant Director of Operations (or nominee) Subject to child and adult workforce regulations
JOB DESCRIPTION POST: LOCATION: RESPONSIBLE TO: DBS CHECK: Operations Manager Derbyshire Assistant Director of Operations (or nominee) Subject to child and adult workforce regulations JOB PURPOSE To ensure
More informationEqualities Strategy May 2013 Version 1.2
Equalities Strategy 2013-16 May 2013 Version 1.2 River Clyde Homes Vision River Clyde Homes vision is an Inverclyde with exceptional housing and vibrant communities River Clyde Homes Mission River Clyde
More informationCommissioning Director, Children and Young People (DCS)
Job Role: Commissioning Director, Children and Young People (DCS) Role Type: Commissioning Role Level: 3 Function: Commissioning Group Accountable to: Strategic Director for Commissioning Budgetary Responsibility:
More informationPosition Description Able Lifestyle Choices Coordinator
ORGANISATIONAL ENVIRONMENT Able Australia is a secular non-profit organisation that provides services to people living with multiple disabilities including deafblindness, and youth and families who are
More informationChief Executive, Croydon Council (Managerial) and Secretary of State for Health through Public Health England (Professional).
1 Director of Public Health The Director of Public Health will play a key role in the Council s Extended Leadership Team (ELT) in leading and delivering corporate objectives. Each member of the ELT will
More informationSCDLMCE5 Develop operational plans and manage resources to meet current and future demands on the provision of care services
Develop operational plans and manage resources to meet current and future demands on the provision of care services Overview This standard identifies the requirements when developing operational plans
More informationTRUST-WIDE NON-CLINICAL POLICY DOCUMENT. Date Ratified: February 2015 Next Review Date (by): Interim Review August 2017 Version Number: 2015 Version 1
TRUST-WIDE NON-CLINICAL POLICY DOCUMENT Policy Number: Scope of this Document: Recommending Committee: Appproving Committee: SA01 All Staff Policy Group Executive Committee Date Ratified: February 2015
More informationSafeguarding Children Safer Recruitment and Retention Policy and Procedure Adopted by St-Laurence s C.of E. School February 2014
Safeguarding Children Safer Recruitment and Retention Policy and Procedure Adopted by St-Laurence s C.of E. School February 2014 This policy is based upon the following documents: Code of Practice on the
More informationHEALTH AND SAFETY STRATEGY
HEALTH AND SAFETY STRATEGY 2016-2019 Version: 1.0 Ratified by: Integrated Governance Committee Date ratified: 30 September 2015 Title of originator/author: Title of responsible committee/group: Head of
More informationEquality and Human Rights Policy
Equality and Human Rights Policy Policy Number: Scope of this Document: Recommending Committee: Approving Committee: HR10 All Colleagues, Patients and Service Users, Visitors, Carers, Volunteers, Contractors
More informationTeam Facilitator Job Description
Team Facilitator Job Description Post: Salary: Responsible to: Accountable to: Team Facilitator 24-26K Services Manager Regional Manager The post of Team Facilitator is an exciting and rewarding role which
More informationJob Description: Finance Director Esteem Multi-Academy Trust
Job Description: Finance Director Esteem Multi-Academy Trust Post Title: Location: Finance Director TBC initially one of the MAT Academy sites Purpose: To act as the chief financial officer and company
More informationRegional Operations Manager. Job Description
Regional Operations Manager Job Description Job Title: Team Manager Reports To: Regional Operations Manager Date Created: 06/09/2017 Version 4 Scope of the Role: The scope of this role is to contribute
More informationCorporate Governance Statement Australian Men s Shed Association
Corporate Governance Corporate Governance Statement Australian Men s Shed Association The Australian Men s Shed Association was founded in 2007 as an organisation to provide support through the sharing
More informationProgramme Coordinator Quality & Improvement Team
Date: March 2018 Job Title : Programme Coordinator Department : Specialist Mental Health & Addiction Services (SMH&AS) Location : TBA Reporting To : Quality & Improvement Lead Direct Reports : None Functional
More informationJOB DESCRIPTION. 1) Take a lead role in the management and leadership of both services.
JOB DESCRIPTION POST: LOCATION: RESPONSIBLE TO: DBS CHECK: Operations Manager Lincolnshire / Leicester Director of Operations (or nominee) Subject to Adult Workforce Regulations JOB PURPOSE To ensure that
More informationEQUALITY and DIVERSITY POLICY
EQUALITY and DIVERSITY POLICY 2017 Every attempt is made to base our practices and procedures on the fundamental belief that all the children have the same rights irrespective of their current educational
More information