Validation Date: 18 th March /08/2014 Review dates may alter if any significant changes are made

Transcription

1 Document Type: PROCEDURE Title: Seconding Staff Via The Widening Access Scope: Trust Wide Author/Originator and title: Karen Hodgson; Learning and Development Manager (Professional & Vocational) rma Singleton; Practice Education Facilitator Deborah Wilford; Practice Education Facilitator Stephanie Hodgson; Practice Education Facilitator Replaces: Version 2 Seconding Staff To Nurse Education Via The Widening Access CORP/PROC/016 Name Of: Divisional/Directorate/Working Group: Validated by: JNCC Description of amendments: Updated titles 3.1 Seconding requirements 3.2 Funding Arrangements 3.3 Procedure to Second 3.7 Divisional Responsibilities 3.8 Trust Responsibility 3.9 Salary Appendix 1,2,3,4 Date of Meeting: Validation Date: 18 th March 2014 Ratified by: Ratified Date: Trust Management Team 28/08/2014 Review dates may alter if any significant changes are made Unique Identifier: CORP/PROC/016 Version Number: 3 Status: Ratified Classification: Organisational Responsibility: Clinical Governance Risk Assessment: t Applicable Financial Implications t Applicable Which Principles of the NHS Constitution Apply? 3 Issue Date: 28/08/2014 Review Date: 01/03/2017 Does this document meet the requirements of the Equality Act 2010 in relation to Race, Religion and Belief, Age, Disability, Gender, Sexual Orientation, Gender Identity, Pregnancy & Maternity, Marriage and Civil Partnership, Carers, Human Rights and Social Economic Deprivation discrimination? Initial Assessment

2 1 PURPOSE To outline the procedure for seconding staff to Health Education rth West (HENW) commissioned education and training programmes via the Widening Access. 2 SCOPE To support staff employed by the Trust who wish to undertake professional education and training, leading to a professional qualification. 3 PROCEDURE 3.1 Seconding Requirements The proposed secondee must have at least 12 months service within Blackpool Teaching Hospitals NHS Foundation Trust, and fulfil the relevant entry requirements for the Higher Education Institutions (HEI s) that are affiliated to the Trust. N.B. Applicants with an Assistant Practitioner Foundation Degree may be exempt from year 1 due to Accreditation of Prior Learning (APL) and commence the course in year 2, this will be determined by each individual HEI. 3.2 Funding Arrangements Seconded students will remain on their existing terms and conditions of employment for the duration of the course. The principles of Widening Access are that Health Education rth West and the employer should provide support for seconded students and this should be at no financial disadvantage to the student. The student will however, be required to demonstrate their commitment and recognition of the investment in their education, by funding some associated elements of the training, such as travel costs. Health Education rth West is responsible for determining and actioning payment of salary contribution costs. The salary contribution rates are published by Health Education rth West via the annual Multi Professional Education and Training Funding publication. Any shortfall in salary will be paid by the seconding division / directorate. 3.3 Procedure to Second Requests for secondments should take into account the development of a diverse workforce at a local level which reflects local workforce and population demographics. Requests are to be prioritised based on difficulty of recruitment to either training programmes or to newly qualified posts. This may be based on particular services which have difficulties recruiting newly qualified staff or for small professions where recruitment to training is difficult. Staff interested in being seconded for pre-registration health care training should discuss this with their line manager and submit a letter of application and CV either to the divisional matron or head nurse / team leader stating which course they wish to apply for. Divisions / directorates will carry out their own selection process, which should include checking that candidates meet the entry criteria and that they can evidence this with the relevant certificates, as these will need to be seen before students can be accepted onto ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 2 of 10

3 the programme. Divisions can then forward the names of the successful candidates, together with their application letter, CV and a completed Divisional Secondment Sponsorship Agreement (Appendix 1) signed by the Divisional Head Nurse, to the Learning and Development Manager (Professional and Vocational). Applicants should be aware that acceptance by their division to support their secondment does not constitute acceptance by the university onto the course. 3.4 Higher Education Institution Interview Approximately 6 months prior to the start date, the nominated secondee will be called for interview. This interview will be conducted by a senior representative from the Trust and a member of the academic staff from the HEI in order to ascertain whether the candidate meets the academic entry requirements and is suitable for secondment from the Trust. 3.5 UPON ACCEPTANCE FOR SECONDMENT The individual will be informed in writing and will be required to sign their Conditions of Secondment (Appendix 2), one copy for their personal records and one for their Trust personnel file. This agreement sets out the agreed terms for the secondment and obligations of the individual. 3.6 Secondees Responsibility If successful at interview it is the responsibility of the secondee to notify their manager a minimum of one month prior to undertaking their health education course. To ensure that the individual receives their seconded salary, their details must not be removed from the Trust personnel system 3.7 Divisional Responsibilities Whilst the student is on secondment details of any sickness, conduct or performance issues will be forwarded to the sponsoring division who will continue to manage their sponsored secondee throughout the duration of the secondment. 3.8 Trust Responsibilities The Trust will support the employee during the course and will invite them to meet with the Learning and Development Manager (Professional and Vocational), Practice Education Facilitators and the seconding managers to discuss future job opportunities. 3.9 Salary Individuals will be seconded on the salary scale they received prior to taking up their secondment. Should a national or local pay award be agreed then this will apply to seconded students Annual Leave Seconded staff s annual leave entitlement is taken in accordance with the HEI s policy for the duration of their training. ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 3 of 10

4 3.11 Returning To the Trust Upon qualification, seconded staff must return to employment within the Trust for a minimum period of 2 years, ideally, within the seconding directorate / division or if no positions are available, elsewhere within the Trust. 4 ATTACHMENTS Appendix Number Title Appendix 1 Divisional secondment sponsorship agreement Appendix 2 Conditions of Secondment 5 ELECTRONIC AND MANUAL RECORDING OF INFORMATION Electronic Database for Procedural Documents Held by Policy Co-ordinators/Archive Office 6 LOCATIONS THIS DOCUMENT ISSUED TO Copy Location Date Issued 1 Intranet 28/08/ Wards, Departments and Service 28/08/ OTHER RELEVANT/ASSOCIATED DOCUMENTS Unique Identifier Title and web links from the document library 8 SUPPORTING REFERENCES/EVIDENCE BASED DOCUMENTS References In Full Department of Health, (2014) Education & Training Tariffs 2014/2015 Department of Health Publications. 9 CONSULTATION WITH STAFF AND PATIENTS Name Designation JNCC 10 DEFINITIONS/GLOSSARY OF TERMS APL Accreditation of Prior Learning CV Curriculum Vitae a record of your employment and personal history relative to your application DBS Disclosure and Barring Service HEI Higher Education Institutes education following standard schooling, including colleges or universities HENW Health Education rth West ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 4 of 10

5 11 AUTHOR/DIVISIONAL/DIRECTORATE MANAGER APPROVAL Issued By Karen Hodgson Checked By M Thompson Job Title Learning and Job Title Director of Nursing Development and Quality Manager (Professional and Vocational) Date October 2013 Date March 2014 ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 5 of 10

6 Appendix 1: Divisional secondment sponsorship agreement Name of Student.. Division. Training Programme. Degree 2/3 years Eligible qualifications (please list) Evidence of qualification seen by Head Nurse/Matron/Line Manager Name...Date. Current Salary.. Increment Date. Signed.. Divisional Head Nurse / Manager ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 6 of 10

7 Appendix 2: Conditions of Secondment 1) Secondment This Statement details the terms and conditions under which Blackpool Teaching Hospitals NHS Foundation Trust, (offers (NAME) based within the (NAME) division / directorate to undertake pre-registration training for a period of (..) years commencing on (DATE). The Trust will continue to be your employer and your continuous NHS employment will not be affected by this secondment. 2) Salary During the (..) years of your training you will be paid at (AMOUNT) This amount may be increased following National Pay Awards. Health Education rth West will provide your employer with salary replacement costs, the remainder of your salary will be paid by your division. 3) Annual Leave During the (.) years of your training your annual leave entitlement will be taken in accordance with the HEI s policy. All your annual leave entitlement due must be taken before you commence training. Any annual leave not taken will be lost. 4) Disciplinary Rules/Procedures The Trust disciplinary rules, which apply to you in your employment, continue during your secondment. The procedure for dealing with disciplinary matters, which defines levels of authority to take disciplinary action against employees, is detailed in the attached document. Any breach of these rules could lead to termination of your secondment and employment with the Trust. 5) Resolution Procedure If you have a grievance about your employment, you should raise this in the first instance with your Matron / Line Manager. If you are not satisfied you may proceed with the grievance in accordance with the Resolution Procedure, a copy of which may be obtained from your manager. 6) Failure to meet Required Assessment Standard If at any time during your training you fail to meet the required assessment standard and you therefore have to withdraw from the programme, you will return to your substantive post within the Trust. In the event of Organisational Change within the Trust whilst you are undertaking your training, you will be consulted and offered the appropriate support required. 7) Other Trust Policies & Procedures You are expected to conform to any agreements, rules and/or codes of practice relating to your employment. The Trust Board following consultation between the Trust and its Joint Negotiation and Consultative Committee has approved a number of policies and procedures. ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 7 of 10

8 Appendix 2: Conditions of Secondment 8) Medical examination You may be required to undergo medical screening examinations prior to, or at any stage during the (..) years training period. Your return to work at the Trust will be subject to the satisfactory result of a medical screening/examination undertaken by the Occupational Health Department. 9) Disclosure and Barring Service (DBS) You will be required to an enhanced DBS check prior to commencing training. 10) Travel Travel costs incurred whilst undertaking training will be met by you. 11) Absences during training. Any absences must be reported in accordance with the Trust s and the Universities policies and procedures. You must report absences to both the Trust and the University for the duration of your training. Should you remain absent due to long term sickness during your training, you will need to intercallate to the next University cohort. Further information can be obtained from the University. You should contact Karen Hodgson Learning & Development Manager Professional & Vocational; or the Practice Education Facilitators within the Learning and Development Team of the Trust, should queries arise during your secondment. Name of Student Signature Name of Ward Manager Signature Date ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 8 of 10

9 Appendix 3: Equality Impact Assessment Form Department L&D Service or Policy CORP/PROC/016 Date Completed: July 2014 GROUPS TO BE CONSIDERED Deprived communities, homeless, substance misusers, people who have a disability, learning disability, older people, children and families, young people, Lesbian Gay Bi-sexual or Transgender, minority ethnic communities, Gypsy/Roma/Travellers, women/men, parents, carers, staff, wider community, offenders. EQUALITY PROTECTED CHARACTERISTICS TO BE CONSIDERED Age, gender, disability, race, sexual orientation, gender identity (or reassignment), religion and belief, carers, Human Rights and social economic / deprivation. QUESTION RESPONSE IMPACT What is the service, leaflet or policy development? What are its aims, who are the target audience? Issue Action Positive Negative To support staff employed by the Trust who wish to undertake professional education and training, leading to a professional qualification. Does the service, leaflet or policy/ development impact on community safety Crime Community cohesion Is there any evidence that groups who should benefit do not? i.e. equal opportunity monitoring of service users and/or staff. If none/insufficient local or national data available consider what information you need. Does the service, leaflet or development/ policy have a negative impact on any geographical or sub group of the population? How does the service, leaflet or policy/ development promote equality and diversity? Does the service, leaflet or policy/ development explicitly include a commitment to equality and diversity and meeting needs? How does it demonstrate its impact? Does the Organisation or service workforce reflect the local population? Do we employ people from disadvantaged groups Will the service, leaflet or policy/ development i. Improve economic social conditions in deprived areas ii. Use brown field sites iii. Improve public spaces including creation of green spaces? Does the service, leaflet or policy/ development promote equity of lifelong learning? Does the service, leaflet or policy/ development encourage healthy lifestyles and reduce risks to health? Does the service, leaflet or policy/ development impact on transport? What are the implications of this? Does the service, leaflet or policy/development impact on housing, housing needs, homelessness, or a person s ability to remain at home? Are there any groups for whom this policy/ service/leaflet would have an impact? Is it an adverse/negative impact? Does it or could it (or is the perception that it could exclude disadvantaged or marginalised groups? The opportunity is available to all staff who hold the required qualifications to be able to apply. Yes ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 9 of 10

10 Appendix 3: Equality Impact Assessment Form Does the policy/development promote access to services and facilities for any group in particular? Does the service, leaflet or policy/development impact on the environment During development At implementation? ACTION: Please identify if you are now required to carry out a Full Equality Analysis Name of Author: Signature of Author: Name of Lead Person: Signature of Lead Person: Name of Manager: Signature of Manager Karen Hodgson Karen Hodgson Yes (Please delete as appropriate) Date Signed: 25 th July 2014 Date Signed: Date Signed: ID. CORP/PROC/016 Revision : 3 Next Review Date: 01/03/2017 Title: Seconding Staff Via The Widening Access Page 10 of 10