Job responsibilities
Clinical
To triage referrals and allocate work to junior staff as appropriate.
To provide a comprehensive mental health assessment for complex patients in the acute phase of a mental health crisis.
To assess current risks and identify how the risk and patients mental health needs would best be met.
To formulate, implement and review individualised Recovery Care Plans with patients and their carers that aims to address their psychological, physical & social needs.
To build and maintain therapeutic relationships with patients and carers and involve them in drawing up care plans.
To work with patients care co-ordinator/ lead professional as appropriate to ensure continuity of care.
To provide information and advice to carers to support them through the crisis period.
To administer , supervise and monitor prescribed medication advising patients and carers on storage, administration and possible side effects.
To have a sound understanding and knowledge of current legislation and its application to service users with mental health problems e.g. Mental Health Act, Mental Capacity Act,Human Rights Act, Freedom of Information Act, Data Protection Act.
To attend MDT meetings, Ward Rounds, Discharge CPAs and Mental Health Act Assessments.
Communication
To communicate effectively and work collaboratively with all professionals and services to ensure delivery of a co-ordinated multidisciplinary service.
To communicate complex and emotionally sensitive information to patients and their carers regarding diagnosis, plans of care and interactions with outside agencies.
To communicate effectively with patients and carers, using a wide range of verbal and non-verbal skills including negotiation and persuasion to maximise motivation and engagement.
To participate in all relevant team, staff, departmental and organisational meetings.
To maintain accurate, comprehensive and up-to-date electronic documentation, in line with legal and Trust requirements, and communicate assessment and treatment outcomes to the appropriate disciplines in the form of reports and letters.
Management
To assist the Team Manager/ Team Leader in recruitment and retention as required.
To assist the Team Manager in developing the strategic and operational management of the Home Treatment service as required.
To take a role in the assessment of performance and continuing development of junior staff and support workers contributing to appraisals and personal development plans.
To undertake the measurement and evaluation of your work through the use of Evidence Based Practice projects, audit and outcome measures.
To be actively involved in the collection of appropriate data and statistics for the team.
To comply with the organisational and departmental policies and procedures and to be involved in the reviewing, updating and implementation of these as appropriate.
To appropriately delegate work to junior staff and supervise as appropriate.
To fully participate in on-call rotas and shift systems to ensure service delivery.
To support the Team Leader and deputise in their absence, as required
To act as a Sign Off Mentor/Fieldwork Educator for student Nurses/OTs on fieldwork placement within the CMHT and offer learning opportunities for students from other disciplines.
To effectively manage own time in relation to clinical and non-clinical activities.
Continuing Professional Development
To maintain own clinical professional development (CPD) by keeping abreast of any new trends and developments, and incorporate them as necessary into your work.
To be an active member of the in-service training programme by the attendance and delivering of presentations and training sessions at staff meetings, tutorials, training sessions in-house and by attending external courses and using reflective practice.
To participate in the Trust appraisal system as an appraisee and set personal objectives for continuing professional development.
To participate in regular professional and managerial supervision and critically reflect on own performance.
To support and take part in research and keep abreast of current nursing trends and research applicable to the clinical field.
To attend courses, workshops, meetings etc. as necessary to achieve a high level of clinical proficiency.
Rider Clause
This is an outline of the post holders duties and responsibilities. It is not intended as an exhaustive list and may change from time to time in order to meet the changing needs of the Trust and Department.
Job Flexibility
The postholder will be required to work flexibly, providing assistance as and when necessary, which may involve them in a developing role.
Working Relationships
The working relationship between all members of staff should be mutually supportive, with staff deputising and covering for each other when appropriate. Please refer to the codes of conduct that are expected which can be found on Trustnet.
Health and Safety
Central and North West London NHS Foundation Trust has a Health and Safety Policy applicable to all employees. Employees must be aware of the responsibility placed on them under the Employment Rights Act 1996, to ensure that agreed safety procedures are carried out, and to maintain a safe environment for employees, patients and visitors.
Safeguarding
Central & North West London NHS Foundation Trust is committed to safeguarding children and adults, so all staff are expected to work in accordance with Trust and partner agency policies and procedures and seek advice and training where appropriate.
Improving Working Lives
Central and North West London NHS Foundation Trust is committed to the principles of Improving Working Lives and all managers are encouraged to follow Improving Working Lives practices. Consideration will be given to all requests for flexible working in line with Trust policy.
Staff Involvement
Central and North West London NHS Foundation Trust is committed to involve staff at all levels in the development of the organisation.
Managers should ensure that staff are encouraged and involved in organisational and service developments including business planning and they are able to influence discussions, which affect them and their working conditions.
All managers should engender a culture of openness and inclusion so that staff feel free to contribute and voice concerns. They should develop and implement communication systems that ensure staff are well informed and have an opportunity to feedback their views.
Smoking
Central and North West London NHS Foundation Trust acknowledges its responsibility to provide a safe, smoke free environment to its employees, patients and visitors. In expressing its commitment to the prevention of smoking related diseases, the Trust has a Non Smoking Policy and all Trust buildings and vehicles are designated as smoke free areas.
Alcohol
Employees are expected to be aware of and understand that Central and North West London NHS Foundation Trust has a policy on alcohol and the consumption of alcohol. Alcohol is not permitted whilst on duty.
Confidentiality
Employees should be aware that the Trust produces confidential information relating to patients, staff and commercial information. All employees have a responsibility for ensuring the security of information and to comply with the Data Protection Acts, Access to Health Records and Computer Misuse Act and Trust policies. Disclosure of personal, medical, commercial information, systems passwords or other confidential information to any unauthorised person or persons will be considered as gross misconduct and lead to disciplinary action which may include dismissal.
Equal Opportunities
All employees of Central and North West London NHS Foundation Trust are expected to be aware of and adhere to, the provision of the Trusts Equality, Diversity and Human Rights Policy (Employment), Equality, Diversity and Human Rights Policy (Service Delivery), Disability Policy (Employment) and Disability Policy (Service Delivery), and to carry out their associated duties and responsibilities under these policies. As a Two Ticks employer, the Trust guarantees to interview all disabled applicants who meet the minimum essential criteria for a vacant post.
Grievances, Disputes, Disciplinary and Other Industrial Relations Procedures
Central and North West London NHS Foundation Trust has grievance, disputes, disciplinary and other industrial relations procedures. Employees are required to make themselves aware of these procedures, copies of which are available on the Trustnet, from your manager and the Human Resource Directorate.
Personal Development
The postholder is expected to co-operate in activities which line management believes will contribute to personal and/or to team growth. This includes attending supervisory sessions and training modules, both at their work base and other selected venues of instruction.
Conflict of Interest
Employees are expected to declare any private interest or practice, which might conflict with their NHS employment, and be perceived to result in actual or potential financial or personal gain.
Working Time Regulations
The Working Time Regulations 1998 require that you should not work more than an average of 48 hours each week i.e. no more that 816 hours in a 17-week period. To work more than 48 hours you must have management authorisation and you will be required to sign an opt out agreement.
The Trust policy has a limit of 60 hours per week and all staff must ensure a 24-hour rest period is taken in every 7 days.
Conditions of Employment
The Trust will screen all staff who will be working with children or vulnerable adults and police checks will be carried out on all staff appointed to posts, which have access to children or vulnerable adults.
This will also apply if role develops to include access to children or vulnerable adults.
