Directorate of Human Resources
Fife, KY1 2LS
Tel 01592 643355
Fax 01592 204611
Date As per postmark
Our Ref Please see below
Enquiries to Recruitment
POST REFERENCE: HH314/10/10
CLOSING DATE: 12 NOON ON 22ND OCTOBER 2010
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.
PLEASE INDICATE POST/POSTS YOU ARE
FIXED TERM FOR 6 MONTHS
TERMS AND CONDITIONS OF SERVICE
Post: COMMUNITY MIDWIFE (2 POSTS)
Reference Number: HH314/10/10
Pay Banding: 6 - £25,472 - £34,189 PRO RATA
Hours of Duty: 22.5 & 30*
Contract Type: PERMANENT AND *FIXED TERM FOR 6 MONTHS
*Applications on a secondment basis will be considered providing you have agreement
from your current line manager.
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.
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.
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
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
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.
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.
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
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
An electronic version is available at www.jobs.scot.nhs.uk
If you have any questions or need some help with completing the form, please call 01592
643355 ext 8706 or 7906 or email email@example.com. 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
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
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
When you have completed all of the form, please send it to:
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
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
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
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
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
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
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:
or post your hard copy to:
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
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
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
Fife Employment Access Trust
Glenrothes KY7 6UG
Tel: 01592 749880
Please do not send completed application form to this address
PROCEDURE FOR THE DISCLOSURE OF CRIMINAL RECORDS
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
Public Health Posts
Health Promotion Posts
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
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
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
If you have any queries on this matter then please contact our recruitment office who will be
able to assist you.
1. JOB IDENTIFICATION
Job Title: Community Midwife
Responsible to: Clinical Co-ordinator, Community & Outpatient Services
Department(s): Community Midwifery
Directorate: Women & Children‟s Directorate
Operating Division: Acute Division
No of Job Holders: 31
Last Update (insert date): 31.01.2005
2. JOB PURPOSE
To be responsible for the delivery of the highest quality of care to patients, their relatives and
significant others, by seeking, sharing and using information to manage the resources to their
maximum effectiveness and efficiency.
The Women & Children‟s Health Directorate provides maternity, gynaecology, acute
paediatrics and genitourinary medicine services to the population of Fife.
Services are provided across four main sites in Fife: Victoria and Forth Park Hospitals in
Kirkcaldy, Queen Margaret Hospital in Dunfermline and St Andrews Memorial Hospital,
St Andrews. Clinics for all specialities are held in community settings across Fife.
The Directorate has 350WTE staff, and an annual budget of £14.5m.
Activity figures are as follows:
Births 3200 Maternity inpatients 10,000 new outpatients
Gynaecology new outpatients 6500 daycase 700 inpatients 2500
Neonatal Unit admissions 400
Paediatrics new outpatients 900 ambulatory care 600
GU Medicine clinic attendances 6500
4. ORGANISATIONAL POSITION
Women and Children’s Clinical Directorate Manager
Community Midwife Community Midwife Community Midwife
5. ROLE OF DEPARTMENT
To provide a high quality and safe and supportive environment in order to care for
parents and children within the Women & Children‟s Directorate meeting the physical
and psycho-social needs.
6. KEY RESULT AREAS
1. To manage own caseload referring as appropriate
2. To provide high quality patient care by assessing and planning care needs and continually
evaluating the outcomes.
3. To provide antenatal, intrapartum care and postnatal home visits and run antenatal clinics in
the community setting. e.g. home birth
4. To advise on the promotion of health and the prevention of illness.
5. To be skilled in intra partum care provision including high risk cases.
6. To provide clinical expertise and midwifery skills to support the client and family in the
7. To provide pre and post-screening counselling e.g. Cystic fibrosis, Double test , H.I.V.
8. To carry out and supervise the application of clinical procedures.
9. To communicate effectively with patients, relatives and the multidisciplinary team.
10. To be accountable for record keeping within agreed standards e.g. NMC Guidelines for
records and record keeping.
11. To be aware and have an understanding of current child protection guidelines referring as
12. To implement agreed local and national clinical policies and guidelines
13. Screening and referral of women identified at risk of postnatal depression.
1. To monitor the use of midwifery resources to obtain their most efficient and effective use.
2. To act as the role model for junior staff and learners in training.
3. Time management.
4. Involved in the development of departmental policies and other departments within the
1. Facilitate clinical supervision. May also be a clinical supervisor.
2. May be a Supervisor of Midwives
3. Contribute to the provision of clinical practice experience for pre and post-registration
4. Provide education to patients/clients relatives and significant others e.g. parenthood
5. Involved in the collection of data for audit purposes e.g breast feeding audit, postnatal
depression audit, nurse-led activity audit.
7a. EQUIPMENT AND MACHINERY
The community midwife is expected to have a knowledge of all equipment used within the
maternity unit (however may not have daily clinical involvement0.
Examples of equipment used include equipment used at home delivery, cardiotocograph, dynamap,
gemini pumps, pca pumps, syringe drivers, entonox apparatus, specialist delivery beds, blood gas
analyser, resuscitaire, ventouse machine, weighing scales, birthing pool, mobile phone and long
range radio pager,
TV and video, Powerpoint projector, overhead projector.
Budgetscan Stock control/monitoring
Patient administration system Pharmacy
Birth registration system Scan/lab. requests
Results reporting/imaging Off Duty
K2 CTG training system
General practitioner electronic record systems
8. ASSIGNMENT AND REVIEW OF WORK
Review of work is measured against set objectives as agreed with the Line Manager
annually via the Personal Development Plan process and more frequently if required
Statutory supervision is a separate process but it may inform the Personal Development
Work is generated by caseload demands
9. DECISIONS AND JUDGEMENTS
Assessment and analysis of patient condition, making judgements and referring as appropriate
regarding a range of physical, social and emotional care required
Expected to make highly complex autonomous clinical decisions regarding patient care throughout
the course of the working day in lone working situations supported by a structure for referral and
advice .e.g domestic abuse, child abuse
Analyse information regarding child protection issues and referring as appropriate
10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB
To work closely with the Partnership Agencies e.g. GP‟s, Social Services, Health Visitors.
To be a lone worker in the community setting often during the 24 hour clock and dealing with
Dealing sensitively with breaking bad news, dealing with distressed patients and relatives
11. COMMUNICATIONS AND RELATIONSHIPS
The post holder communicates regularly with the patient and their relatives to devise care
plans, discuss antenatal screening and other highly sensitive topics e.g. domestic
violence, substance misuse, child protection issues, congenital abnormality.
The post holder regularly communicates with the directorate team, Community Health
Partnerships, supplies department, professionals allied to medicine and other
Must be able to maintain confidentiality.
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
(Insert as appropriate to area - indicating level and frequency)
Undertake venepuncture and injections 3-4 times a day.
Perform vaginal examination occasionally
Insertion and removal of sutures daily
Perform normal delivery of babies at home birth or working in labour ward
Perform newborn screening tests 2-3 times daily e.g. Guthrie Test
Basic I.T skills daily
Transport of equipment daily
Resuscitation of the adult and newborn
Stand/walking and driving for the majority of the shift
Manual handling of patients up to 20 times daily
Awkward positioning at times eg home birth, assisting breast feeding mothers
Weighing of babies up to 4Kg using hand held scales daily
Retention and communication of complex information regarding patient care
Concentration required for extended periods (1.5 hours) when undertaking patient booking
Concentration required for all or most of the shift when caring for one women in labour
Concentration required when assessing CTG tracings, checking documents/patients notes
and whilst subject to interruptions by telephone/relatives
Facilitate preparation for parenthood classes
Frequently communicating with distressed/anxious/worried clients and relatives more than
once a week.
Breaking bad news regarding pregnancy outcome eg antenatal screening results, stillbirth,
Caring for women following highly distressing emotional events
Dealing with child protection and substance misusing patients
Supporting staff following a traumatic event.
Exposure to body fluids throughout a shift including blood, liquor, faeces, urine, vomit every
Exposure to adverse weather conditions
Some exposure to nitrous oxide and oxygen via entonox apparatus.
Exposure to verbal/physical aggression.
Exposure to unsanitary conditions .e.g. fleas and dirty homes
Exposure to dogs and other animals
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB
Registered midwife – Part 2 NMC Register with an expert knowledge and experience off all
aspects of midwifery care and the ability to work autonomously.
Evidence of Continuing Professional Development.
Ability to travel throughout Fife over a 24 hour period
A level of competency in the English language is essential
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: Community Midwife
ESSENTIAL DESIRABLE MEASURE
Experience Experience within all Experience in Application form &
areas of midwifery antenatal clinic interview
Qualifications/ Registered midwife 1st level degree or Application form &
Training Evidence of continuing equivalent interview
Knowledge Evidence of good Interview
knowledge in all
aspects of midwifery
and child protection
Skills Ability to work Perineal repair, Interview
unsupervised in a water birth
Aptitude Must be an excellent Ability to Interview
communicator and communicate with
adaptable to a all members of the
changing environment multi-disciplinary
Other Good team player Interview
e.g. Team Player, Ability to travel
Be able to travel Commitment to on call