Main Duties & Responsibilities:
2.1. Clinical/Practice
2.1.1. To work under the direction of a registered member of staff to ensure the holistic needs such as psychological, social, physical, recreational and spiritual needs of all service users are met.
2.1.2. Under the direction of a registered nurse ensure that care is delivered using the recovery principles.
2.1.4. Contribute towards the on-going quality of service and care and to identify any risk issues in relation to the service users’ health and social care. Informing the registered practitioner / team / person in charge if there are:
i. any changes in the service users physical or mental state
ii. any significant factors relevant to the service user
iii. any incidents related to the service users
2.1.5. To recognise and respond appropriately to challenging behaviour in line with Trust policies and training guidelines.
2.1.6. With support undertake and assist in the organisation of the day to day smooth running of the clinical area, reporting in a timely manner any issues relating to the fabric or condition of the clinical environment.
2.1.7. To help maintain a clean environment and assist user in maintaining their own rooms whilst embedding health promotion and the infection control agenda in practice.
2.1.8. To follow all Trust policies relevant to service users care and own role.
2.1.9. To engage in practice reflection through the utilisation of Clinical Supervision and reflective practice groups.
2.1.10 Encourage and empower, through recovery principles, those who use our services to have an optimum level of responsibility for their individual programme of care and with their consent where appropriate.
2.1.11 Under the supervision and guidance of a registered nurse, complete physical healthcare checks.
2.1.12 Support and encourage service users to meet their physical healthcare needs ie, food, hydration and personal hygiene and highlight any concerns to a registered nurse.
2.1.13 To escort service users as required in line with Trust policy as directed by the nurse in charge.
2.2. Communication
2.2.1. To maintain confidentiality of information, in accordance with Trust Policy.
2.2.2. To contribute to effective communication process with service users, carers, family, friends and staff colleagues. Always acting in a dignified and responsible manner with service users, their family, visitors, carers and colleagues; listening carefully and responding using appropriate language and accessible communication methods and skills, which acknowledge cultural differences and professional boundaries.
2.2.3. To communicate appropriate and accurate information to and from other departments/service lines as required.
2.2.4. To attend and participate in team meetings.
2.2.5. To work in ways that support shared responsibility within the team, demonstrating support, respect and courtesy towards colleagues.
2.3. Administrative
2.3.1. Contribute to the administrative duties required by the team.
2.3.2. To ensure when called upon to do so, that trust policy is complied with in respect of care and custody of service users valuables and personal property.
2.3.3 To work under the supervision of a registered nurse. To maintain timely and accurate patient written / electronic records under supervision and in line with Trust and service line policy and procedure
2.4. Health and safety
2.4.1. Contribute to the requirements of the Health and Safety At Work Act 1974.
2.4.2. To assist in the monitoring and maintenance of a safe environment for service users, visitors and staff
2.4.3. To ensure safe working practices and working environment including monitoring and maintaining cleanliness of the service area.
2.4.4. To report, without delay, all hazards - real and potential.
2.4.5. To ensure appropriate use, maintenance, cleanliness, replacement and storage of all material and equipment.
2.4.6. To abide by local and trust policies and procedures with relation to health and safety.
2.4.7. To be aware of infection control policies, procedures and the importance of protecting themselves and their clients in maintaining a clean and healthy environment.
2.5. Human Resources / Education and training
2.5.1. To be managed by and receive supervision from nominated registered member of staff, including annual review of performance as part of the appraisal system.
2.5.2. To attend and participate in regular personal development, ensuring personal compliance with mandatory training requirements. To maintain a relevant work portfolio.
2.5.3. To declare any conflict of interest to their line manager and HR as soon as possible.
3. PROBATIONARY PERIOD
This post is subject to the requirements of a four months probationary scheme for new staff only
4. PARTNERSHIP WORKING
West London NHS Trust & the London Boroughs of Ealing, Hounslow, Hammersmith and Fulham and Bracknell borough are working in partnership to provide mental health services. Employees from all the participating organisations work closely together and have joint management and supervision arrangements. In addition, you will be expected to collect and report data relating to performance indicators for relevant organisations where necessary.
5. CONFIDENTIALITY
The post holder must ensure that personal information for patients, members of staff and all other individuals is accurate, up-to-date, kept secure and confidential at all times in compliance with the Data Protection Act 1998, the Caldicott principles and the common law duty of confidentiality. The post holder must follow the record keeping guidelines established by the Trust to ensure compliance with the Freedom of Information Act 2000.
6. VALUING DIVERSITY & HUMAN RIGHTS
It is the aim of the Trust to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, sexual orientation, marital/partnership status, race, religion, age, creed, colour, ethnic origin, disability, part time working status and real or suspected HIV/AIDS status and is not placed at a disadvantage by conditions or requirements which cannot be shown to be justifiable. To this end the Trust has a Valuing Diversity in the Workplace Policy and it is for each employee to contribute to its success.
All employees have responsibility to ensure their practice adheres with both legislation and policies. West London Mental Health Trust and its staff have legal duties under the Human Rights Act 1998. All public authorities have a legal duty to uphold and promote human rights in everything they do. It is unlawful for a public authority to perform any act, which constitutes discrimination.
7. INFECTION CONTROL
The prevention and control of infection is the responsibility of everyone who is employed by the Trust. Employees must be aware of infection control policies, procedures and the importance of protecting themselves and their clients in maintaining a clean and health environment. All staff undertaking patient care activities must attend infection control training and updates as required by the Trust.
The nurse or other person in charge of any patient or residential area has direct responsibility for ensuring that the cleanliness standards are maintained throughout that shift.
8. HEALTH & SAFETY
All staff must comply with all Trust Health & Safety Policies and Procedures. Staff must be aware of the responsibilities placed on them under the Health and Safety at Work Act (1974), and to ensure that agreed safety procedures are carried out to maintain a safe environment for employees, patients and visitors.
Employees must contribute to a healthy and safe working environment by adhering to health and safety regulations and Trust policies. Employees must act in a responsible manner to ensure the care of their own health and safety and that of others who may be affected by their omissions at work.
Employees must co-operate with the employer insofar as is necessary to enable Health and Safety duties or requirements to be performed and complied with. Employees must not intentionally or recklessly interfere with, or misuse anything that is provided in the interest of the health, safety and welfare of staff, patients and the public.
9. NO SMOKING POLICY
There is a smoke free policy in operation in the Trust. In accordance with this policy smoking is positively discouraged and is not permitted anywhere within the buildings, on the premises or grounds.
Designated smoking areas or smoking rooms are not permitted. Support is provided for staff members who wish to stop smoking.
10. DATA PROTECTION
If you have contact with computerised data systems, you are required to obtain process and/or use information held on a computer or word processor in a fair and lawful way. To hold data only for the specific registered purpose and not to use or disclose it in any way incompatible with such purpose. To disclose data only to authorised persons or organisations as instructed.
11. DATA PROTECTION ACT
All staff who contribute to patients’ care records are expected to be familiar with, and adhere to, the Trust’s Standards of Records Keeping Policy. Staff should be aware that patients’ care records throughout the Trust would be subject to regular audit.
All staff who have access to patients’ care records have a responsibility to ensure that these are maintained efficiently and that confidentiality is protected in line with the Trust’s Confidentiality of Health Records Policy.
All staff have an obligation to ensure that care records are maintained efficiently and that confidentiality is protected. Staff are also subject to this obligation both on an implied basis and also on the basis that, on accepting their job description, they agree to maintain both patient / client and staff confidentiality.
In addition, all health professionals are advised to compile records on the assumption that they are accessible to patients in line with the Data Protection Act.
12. ACCESS TO HEALTH RECORDS
All staff who contribute to patients’ health records are expected to be familiar with, and adhere to, the Trust’s Standards of Records Keeping Policy. Staff should be aware that patients’ records throughout the Trust will be subject to regular audit.
All staff who have access to patients’ records have a responsibility to ensure that these are maintained efficiently and that confidentiality is protected in line with the Trust’s Confidentiality of Health records Policy.
All staff have an obligation to ensure that health records are maintained efficiently and that confidentiality is protected. Staff are also subject to this obligation both on an implied basis and also on the basis that, on accepting their job description, they agree to maintain both patient/client confidentiality.
In addition, all health professionals are advised to compile records on the assumption that they are accessible to patients in line with the access to Health Records Act 1990.
13. SYSTEMS AND IT SKILLS REQUIREMENTS
All Trust staff are expected to use and to enter data onto the Trust Clinical Information System and to use other required IT applications where it involves their work. All Foundation Trust staff will also need to have the essential IT skills in order to use the Foundation Trust Clinical Information System as well as other required IT related applications in their jobs. Initial and on-going IT applications and IT skills training will be provided to underpin the above.
14. WASTE DISPOSAL
All staff must ensure that waste produced within the Foundation Trust is segregated and disposed of in such ways that control risk to health, or safety of staff and the public alike in accordance with relevant legislation and procedures contained within the Foundation Trust policy.
15. IMPROVING WORKING LIVES (IWL)
IWL is an NHS-wide initiative aimed at ensuring staff have good work/life balance, access to training, and support from their employer. The Trust is committed to maintaining a high standard of practice within IWL and, as such, staff have access to a wide range of flexible working options, childcare support, and many training and development opportunities.
16. PROFESSIONAL REGISTRATION
16.1. If you are employed in an area of work which requires membership of a professional body in order to practice (e.g. Nursing & Midwifery Council for nurses), it is a condition precedent of your employment to maintain membership of such a professional body. It is also your responsibility to comply with the relevant body’s code of practice. Your manager will be able to advise you on which, if any, professional body of which you must be a member.
16.2. You are required to advise the Trust if your professional body in any way limits or changes the terms of your registration.
16.3. Failure to remain registered or to comply with the relevant code of practice may result in temporary downgrading, suspension from duty and/or disciplinary action, which may result in the termination of your employment.
16.4. If you are required to have registration with a particular professional body or to have specific qualifications you must notify your manager on appointment of such fact and provide him or her with documentary evidence of them before your employment commences or, at the latest, on your first day of employment. Furthermore, throughout your employment with the Trust, you are required on demand by your manager to provide him or her with documentary evidence of your registration with any particular professional body or in respect of any required qualifications.
17. RISK MANAGEMENT
All Trust employees are accountable, through the terms and conditions of their employment, professional regulations, clinical governance and statutory health and safety regulations, and are responsible for reporting incidents, being aware of the risk management strategy and emergency procedures and attendance at training as required.
All staff have a responsibility to manage risk within their sphere of responsibility. It is a statutory duty to take reasonable care of their own safety and the safety of others who may be affected by acts or omissions.
All managers throughout the organisation have a responsibility to ensure that policies and procedures are followed, that staff receive appropriate training, that a local risk register is developed and monitored on a quarterly basis and any changes reported to the Clinical Governance Committee and Risk and Assurance Committee.
Managers are responsible for implementing and monitoring any identified risk management control measures within their designated area/s and scope of responsibility. In situations where significant risks have been identified and where local control measures are considered to be potentially inadequate, managers are responsible for bringing these risks to the attention of the Clinical Governance Committee or Risk and Assurance Committee if resolution has not been satisfactorily achieved.
18. SAFEGUARDING & DUTY OF CANDOUR
The Trust is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. All staff is expected to implement the Trusts’ Safeguarding policies and procedures, act promptly on concern, communicate effectively and share information appropriately. All staff must be familiar with and adhere to the Trust’s safeguarding procedures and guidelines.
All Trust staff have a Duty of Candour to inform their line manager as soon as practicable, when they believe or suspect that treatment or care it provided has caused death or serious injury to a patient. It is a criminal offence for any registered medical practitioner, or nurse or allied health professional or director of an authorised or registered healthcare organisation to knowingly obstruct another in the performance of these statutory duties, provide information to a patient or nearest relative with the intent to mislead them about such an incident or dishonestly make an untruthful statement to a commissioner or regulator, knowing or believing that they are likely to rely on the statement in the performance of their duties.
19. GENERAL INFORMATION
19.1. Review of this job description
This job description is intended as an outline indicator of general areas of activity and will be amended in the light of the changing needs of the organisation. To be reviewed in conjunction with the post holder on a regular basis. You may be required to work at other locations within the Trust as determined by the duties of your post. You may be required to undertake any other duties at the request of the line manager, which are commensurate with the role, including project work, internal job rotation and absence cover.
19.2. General
- The post holder may be required to work at any of the Trust’s sites in line with the service needs.
- The post holder must at all times carry out his/her responsibilities with due regard to the Trust’s Equal Opportunities Policy.
- This job description describes responsibilities, as they are currently required. It is anticipated duties will change over time and the job description may need to be reviewed in the future.
- All staff has a responsibility to participate in the Trust’s Performance Appraisal Scheme and to contribute to their own development and the development of any staff that they are responsible for appraising.
19.3. Continuous Improvement
The Trust has adopted a strategy for Continuous Improvement and all members of staff employed by the Trust are expected to play an active role in development and improving services to the benefit of service users.
All employees are required to participate in the annual Personal Development Review activities and any associated training and/or learning opportunities.
19.4. Systems and IT skills requirements
All Trust staff needs to have the essential IT skills in order to use the Trust Clinical Information System as well as other required IT related applications in their jobs. Initial and on-going IT applications and IT skills training will be provided to underpin this requirement.
19.5. Standards of Business Conduct
The post holder will be required to comply with the Trust’s Standing Orders and Standing Financial Instructions and, at all times, deal honestly with the Trust, with colleagues and all those who have dealing with the Trust including patients, relatives and suppliers.