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 1765 Direct Line Email: firstname.lastname@example.org Dear Sir/Madam POST REFERENCE: LY451/09/09 TH CLOSING DATE: 12 NOON ON 25 SEPTEMBER 2009 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: Clinical Psychologist Reference Number: LY451/09/09 Pay Banding: Band 8A - £37,996 - £45,596 Pro Rata Hours of Duty : 18.75 (Negotiable) 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 to do so. 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. 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. Work Permits If a candidate who requires a work permit is appointed to a post a work permit application will be made by NHS Fife. However, current Home Office regulations dictate that employers are not in a position to offer employment to candidates requiring a 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 recruitment @faht.scot.nhs.uk. 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 Sickness Please list in this section the number of occasions you were off work in the past year because of illness. If you would like to discuss this for further clarification please call our recruitment office. 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 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: email@example.com 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: firstname.lastname@example.org 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: Clinical Psychologist 8a Responsible to: Lead Clinician, Centre for the Vulnerable Child; Area Head of Clinical Psychology Service Directorate: Dunfermline LHCC (psychology ) and Mental Health (CVC service) Operating Division: Primary Care Job Reference: No of Job Holders: Last Update (insert date): June 2008 2. JOB PURPOSE To provide a highly specialist clinical psychology service to clients of the Centre for the Vulnerable Child across Fife, meeting the standards of the profession. To provide psychological assessment of children and young people who have been sexually abused or traumatised, and their families/carers, and, based on a psychological formulation, offer appropriate therapeutic input. This includes:- Intensive, long-term therapeutic work with children and young people. Therapeutic support and consultation for non-abusing carers. Support and advice for foster carers and residential staff. Liaison and consultation with other NHS non-psychologist colleagues, council and voluntary service staff. To also provide specialist psychological assessment, formulation and therapy to children and young people who have engaged in sexually inappropriate/ offending behaviour. To teach and train colleagues both within and outwith the NHS who come into contact with traumatised children. To plan and undertake clinically relevant audit, service evaluation and research. To provide clinical supervision to trainee doctoral clinical psychologists. To provide clinical supervision to other clinical psychologists/clinical psychology assistants and non-psychologists in NHS, council and voluntary organisations. 3. DIMENSIONS The CVC is a self-contained unit which sits operationally within the Mental Health Directorate, but about half of the current staff including the post-holder, are members of the Fife Area Psychology Service. The CVC services are provided across Fife, with most clients being seen in CVC premises or other clinics around Fife, as well as through home visits. Referrals: from a range of sources but mainly from the Family Protection units, GPs and Social work. Client group: consists of children and young people who have been abused and require specialist therapeutic help to cope with the complex effects of abuse and trauma. Their difficulties include attachment problems, behaviour problems, eating disorders, substance abuse, self-harm, suicidal ideation and sexualised behaviour. In addition there is also a group of clients who are seen for sexually inappropriate/sexual offending behaviour. Consultation and liaison with a wide range of NHS/council/voluntary agencies, Children‟s Panel and Children‟s Report regarding patient care and issues concerned with children and adolescents‟ physical and emotional safety and well-being. Provision of supervision and/or consultancy to assistant and trainee clinical psychologists who are designing and conducting research projects. This includes the doctoral level thesis. Providing professional development activities to a range of colleagues both in the CVC and the wider department of clinical psychology and the Child and Adolescent Mental Health Service. To contribute to the development of the CVC training programmes and to develop and conduct highly specialist workshops and presentations in the area of child abuse, neglect and trauma. 4. ORGANISATIONAL POSITION See organisational chart below – also general psychology organisational chart attached - Manager:- Lead Clinician CVC (B Grade Clinical Psychologist) - Colleagues include:- A Grade Clinical Psychologists, Clinical Nurse Specialist, Senior Nurse Therapist, Art Therapist and Counsellor - Professionally accountable to Fife Area Head of Clinical Psychology Service through B Grade Clinical Psychologist GENERAL MANAGER MENTAL HEALTH DIRECTORATE CLINICAL SERVICES HEAD OF MANAGER CLINICAL CAMHS PSYCHOLOGY LEAD CLINICIAN CVC CLINICAL CLINICAL ART THERAPISTS CLINICAL SENIOR PSYCHO- PSYCHOLOGIST And COUNSELLOR NURSE NURSE LOGIST SPECIALIST THERAPIST Line management through CAMHS Line management through Clinical Psychology Operational management Only 5. ROLE OF DEPARTMENT The Centre for the Vulnerable Child (CVC) provides comprehensive therapeutic services throughout Fife for children and adolescents who have been sexually abused, using different therapeutic approaches, following detailed ongoing assessment. It also offers support to non-abusing parents and carers of those children. It provides a therapeutic programme for children and young people who have engaged in sexually inappropriate/ sexual offending behaviour. It offers consultation and support services to other professionals, such as social workers, teachers and voluntary services staff The CVC has an educative role in providing formal training of other professionals from agencies such as education, social work, health and the voluntary services. The CVC provides regular updates and research into the areas of sexual abuse and inappropriate sexual behaviour. The CVC contributes to the design of therapeutic services within the wider context of child protection. The Clinical Psychology Department provides a full range of clinical psychology services to alleviate psychological distress and promote the psychological well-being of the people of Fife. This includes not only mental health problems but also the application of psychological approaches to a range of health issues including health related behaviour change and the psychological factors relating to physical ill-health. The department provides assessment and treatment for a wide range of psychological, emotional and behavioural problems in adults, children, adolescents, and elderly people, and advice and support for their families and carers, across all settings, and in relation to all Fife health and social care agencies, education as well as independent and voluntary sector organisations. In addition to direct individual (and group) psychological assessment and treatment psychologists have a major consultative role, provide teaching and supervision for others employed in psychological interventions, provide specialist advice and support to carers and undertake and support relevant research and service evaluation. These services are provided through 8 specialties (see organisational chart.) 6. KEY RESULT AREAS Clinical: 1. To provide specialist psychological assessments of clients referred to the Centre for the Vulnerable Child based upon the appropriate use, interpretation and integration of complex data from a variety of sources including semi-structured interviews with clients, family members and others involved in the client‟s care, and, where appropriate, self-report measures, rating scales, direct and indirect structured observations, psychological and neuropsychological tests. 2. To autonomously formulate and implement plans for the formal psychological treatment and/or management of a client‟s mental health problems, based upon an appropriate conceptual framework of the client‟s problems, and employing methods based upon evidence of effectiveness, across the full range of care settings. 3. To be responsible for implementing a range of psychological interventions for individuals, carers, families and groups, adjusting and refining psychological formulations drawing upon different explanatory models and maintaining a number of provisional hypotheses. 4. To evaluate and make decisions about treatment options taking into account both theoretical and therapeutic models and highly complex factors concerning historical and developmental processes that have shaped the individual, family or group. In working with children and young people who have suffered trauma and abuse there is a need to clarify the particular constellation of difficulties for the individual such as attachment problems, self-harm and sexualised/risk-taking behaviour and make a decision about the most appropriate intervention which can integrate these complex factors. 5. To exercise autonomous professional responsibility in managing the assessment, treatment and discharge of clients whose care plans are primarily psychologically based. 6. To provide specialist psychological advice, guidance and consultation to other professionals contributing directly to clients‟ formulation, diagnosis and treatment plan. To participate in and encourage integrated approaches to working with other relevant professionals involved in the care of clients, in line with current legislation for children‟s services. 7. To contribute directly and indirectly to a psychologically based framework of understanding and care to the benefit of all clients of the service, across all settings and agencies serving children and young people in Fife. 8. To routinely assess and manage risk (including suicide, self-harm, the threat of sexual abuse to other children and adolescents) for individual clients and to provide advice to other professions on psychological aspects of risk assessment and risk management. 9. To communicate in a skilled and sensitive manner, information concerning the assessment, formulation and treatment plans of clients under their care and to monitor progress during the course of both uni- and multi-disciplinary care. Communication will be both in formal reports to relevant agencies and in verbal form to clients, parents/carers and other professionals. 10. To administer complex neuropsychological tests with the requirement for accuracy where clinically appropriate. Teaching, training, and supervision: 1. Participation in the training of other staff/ agencies involved in the care of sexually abused/ traumatised children and young people is a major job responsibility of this post. This involves participation in the design, production and presentation of individually tailored training packages as appropriate to the needs of the client(s) or service as a whole. 2. To provide psychological advice, consultation and training to staff working with the client group across a range of agencies and settings. 3. To contribute to the continuing professional development of other members of the CVC and the Area Clinical Psychology service through teaching/presentations within the service. 4. To contribute to the pre- and post-qualification teaching of clinical psychology, as appropriate. 5. To provide highly specialist clinical placements for trainee clinical psychologists. This includes holding clinical responsibility for the trainee‟s clinical caseload. 6. To assess the clinical competencies of the above trainees evaluating formally their professional competency for the relevant training bodies. This includes alerting the relevant training body promptly where there are areas of difficulty. 7. To provide teaching and training to a variety of professional groups as previously specified in this job description (as mentioned in point 3. Dimensions). Management, recruitment, policy and service development: 1. To contribute to the development, evaluation and monitoring of the operational policies and services of the CVC, through the deployment of professional skills in research, service evaluation and audit. 2. To advise both service and professional management on those aspects of the service where psychological and/or organisational matters need addressing. 3. To be involved, as appropriate, in the short-listing and interviewing of assistant/ graduate psychologists. 4. To manage the workloads of assistant and trainee clinical psychologists within the framework of the service‟s policies and procedures. Research and service evaluation: 1. To utilise theory, evidence-based literature and research to support evidence based practice in individual work and work with other team members. 2. To undertake systematic literature reviews as required for clinical casework and clinical and service related research purposes 3. To undertake appropriate research (service and/or clinical) and provide research advice to other staff undertaking research. 4. To undertake project management, including complex audit and service evaluation, with colleagues within the service to help develop service provision. 5. To undertake, as appropriate, high quality clinically relevant research (involving data collection, complex statistical analysis and interpretation of psychological data, and preparation of research papers and reports), observing NHS ethics procedures, applying for appropriate internal and external funding. 6. To disseminate findings of such research through peer reviewed publication and presenting at professional conferences. 7. To provide research advice to other staff undertaking research. 8. To ensure service users are considered in research and acknowledge and attempt to overcome barriers to their involvement. Continuing professional development: 1. To receive and make good use of regular clinical professional supervision from a clinical psychology colleague, or other appropriate highly experienced professional, in common with all clinical psychologists, and in accordance with good practice guidelines. 2. To maintain up-to-date knowledge and gain additional highly specialist experience and skills relevant to clinical psychology and/or the specialty in order to meet agreed goals for continuing professional development. 3. To maintain up-to-date knowledge of legislation, national and local policies and issues in relation to the mental health and well-being of children and families. 4. To participate in and contribute to the continuing professional development of other members of the CVC team through participation in relevant clinical and theoretical presentations. General: 1. To contribute to the development and maintenance of high professional standards of practice, through active participation in internal and external CPD training and development programmes, in consultation with the Lead Clinician (B Grade Clinical Psychologist) of the CVC and the Area Head of Service. 2. To contribute to the development and articulation of best practice in psychology across the service, by continuing to develop the skills of a reflexive and reflective scientist practitioner, taking part in regular professional supervision, appraisal and maintaining an active engagement with current developments in the field of clinical psychology and related disciplines. 3. To maintain high standards of clinical record keeping including data entry and recording, report writing and the responsible exercise of professional self-governance in accordance with professional codes of practice of the British Psychological Society and Trust policies and procedures. 4. To contribute to the general development of the department by attending regularly and participating in department meetings both at a specialty and area level. To be noted: This is not an exhaustive list of duties and responsibilities, and the post-holder may be required to undertake other duties which fall within the grade of the job, in discussion with the manager. This job description will be reviewed regularly in the light of changing service requirements and any such changes will be discussed with the post holder. The post holder is expected to comply with all relevant NHS Fife policies, procedures and guidelines, including those relating to Equal Opportunities, Health and Safety and Confidentiality of Information. The post-holder is required to maintain registration as a Chartered Psychologist. 7a. EQUIPMENT AND MACHINERY Within play therapy the post-holder uses a wide range of play and art materials and appropriate health and safety precautions must be taken. Computers (particularly word processing packages, Powerpoint and statistical packages) are used for administrative tasks, preparation of presentations and research purposes. Neuropsychological testing requires the use of specialised testing materials and accuracy of administration. Travel between administrative bases and clinics. 7b. SYSTEMS The post-holder is required to maintain accurate and up-to-date records of clinical casework for every client seen and correspond with referring, and other relevant agencies as appropriate. Also to ensure adherence to team protocols and complete necessary paperwork as appropriate. There is a requirement to keep diaries up-to-date and provide weekly statistics on clients seen for the Patient Management Information System (PIMS) as well as monthly statistics on other activities involved in the job role (e.g. training etc). Knowledge and competent use of computer software packages is essential specifically Microsoft Word and Powerpoint. 8. ASSIGNMENT AND REVIEW OF WORK The post-holder is expected to exercise autonomous professional responsibility in managing the assessment, treatment and discharge of clients whose care plans are primarily psychologically based. The post holder works autonomously within professional guidelines and the overall framework of the team‟s policies and procedures. Clinical work is reviewed through ongoing communication with referrers. Is expected to autonomously anticipate problems and / or needs within both the CVC and the Area psychology department, and take steps to resolve them The post-holder is expected to receive and make good use of regular clinical professional supervision from a senior clinical psychologist, or other appropriately qualified and experienced professional, in common with all clinical psychologists, and in accordance with good practice guidelines. Work-load and tasks are self-assigned and self-managed on a day to day basis. Workload is agreed in the longer term with the CVC Lead Clinician, work and personal development plans being reviewed through annual reviews and personal development plans with the CVC Lead Clinician 9. DECISIONS AND JUDGEMENTS In clinical work the post-holder must autonomously judge and make own decisions about the most appropriate treatment option based on their psychological assessment and resultant formulation of the client‟s needs, planning and delivering treatment options, evaluating treatment, referring to other agencies, discharging clients appropriately, writing reports. As new information is gathered or becomes available, the post-holder must compare this with previously held information and continue to assess the suitability of the therapeutic approach being followed. In the light of new information the post-holder will, where appropriate, reformulate a client‟s case and, as a consequence, may alter the treatment approach accordingly. Constant requirement in clinical practice to evaluate clinical risks and make appropriate decisions. These include the risks posed to the child or young person through suicidal ideation, self-harm, sexually inappropriate behaviour and/or issues of child protection. A typical example of the complex child protection judgements encountered would be whether a child should stay with a suicidal parent versus the risks to the child‟s well-being of going into the Looked After system. Due to the vulnerable nature of the client group served by the CVC the post-holder must remain alert to issues relating to child protection and safety. In response to information from a client, or other involved party which implies that a child is at risk, the post-holder must make appropriate enquiries and inform relevant agencies whilst also assessing further risks to the child, and respecting their right to confidentiality as far as possible. Child protection guidelines and team protocols should be consulted and adhered to. In working with children and young people who display inappropriate/offending sexual behaviour, the post-holder must constantly assess, monitor and make clinical judgments about the risks to other children whilst also ensuring the referred client is supervised appropriately, through consultation with other agencies involved in this work. Decisions in planning the level of teaching and training to groups of differing levels of knowledge and ability. In research work, the post-holder again works as an autonomous scientist practitioner, generating research topics (and deciding on topics in agreement with Lead Clinician). Post- holder is required to select the appropriate design and methodology for the task, make decisions about the most appropriate means by which to gather complex information and interpret the findings within the framework of the research, and undertakes this work. 10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB The post-holder is required to work intensively with clients for significant periods of time, listening to and/ or bearing witness to their experiences of abuse and being exposed to significant levels of associated emotional distress. Exposure to emotionally charged information will also occur in the context of working with children and young people who display inappropriate/ offending sexual behaviour where it is often required to listen to clients‟ accounts of abusing others. The post-holder is required to maintain a professional and empathic engagement within such therapeutic interactions in order to understand the client‟s emotional experiences and continue to provide a stable and secure therapeutic environment. The post-holder is also required to monitor and understand his/ her own emotional reactions to the interaction both as it takes place and subsequently on reflection individually or with a colleague. The post-holder at times is required to carry out this clinical work in situations where there may be significant barriers to the acceptance of the information being conveyed, leading to risks of verbal or physical aggression. Where appropriate the post-holder should provide advocacy on behalf of the child where other professions/agencies and/or carers, hold opposing views with regard to the needs and wishes of the child/ young person. To move between different challenging tasks which demand flexibility of knowledge, understanding and interpersonal skills for example, working therapeutically with victims of abuse to working with perpetrators of abuse to teaching other professionals to planning research projects. 11. COMMUNICATIONS AND RELATIONSHIPS The post-holder is required to communicate with clients, their carers, colleagues and other professionals in a highly skilled and sensitive manner about information concerning the assessment, formulation and treatment plans of clients under their care. This information may be of a highly personal, confidential and/ or conflicting nature, and in order to direct appropriate psychological interventions, must be discussed sensitively with clients, and, where appropriate, carers, colleagues and other professionals, who may be resistant to the discussion of delicate material. Communication takes place face-to-face, by telephone and by written communication. Therapeutic communication with clients, often relating to highly sensitive and emotive topics occurs face-to-face within therapy sessions, by telephone and by letter. This may, at times, be occurring without the full support and co-operation of the child‟s parents. The post-holder is required to develop and maintain relationships with a wide range of other agencies/ professionals, who may have different priorities, in order to ensure the highest possible standard of care for the child and/or family. 12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB The post-holder is required to: - be exposed to highly emotive material on a daily basis through the provision of psychological care to children and young people who have been sexually abused or display inappropriate / offending sexual behaviour. - travel between a number of clinical and administrative settings across a wide geographical area on a daily basis as required. - ensure play therapy rooms are left clean and tidy state at the end of clinical sessions; this requires some degree of physical effort. - sit in a restricted position for the duration of clinical sessions with older children and carers - concentrate intensively and for extended periods of time during clinical sessions and professional meetings - work predominantly in clinical settings in face to face interactions with clients, sometimes in isolation from other clinical staff. - work with clients who are often in an emotionally charged state where there is a risk of verbal and physical aggression. - Work with children or young people who may make sexual advances or suggestions to the post holder which need to be dealt with sensitively and appropriately. Similarly the child or young person may make physical attacks on the worker. 13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB A good honours degree in psychology that provides eligibility for graduate basis for registration with the British Psychological Society An accredited post-graduate doctoral level training in clinical psychology to meet the requirements for eligibility to register as a Chartered Clinical Psychologist with the British Psychological Society. Ongoing continuing professional developments as required in order to retain registration as a Chartered Clinical Psychologist. Significant post-qualification experience of working with children, young people and families in a mental health setting. Experience of supervising doctoral trainee clinical psychologists and clinical assistant psychologists. Knowledge of children‟s sexual development and normal sexual behaviour. 14. JOB DESCRIPTION AGREEMENT A separate job description will need to be signed off by each jobholder to whom the job description applies. Job Holder‟s Signature: Date: Head of Department Signature: Date: RECRUITMENT AND SELECTION STANDARDS PERSON SPECIFICATION FORM Post Title/Grade: Clinical Psychologist (Centre for the Vulnerable Child) Department/Ward: Centre for the Vulnerable Child, Lynebank Date: August 2007 ESSENTIAL DESIRABLE MEASURE Experience Doctoral level or Experience of Application form, equivalent qualification working with other interview evidence. in Clinical Psychology. forms of psychological Relevant post trauma. qualification experience of working Experience of with sexually teaching training traumatised children & and/or carrying out adolescents. supervision or consultation. Experience of working with inappropriate sexual behaviour. Qualifications/ Doctoral level or Supervised Application form, Training equivalent training in experience of interview. Clinical Psychology. clinical work with abused children and adolescents. Knowledge Up to date knowledge Interview and of relevant application form. psychological theories, approaches and ideas, particularly with application to psychological abuse and neglect. Knowledge of psychological approaches relevant to working with abused children. E.g. play/art/drama therapy. Knowledge of child protection issues. Skills Competence in range Ability to teach and Qualifications, of assessment, train other references, formulation, professionals. application form, therapeutic interview tests. approaches appropriate for working Application form in the Centre for the Vulnerable Child. Competence in preparing and providing clinical and other reports. Competence in audit research. Ability to communicate well in professional context. Aptitude Ability to work Ability to take Evidence from empathically with delegated lead on application form, children and young elements of the interviews, people. service. references. Ability to cope with distressing reports from children and families. Ability to work in a team and good time management skills. Other To work in a multi disciplinary team. Ability to travel. Team player.