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									                                            Directorate of Human Resources
                                            Recruitment Team
                                            Flat 3
                                            Willow Drive
                                            Kirkcaldy
                                            Fife, KY1 2LS
                                            Tel 01592 643355
                                            Fax 01592 204611
                                            www.show.scot.nhs.uk/faht

                                            Date                       As per postmark
                                            Your Ref
                                            Our Ref                    Please see below

                                            Enquiries to               Recruitment
                                            Extension                  27906
                                            Direct Line
                                            Email:                     fife-uhb.recruitment@nhs.net

Dear Sir/Madam



POST REFERENCE: LY313/03/12
CLOSING DATE: 12 NOON ON 1ST JUNE 2012


Thank you very much for your interest in the above post. I have pleasure in enclosing an application
pack which includes, a job description, application form, terms and conditions, person specification and
procedure for the disclosures of criminal records. Please be advised that the application form must be
completed in full as unfortunately we cannot accept a CV enclosure.

When providing referees on the application form please be aware we require references to cover a
minimum of a three year period. If the period of time both referees have known you is less than three
years you will be required to provide additional referees. This can be indicated on an additional sheet of
paper and where possible please give us email addresses for contact.

Should you wish to make an enquiry to the Recruitment Team regarding a vacancy please ensure that
you quote the reference number.

Please be advised that if you do not hear from us within 4 weeks of the closing date then you have been
unsuccessful in your application.

May I take this opportunity to thank you for the interest that you have shown in NHS Fife.



Yours faithfully

Recruitment Team
Recruitment Team
Enc.
             TERMS AND CONDITIONS OF SERVICE
Post:                      LEAD NURSE / TEAM LEADER CHILD PROTECTION

Reference Number:          LY313/03/12

Pay Banding:               BAND 8A - £38,851 - £46,621

Hours of Duty :            37.5

Contract Type:             PERMANENT

Annual Leave:              27 days on commencement
                           29 days after 5 years service
                           33 days after 10 years service

Public Holidays:           8 fixed public holidays

The leave year extends from 1 April to 31 March.

Part time staff will receive a pro-rata entitlement for annual leave and public holidays combined
as per the Agenda for Change agreement.

Reckonable service may be credited for annual leave purposes in accordance with the Agenda
for Change Agreement.

Sick Pay
Entitlements to Statutory Sick Pay and Occupational Sick Pay will be determined in accordance
with the Agenda for Change Agreement. Reckonable service may be credited for Sick Pay
purposes providing there has been no break in service of 12 months or more at time of
appointment in accordance with Agenda for Change Agreement.

Superannuation
On commencement with the organisation staff will be asked if they wish to join the scheme
although they may choose to join or leave the scheme at any time. Contribution rates will vary
from 5% to 8.5% depending on pensionable earnings.

If an employee opts not to join the scheme they will automatically contribute to the State
Earnings Related Pension Scheme (SERPS) unless excluded from doing so or have arranged a
Personal Pension.

Occupational Health Clearance
Any offer of employment is subject to satisfactory Occupational Health clearance. Should you
be invited to interview you will be asked to complete a Pre-Employment Health Questionnaire
which you should bring to interview. The Occupational Health Service (OHSAS) will make an
assessment on your fitness to carry out the post based on the information contained within the
questionnaire. In certain circumstances further information is required before clearance can be
given and OHSAS may contact you by telephone or request that you attend for an appointment.
Clearance must be obtained before any new employee commences employment within NHS
Fife. Clearance may be subject to you attending for a Post-Employment appointment and it is
vital that you attend this appointment if required.

Rehabilitation of Offenders Act 1974
Under the terms of the Rehabilitation of Offenders Act 1974, many people need not refer to
previous convictions which, after a certain period of time, are regarded as spent. Certain posts
within the National Health Service, however, are excluded from the provisions of this Act. All
potential employees must disclose on the application form any unspent convictions and certain
potential employees are required to inform us of any previous convictions which, for other
purposes, are “spent” under the provisions of this Act. Failure to disclose such information
could result in dismissal or disciplinary action by the organisation. Any information given will be
treated in the strictest confidence. Please refer to the NHS Fife Procedure for the Declaration
of Criminal Convictions for further information.

Disclosure Scotland / Protection of Vulnerable Groups (PVG)
A number of our posts are identified as requiring Disclosure Scotland clearance at a number of
levels including Standard or Protection of Vulnerable Groups (PVG). The PVG Scheme requires
an individual / personal membership to the scheme. You will be required to pay for this if it’s a
requirement of the post and your membership will be transferable between employers. If you
are already a scheme member, please inform the interview panel. Existing members where an
update is required, the employer, NHS Fife will meet these costs.

No Smoking Policy
NHS Fife operates a No Smoking Policy and it is the case that staff are not permitted to smoke
on the premises or during working hours. It is a condition of employment that you comply with
these requirements.

Agenda for Change Implementation and Variations to Contract of Employment
Agenda for Change is a nationally agreed remuneration, job evaluation, personal development
and terms and conditions framework which will apply to all NHS Scotland staff (except very
senior managers and staff within the remit of the Doctors’ and Dentists’ Review Body). This
means that you will be subject to the terms and conditions contained within this agreement and
also any subsequent national or local agreements or variations made in respect of Agenda for
Change. Such changes will automatically be applied to you and your contract of employment
will be deemed to have been amended on this basis.

Certificates of Sponsorship
If a candidate who requires Tier 2 Sponsorship is appointed to a post NHS Fife may make an
application for sponsorship providing applications are available and it can be demonstrated no
suitable candidate meets the minimum requirements for the post from within the EEA. This is in
keeping with current Home Office regulations which dictate that employers are not in a position
to offer employment to candidates requiring Sponsorship/Work Permit where it can be
demonstrated that EEA candidates meet the minimum requirements for the post.

Job Share
Unless otherwise stated within the job advert applications for this post may be considered on a
job share basis. Should you wish to apply on a job share basis please indicate this on a
covering letter attached to the application form.
Guidance for completing the NHSScotland
application form




If you need this, or any of the attached forms in large print or other

formats please call our recruitment office on 01592 643355 ext 8706

or 7906.

An electronic version is available at www.jobs.scot.nhs.uk


General guidance

     If you have any questions or need some help with completing the form, please call 01592
      643355 ext 8706 or 7906 or email fife-uhb.recruitment@nhs.net. Please have the job
      reference number handy if possible

     If you are using the ‘hard copy’ version of our application form, please use black ink and
      write clearly in BLOCK CAPITALS. This makes the form much easier to read and
      clearer when we photocopy it

     The job reference number can be copied from the job advert or the application pack

     The job location will be on the job advert

     The candidate number will be written in by us once you have returned the form to our
      office

     The people who look through your completed form (short listing or short leeting team) to
      see if you have the skills and abilities needed for the job, will only see ‘Part C’ of the
      form. They will only see your candidate number and all personal details will be
      anonymous

     Please do not send in a CV instead of, or as well as, the application form. We do not
      consider CVs during the selection process

     Please fill in all sections of the application form. If some parts are not relevant, write ‘not
      applicable’ or ‘N/A’ in that space
      If you need more space to complete any section, please use extra sheets of paper. Do
       not put your name or any identifying information on it as it needs to remain anonymous.
       Secure it to the relevant section, and we will add a candidate number to it when we
       receive it

      When you have completed all of the form, please send it to:


       Recruitment Section
       NHS Fife
       Flat 3
       Willow Drive
       Kirkcaldy
       Fife
       KY1 2LS


Personal Details section

      This gives us your contact details such as name and address. Under ‘title’ you would put
       either Mr, Mrs, Ms, Dr or just leave blank if you prefer

      We may need to contact you at some time throughout the recruitment process. Please
       let us know the most suitable method of contacting you, for example email or phone call
       and the most convenient time


Declarations

      Please refer to the enclosed Procedure for the Disclosure of Criminal Convictions.
       For certain posts you must tell us about all convictions and cautions regardless of how
       long ago the offence may have occurred. Convictions from other countries must also be
       notified. If in doubt please call our office at the help line number on page one of this
       guidance

      Please note that having a conviction will not automatically disqualify you from getting a
       job with us. Careful consideration will be given to the relevance of the offence to the
       particular post in question. However, if you are appointed, and it is found that you did
       not reveal a previous conviction your employment may be terminated

      Remember to read, consider and sign the declaration at the bottom of page 2


Qualifications section

      Please tell us of any qualifications you have. This can include school standard grades,
       GCSEs highers, or work based qualifications such as SVQs or NVQs

      Remember to write down any ‘non formal’ qualifications or certificates that you think are
       relevant to the job you are applying for
Present (or most recent) post section

      If you are currently out of work, please write this in the ‘job title’ space

      Please write your start date in month/year format MM/YYYY

      Please tell us briefly about your duties (what you do or did in your job). You could tell us
       your role, the main tasks, and any responsibility for supervising others. There is not a lot
       of space here so continue on a separate sheet if you need to

Employment History section

      This is where you write down all the jobs you have done previously

      Remember that if a job you have done in the past supports or is similar to the job you
       are applying for, please tell us more about it in your ‘support of application’ statement on
       page 6 of the application form – use a separate sheet if you need more space

References section

      Referees are people who know you at work. Please give the full names and addresses
       of 2 referees, one of whom must be your present or most recent employer and can
       confirm your job details

      Your referees must cover a three year time period and should where possible be work
       based references.

      Please where ever possible provide an email address for your referee.

      You should check that the people you have put on your form are happy to be referees

      Your referees will not be contacted unless you are a ‘preferred candidate’ after
       interview. A preferred candidate is someone who is the preferred choice for the job,
       subject to satisfactory checks where appropriate

Driving Licence

      You only need to complete this if the job requires you to drive. Please check the job
       description or person specification. For example, some jobs with the Ambulance Service
       require you to be able to drive class C1 and D1 vehicles

Statement in support of your application

      This is one of the most important parts of the form. In here you say why it is you want
       this job, and can list all your skills and abilities that you think help to match up you
       against the ‘person specification’. In here you could describe how something you have
       done in a non work setting (for example, planning and leading a group outing) shows
       planning skill and some leadership qualities
Where did you see the advert section

      Please try to remember where you heard about this job, and tick the relevant box. The
       information you give will help us find out how good our advertising is

Equal opportunities monitoring

      Please note that all details on this section (Part D) will remain totally anonymous. It will
       be detached from the rest of the form as soon as we get it and remain anonymous

      We want to ensure that there are no barriers to joining our workforce. As an employer,
       NHSScotland is as fully inclusive as possible. One way we can ensure this is to analyse
       all the data provided in this section and ensure that job opportunities are being accessed
       by as wide a community as possible.


                 Please send the completed form to the following address:

                              fife-uhb.recruitment@nhs.net

                                   or post your hard copy to:



          Recruitment Section
          NHS Fife
          Flat 3
          Willow Drive
          Kirkcaldy
          Fife
          KY1 2LS
                           Support into Work
             Have you experience of a mental health problem?

             Want help with the application process for a post with NHS Fife or Fife
              Council?


             Would you benefit from some support even after you start work?

             Are you unemployed and live in Fife?


Then Support into Work can provide free, independent and confidential support through the
whole process of applying for a job with either NHS Fife or Fife Council and, if successful, for
the first few weeks after starting work.

Support into Work is a two-year pilot funded by the Scottish Executive to increase access to
employment for unemployed people experiencing mental health difficulties who live within Fife.

The service is provided by Fife Employment Access Trust (FEAT) a well-respected voluntary
organisation with 10years experience or supporting people with mental health problems into
employment.

FEAT is independent of both NHS Fife and Fife Council and the fact that someone has
received support will not adversely affect the recruitment outcome.

For more information on the support available or if you would like to take advantage of the
service contact:

                               Fife Employment Access Trust

                                     Collydean Cottage
                                      Pitmedden Loan
                                    Glenrothes KY7 6UG

                                      Tel: 01592 749880

                               Email: enquires@f-e-a-t.co.uk

              Please do not send completed application form to this address
        PROCEDURE FOR THE DISCLOSURE OF CRIMINAL RECORDS

1.     Introduction


NHS Fife complies fully with the Code of Practice, issued by Scottish Ministers, in connection
with the use of information provided to the registered person and other recipients of information
by Disclosure Scotland Part V of the Police Act 1997, for the purposes of assessing applicants’
suitability for positions of trust.


We undertake to treat all applicants for positions fairly and not to discriminate unfairly against
the subject of a disclosure on the basis of conviction or other information revealed.



2.     Spent Convictions


The Rehabilitation of Offenders Act 1974 enables some criminal convictions to become ‘spent’
after a rehabilitation period. The length of the rehabilitation period depends on the sentence
given and not the offence committed. For custodial sentences the rehabilitation period is
decided by the original sentence and the length of time actually served is irrelevant. Custodial
sentences of more than 2.5 years can never become spent.



3.     Disclosing Spent and Unspent Convictions


In line with the Rehabilitation of Offenders Act 1974 for any post within NHS Fife you are
required to disclose any “unspent” convictions.


If you are applying for any posts listed below you are also required to provide us with any
information in relation to all “spent” convictions.



           Clinical Posts (including Nursing, Medical, Dental and AHP posts)
           Director of Finance & Heads of Finance Department
           Ward Clerks
           Public Health Posts
           Health Promotion Posts
           Porters
           Volunteers
           Hairdressers
           Catering & Domestic Posts within Inpatient Areas
4.       Disclosure Scotland (SCRO)


The aim of the Disclosure Scotland Service is to enhance public safety and to help employers
nd voluntary organisations in Scotland to make safer recruitment decisions. Any offer of
employment to a post identified as requiring “spent” convictions to be disclosed will be subject
to a satisfactory Disclosure Scotland check.



5.      Procedure for Disclosing Convictions


If you have an unspent or spent conviction and you are required to disclose this to NHS Fife
you should do this by completing the section “Convictions” within Part B of the application form
giving details of the following:-


    The Nature of the offence
    The Sentence given
    The Date of the Offence



6.      Interview

If you are selected for interview, members of the interview panel will not be aware of any
declaration you have made. Should you be selected as the preferred candidate following
interview we will undertake to ensure an open and measured discussion on the subject of any
offences or other matters that might be considered relevant for the position concerned. We
guarantee that only those who need to see it as part of the recruitment process will only see this
information.


7.      Failure to reveal information

Failure to reveal information that is directly relevant to the position sought could lead to
withdrawal of an offer of employment. If you are offered employment such a failure may result
in dismissal or disciplinary action.

Having a criminal record will not necessarily debar you from working with NHS Fife. This will
depend on the nature of the position, together with the circumstances and background of your
offences.


8.      Queries

If you have any queries on this matter then please contact our recruitment office who will be
able to assist you.
                                         JOB DESCRIPTION


1. JOB IDENTIFICATION

Job Title:                                Lead Nurse - Child Protection NHS Fife

Reports to (insert job title):            Managerially responsible to the Depute General
                                          Manager

Department, Ward or Section:              Child Health Services


CHP, Directorate or Corporate
Department:                               Dunfermline & West Fife CHP

Job Reference:

No of Job Holders:                       One

Last Update (insert date):               February 2012



2. JOB PURPOSE

To manage a team who provide specialist support, advice and supervision where required to

NHS Fife clinical staff, Service Managers, GPs Dentists and the NHS Board on child protection

policies and procedures. Ensuring that practice is in accordance with current legislation,

Scottish Government Guidelines, Child Protection Committee Policy Guidelines and other

relevant professional and best practise recommendations.


The post-holder works in partnership with the Lead Clinician Child Protection, the Depute

General Manager and Senior Nursing colleagues through the Child Health Protection Steering

Group to develop policies and guidance for all staff within and across agencies.


The key objectives are to:


 Develop and improve communication and support systems for NHS Fife staff
 Provide expert knowledge and support to all staff on child protection issues
 Ensure a robust and audit programme of child protection services
 Develop a comprehensive data collection system
 Undertake internal reviews of professional practice within NHS Fife following critical incidents
 Support managerial and professional colleagues in identifying, developing, monitoring and
  evaluating practice protocols to advance professional practice.
 Develop the service in response to local needs and national drivers
 Review practice of specialist team against national benchmarks.
 Supports techniques of mentorship and supervision.

3. DIMENSIONS

NHS Fife serves a population of approximately 358,930 residents of whom approximately
65,491 (18.2%) are children and young people aged 0-16 years
All NHS Fife personnel will receive support and advice on issues relating to child protection in
compliance with Fife Child Protection Policy Guidelines and Scottish Government Guidance.

   The Lead Nurse implements, monitors and evaluates compliance with Scottish Government
    Guidance, Fife Child Protection Committee Guidelines and other recommendations and best
    practice models.
   The Lead Nurse provides specialist support, advice and guidance for colleagues within the
    Child Protection Nursing Team as well as to the CHP Child Protection Link Workers across
    Fife
   In consultation with her peer group influence change, protocols and practice at a national
    level and local level.
   The Lead Nurse manages change, reviews and develops practice and makes operational
    judgements in respect of child protection, affecting all disciplines within NHS Fife.
   Provides specialist clinical and case supervision for NHS personnel as required.
   The Lead Nurse supervises the expedient transfer of child health records within and out with
    Fife.
   The Lead Nurse is responsible for the instigation, circulation and retrieval of Missing Family
    Alerts (MFA) and the monitoring of data protection issues within the MFAs in conjunction
    with the Caldicott Guardian.
   The Lead Nurse identifies and advises the Depute General Manager D&WF CHP on the
    development of the child protection service, for both short and long-term planning.
   Works in collaboration with other partner statutory, voluntary and legal agencies.
   The Lead Nurse reconciles inter and intra professional opinions, managing and influencing
    practice across health and social care sectors, in a range of complex situations.
   Continues to develop the collation of child protection data to inform a Fife perspective.
   The Lead Nurse provides reports and briefings for the Depute General Manager D&WF CHP
    and NHS Fife Board as required.
4. ORGANISATIONAL POSITION


          ASSOCIATE NURSE                        DEPUTE GENERAL
             DIRECTOR                               MANAGER
              NURSE



                                                     LEAD
                                                    NURSE




                   TRAINING                         NURSE                 SUPPORT &
                   MANAGER                         ADVISOR            DEVELOPMENT NURSE




5. ROLE OF DEPARTMENT
The post holder will have a base within Greenfield Clinic, Kirkcaldy but will be required to travel
throughout Fife when required.

   The Child Protection Department provides specialist professional support, advice and
    training to all NHS Fife staff.
   The Department prioritises those specialities whose patients are children or whose patients
    are the carers of children. This includes all children's services, midwifery, school health,
    disability, allied health professionals, health visiting, GPs and GP practice staff, dentists and
    dental staff, community and general hospitals, hospital departments including all A&E
    departments and child psychology and psychiatry. Particular emphasis is given to facilitating
    NHS staff working in adult mental health and adult substance misuse as well as adolescent
    care to prioritise the needs of the child.
   Provide support in respect of court attendance and provision of professional statements.
   Undertake continuous organisational, training needs assessment in respect of child
    protection training.
   Work in partnership with senior managers to identify gaps in service provision.
   Is a member of the Multi-Agency Fife Child Protection Committee sub-groups and working
    groups.
   Contributes to the writing of the Fife Child Protection Committee Guidelines
   Contributes to high profile, topic specific, study days within Fife.
   Provides daily clinical and case supervision of child protection cases for NHS Fife if required.
   Is available for all NHS Fife staff as a resource for child protection.
    - Works closely with partner agencies, statutory, legal and voluntary.
    - Provides a clinical governance framework for child protection
   Provides professional leadership for child protection and managerial leadership for the
    specialist nursing team
   The Department ensures compliance with the Scottish Government Framework for
    Standards and Charter in protecting the best interests of children; the Fife CPC Guidelines
    and other recommendations and statements on best practice from the Scottish Government
    and other professional fora.
   Identifies, initiates and audits activities and implements findings to appropriately influence
    and change practice.
   Initiates and participates in local and national research and facilitates practitioners to
    develop critical appraisal skills.
   Provides child protection advice for a number of working groups and a child protection
    perspective for protocols and procedures within and across disciplines and agencies.
   Monitors systems to ensure the expedient transfer of child health records within and out with
    Fife in respect of children who are deemed to be in need or in need of protection.
   Is responsible for the instigation, circulation and monitoring of Missing Family Alerts, in
    conjunction with the Caldicott Guardian and with cognisance of data protection legislation.
   In respect of education, the Department delivers child protection training to all personnel
    working across NHS Fife.
   Delivers training days in child protection for General Practitioners and other specific groups.
   At a national level the Lead Nurse represents the Department as a member of her
    professional peer group the Scottish Child Protection Nurse Advisors Forum (SCPNAF)
   The Lead Nurse represents the Department on the National Association of Scottish Child
    Protection Interagency Professionals and also acts a liaison between this and the SCPNAF.
   The Lead Consultant Paediatrician is a member of the national paediatric peer group and
    contributes to local developments based on national initiatives.
   The Department proactively raises the profile of child protection within and across agencies
   The Department conducts internal critical incident reviews in compliance with the Fife CPC
    policy guidelines.
   The Department complies with external and independent critical incident reviews and
  inspections.

6. MAIN TASKS, DUTIES AND RESPONSIBILITIES

     Ensure the Child Protection Nursing Team works within the Nursing and Midwifery
      Council
      Code. C: Standards of Conduct, performance and Ethics for Nursing and Midwifery.

     Contribute to NHS Fife Clinical Governance Strategy through promoting evidence-based
      practice.

     Ensure the child protection team adheres to NHS Fife Board policies and procedures

     Promote social inclusion within an inter-agency context, specifically addressing health
      issues and ensure compliance by others, in respect of child protection

     Develop and maintain a specialist professional knowledge base in respect of child
      protection.

    Identify and ensure implementation professional standards of practice for all disciplines
      working
      with children, their carers of children and support clinical units to achieve the standards
  required.

     Contribute to single and multi-organisational training programmes.

     Line-manage the NHS Fife Child Protection Nursing Team.

     Monitors systems to ensure the expedient transfer of child health records within and out
      with Fife in respect of children who are deemed to be in need or in need of protection.

     Liaise with and facilitates positive joint working and communication with legal, statutory
      and voluntary partner agencies.

     Manage change and make operational judgements involving highly complex and emotive
      information

     Identify areas and develop tools to audit child protection practice and adherence to
       national, local
       and professional guidance, promoting best/evidence-based practice.

     In conjunction with other health professionals and partner agencies undertake and
       participate in
       Significant Case Reviews. Ensuring systems, learning points and actions from these
       are implemented

     Support the Lead Paediatrician working in child protection.

     Facilitate appropriate legal advice and support in consultation with the Central Legal
      Office,
      Edinburgh.

     Provide an overview of child protection activity within NHS Fife and identify resource and
      practice issues within localities from a monitored database
     Develop and maintain networks with professional colleagues locally and nationally to
      ensure that
      NHS Fife services are able to contribute to and benefit from clinical and strategic
  thinking at these
      levels.
       To contribute to Risk Management in Clinical Governance Programmes within NHS Fife

       Be available to provide an objective critical analysis of day to day child protection cases.

       Be available to support designated persons and other NHS staff in preparing for Court
        attendance.

       Provide a resource for interview panels within and across statutory and voluntary
        agencies.

       Contribute to the SCWIS Inspections in respect of child protection.

7a. EQUIPMENT AND MACHINERY

   Personal computer - single and inter-agency communication, creating letters/reports,
    information management, data entry, internet and elibrary for professional research.
   Email - communication intra and inter agency and nationally and inter-nationally
   Internet/Intranet - research, travel assistance, news bulletins, agency protocols, guidelines
     and procedures
   Power Point Projector - delivery of training material and presentations if required
   The Knowledge Network - research and development
   Printer - production of reports
   Photocopier - preparing material for inter-disciplinary and inter-agency dissemination of
    information,
   Fax machine - urgent communications
   Telephone - essential and urgent communication
   Mobile phone - essential and urgent communication, safety in rural locations, and whilst
    travelling long distances, communication when outwith area or base, accessibility for NHS
    Fife personnel with complex child protection issues.
   Able to travel - essential travel within and outwith area, accessing staff, providing locus
    based training, attending conferences and meetings.
7b. SYSTEMS

   The ongoing development of and maintenance of complex electronic data information
    systems to monitor child protection activity within NHS Fife.
   Maintain manual systems of reports, records, highly confidential information, conversations
    and clinical supervision material, training materials and action plans.
   Establish and monitor systems to ensure the expedient transfer of child health records
    within and out with Fife in respect of children who are deemed to be in need or in need of
    protection.
   Maintain and be responsible for the instigation, circulation and monitoring of Missing Family
    Alerts, in conjunction with the Caldicott Guardian and with cognisance of data protection
    legislation.
   Maintain a system of information to provide an annual report on child protection activity for
    the NHS Board and additional reports as requested.
   Maintain a system to monitor activity in respect of, Critical Incident Reviews, Scottish
    Government Inspections and child protection activity to provide briefings for the NHS Board
    as requested
   Maintain a system of data to inform NHS Board and CHPs of strategic service development.
   Provide statistics for press briefings in relation to child protection activity as required.
   Continue to identify and respond to the development needs of the service in respect of new
    research, guidance, and directives.
   Provide reassurance to NHS Fife Board in respect of child protection practice by auditing
    activity.
   Maintain a library of appropriate articles, research papers, periodicals and publications in
    respect of child protection.
   Maintain a system to provide for a timely and appropriate response to child protection
    issues.

8. ASSIGNMENT AND REVIEW OF WORK
   Work is proactive and reactive in nature and prioritised by a changing time frame based
    upon urgency and complexity.
   The post holder will have autonomy within objectives agreed and reviewed by the Depute
    General Manager D&WF CHP.
   Specific projects will be agreed with managers, clinical leaders and supported by Child
    Protection Team. Few instructions will be provided but where available these will specify
    outcomes and not detail methods.
   Paediatricians, clinical lead and service managers will provide local advice. Guidance on
    child protection matters will also be sought from the Child Protection Committee and other
    external networks, including the Scottish Child Protection Nurse Advisors Forum.
   The postholder will be managerially responsible to the Depute General Manager D&WF
    CHP but will receive professional support from the Associate Nurse Director D&WF CHP
    and Lead Paediatrician for Child Protection.
   The Lead Nurse will provide strategies for operational activity and manage change;
    generate, monitor and evaluate practice protocols.
   The Lead Nurse will review work against national benchmarks and implement policy and
    guidelines..
   The Lead Nurse will provide clinical supervision for the CP Nursing Team.
   Work will be continually reviewed and prioritised based on demands of service, urgency and
    complexity or areas of potential conflict and gaps in service delivery.
   There is an ongoing requirement to ensure local and national pieces of work meet
    deadlines.
   The Lead Nurse will contribute to professional study days and proactively raise awareness
    of child protection within all NHS disciplines.

9. DECISIONS AND JUDGEMENTS

The post holder is an autonomous practitioner, who is accountable for specialist professional
advice and decisions within a strategic and operational framework.
 The post provides professional leadership in child protection practice alongside the lead
    paediatricians but must operate alongside managers within clinical units in providing
    direction and management support to staff. The post also carries a requirement to work on
    a multi-disciplinary and cross agency basis.
 The complexity of the work undertaken requires the post holder to integrate complex
    information from a variety of sources to provide solutions to problems, which are not always
    readily definable.
 There is a requirement to time manage conflicting priorities due to high demand of service,
    both
    within and outwith NHS Fife.
 The post holder is required to manage and be skilled in conflict resolution and negotiation
    within and across agencies in high profile/stressful child protection cases.
 The post has high visibility and carries a significant burden of responsibility in respect of the
    publication of Critical Incident Reviews and national inspection findings
 There is a requirement to encompass and communicate a broad strategic view of services.
 Establishing effective working relationships across the Board and partnership organisations is
    essential to the success of this post. This will require high personal credibility based on sound
    clinical and managerial experience, and well developed interpersonal, influencing and
    presentational skills.


10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB

 Integration of information from a variety of sources to provide solutions to problems which
    are not always readily definable or are highly complicated, in collaboration with other
    disciplines and agencies whilst acknowledging other agencies perspectives.
 Managing and supporting staff through the emotive, sensitive, personal and professional
    challenges of child protection, which may be in conflict with the parents/carers wishes, in the
    best interests of the child.
 Managing to prioritise unpredictable, distressing and emotional child protection issues for
    NHS personnel against organisational demands.
 Maintaining       professional   objectivity whilst debriefing staff, following complex child
    protection
    cases where issues of professional practice are critically examined.
 Undertaking Internal Reviews following serious concerns or injury to a child
   Dealing with decision making, problem solving, uncertainty and risk in a highly visible arena.
   Making sensitive operational judgements
   Changing personal and professional awareness and attitudes within organisational cultures,
    to become child centred.
11. COMMUNICATIONS AND RELATIONSHIPS
Internal                                         External
Executive Lead for Child Protection              Fife Council
Child Health Commissioner                        Social Work and Education Directorates
Strategic Nursing Team                           Child Protection Committee
Lead Paediatricians                              Fife Constabulary
Child Protection Health Steering Group           Colleagues in other Boards and Agencies
Designated Persons for Child Protection          Professional networks
Clinical Leaders and Managers within clinical    Academic organisations
units CHP General Managers and                   Voluntary groups – Fife Domestic Abuse
Management Teams                                 Forum, NSPCC, Barnardos, Homestart.
Clinical staff - Acute and Primary Care          Scottish Government
Non-clinical staff                               NHS 24
 There is a requirement to encompass and communicate a broad strategic view of services.
 The post holder requires excellent inter-personal and presentation skills.
 Negotiating and influencing skills are also required to manage change effectively within and
    across agencies.


12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical:
 Traveling within and out with Fife
 Sitting for long periods using a computer; inputting data, report writing and research
   activities.
 Moving and carrying equipment if required for training purposes.

Mental:
 Requirement for prolonged concentration, report writing under tight time constraints and
  coping with frequent priority interruptions.
 Maintaining a comprehensive researched based knowledge of child protection.
 Commenting on all aspects of organisational and clinical practice papers with a child
  protection perspective with competing priorities.
 Challenging staff with issues of poor practice.
 Implementing and ensuring change or developments in practice.
 Requirement to interpret, analyse and take decisions quickly whilst dealing with uncertainty
  and risk.
 Requirement to multi-task in a competing operational and strategic framework.

Emotional:
 Supporting staff dealing with complex and harrowing child abuse cases.
 Managing personal and professional anxieties of staff who have recognised previous failures
  of best practice in dealing with child protection issues.
 Conveying information to DPs, which will result in an increase to workload, responsibility and
  professional accountability.
 Working in professional isolation within NHS Board area.

Environmental:
 Providing Fife wide, professional cover for Designated Persons for Child Protection, in their
    absence or in high profile cases.
   Working in isolation.
   Traffic congestion.


13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB

       Current l Registration with the Nursing & Midwifery Council.
       Education to Degree level (or working towards) with extensive relevant clinical
        experience
       Clinical skills and extensive experience working in child protection
       Counselling Skills/Clinical Supervision Skills
       Post Graduate Diploma in Child Care and Protection Studies
       Management experience within and across agency

14. JOB DESCRIPTION AGREEMENT
I agree that the above Job Description is an accurate reflection of my
duties and responsibilities at the date of signing.

Job Holder’s Signature:
                                                                         Date:
Manager’s Signature:
                                                                         Date:
                     RECRUITMENT AND SELECTION STANDARDS

                             PERSON SPECIFICATION FORM
Post Title/Grade:        Lead Nurse/Team Leader Child Protection NHS Fife

Department/Ward:         Child Health Services

Directorate:             Dunfermline and West Fife CHP

Date:                    29 February 2012


                         ESSENTIAL                   DESIRABLE            MEASURE
 Experience        Clinical skills and                               Job Description
                    extensive experience
                    working in child
                    protection.
                   Counselling skills/ clinical
                    supervision skills.
                   Management experience
                    within and across
                    agencies.

Qualifications     Current First Level            Post Graduate      Job Description
       /                                           Diploma in Child
  Training          Registration.
                   Health Visiting Certificate/   Care and
                    Diploma/Degree or              Protection
                    equivalent recognised and      Studies or
                    relevant clinical              working towards.
                    qualification with a
                    minimum of 5 years
                    experience.
                   MSc in associated field of
                    expertise

 Knowledge         IT Skills with experience                         Interview
                    of using and interrogating
                    PAS systems and
                    electronic systems used
                    by other. agencies where
                    appropriate
                   Microsoft Office packages
                    including email and
                    intranet/ internet.

    Skills         Operational and strategic                         Interview
                    management skills.
                   Interpersonal, influencing
                    and presentational skills
                   Leadership skills.
                   Presentation and teaching
                    skills.
  Aptitude          Networking skills within   Ability to interpret   Interview
                     and across agencies.       a range of
                                                documents.
    Other           Able to lead and work as                          Interview
 e.g. Team           part of a team
 Player, Be         Able to travel.
able to travel

								
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