JOB DESCRIPTION Job Title: Department: Reports to: Liaises with: Service Delivery Manager - Fixed term post Audiology, Dermatology, ENT, Oral Services & Plastic Surgery Head of Service Staff at all levels within the organisation including Clinicians, Departmental Managers and external organisations including PCTs. Band: 7 JOB SUMMARY To support the Head of Service, Clinical Director, and Matron in the development and provision of a comprehensive, high quality, patient centred service within the resources available. Trust Culture and Values The Trust has defined its culture as one that is patient centred which puts safety first and where all staff take responsibility, are valued and value each other. To support our four values are that we are all:- Caring we design and deliver care around each individual patient s needs and wants Safe we make the safety of patients and staff our prime concern (safety comes first) Responsible all staff take responsibility for the hospital, its services and reputation And that we: Value each other we all value each other s contribution. Our training, policies, procedures, and practices are all intended to support behaviours in line with our values and all staff are expected to uphold these by 'Living Our Values Everyday' 1 of 7
DEPARTMENT STRUCTURE CHART Clinical Director Head of Service Matron Service Delivery Manager Senior Administration Manager MAIN DUTIES AND RESPONSIBILITIES: 1. Support the Head of Service, ensuring clear communication and robust implementation of policy, business objectives and agreed targets. 2. Provide support to the Head of Service to ensure sound operational management of all areas with robust systems that are continuously improved. 3. Support the Service Line in the delivery of operational performance to achieve delivery of national and local targets, the development and delivery of improvement plans and reengineering of roles/models of care. 4. Monitor and contribute to the achievement of key performance indicators within the Service Line such as compliance of the 18 week pathway by actively participating in patient tracking activity and working proactively to avoid breaches. 5. In liaison with the Head of Service and Clinical Director and the Management Accountant agree and deliver against financial and activity profiles for relevant specialities, identify risks and implement and review risk reduction strategies. 6. In liaison with the Head of Service and Clinical Director, ensure that that speciality budgets are effectively managed and financial balance is achieved, within Trust budgetary rules, Standing Orders and Standing Financial Instructions. 7. Ensure that HR and governance policies within relevant specialities are adhered to, in order to achieve compliance with Trust policies and procedures, best practice, relevant legislation and regulatory provisions. 2 of 7
8. Form links with the Site Management team to ensure effective use of available resources for the division. 9. Responsible for the improvement and delivery of targets by ensuring effective and efficient usage of clinic lists and theatre utilisation. 10. Support the Head of Service in managing staff, including regularly reviewing establishments and skill mix in collaboration with speciality leads and management accountants to ensure organisational efficiency and clinical excellence. 11. Ensure that HR policy is complied with in the monitoring and management of sickness absence for junior doctors and administration and clerical staff. 12. Provide appropriate operational management assistance to the Head of Service acting as deputy when applicable. 13. Undertake project work when required as directed by the Head of Service. 14. Work with the Clinical Director and medical staffing co-ordinator to ensure junior doctors rotas meet both the needs of services and fulfil training requirements. STRATEGIC AND SERVICE DEVELOPMENT 15. Work in collaboration with the Head of Service to provide input into business plans for specialities/services, in conjunction with senior colleagues, identifying opportunities for new markets and schemes to generate additional income and/or reduce expenditure. 16. Proactively engage in interagency working to develop and implement strategies/services that cross traditional organisational boundaries, encouraging a seamless health system from a patient perspective. 17. Support the Head of Service and Clinical Director within the speciality to provide development and improvement of patient care through identifying and responding to opportunities for change that will lead to improvements in quality or efficiency and assist in the development of clinical practice. 18. Support the Head of Service and Management Accountant in reviewing income and expenditure within relevant specialities and the production and delivery of strategies to ensure the business viability of specialties. ORGANISATIONAL DEVELOPMENT 19. In conjunction with the Head of Service and Clinical Director maintain an open, proactive and collaborative culture within relevant specialities supported by effective two-way communication systems and processes that promote the achievements and activities of the relevant specialities and maintains clinical standards. 20. In conjunction with the HR Manager ensure that robust systems are established for the appraisal and continual development of all staff within relevant specialities, in line with the Knowledge and Skills Framework, promoting the effective use of skills and flexibility through professional and personal development. 21. Work with the Human Resources Business Partner to effectively and sensitively manage organisational change and employee relations issues within relevant specialities. 22. Ensure achievement of key HR performance targets within the specialities including sickness absence, PDR completion and mandatory training. 3 of 7
RISK MANAGEMENT 23. Support the Head of Service and Clinical Director to develop, implement and review robust systems to effectively manage risks, including ensuring that risk registers are populated and utilised at specialty levels, in order to manage risk and keep the Divisional Director informed. 24. Manage the implementation within relevant specialities of the Trust s health and safety policy and all other policies, procedures and safety rules 25. Support the service line to investigate incidents and provide outcomes 26. Support the service line with the management of patient complaints. Education and Training/Self-Development 27. Identify own training and development needs and undertake appropriate training/education as required. 28. Participate in an annual performance review process where objectives will be agreed, performance monitored and personal development needs discussed. 29. Act responsibly in respect of colleague s health, safety and welfare following safe work practices and complying with the Trust s Health and Safety Policies. 30. To attend all statutory and mandatory training as and when required to do so. 31. Adhere to all Trust Policies as applicable. This job description is not intended to limit the scope and extent of the job to be undertaken and will be subject to review and alteration as necessary, following discussion with the post holder. Health Clearance Health clearance is required for this appointment. Applicants must complete a medical questionnaire, return it to the Occupational Health and Wellbeing Service and, if required, undergo a medical examination before appointment. Disclosure and Barring Service (DBS) A DBS will be required before appointment for all posts with access to children or vulnerable adults. Confidentiality and Disclosure of Information In the course of your normal work with the Trust you will come into possession of confidential information concerning patients, the Trust and its staff. This information should always be treated according to the Trust s rules on confidentiality. Any inappropriate disclosure may be subject to the Trust's disciplinary procedures. Raising concerns Staff may on occasion have genuine concerns about healthcare matters and consequently the Trust endorses the principle that these must be raised in a responsible and appropriate manner, and if necessary using the Trust s Raising Concerns (Whistleblowing) policy. Data Quality/Security The post holder is responsible for ensuring that he/she maintains the integrity and quality of both computerised and manual data. 4 of 7
Acceptance of Gifts and Hospitality The conduct of staff in the public service should be scrupulously impartial and honest and in this context any offers of gifts or hospitality should be discussed with your manager, prior to acceptance. Codes of conduct and professional standards All staff should adhere to any codes of conduct or professional standards set by the regulatory bodies with whom they are registered or by professional bodies of which they are a member. Managers should observe the Code of Conduct for NHS Managers. Risk (managerial and supervisory staff only) Managers are responsible for implementing and monitoring any identified and appropriate risk management control measures within their designated area(s) and scope of responsibility. Full details are set out in the Trust s Risk Management Policy. Health and Safety All staff are advised that, under the Health and Safety at Work Act 1974 and associated legislation, it is the duty of every employee to take reasonable care for their own health and safety and that of other people who may be affected by their activities at work, and also to cooperate fully with the Trust and others in connection with any arrangements to satisfy the statutory duties and responsibilities under the Act, including undertaking appropriate mandatory and health and safety training. Infection Control All staff must at all times be aware of their responsibilities for ensuring infection control and to maintain hygiene standards in accordance with infection control policies and instructions. Personal Property The Trust is unable to accept responsibility for articles of personal property lost or damaged on its premises whether by burglary, fire, theft or otherwise and staff are advised to insure against all risks. Equal Opportunities Equality of opportunity is an integral part of the Trust s recruitment and selection process and recruiting managers must ensure that they comply fully with the Trust s Equality & Diversity Policy. The Trust aims to ensure equality of opportunity for all irrespective of race, disability, sex, gender reassignment, sexual orientation, age, marriage and civil partnership, pregnancy and maternity and religion, or belief. No Smoking Smoking by staff, patients and visitors, will not be permitted anywhere on Trust premises. Security Staff must wear their identity badge at all times to assist in maintaining the security of the hospital; be observant, and not afraid to enquire of people as to their business in the hospital. Any suspicious behaviour must be reported to the Security Officer, manager, or security team. Safeguarding children and vulnerable adults Kingston Hospital NHS Trust is committed to safeguarding children and vulnerable adults at risk of abuse. If the post is one that involves access to children and vulnerable adults during the course of their normal duties, an enhanced Criminal Records (CRB) check will be required. All employees have a responsibility for safeguarding children and vulnerable adults in the course of their daily duties and for ensuring that they are aware of the specific duties relating to their role. 5 of 7
Person Specification Job Title: Criteria for Essential Requirements Selection Qualifications Educated to degree level or relevant experience. Evidence of continuing education and development Management qualification Experience Demonstrable operational management experience, with at least two years managing large groups of staff Experience of effective staff management. Experience of managing a budget. Working across and leading on projects Knowledge/ Demonstrates achievements in Skills managing change and quality improvements Experience of participating in clinical governance initiatives. IT Skills Ability to work and plan the Personal Attributes/ Qualities strategic direction of the service Strong team working skills Able to work collaboratively with other disciplines Effective verbal, written and interpersonal skills. Self motivated, enthusiastic, innovative. Able to work on own initiative Other Able to demonstrate commitment to continuing self-development Able to demonstrate initiative taking and working autonomously To be able to have flexibility in working hours when needed Reliable work record. Desirable Requirements Master s degree or working towards Experience of working in health service with experience of change management Assessment Method Application form Application form Skill Tests Application form Approved by: Manager date Agreed with: Employee date 6 of 7
Kingston Hospital NHS Trust TERMS & CONDITIONS OF SERVICE Agenda for Change terms and conditions apply POST DEPARTMENT / LOCATION SALARY PAYMENT PENSION HOURS : Service Line Manager : Audiology, Dermatology, ENT, Oral, & Plastics : This post is on Agenda for Change Pay Band 7 and the salary range is from 31,696 to 41,787 per annum. In addition to this you will receive a High Cost Area Supplement of 15% of your basic salary per annum, this will be between a minimum of 3,553 and a maximum of 4,528 : Monthly by direct credit transfer to bank/building society account. : Admission to the NHS Pension Scheme is automatic, although you can opt out. Further details are available from the Human Resources Department. : 37.5 hours per week, excluding meal breaks (37.5 hours per week full time). If Occupational Therapy: The working hours are 37.5 hours a week mostly 8am 4pm Monday to Friday, however during times of very high demands there may be occasions where you might be asked to work until 8 PM during the week. You may also be required to work weekends and Bank Holidays ANNUAL LEAVE : 27 days per year, increasing to 29 days after 5 years NHS service and to 33 days after 10 years NHS service. NOTICE PERIOD : EITHER [For staff in bands 1 4] The period of notice for the termination of your employment will be one month on either side, in writing, until you have completed a period of continuous employment of four years. Thereafter the period of notice the Trust is required to give will increase by one week for each additional year s service up to a maximum of twelve years. The period of notice from the Trust will then remain at twelve weeks. OR [For staff in bands 5 & 6] The period of notice for the termination of your employment will be two months on either side, in writing, until you have completed a period of continuous employment of eight years. Thereafter the period of notice the Trust is required to give will increase by one week for each additional year s service up to a maximum of twelve years. The period of notice will then remain at twelve weeks. OR [For staff in band 7 or above] The period of notice for the termination of your employment will be three months on either side, in writing. Other terms and conditions will be in accordance with the current regulations as specified in Kingston Hospital NHS Trust policies and associated documentation. 7 of 7