The post holder will support the development, implementation and continuous improvement of a robust performance management framework aligned to Our Journey To Change, ensuring delivery of regulatory and contractual priorities. This includes supporting effective reporting systems to enable accountability and achievement of standards.
The post holder will be expected to provide assurance, highlight variances and bring performance issues to the attention of the Senior Performance Manager. This will be facilitated by collating data from various sources and will involve direct communication with managers and clinicians. They will ensure that reports produced represent an accurate reflection of performance and meet timescales imposed, analysing and interpreting the information when required.
The post holder will engage and share information on their work with colleagues in the Team to promote joined up work and sharing of best practice. They will assist and deputise, where appropriate, for the Senior Performance Manager. Post-holder will be allocated a specific service area or focused work within the team; however, will be expected to interchange when required.
You must have the Right to Work in the UK in order to be successfully appointed to this role. Please note, this role does not meet the required eligibility criteria for sponsorship under the Skilled Worker visa and therefore the Trust is unable to offer sponsorship for this particular role.
- The post holder will support the development and delivery of a suite of timely performance reports for all levels of the organisation as directed by the Senior Performance Manager. This includes working directly with managers and clinicians to ensure processes are in place which gives the Trust Board appropriate assurances on the delivery of its key performance targets, including the development of action plans to improve performance.
- The post holder will present performance information appropriate to the intended audience and proactively support the delivery of standards by sharing good practice, identifying areas of risk and alerting the relevant managers of any issues.
- The post holder will support the development of performance information at Care Group/speciality level by providing support to staff to enable them to access and use performance information in their roles.
- The post holder will also be required to use a range of descriptive and analytical statistical techniques.
- The post holder will support the development and implementation of multi-agency performance frameworks where the Trust is the main provider by ensuring effective processes are in place to monitor and manage performance.
- The post holder will ensure all external mandatory performance returns represent an accurate reflection of performance and meet timescales imposed, analysing and interpreting the information where necessary.
We are the Mental Health & Learning Disability NHS Trust for County Durham and Darlington, Teesside, North Yorkshire, York and Selby.
From education and prevention, to crisis and specialist care -our talented and compassionate teams work in partnership with our patients, communities and partners to help the people of our region feel safe, understood, believed in and cared for.
We nurture the recovery journey of anyone in need of our help. In Our Trust, everyone has a say in how they are supported and treated because we listen to every person in our care until they feel understood. Our patients, their families and carers work together with us towards better mental health.
We're committed to new thinking that improves the wellbeing of our region. We connect with our communities and partners to get mental health care right, in areas that really need it.
18 June 2026
Agenda for change
Band 6
£39,959 to £48,117 a year per annum
Permanent
Full-time
346-CORP-058-26-A
Lanchester Road Hospital
Durham
DH1 5RD
United Kingdom
2.1 Patient/client care
- Patient contact will be an incidental part of this post and will generally occur when patients are involved or observed by the post holder as part of a service development/improvement event.
2.2 Administrative duties
- The post holder will support the development, implementation and promotion of a robust corporate performance management framework which is aligned to and underpins the Our Journey To Change and forms part of the Trusts Performance Management Framework.
- The post holder will support the development and delivery of a suite of timely performance reports for all levels of the organisation as directed by the Senior Performance Manager. This includes working directly with managers and clinicians to ensure processes are in place which gives the Trust Board appropriate assurances on the delivery of its key external and internal performance targets, including the development of action plans to improve performance.
- The post holder will present performance information appropriate to the intended audience and proactively support the delivery of targets by sharing good practice, identifying areas of risk and alerting the relevant managers of any issues.
- The post holder will support the development of performance information at Care Group/speciality level by providing support to staff to enable them to access and use performance information in their roles thus increasing local accountability and management at operational level.
The post holder will also be required to use a range of descriptive and analytical statistical techniques. There will also be a requirement to influence managers and clinicians through the use of narrative and graphic tools that explain the data and its consequences.
- The post holder will also support the retention of business and constructive stakeholder relationships by providing regular reports on performance to commissioners and partners.
- The post holder will support the development and implementation of multi-agency performance frameworks where the Trust is the main provider by ensuring effective processes are in place to monitor and manage performance.
- The post holder will ensure all external mandatory performance returns represent an accurate reflection of performance and meet timescales imposed, analysing and interpreting the information where necessary.
- The post holder will provide quality, comprehensive and professional performance management advice and support to the Trust. This includes working with managers and clinicians at all levels throughout the Trust.
- The post holder will support services and directorates with designing and managing a range of complex performance systems. This will include, for example developing dashboards, routine monitoring of KPIs, development of performance reports and development of metrics to support the business planning process. This will also include working with Local Authority representatives on complex integrated performance systems.
- The post holder will represent Strategy and Transformation Directorate as required at both internal and external meetings including deputising for the Senior Performance Manager.
2.3 Responsibility for information
- The post holder will support the implementation and management of corporate performance systems, supported by ICT, which increases the effectiveness of the performance management framework.
- The post holder may be required to take on the role of Information Asset Administrator, or to deputise for the holder of this role.
2.4 Policy Development
- The post holder will be expected to provide advice on the interpretation of national policy and health related assessments to identify performance management implications for the Trust, ensuring they are communicated effectively to the Senior Performance Manager.
- The post holder will also be expected to comment on policies and procedures which may include representing Strategy and Transformation Directorate on corporate groups developing or being consulted on such development.
2.5 Service Development Responsibilities
- The post holder will be expected to undertake complex analysis of performance data to identify benchmarked performance and trends, assessing where service improvement activity is required. The preparation of complex performance information can involve simultaneously achieving conflicting deadlines. This frequently means multi tasking over periods of intense and prolonged concentration.
- The post holder will be capable of making judgements involving complex facts or situations, which require the analysis, interpretation and comparison of a range of options.
- The post holder will provide support for service reviews, service redesign and service improvement projects where required. This includes identifying specialist performance management tools and techniques that actively promote a range of improvement tools, including benchmarking, to promote a culture of excellence.
- The post holder is also responsible for designing and/or taking part in Strategy and Transformation process/service improvement activity, including the monitoring of progress against milestones and outcomes.
2.6 Responsibility for financial resources
- The post holder must observe personal duty of care in relation to equipment and resources used in the course of their work.
2.7 Responsibility for physical resources
- The post holder will be responsible for safeguarding equipment issued to them to enable them to perform their role, such as laptops.
2.8 People management, training and development
- The post holder will be responsible for influencing individuals and groups of clinical and non clinical managers by facilitating discussions and presenting on complex, sensitive and often contentious information with a view to overcoming through negotiation, persuasion and reassurance significant barriers to acceptance and understanding.
- The post holder will provide support and development to increase the ability of individuals and teams to access, interpret and use performance management information. This also includes the provision of training both formally and informally to staff across the organisation to increase their knowledge and awareness of the performance management agenda.
2.9 Research, Audit & Governance
The post holder will provide support and guidance on the use of qualitative research for performance reporting and providing analysis from a variety of sources including survey results.
The post holder will engage and work with the Clinical Audit Team to ensure they can support the Trusts performance requirements including the delivery of performance information.
3.0 Freedom to Act
- The post holder will be guided by general health, organisational or broad occupational policies, but in most situations the post holder will need to establish the way in which these should be interpreted.
- The post holder will work to objectives set by the Senior Performance Manager, but have regard to the operational requirements of Strategy and Transformation Directorate. The post holder is expected to negotiate deadlines that allow them to satisfy both the objectives of the Corporate Performance Team and the wider Directorate but where this is not possible to alert those post holders in an appropriate and informed way to allow for negotiations around conflicting priorities to take place.
The post holder will be expected to plan their own day-to-day work, allocating time in an efficient and effective way to ensure that deadlines are met. This includes effectively prioritising work through forward planning and discussions with the Senior Performance Manager to resolve capacity and scheduling issues. Electronic diaries will be used to facilitate this, and the post holder is also responsible for communicating their work priorities, issues and locations to the Senior Performance Manager and others within the Strategy and Transformation Directorate.
4.0 Communication
- The post holder will be required to communicate to a high standard using written reports and verbal presentations (including the use of electronic and non-electronic visual aids) providing clear explanations and transmitting factual information. They will need to communicate effectively with a wide range of people, including Directors, Clinicians and managers at all levels.
- The post holders communication must be able to effectively persuade others to take action that they would not otherwise have taken. This includes using negotiation skills effectively, such as seeking win-win agreements (which in turn requires understanding and empathy with others positions, views and needs), and taking the Trust values and compact into account in communication. The post holder must be able to deal with situations of conflict in a calm and professional manner, while continuing to state the needs of the organisation as a whole and the evidence behind their views.
5.0 Other requirements
- The post holder may be required to undertake other duties commensurate with the role and/or band as required by business need, not specified in the job description.
- The post holder may be required to work in locations other than those specified in the job description as required by business need.
- The post holder will be expected to:
Act professionally in emotionally charged environments, for example, when imparting information, either welcome or unwelcome, at all levels of the Trust and our partner organisations;
Maintain confidentiality of information at all times;
Act at all times in the best interest of patients/clients.
Please refer to the attached job description and person specification for further detailed information to ensure that you meet the role criteria before applying.
2.1 Patient/client care
- Patient contact will be an incidental part of this post and will generally occur when patients are involved or observed by the post holder as part of a service development/improvement event.
2.2 Administrative duties
- The post holder will support the development, implementation and promotion of a robust corporate performance management framework which is aligned to and underpins the Our Journey To Change and forms part of the Trusts Performance Management Framework.
- The post holder will support the development and delivery of a suite of timely performance reports for all levels of the organisation as directed by the Senior Performance Manager. This includes working directly with managers and clinicians to ensure processes are in place which gives the Trust Board appropriate assurances on the delivery of its key external and internal performance targets, including the development of action plans to improve performance.
- The post holder will present performance information appropriate to the intended audience and proactively support the delivery of targets by sharing good practice, identifying areas of risk and alerting the relevant managers of any issues.
- The post holder will support the development of performance information at Care Group/speciality level by providing support to staff to enable them to access and use performance information in their roles thus increasing local accountability and management at operational level.
The post holder will also be required to use a range of descriptive and analytical statistical techniques. There will also be a requirement to influence managers and clinicians through the use of narrative and graphic tools that explain the data and its consequences.
- The post holder will also support the retention of business and constructive stakeholder relationships by providing regular reports on performance to commissioners and partners.
- The post holder will support the development and implementation of multi-agency performance frameworks where the Trust is the main provider by ensuring effective processes are in place to monitor and manage performance.
- The post holder will ensure all external mandatory performance returns represent an accurate reflection of performance and meet timescales imposed, analysing and interpreting the information where necessary.
- The post holder will provide quality, comprehensive and professional performance management advice and support to the Trust. This includes working with managers and clinicians at all levels throughout the Trust.
- The post holder will support services and directorates with designing and managing a range of complex performance systems. This will include, for example developing dashboards, routine monitoring of KPIs, development of performance reports and development of metrics to support the business planning process. This will also include working with Local Authority representatives on complex integrated performance systems.
- The post holder will represent Strategy and Transformation Directorate as required at both internal and external meetings including deputising for the Senior Performance Manager.
2.3 Responsibility for information
- The post holder will support the implementation and management of corporate performance systems, supported by ICT, which increases the effectiveness of the performance management framework.
- The post holder may be required to take on the role of Information Asset Administrator, or to deputise for the holder of this role.
2.4 Policy Development
- The post holder will be expected to provide advice on the interpretation of national policy and health related assessments to identify performance management implications for the Trust, ensuring they are communicated effectively to the Senior Performance Manager.
- The post holder will also be expected to comment on policies and procedures which may include representing Strategy and Transformation Directorate on corporate groups developing or being consulted on such development.
2.5 Service Development Responsibilities
- The post holder will be expected to undertake complex analysis of performance data to identify benchmarked performance and trends, assessing where service improvement activity is required. The preparation of complex performance information can involve simultaneously achieving conflicting deadlines. This frequently means multi tasking over periods of intense and prolonged concentration.
- The post holder will be capable of making judgements involving complex facts or situations, which require the analysis, interpretation and comparison of a range of options.
- The post holder will provide support for service reviews, service redesign and service improvement projects where required. This includes identifying specialist performance management tools and techniques that actively promote a range of improvement tools, including benchmarking, to promote a culture of excellence.
- The post holder is also responsible for designing and/or taking part in Strategy and Transformation process/service improvement activity, including the monitoring of progress against milestones and outcomes.
2.6 Responsibility for financial resources
- The post holder must observe personal duty of care in relation to equipment and resources used in the course of their work.
2.7 Responsibility for physical resources
- The post holder will be responsible for safeguarding equipment issued to them to enable them to perform their role, such as laptops.
2.8 People management, training and development
- The post holder will be responsible for influencing individuals and groups of clinical and non clinical managers by facilitating discussions and presenting on complex, sensitive and often contentious information with a view to overcoming through negotiation, persuasion and reassurance significant barriers to acceptance and understanding.
- The post holder will provide support and development to increase the ability of individuals and teams to access, interpret and use performance management information. This also includes the provision of training both formally and informally to staff across the organisation to increase their knowledge and awareness of the performance management agenda.
2.9 Research, Audit & Governance
The post holder will provide support and guidance on the use of qualitative research for performance reporting and providing analysis from a variety of sources including survey results.
The post holder will engage and work with the Clinical Audit Team to ensure they can support the Trusts performance requirements including the delivery of performance information.
3.0 Freedom to Act
- The post holder will be guided by general health, organisational or broad occupational policies, but in most situations the post holder will need to establish the way in which these should be interpreted.
- The post holder will work to objectives set by the Senior Performance Manager, but have regard to the operational requirements of Strategy and Transformation Directorate. The post holder is expected to negotiate deadlines that allow them to satisfy both the objectives of the Corporate Performance Team and the wider Directorate but where this is not possible to alert those post holders in an appropriate and informed way to allow for negotiations around conflicting priorities to take place.
The post holder will be expected to plan their own day-to-day work, allocating time in an efficient and effective way to ensure that deadlines are met. This includes effectively prioritising work through forward planning and discussions with the Senior Performance Manager to resolve capacity and scheduling issues. Electronic diaries will be used to facilitate this, and the post holder is also responsible for communicating their work priorities, issues and locations to the Senior Performance Manager and others within the Strategy and Transformation Directorate.
4.0 Communication
- The post holder will be required to communicate to a high standard using written reports and verbal presentations (including the use of electronic and non-electronic visual aids) providing clear explanations and transmitting factual information. They will need to communicate effectively with a wide range of people, including Directors, Clinicians and managers at all levels.
- The post holders communication must be able to effectively persuade others to take action that they would not otherwise have taken. This includes using negotiation skills effectively, such as seeking win-win agreements (which in turn requires understanding and empathy with others positions, views and needs), and taking the Trust values and compact into account in communication. The post holder must be able to deal with situations of conflict in a calm and professional manner, while continuing to state the needs of the organisation as a whole and the evidence behind their views.
5.0 Other requirements
- The post holder may be required to undertake other duties commensurate with the role and/or band as required by business need, not specified in the job description.
- The post holder may be required to work in locations other than those specified in the job description as required by business need.
- The post holder will be expected to:
Act professionally in emotionally charged environments, for example, when imparting information, either welcome or unwelcome, at all levels of the Trust and our partner organisations;
Maintain confidentiality of information at all times;
Act at all times in the best interest of patients/clients.
Please refer to the attached job description and person specification for further detailed information to ensure that you meet the role criteria before applying.
- Educated to degree level (or significant experience coupled with achievement that indicates degree-level ability) in a performance management role
- Experience in a performance management role
- Experience of performance management frameworks and processes in a large complex organisation
- Experience with Microsoft applications
- Experience of influencing people who were not directly line managed to take action
- Specialist knowledge of performance management frameworks, processes and improvement tools
- Highly developed analytical skills to analyse a range of complex performance issues and results which require interpretation and comparison
- Ability to make judgements on whether performance appears reasonable in order to determine whether further action or intervention is required to achieve targets
- Excellent IT skills, particularly in relation to creating, formatting and manipulating databases and spreadsheets
- Excellent numeric skills
- Excellent communication skills including the ability to present performance information both verbally and in writing
- Good organisational skills with the ability to prioritise and meet deadlines
- Ability to influence and negotiate with managers and clinicians
- Knowledge of the NHS performance agenda
- Knowledge of regulatory bodies and their requirements, e.g. Care Quality Commission
- Awareness of the environment in which a Foundation Trust operates
- Understanding of statistical concepts
- Ability to work either in a team or under ones own initiative
- Strong interpersonal skills with an ability to maintain good relationships
- Motivation and enthusiasm for the role
- Reliable and Flexible
- Able to work within and model the Trust's values / behaviours
- Demonstrating personal responsibility and sound personal organisation, able to prioritise and collaborate at appropriate times
- Able to work independently with minimal direction and supervision, within a set framework / boundaries
- Innovative, with a desire to maximise opportunities for developing the efficiency and effectiveness of the individual, the team, the directorate, and the Trust
- Able to face varying demands - frequently requiring intense concentration and effort to deliver multiple objectives / conflicting priorities
- Able to challenge poor performance in a constructive way - to act as a critical friend
- Able to think strategically and balance "big picture" requirements against more urgent and detailed operational detail
- Evidence of commitment to self-development
- Mentally able to regularly concentrate for prolonged periods of time when checking and analysing data including physically able to work most of the day at a computer workstation.
- Ability to travel independently in accordance with Trust policies and service need (this is likely to involve travel to sites across the whole area served by TEWV, but other destinations may also be necessary)
- Educated to degree level (or significant experience coupled with achievement that indicates degree-level ability) in a performance management role
- Experience in a performance management role
- Experience of performance management frameworks and processes in a large complex organisation
- Experience with Microsoft applications
- Experience of influencing people who were not directly line managed to take action
- Specialist knowledge of performance management frameworks, processes and improvement tools
- Highly developed analytical skills to analyse a range of complex performance issues and results which require interpretation and comparison
- Ability to make judgements on whether performance appears reasonable in order to determine whether further action or intervention is required to achieve targets
- Excellent IT skills, particularly in relation to creating, formatting and manipulating databases and spreadsheets
- Excellent numeric skills
- Excellent communication skills including the ability to present performance information both verbally and in writing
- Good organisational skills with the ability to prioritise and meet deadlines
- Ability to influence and negotiate with managers and clinicians
- Knowledge of the NHS performance agenda
- Knowledge of regulatory bodies and their requirements, e.g. Care Quality Commission
- Awareness of the environment in which a Foundation Trust operates
- Understanding of statistical concepts
- Ability to work either in a team or under ones own initiative
- Strong interpersonal skills with an ability to maintain good relationships
- Motivation and enthusiasm for the role
- Reliable and Flexible
- Able to work within and model the Trust's values / behaviours
- Demonstrating personal responsibility and sound personal organisation, able to prioritise and collaborate at appropriate times
- Able to work independently with minimal direction and supervision, within a set framework / boundaries
- Innovative, with a desire to maximise opportunities for developing the efficiency and effectiveness of the individual, the team, the directorate, and the Trust
- Able to face varying demands - frequently requiring intense concentration and effort to deliver multiple objectives / conflicting priorities
- Able to challenge poor performance in a constructive way - to act as a critical friend
- Able to think strategically and balance "big picture" requirements against more urgent and detailed operational detail
- Evidence of commitment to self-development
- Mentally able to regularly concentrate for prolonged periods of time when checking and analysing data including physically able to work most of the day at a computer workstation.
- Ability to travel independently in accordance with Trust policies and service need (this is likely to involve travel to sites across the whole area served by TEWV, but other destinations may also be necessary)
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Applications from job seekers who require current Skilled worker sponsorship to work in the UK are welcome and will be considered alongside all other applications. For further information visit the UK Visas and Immigration website (Opens in a new tab).
From 6 April 2017, skilled worker applicants, applying for entry clearance into the UK, have had to present a criminal record certificate from each country they have resided continuously or cumulatively for 12 months or more in the past 10 years. Adult dependants (over 18 years old) are also subject to this requirement. Guidance can be found here Criminal records checks for overseas applicants (Opens in a new tab).
Tees Esk and Wear Valleys NHS Foundation Trust
Lanchester Road Hospital
Durham
DH1 5RD
United Kingdom
https://www.tewv.nhs.uk/ (Opens in a new tab)
Tees Esk and Wear Valleys NHS Foundation Trust
Lanchester Road Hospital
Durham
DH1 5RD
United Kingdom
https://www.tewv.nhs.uk/ (Opens in a new tab)
