Job summary
Building a culture where everyone feels confident and safe to speak up and raise concerns is of the utmost importance across the NHS, and to us here at WSFT, and we are looking for our next Freedom to Speak Up Guardian(s) to help us achieve this.
Are you ready to address barriers to speaking up, help drive key improvements and foster a positive speaking up culture in this unique role, building on the work of our guardians over the last 3 years? If this is you we want to hear from you.
We are looking for a clinically-registered professional (or someone with significant experience working in a clinical environment) to work independently and alongside the West Suffolk leadership team to help build a culture which ensures our patients and staff feel safe, comfortable and supported when raising concerns, whatever those concerns may be.
We are looking for someone who can support colleagues, build relationships and help the Board to make speaking up with confidence the norm for every team and individual at West Suffolk. The right person (or people) will be approachable, be of the utmost integrity, be calm and fair in advocacy and decision-making, and have a genuine commitment to inclusion.
This is a unique role, that could be shared, and may or may not be an additional role (with protected time) that is undertaken alongside other work. During the recruitment we will discuss the time commitment for the role and how this can be achieved.
Interviews will be held on 8th August 2023.
Main duties of the job
The FTSU Guardian role is designed to contribute to achieving the following outcomes:
- A culture of speaking up is instilled throughout the organisation
- Speaking up processes are effective and continuously improved
- All staff have the capability to speak up effectively and managers have the capability to support those who are speaking up
- All staff are supported appropriately when they speak up or support other staff who are speaking up
- The Board is fully sighted on, and engaged in, all Freedom to Speak Up matters and issues that are raised by staff who are speaking up
- Safety and quality are assured
- A culture of speaking up is instilled throughout the NHS
About us
#BeKnown
at West Suffolk NHS Foundation Trust. By us. By our patients. By our community
We are a busy, friendly, rural NHS Trust providing high-quality care and compassion to
more than a quarter of a million people across west Suffolk. We care for,
treat and support people in hospital, at home and in various community
settings.
The
West Suffolk Hospital in Bury St Edmunds provides acute and secondary care
services (emergency department, maternity and neonatal services, day surgery
unit, eye treatment centre, Macmillan unit and children's ward). It has 500+
beds and is a partner teaching hospital of the University of Cambridge.
Adult
and paediatric community services, provided in collaboration with West Suffolk
Alliance partners, include a range of nursing, therapy, specialist, and ongoing
temporary care and rehabilitation, some at our Newmarket Community Hospital.
We
do our utmost to achieve outstanding clinical outcomes for patients and our
values of fairness, inclusivity, respect, safety and team work guide how we
work and behave as a team.
With
nearly 5,000 staff, from all over the world, we strive to make our organisation
a great place to work. Whatever your role or ambition, we want to help you be
the best you can be.
We
promote a diverse and inclusive community where everyones voice counts and you
can #BeKnown for whoever you are.
Join
us. What will you #BeKnown for?
Job description
Job responsibilities
Strategic:
- Oversee the development and delivery of communication and engagement programmes to increase visibility of the Freedom to Speak Up Guardian amongst all staff
- Ensure that all frontline staff are aware of, and have access to support to help them speak up
- Provide high level organisational skills and overall management of investigations of cases over a broad range of complex issues e.g. from patient harm to fraud
- Lead the local FTSU processes and sources of support and guidance, demonstrate the impact that speaking up is having in the organisation, and celebrate speaking up
- Operate independently, impartially and objectively, whilst working in partnership with individuals and groups through the Trust, including senior leadership team
Process Improvement
- Responsible for Trusts FTSU Trust-wide systems that comply with national guidance, including outcome of investigations conducted
- Work with the Deputy Director of Workforce (Learning and OD) , the HR Team and others to ensure that speaking up guidance and processes are clear and accessible, reflect best practice, and address any local issues that may hinder the speaking up process
- Provide effective and compassionate support and guidance to all workers, developing a local network of champions, as appropriate to local need, to ensure that they have suitable reach across the organisation
- Plan, develop and evaluate methods for gathering, analysing, interpreting and presenting data and information
- Collate qualitative and quantitative information and lead analysis, interpreting and presenting data and information
- Oversee the effectiveness of Freedom to Speak Up processes and the handling of individual cases, intervening when these are failing staff who speak up, and making recommendations for improvement
- Leads the continuous improvement of the Trusts FTSU process
- Identifies opportunities for performance improvement through for example undertaking internal diagnosis, system and process review in order to understand barriers and possible solutions including external research into good practice and new ideas
- Ensure that the organisation meets FTSU mandatory requirements with regard data collection and accreditation
- Measure and benchmark local service against national guidelines and data
Capability
- Assess the knowledge and capability of staff to speak up and to support staff when they speak up
- Ensure that all staff have the relevant skills and knowledge to enable them to speak up effectively, and those supporting, managing or investigating speaking up issues have the capability and knowledge to do this effectively.
- Ensure that appropriate items on speaking up are incorporated into induction programmes for all staff
- Ensure that groups of staff and individuals who may find it difficult to speak up are given particular support
- Embed a consultative and thoughtful communication process which considers all views, but makes clear requirements in the fair treatment of individuals and how they are voiced, responded to and dealt with
Supporting staff
- Ensure individuals who have spoken up are recognised, valued and thanked and do not suffer any adverse treatment as a result of speaking up
- Ensure that appropriate action is taken on reported issues, maintaining confidentiality and respected as appropriate
- Ensures fair and effective investigations progress and regular feedback is provided and relevant conclusion given
- Appropriately engage and seek feedback from anyone who raises an issue
- Foster a culture of psychological safety, creating a sense of confidence where individuals do not feel embarrassed, rejected or punished for speaking up, but instead supported and valued
Reporting
- Lead the monitoring and handling of FTSU cases and responsible for record management according to National Guardian Office Guidance
- The National Guardian Office quarterly return is completed by the FTSU Guardian using the NGO portal
- Working with and constructively challenging the Board
- Interpret and implement broad clinical and professional policies, NHS guidance and changes to regulatory requirements in areas of responsibility, providing advice to the Chief Executive Officer (CEO)
- Develop and maintain strong, productive and open working relationships with the CEO, Non-Executive Directors (NEDs) and other Directors, with direct access to Trust leaders as required
- Attend board meetings regularly to report on FTSU activities. Reports should include assessment of issues that staff are speaking up about (and trends in those issues), and barriers affecting ability of staff to speak up. Particular attention should be given to concerns which may suggest a link to patient safety and quality.
- Responsible for holding the board to account for taking appropriate action to create a Freedom to Speak Up culture, assess trends, and respond to issues that are being raised
Safety and quality
- Provides highest level of interpersonal and communication skills, both verbal and written, with the ability to develop collaborative working practices and relationships at all levels internally and externally
- Provides and receives highly complex, sensitive or contentious information and negotiates in a diplomatic way with Chief Executive, Chairman, Trust Directors and Senior Managers and internal and external stakeholders
- Freedom to initiate immediate appropriate action and advising the Trust leaders when safety and quality may be compromised
- Responsible for developing measures, data sets, and indicators to monitor trends and identify linkages between issues raised through staff speaking up, and issues raised through other safety and quality routes
- Ensure issues raised are used as opportunities for learning and development.
Culture
- In partnership with the HR team, review and act upon staff opinion and feedback arising from engagement activities, including the annual NHS Staff Survey, Staff Friends and Family Test and exit interviews.
- Support and contributes to National Guardian Office (NGO) activities and training, actively supporting fellow Freedom to Speak Up Guardians, developing personal networks and peer-to-peer relationships, contributing to wider networking events, and sharing and learning from best practice
- Raise issues that cannot be resolved locally with the NGO, including where Trusts appear to be failing in their obligations
- Keep abreast of developments and best practice, assessing own development and training needs, and seeking support in addressing these issues.
Job description
Job responsibilities
Strategic:
- Oversee the development and delivery of communication and engagement programmes to increase visibility of the Freedom to Speak Up Guardian amongst all staff
- Ensure that all frontline staff are aware of, and have access to support to help them speak up
- Provide high level organisational skills and overall management of investigations of cases over a broad range of complex issues e.g. from patient harm to fraud
- Lead the local FTSU processes and sources of support and guidance, demonstrate the impact that speaking up is having in the organisation, and celebrate speaking up
- Operate independently, impartially and objectively, whilst working in partnership with individuals and groups through the Trust, including senior leadership team
Process Improvement
- Responsible for Trusts FTSU Trust-wide systems that comply with national guidance, including outcome of investigations conducted
- Work with the Deputy Director of Workforce (Learning and OD) , the HR Team and others to ensure that speaking up guidance and processes are clear and accessible, reflect best practice, and address any local issues that may hinder the speaking up process
- Provide effective and compassionate support and guidance to all workers, developing a local network of champions, as appropriate to local need, to ensure that they have suitable reach across the organisation
- Plan, develop and evaluate methods for gathering, analysing, interpreting and presenting data and information
- Collate qualitative and quantitative information and lead analysis, interpreting and presenting data and information
- Oversee the effectiveness of Freedom to Speak Up processes and the handling of individual cases, intervening when these are failing staff who speak up, and making recommendations for improvement
- Leads the continuous improvement of the Trusts FTSU process
- Identifies opportunities for performance improvement through for example undertaking internal diagnosis, system and process review in order to understand barriers and possible solutions including external research into good practice and new ideas
- Ensure that the organisation meets FTSU mandatory requirements with regard data collection and accreditation
- Measure and benchmark local service against national guidelines and data
Capability
- Assess the knowledge and capability of staff to speak up and to support staff when they speak up
- Ensure that all staff have the relevant skills and knowledge to enable them to speak up effectively, and those supporting, managing or investigating speaking up issues have the capability and knowledge to do this effectively.
- Ensure that appropriate items on speaking up are incorporated into induction programmes for all staff
- Ensure that groups of staff and individuals who may find it difficult to speak up are given particular support
- Embed a consultative and thoughtful communication process which considers all views, but makes clear requirements in the fair treatment of individuals and how they are voiced, responded to and dealt with
Supporting staff
- Ensure individuals who have spoken up are recognised, valued and thanked and do not suffer any adverse treatment as a result of speaking up
- Ensure that appropriate action is taken on reported issues, maintaining confidentiality and respected as appropriate
- Ensures fair and effective investigations progress and regular feedback is provided and relevant conclusion given
- Appropriately engage and seek feedback from anyone who raises an issue
- Foster a culture of psychological safety, creating a sense of confidence where individuals do not feel embarrassed, rejected or punished for speaking up, but instead supported and valued
Reporting
- Lead the monitoring and handling of FTSU cases and responsible for record management according to National Guardian Office Guidance
- The National Guardian Office quarterly return is completed by the FTSU Guardian using the NGO portal
- Working with and constructively challenging the Board
- Interpret and implement broad clinical and professional policies, NHS guidance and changes to regulatory requirements in areas of responsibility, providing advice to the Chief Executive Officer (CEO)
- Develop and maintain strong, productive and open working relationships with the CEO, Non-Executive Directors (NEDs) and other Directors, with direct access to Trust leaders as required
- Attend board meetings regularly to report on FTSU activities. Reports should include assessment of issues that staff are speaking up about (and trends in those issues), and barriers affecting ability of staff to speak up. Particular attention should be given to concerns which may suggest a link to patient safety and quality.
- Responsible for holding the board to account for taking appropriate action to create a Freedom to Speak Up culture, assess trends, and respond to issues that are being raised
Safety and quality
- Provides highest level of interpersonal and communication skills, both verbal and written, with the ability to develop collaborative working practices and relationships at all levels internally and externally
- Provides and receives highly complex, sensitive or contentious information and negotiates in a diplomatic way with Chief Executive, Chairman, Trust Directors and Senior Managers and internal and external stakeholders
- Freedom to initiate immediate appropriate action and advising the Trust leaders when safety and quality may be compromised
- Responsible for developing measures, data sets, and indicators to monitor trends and identify linkages between issues raised through staff speaking up, and issues raised through other safety and quality routes
- Ensure issues raised are used as opportunities for learning and development.
Culture
- In partnership with the HR team, review and act upon staff opinion and feedback arising from engagement activities, including the annual NHS Staff Survey, Staff Friends and Family Test and exit interviews.
- Support and contributes to National Guardian Office (NGO) activities and training, actively supporting fellow Freedom to Speak Up Guardians, developing personal networks and peer-to-peer relationships, contributing to wider networking events, and sharing and learning from best practice
- Raise issues that cannot be resolved locally with the NGO, including where Trusts appear to be failing in their obligations
- Keep abreast of developments and best practice, assessing own development and training needs, and seeking support in addressing these issues.
Person Specification
Qualifications
Essential
- Masters Degree level of education or equivalent experience.
- Recognised clinical professional qualification or significant experience of working in a clinical environment.
Desirable
- Ongoing membership of a clinical register (eg GMC, GDC, NMC, HCPC).
Skills and Abilities
Essential
- Highly developed negotiating and influencing skills, with the ability to overcome barriers to understanding to achieve acceptance and agreement.
- Ability to establish credibility across all professional groups and to be seen as impartial and independent.
- Effective management and leadership skills, with an understanding of how these skills need to be deployed in an organisation with complex governance arrangements.
- Ability to work with a range of colleagues, especially those responsible for patient safety and staff experience, to ensure that lessons are learnt, themes identified, and necessary changes made.
- Ability to confront and manage difficult situations.
- Ability to be concise, synthesise and present information.
Experience
Essential
- Comprehensive track record of supporting and listening to staff.
- Knowledge of safeguarding principles and practice.
- Experience of managing matters of a confidential nature.
- Experience of working with people at all levels of an organisation, including very senior managers and directors.
- Experience of providing effective support to staff in difficult work-related situations.
- Experience of analysing, interpreting and presenting data/evidence and applying to practice.
- Comprehensive understanding of the issues and implications relating to the Freedom to Speak up Review.
- Understanding of the issues relating to cultural change, staff engagement and the NHS constitution.
- Detailed understanding of how to raise concerns and the barriers that can exist for those who speak up.
- An understanding of the principles of equality, diversity and inclusion as they relate to staff and patients and able to demonstrate personal commitment to promoting inclusion and diversity within the workplace.
Desirable
- Detailed understanding of the Trust, its values, and key priorities and challenges.
- Experience of facilitating conversations between staff and managers.
- Previous management of complex concerns and issues, in a management, staff side or governance role.
- Experience of coaching and/or mentoring others.
- Experience of providing mediation in complex and emotive situations.
Personal Qualities
Essential
- Commitment to creating an open and transparent organisational culture.
- Comfortable providing honest, timely and values-based feedback to people at all levels of the Trust, irrespective of their position.
- Commitment to team working and breaking down traditional barriers which affect the raising of concerns.
- Comfortable working flexibly in a 24/7 organisation.
- Ability to travel daily for meetings across a range of sites in West Suffolk
Person Specification
Qualifications
Essential
- Masters Degree level of education or equivalent experience.
- Recognised clinical professional qualification or significant experience of working in a clinical environment.
Desirable
- Ongoing membership of a clinical register (eg GMC, GDC, NMC, HCPC).
Skills and Abilities
Essential
- Highly developed negotiating and influencing skills, with the ability to overcome barriers to understanding to achieve acceptance and agreement.
- Ability to establish credibility across all professional groups and to be seen as impartial and independent.
- Effective management and leadership skills, with an understanding of how these skills need to be deployed in an organisation with complex governance arrangements.
- Ability to work with a range of colleagues, especially those responsible for patient safety and staff experience, to ensure that lessons are learnt, themes identified, and necessary changes made.
- Ability to confront and manage difficult situations.
- Ability to be concise, synthesise and present information.
Experience
Essential
- Comprehensive track record of supporting and listening to staff.
- Knowledge of safeguarding principles and practice.
- Experience of managing matters of a confidential nature.
- Experience of working with people at all levels of an organisation, including very senior managers and directors.
- Experience of providing effective support to staff in difficult work-related situations.
- Experience of analysing, interpreting and presenting data/evidence and applying to practice.
- Comprehensive understanding of the issues and implications relating to the Freedom to Speak up Review.
- Understanding of the issues relating to cultural change, staff engagement and the NHS constitution.
- Detailed understanding of how to raise concerns and the barriers that can exist for those who speak up.
- An understanding of the principles of equality, diversity and inclusion as they relate to staff and patients and able to demonstrate personal commitment to promoting inclusion and diversity within the workplace.
Desirable
- Detailed understanding of the Trust, its values, and key priorities and challenges.
- Experience of facilitating conversations between staff and managers.
- Previous management of complex concerns and issues, in a management, staff side or governance role.
- Experience of coaching and/or mentoring others.
- Experience of providing mediation in complex and emotive situations.
Personal Qualities
Essential
- Commitment to creating an open and transparent organisational culture.
- Comfortable providing honest, timely and values-based feedback to people at all levels of the Trust, irrespective of their position.
- Commitment to team working and breaking down traditional barriers which affect the raising of concerns.
- Comfortable working flexibly in a 24/7 organisation.
- Ability to travel daily for meetings across a range of sites in West Suffolk
Disclosure and Barring Service Check
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.
