Band 7 - CAMHS Intensive Outreach Team Manager - Bristol

Job description

Job responsibilities

1. People leadership and management

1.1 Provide inclusive, compassionate and effective leadership for your team by setting clear vision and direction.

1.2 Develop a culture and environment in which members of staff are encouraged and supported to deliver high- quality services and are supported to innovate and improve services where appropriate.

1.3 Encourage your team to feel able to raise concerns openly and safely.

1.4 Promote equality of opportunity in service delivery and employment, ensuring that no person receives less favourable treatment than another on the grounds of gender, marital status, race, religion, creed, colour nationality ethnic or national origin, sexual orientation or disability.

1.5 Support prompt recruitment by identifying vacancies to the AWP Recruitment Team as soon as they arise, and participate in the selection and effective induction and on boarding of new joiners to the team.

1.6 Ensure that all team members have a very positive introduction to the team and a well-supported first year.

1.7 Take responsibility for encouraging people to stay with AWP, ensuring that you are aware whenever a member of your team is considering leaving, seeking to understand their reasons and encouraging them to stay.

1.8 Ensure that key messages are cascaded in your team and that your team are encouraged to put forward suggestions.

1.9 Show appreciation to your team when they do good work and support them when they are struggling.

1.10 Consider the individual needs of team members for a healthy work-life balance and think about how their needs can be supported by providing flexible ways of working.

1.11 Support all team members to keep their mandatory and statutory training up-to-date and identify the learning and development needs of all team members of the team ensuring that everyone has an up-to-date personal development plan (PDP).

1.12 Ensure that every team member as at least an hour of supervision (one-to-one meeting) each month, this may include both managerial and clinical supervision.

1.13 Ensure all team members receive a constructive assessment of their performance each year and set SMART objectives for the coming year.

1.14 Seek support from the HR Team to tackle any worries regarding matters of discipline, including both conduct and capability concerns, supporting a just and restorative culture. Take prompt action regarding serious concerns and ensure clear plans are in place for problems which are less serious in nature but prove difficult to resolve.

1.15 Act as a positive role model at all times, encouraging people to feel equal members of the team whilst working within clear frameworks and policies.

1.16 Promote effective use of bank and agency nursing staff, providing a safe and effective service, complying with regulatory standards.

2. Performance and information management

2.1 Ensure that you and your team understand all of the agreed key performance indicators for your service, particularly relating to outcomes and essential standards to be met.

2.2 Ensure that you and your team understand data quality standards and that all the necessary records for your service are maintained and reported.

2.3 Ensure that you and your team understand all of the clinical and business action plans relevant to your services.

2.4 Ensure that you and your team understand all of the monitoring, auditing and reporting systems relevant to your services.

3. Service development and planning

3.1 Actively seek opportunities for improvement for the services which you and your team provide by identifying research evidence and best practice elsewhere, interpreting/translating and facilitating adaptation for AWP.

3.2 Analyse and interpret data to inform the strategic direction of the services which you and your team provide

3.3 Ensure multidisciplinary involvement and the use of quality improvement (QI) techniques in service improvement, by negotiating shared solutions, facilitating the resolution of complex or contentious issues and managing any conflict into constructive outcomes.

3.4 Ensure effective risk identification, analysis, mitigation and management within your services, encouraging all members of your team to be aware of and to manage risks.

4. Governance and policy

4.1 Ensure that you understand all of the key governance requirements, policies and standards for your services and that these are communicated to your team; make sure your team understand the importance of good governance.

4.2 Support the development of policies relevant to your services, including your team in this work.

5. Financial and resource management

5.1 Monitor and exercise appropriate control over the budget(s) for your team, ensuring that both you and your team understand the resources available to support provision of a high quality and cost effective service.

5.2 Challenge and manage poor financial management and poor use of any resources.

5.3 Ensure optimum use of people and other resources; particularly though emphasizing use of substantive staffing and effective use of bank and agency staff.

5.4 Ensure that whenever you authorise expenditure you are thoughtful and careful about whether there could be a more cost-effective solution.

5.5 Ensure that your use of resources is in accordance with AWP Standing Orders and Standing Financial Instructions.

Person Specification

Professional Registration and training

Essential

• Registered as a mental health practitioner with professional qualifications in a relevant discipline. For nurses RMN ( parts 3 or 13 of NMC register)

Desirable

• Formal management qualifications

Experience

Essential

• Significant post-qualifying clinical experience obtained in a variety of settings, at band 6 or equivalent
• Significant supervisory experience with clear evidence of effective people management skills including clinical supervision, sickness management, performance, conduct issues
• Understanding and experience of management processes
• Experience of leading teams and creating positive change

Desirable

• Previous Team management experience at band 7
• Post registration education and continued professional development, including around leadership and change

Knowledge

Essential

• Able to articulate an advanced and detailed understanding of the relevant legal frameworks/legislation including CPA process, Mental Health Act, Mental Capacity Act, and Safeguarding, in order to lead and manage others

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.

Certificate of Sponsorship

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).

UK Registration

Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window).

Employer details

Employer name

Avon & Wiltshire Mental Health Partnership NHS Trust

Address

CIOT, Campbell House

Henrietta Street

Bristol

BS2 8HR

Employer's website

http://www.awp.nhs.uk/about-us/working-for-us/ (Opens in a new tab)