An opportunity to contribute to the development and implementation of a comprehensive nursing workforce strategy that outlines and supports the trust’s strategic intent to clinical professional and career development. Oversight of the processes that ensures the trust has a high calibre of professional staff with the right skills to deliver the best possible care to patients, and in response to a changing health service.
- To work with the Head of Multi Professional Practice Education, Head of Learning, Development and Workforce Inclusion, Head of HR Operations and Retention and finance colleagues to align professional education, workforce clinical priorities, ensuring delivery is integrated across the trust.
- Support implementation, monitoring and evaluation of new clinical roles, new ways of working and skill mix changes to secure sustainable service delivery at a time-of-service re-design.
- To lead on and ensure the Trust has a robust and dynamic policy and process for clinical non-medical workforce planning and redesign, including evidence based bi- annual nursing skill mix reviews in partnership with key stakeholders and regular monitoring of the nursing resource in terms of cost effectiveness
- Lead on the implementation to reduce clinical agency spend and work in partnership with the Temporary Worker Service to develop a comprehensive temporary worker pool
- Please note the job description is pending Job Evaluation*
1. To lead on the ward establishment reviews and non-ward-based nursing reviews for all nursing workforce, comparing highly complex demand and capacity analysis against workforce.
2. To lead on processes to maintain assessment of daily safe staffing and systems which support the allocation of appropriate nursing resource in collaboration with operation leads.
3. Working with the Head of HR Operations and Retention, jointly lead on the work improving effective long-term recruitment and retention of nurses to actively work towards the reduction of agency spend.
4. To contribute to corporate decision-making at strategic and operational levels in delivering high quality care.
5. To be available and accessible for staff to turn to for assistance, advice and support, on professional, highly sensitive issues acting as a clinical and managerial resource.
6. To have in-depth knowledge of clinical and professional issues, specifically related to nursing to provide leadership, advice and support to the Trust.
7. To implement national policy as it relates to workforce standards.
8. Provide clinical guidance to Temporary Worker Service and eRoster team to help shape practice and support provided to clinical teams.
9. Prepare and deliver high-quality, concise, and evidence-based reports, including to Board , providing clear analysis, assurance, and recommendations to support informed decision-making.
Please note, the selection processes at East of England Community Health and Care NHS Trust are in place to ensure we recruit candidates with the right values and skills, please be advised that the use of AI in applications are monitored. We remain watchful of candidates who misuse these tools to generate an application that doesn’t accurately reflect their skills.
Professional
10. Maintain awareness of up-to-date nursing professional and clinical practice issues and ensure national policy is reflected in own practice.
11. Work with, support and act on behalf of the Chief Nursing and AHP Officer in the delivery of the Trust and professional agenda and enhance the nursing contribution to safe, effective patient care.
12. In liaison with the Chief Nursing and AHP Officer ensure systems and processes are established to implement national initiatives and take delegated lead responsibility for implementing agreed local initiatives related to staffing.
13. Maintain a visible and authoritative presence with registered, non-registered and support staff in all issues relating to the delivery of patient care. Participate in the direct delivery of patient care at least one day a month, and in response to operational and nursing pressures.
14. Maintain a close relationship with the Clinical Quality Directors, Heads of Service or Departmental Leads, Matrons and Operational Directors, providing support and advice on professional / nursing issues.
15. Actively participate in Trust wide committees ensuring that nursing is represented at all levels of the Trust, e.g. Quality Committee
16. Support activity across the Trust on:
- Recruitment and Retention of Nurses and Clinical Support Workers
- Workforce Planning with the Assistant Director of People
- Establishment reviews
- Clinical non-medical skill mix review and new roles
17. To undertake Trust wide projects as designated by the Chief Nursing and AHP Officer
18. To be build positive and engaging relationships with key external partners including other Staffing Leads in the system and at similar trusts.
Workforce and Staffing
19. Provide an advanced and expert level of advice and guidance on workforce development including developing new and innovative ways of developing our clinical staff and the introduction of new roles. The post holder will be required to communicate highly complicated, multi-faceted national policy and guidance, for consideration and decision, in an easy-to-understand way.
20. Work closely with the key stakeholders on the development and implementation of the Trust’s People Plan, participating and leading changes in practice to meet the aims and objectives of Trust projects, i.e. workforce and staffing.
21. Work closely with Operational Directors, Clinical Quality Directors and other professional leads/stakeholders to ensure that the workforce strategy is influenced by clinical priorities and delivery is led and supported within the operational areas.
22. Support the implementation, monitoring and evaluation of new roles, new ways of working and skill mix changes to secure sustainable service delivery at a time-of-service re-design. Respond to new developments in patient pathways with appropriate workforce initiatives.
23. To support the effective development of a dynamic workforce plan, which meets the newly qualified nursing professionals, including creating and designing new roles as appropriate.
24. Recommend develop and implement strategies for monitoring the effectiveness of the nursing workforce using e-rostering and other information available.
25. On behalf of the Chief Nursing and AHP Officer, coordinate and lead and be accountable for the regular triangulation of staffing information with quality indicators.
26. Ensure compliance with Developing Workforce Safeguards (2018), including coordinating the bi-annual reviews of Safe Staffing for Adult care areas.
Leadership
27. Demonstrate a high level of professional knowledge/expertise to provide detailed advice to staff both within nursing and multi-disciplinary teams, managers and Heads of Departments.
28. Promote collaborative working within the multi-disciplinary teams across the Trust and network with partnership local organisations and other professional leads,
29. Present both written and verbal reports on legislation, policies or developments which may be highly complex, highly contentious and highly sensitive, as necessary to all levels within the Trust. The reports will need to convey multi-faceted information in a comprehensive and accessible format.
30. To disseminate information to others in order that care can be improved, and targets met.
31. To provide leadership, advice and support to professional and non-professional staff and managers within the trust in order that staff feel supported and patient care is developed in line with best practice.
32. To provide advice and project support on workforce planning issues in order to ensure forward planning occurs
33. Responsible for monitoring and contributing to the development of financial initiatives related to nurse staffing, in areas such as recruitment, retention, professional development and skill mix reviews.
34. To provide professional oversight in Trust investigations which may lead to disciplinary procedure
35. Ensure inclusion, diversity and equality are actively promoted in all areas.
36. Research and compile briefing papers, reports, business cases and information for as and when required.
37. Develop strong networks internally and externally to ensure a professional approach and mutually productive relationships with managers, staff and staff representatives
38. Act as a role model for effective leadership within the organisation and ensure that poor clinical leadership is identified and challenged. Lead by example, demonstrating flexibility to meet service needs.
39. To act as a lead investigator for serious incidents and write formal reports including Root Cause Analysis (RCAs) both for internal and external agencies.
