Date Ratified 02/12/2013 Human Resources Committee Review Date 01/12/2015 Director of Nursing and Midwifery Expiry Date 01/12/2016 Withdrawn Date

Size: px
Start display at page:

Download "Date Ratified 02/12/2013 Human Resources Committee Review Date 01/12/2015 Director of Nursing and Midwifery Expiry Date 01/12/2016 Withdrawn Date"

Transcription

1 Policy No: PP43 Version: 2.0 Name of Policy: Policy for the Nursing and Midwifery Temporary Staffing Bank Effective From: 26/01/2014 Date Ratified 02/12/2013 Ratified Human Resources Committee Review Date 01/12/2015 Sponsor Director of Nursing and Midwifery Expiry Date 01/12/2016 Withdrawn Date This policy supersedes all previous issues. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0

2 Version Control Version Release Author/Reviewer Ratified by/authorised by Date /01/2011 Kath JCC 07/12/2010 Riley/Nichola Russell Changes (Please identify page no.) /04/2013 Kath Riley/Coleen Knox /01/2014 Kath Riley/Coleen Knox JCC policy Sub 13/03/2013 Section 6.2 review after 6 months not 12 HR Committee 02/12/2013 Section 7.2 bank pay Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 2

3 Contents Page 1 Introduction Policy Scope Aim of Policy Duties (Roles and Responsibilities) Chief Executive Clinical Lead Bank Temporary Staffing Bank Manager Personnel Manager Definitions Substantive Post Holders Non Substantive Post Holders Nursing and Midwifery Temporary Staffing Bank Processes Recruitment Process Substantive Post Holders Non Substantive Post Holders Fixed Term Contracts Qualified Staff becoming Health Care Assistants Criminal Records Bureau Clearance Occupational Health Clearance Appointment Process Identification Post employment Checks Leaving the Nursing and Midwifery Temporary Staffing Bank Changes to Nursing and Midwifery Temporary Staffing Bank Details Advanced Booking Substantive Post Holders Taking Charge of a Ward Out of Hours Agency Staff Allocation of Bank Staff Payment of Bank Shifts Monitoring of Bank Spend Pension Scheme Authorisation of Timesheets Training Infection Control Education and Appraisal Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 3

4 11 Equality and Diversity Monitoring Compliance Complaints /Clinical Incidents Grievance Procedure Disciplinary Procedure Consultation and Review Implementation of Policy (including raising awareness) References Associated Documentation Appendix 1 Complaints procedure Appendix 2 Procedure for substantive post holders joining the Bank Appendix 3 Letter to Staff who haven t worked Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 4

5 1. Introduction The Trust operates a centralised system for the recruitment and selection, employment and booking arrangements for staff employed on the Nursing and Midwifery Temporary Staffing Bank. The Trust is an Equal Opportunities Employer. The Nursing and Midwifery Temporary Staffing Bank operates across the entire organisation which provides additional staff in times of need to a total of 65 Wards and departments: Queen Elizabeth Hospital, Bensham General Hospital The Nursing and Midwifery Temporary Staffing Bank is located at: Bensham General Hospital, Saltwell Road, Gateshead. NE8 4YL. Telephone / 5242 / 5260 E mail staff.bank@ghnt.nhs.uk Monday Friday 8am 5pm. 2. Policy Scope The policy applies to all staff who have been appointed to the Nursing and Midwifery Temporary Staffing Bank including substantive and non substantive post holders. 3. Aim of Policy This policy provides an overview of the recruitment, selection and appointment process for those staff joining the Nursing and Midwifery Temporary Staffing Bank. It gives clear guidelines on how work is allocated and how staff can request to work. The Trust is committed to ensuring that, as far as is reasonably practicable, the way we provide services to the public and the way we treat our staff reflects their individual needs and does not discriminate against individuals or groups on any grounds. 4. Duties ( Roles and Responsibilities) 4.1 The Chief Executive: The Chief Executive is ultimately responsible for ensuring effective, robust systems of corporate governance are in place within the organisation and therefore supports the Trust wide implementation of this policy. The responsibility of this policy will be designated to the Deputy Director of Nursing Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 5

6 4.2 Clinical Lead Bank: The Clinical Lead Bank has overall responsibility for all non substantive post holders on the bank. The Clinical Lead Bank and Temporary Staffing Bank Manager has day to day responsibility for non substantive staff for Appraisal, personal matters and development. Records of any discussions between a member of the CPDT and a Non Substantive Post Holder must be held within the individual s personal file. 4.3 Temporary Staffing Bank Manager: The bank system is managed on a daily basis by a Temporary Staffing Manager who will liaise with individual Matrons and Ward managers in relation to Substantive Post Holders who also work on the Temporary Staffing Bank. 4.4 Personnel Manager The Personnel Department will ensure that all pre employment checks have been undertaken and are appropriately recorded and retained within the individual s personal file. 5. Definitions 5.1 Substantive Post Holder: A member of staff who is employed as a permanent member of staff with the Trust but who also is required to work on an ad hoc basis on the Nursing and Midwifery Temporary Staffing Bank 5.2 Non Substantive Post Holder: A person who is employed to work only on an ad hoc basis on the Nursing and Midwifery Temporary Staffing Bank. 6. Nursing and Midwifery Temporary Staffing Bank Processes: 6.1 Recruitment Process: All recruitment will be managed centrally by the Nursing and Midwifery Temporary Staffing Bank Office in line with the Trust s Recruitment and Retention Policy and Procedure PP 10a. The Clinical Practice Development Matron and the Temporary Staffing Manager are required to adhere to the relevant policies as listed in Section 15. During the recruitment process all pre employment checks as set out in NHS Employers standards will be carried out. This will include appropriate CRB/ISA Vetting and Barring clearance in line with the Trust s Policy PP19 All staff employed on the bank will be required to commit to annual training courses as required by the trust. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 6

7 6.2 Substantive Post Holders: Those employees currently employed by the Trust in a Substantive Post will be required to undergo a selection process in line with the above policies prior to appointment to the Nursing and Midwifery Temporary Staffing Bank. Newly qualified staff must have completed their Drugs Assessment and have a satisfactory reference from their line manager. Although a formal interview process may not be required for substantive post holders (Appendix 2) all recruitment to the Nursing and Midwifery Temporary Staffing Bank will be in line with the principles set out in the Recruitment and Selection, CRB policies and NHS Employers Standards. Prior to appointment to the Nursing and Midwifery Temporary Staffing Bank the post holder will be required to provide a signed agreement form indicating they consent to their line manager providing a reference. All Substantive Staff who are registered on the Nursing and Midwifery Temporary Staffing Bank will be managed for bank work by their Substantive Line Manager, this includes sickness absence monitoring. If staff are on sick leave from their substantive post they must not cover any bank shifts during that period of absence. This should be monitored by their line manager, who must liaise with the Temporary Staffing Manager. All Substantive Post Holders registered on the Nursing and Midwifery Temporary Staffing Bank will be reviewed every 6 months by the Temporary Staffing Manager. The review will include analysis of shifts covered by post holders within the previous 6 months. Post holders who haven t worked will receive a letter asking if they want to remain registered on the Temporary Staffing Bank. ( see appendix 3) 6.3 Non Substantive Post Holders All successful new applicants to the Trust will be required to report to the Personnel Department in order that starting documentation can be processed. Once all appropriate pre employment checks have been carried out the Temporary Staffing Manager will be advised by a member of the Personnel Team that all appropriate clearances have been received. Prior to a date of commencement the applicant must attend their induction as notified to them by the Personnel Department. The applicant will be required to liaise with the Temporary Staffing Manager with regard to their local induction following their attendance at the Trust s corporate induction. All Non Substantive Post Holders will be required to complete shifts on a regular basis. If any member of staff hasn t completed shifts in a six month period a letter from the Temporary Staffing Manager will be issued, requesting that contact with the bank office is required to discuss their post, failure to contact the Temporary Staffing Manager within a set timeframe will presume they have resigned from their post on the Nursing and Midwifery Temporary Staffing Bank. (Appendix 3) Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 7

8 6.4 Fixed Term Contract Staff on Fixed Term Contracts are eligible to join the Nursing and Midwifery Temporary Staffing Bank whilst employed, following the substantive post holder procedure. When their Fixed Term Contract ends their post on the Nursing and Midwifery Temporary Staffing Bank will also end. To re join the Nursing and Midwifery Temporary Staffing Bank, they can apply via the Trusts Recruitment and Selection Procedure when there is an appropriate Advert. See section 6 of this policy. 6.5 Qualified Staff becoming Health Care Assistants If a qualified member of staff applies to become a Health Care Assistant they must firstly let their NMC registration lapse. They will then need to re apply to the Nursing and Midwifery Temporary Staffing Bank when there is an advertised post, and follow the Trusts Recruitment and Selection Procedure. This will mean a new enhanced CRB and a new uniform. The member of staff will not be able to work in the areas as a HCA where they were a Qualified Nurse. 6.6 Criminal Records Bureau Clearance: Disclosure and Barring Service (DBS) Anyone applying for a position which involves a regulated activity will require an enhanced Criminal Records Bureau check and the disclosure will, where appropriate to the role, include information against the Independent Safeguarding Authority barred list for working with children or working with adults or both. Under usual circumstances a Post holder will not take up post until all preemployment checks have been completed, including receipt of CRB/ISA Vetting and Barring clearance. In the event that clearance has not been received and commencement in post cannot be delayed then the post holder must be supervised/accompanied throughout their shift. Agreement must be sought from the Clinical Practice Development Matron and the Personnel Department. Any candidate who has been authorised to commence in post pending receipt of CRB/ISA will be advised their date of commencement by the Clinical Practice Development Matron. 6.7 Occupational Health Clearance: The Personnel Officer will liaise with the Occupational Health Department and clarify whether an appropriate health check is required in line with the Recruitment and Selection Policy. Where appropriate the Personnel Officer will forward to the Clinical Practice Development Matron a copy of the fit slip, confirming that appropriate health clearance has been received Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 8

9 6.8 Appointment Process: Non Substantive candidates who are registered with the Nursing and Midwifery Temporary Staffing Bank will be notified in writing of the offer of appointment subject to satisfactory pre employment checks by the Personnel Officer. 6.9 Identification: All staff employed by the Trust including Nursing and Midwifery Temporary Staffing Bank Staff must wear their ID badge whilst on duty. All staff will be issued with an I.D badge by the Operational Services Department Post Employment Checks The professional registration of employees on the Nursing and Midwifery Temporary Staffing Bank will be checked in accordance with PP41 Professional Registration. The requirements of the independent Safeguarding Authority will be adhered to in line with timescales the Authority sets out Leaving the Nursing and Midwifery Temporary Staffing Bank Those Non Substantive Employees wishing to resign from their Nursing and Midwifery Temporary Staffing Bank Post must advise the Nursing and Midwifery Temporary Staffing Bank Office in writing. Details of employees who resign from their bank post will be forwarded to the Personnel Department. Staff resigning from their Substantive Posts who wish to remain on the Nursing and Midwifery Temporary Staffing Bank, must state their intention to remain on the Nursing and Midwifery Temporary Staffing Bank in their letter of resignation, they must also complete and submit appropriate documentation to the Personnel Department. Once appropriate documentation has been received arrangements will be made by a member of the Personnel Department to contact the individual to arrange completion of the appropriate documentation required to reinstate their Nursing and Midwifery Temporary Staffing Bank Post. A regular audit of the Nursing and Midwifery Temporary Staffing Bank register will be carried out by the Temporary Staffing Manager. Those staff registered that have been unable to carry out work during a 6 month period may be advised to resign from the register. Where this is to be considered staff will be advised in writing and the option to remain on the Nursing and Midwifery Temporary Staffing Bank given. Any member of the Nursing and Midwifery Temporary Staffing Bank wishing to resign from the register will be required to honour any pre booked shifts. Staff are required to return all uniforms, ID Badges and Car Park Permits to the Nursing and Midwifery Temporary Staffing Bank Office. Failure to do so will result in being charged for the costs incurred Changes to Nursing and Midwifery Temporary Staffing Bank Details: Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 9

10 7 Advanced Booking: Those employees who are employed on a substantive basis and registered with the Nursing and Midwifery Temporary Staffing Bank must advise the Nursing and Midwifery Temporary Staffing Bank of any changes in their employment status in order that their bank records can be updated and where appropriate advise the Personnel Department of the change. Students who qualify and wish to be considered for a Qualified Bank Post will be required to undergo a selection process in line with section 2 of this policy. Where there is a requirement for a planned advance booking authorised Ward/department staff will be required to request the shift using the Web Access System. All requests must be authorised by a Matron/Assistant Divisional Manager. Bank requests should be completed on a 4 weekly basis in line with the off duty and input into the electronic System after authorisation by the Matron of the Ward/department or a designated signatory. Alternatively requests within the 3 day period can be made by the authorised person via e mail. Where a Substantive Post Holder has been identified to work the bank shift a request must also be authorised appropriately and forwarded to the temporary staffing bank office via the web, e mail or phone. A unique booking reference number is allocated to the authorised bank shift via the electronic Nursing and Midwifery Temporary Staffing Bank system. Where there is no booking reference number allocated payment for the shift may be delayed or withheld. The booking reference numbers are available to authorised personnel via the electronic system which is available in all Wards/departments. The Nursing and Midwifery Temporary Staffing Bank system will then allocate staff taking into account their preference and availability, and in accordance with the skills and competence required for the Ward area. When the system matches a nurse to a shift the Nursing and Midwifery Temporary Staffing Bank Office will contact the nurse and confirm the booking. The Nursing and Midwifery Temporary Staffing Bank Office will print off a standby list of unallocated staff and outstanding shifts. Surplus staff will be allocated to the Ward area as close as possible to their preferences, and in accordance with their skills, experience. When bank staff book a shift directly with a Ward/department they are responsible for informing the Nursing and Midwifery Temporary Staffing Bank Office to ensure they are allocated the Booking Reference Number. Booking Reference Numbers can also be accessed from the Ward computer by an authorised person. In the event of a double booking the member of staff who has been allocated the shift by the Nursing and Midwifery Temporary Staffing Bank Office will be authorised and paid for the shift worked. Therefore those staff who agree to cover a shift after the off duty has Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 10

11 been signed off must inform the Nursing and Midwifery Temporary Staffing Bank Office of any changes to the shifts required. The Nursing and Midwifery Temporary Staffing Bank Office will advise Wards/departments where possible 24 hours in advance of shifts not covered. A report of any shifts not covered by the Temporary Staffing Bank Office will also be forwarded to the Service Managers, Matrons and Ward Managers on a monthly basis. 7.1 Substantive Post Holders When substantive post holders book a bank shift via the Nursing and Midwifery Temporary Staffing Bank Office to work in another Ward/department they are committed to that shift even if their own Ward subsequently requires them for a bank shift. Bank shifts in other Wards can only be cancelled when the substantive duty rota has been changed to accommodate their own Wards needs and the shift to be then undertaken is to be part of normal weekly hours. 7.2 Taking charge of a Ward Bank Nurses are not expected to take charge of a ward/department. However in exceptional circumstances a bank nurse may be allowed to take charge of their own ward/department if they are a Substantive Post Holder within the Trust. Following the agreement of the appropriate Senior Manager and completion of a Risk Assessment. The bank nurse will be paid at band 5 unless it is deemed by the appropriate Senior Manager that this is a higher band shift. 7.3 Out of Hours: When it is identified that a shift needs to be covered out of hours the person in charge of the Ward/Department will consider and identify if there is any possibility of re arranging substantive staff to cover the shift. Where this is not possible the person in charge of the shift will contact the appropriate bleep holder to see if anybody can be moved from another Ward/Department. As a last resort they will gain permission from the bleep holder to contact staff who they know do shifts and are registered on the Nursing and Midwifery Temporary Staffing Bank. Finally if no other options are available the person in charge of the ward/department will gain permission from the appropriate bleep holder to contact the agency. They must then inform the Temporary Staffing Bank Office via e mail to enable the system to be amended in order for the member of staff to receive a Booking Reference Number and payment. (E mail staff.bank@ghnt.nhs.uk ) 7.4 Agency Staff: The Trust have agreed and approved the use of a locum agency and that is the only agency they will use for exceptional circumstances when Bank Staff are unable to Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 11

12 meet the demands of the service. The contract for the use of agency staff is currently with Pulse/Quality Locums. Bookings are dealt with on a daily basis, 24 hours in advance unless there is a particular necessity for bookings to be made earlier. All agency shifts must be approved by Divisional management in hours and the senior nurse with site responsibility [bleep 1200] out of hours. The relevant request form must be used before passing to the Nursing and Midwifery Temporary Staffing Bank Office. When late cancellation of agency staff is considered there will be a cost implication to consider. The agency may charge the full cost of the shift if the cancellation is made within 24 hours of the time the shift is due to commence. The agency will not charge a fee if the staff member can be given work elsewhere within the Trust. If a Ward no longer needs booked agency staff that have turned up on the Ward/department, the senior nurse with site responsibility [bleep 1200] should be informed immediately to ascertain whether the nurse could be used elsewhere. The Trust will refuse to use any staff registered with an agency and who have a substantive contract with Gateshead Health NHS Foundation Trust. Agencies will submit their claims for payment to the Nursing and Midwifery Temporary Staffing Bank Office, who will then ensure the costs, are passed to the appropriate ward/department. Agency booking staff will receive a booking reference number; this number will also be passed on to the Ward/department requesting agency staff. This number should be verified on arrival to ensure the agency nurse has the correct ward/department and Hospital. 7.5 Allocation of Bank Staff: On appointment to the Nursing and Midwifery Temporary Staffing Bank Staff will be required to complete a Nurse Data form, indicating which area of work they prefer. Staff that are registered only with the Nursing and Midwifery Temporary Staffing Bank are expected to give availability for regular shifts. Staff are asked to indicate their work availability to the Nursing and Midwifery Temporary Staffing Bank. If for any reason staff become unavailable and are unable to report for duty they are required to inform the Nursing and Midwifery Temporary Staffing Bank Office or ward/department immediately. In addition staff can continue to telephone the Nursing and Midwifery Temporary Staffing Bank Office on a daily basis for any additional shifts that may be available. Confirmation of bookings will be confirmed to the member of staff in advanced of commencement of shifts, they will also be allocated and notified of their unique booking reference number for each shift. The reference number allocated must be included on their timesheet before payment will be made. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 12

13 Due to clinical demand it may be necessary to transfer a member of staff to work in another area within the Trust to that originally allocated. The decision to do this will be made by one of the Senior Nurses in conjunction with the nurse involved. Any transfer, or where a member of staff refuses to transfer, should be reported to the Temporary Staffing Manager as soon as possible. Should the staff member refuse to move an investigation will take place and disciplinary action may be initiated. Those Staff who continually fail to turn up for duty will be required to meet with the Clinical Practice Development Matron to further investigate the reason for absence. Alternatively if a substantive post holder they will be referred to their line manager for investigation. 8 Payment of Bank Shifts It is also the responsibility of the Nursing and Midwifery Temporary Staffing Bank member to ensure that their time sheet is fully completed including employee number and is received in Bank Office by 8am on the 6th of the Month to ensure payment for the following Month. (or the last working day prior to the 6 th if the 6 th is a weekend/bh) All timesheets must have a booking reference number, start and end times of shifts, total minutes of breaks taken and total hours worked. Any uncompleted or incorrect timesheets will be returned to the member of staff for completion which may incur a delay in payment. Any breaks not taken must be justified. The Department of Health guidance for the European Working Time Directive states: A minimum rest break of 20 minutes must be taken when the working day exceeds 6 hours. The Trusts Working Time Regulations Policy states: In work rest breaks workers are entitled to a rest break away from their immediate work area of not less than 20 minutes where daily working time exceeds 6 hours. This should be taken during working time and not at the start or the end of the day. For Substantive Staff rates of pay and enhancements will be as follows: Substantive Band Band 2 Band 3 Band 4 Band 2 Shift Personal Point Financial Equivalent point on band 2 or max of band 2 Max point of band 2 Band 3 Shift Bank 4 Shift Band 5 Band 6 Band 7 Shift Shift Shift N/A N/A N/A N/A N/A Personal Point N/A N/A N/A N/A Financial Equivalent point on band 3 or max of band 3 Personal Point N/A N/A N/A Band 5 N/A N/A N/A Personal Point Policy for the Nursing and Midwifery Temporary Staffing Bank v N/A N/A

14 Substantive Band Band 2 Shift Band 3 Shift Bank 4 Shift Band 5 Shift Band 6 N/A N/A N/A Financial Equivalent point on band 5 or max of band 5 Band 7 N/A N/A N/A Max point of band 5 The majority of qualified bank shifts required are at band 5 rate. Band 6 Shift Specific area (ART/MAT) personal point on band 6 Specific area (ART) Financial Equivalent point band 6 or max 6 Band 7 Shift N/A Only in specific circumstances when band 7 required. Personal point Band 6 and 7 bank shifts are only authorised by senior managers under specific circumstances, and prior to the commencement of the shift. Student nurses will be paid as a health care assistant/auxiliary in accordance with Trust Policy. In line with the European Working Time Directive the maximum number of hours to be worked is 48 hours per week over a 17 week period. Student nurses and midwives may wish to apply to join the Temporary Staffing Bank at any stage of their studies. Students who Qualify and wish to be considered for a Qualified Bank Post will be required to undergo a selection process in line with section 2 of this policy. Payment of shifts will be increased in line with national A for C Pay Awards. The Nursing and Midwifery Temporary Staffing Bank Office will in the first instance answer all payroll queries in order that any explanations necessary or corrections to the timesheets can be made. The Payroll Department will be notified of any changes to the timesheet if required. 8.1 Pension Scheme Bank staff automatically become members of the NHS Pension Scheme from the date of employment commences, unless they actively opt out of the Pension scheme. 8.2 Monitoring of Bank Spend All shifts booked must have a Booking Reason given which must be one of the specified reasons within the system. These are Annual Leave, Compassionate leave, Dependency, Maternity/Paternity Leave, Peak in Workload, Private Contractor, Sickness, Study/Training Leave, To Special a patient or Vacancy. It is important the correct reason is given at all times. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 14

15 The information is summarised monthly in a report produced by the Temporary Staffing Manager and sent to Finance where the information is aligned with the bank spend for every individual department, Ward or area and collated into a report by Division. The percentage sickness and turnover for each Division is also collated into this report which goes to the Finance Sub Committee on a monthly basis. Each Division and individually each Ward/Department will also receive a financial summary of the bank shifts, hours and WTE analysed by the Booking Reason on a monthly basis. In this way, bank spend on vacancies can be matched to actual vacancies in the Ward/Department, on sickness to the level of sickness by % in the Ward/Department allowing managers to monitor the bank spend and hence bookings in direct relation to the cost to their Ward/Department. The Director and Deputy Director of Nursing & Midwifery will also receive a monthly summary report in the same format. 9 Authorisation of Timesheets: Nursing and Midwifery Temporary Staffing Bank Staff are responsible for the accurate completion of their time sheets which must be verified and authorised by one of the designated authorised signatory of the ward/department prior to leaving the clinical area. All staff will be responsible for keeping their own timesheets, ensuring they are signed off after every shift by an authorised signatory. The Nursing and Midwifery Temporary Staffing Bank Office must be notified of any changes to shift times to that allocated and this must be recorded appropriately on the time sheet e.g. worked extra due to an emergency on the Ward. Any breaks not taken must also be recorded on the timesheet and authorised by an authorised signatory on the Ward/department. It is the responsibility of all Bank Staff to ensure their timesheets are completed and authorised appropriately. Where there may be a concern with regard to the inappropriate completion of timesheets this will be investigated initially by the Clinical Practice Development Matron or Divisional Manager and in line with the Trust s Fraud Policy PP Training All Nursing and Midwifery Temporary Bank Staff are required to attend training related to Violence and Aggression and Manual Handling and also annual updates of Mandatory Training. Substantive post holders will arrange this via their usual place of work while non substantive staff will be responsible for arranging this via the Nursing and Midwifery Temporary Staffing Bank Office. Non Substantive staff will confirm their attendance at mandatory training by submitting a signed timesheet in order that payment may be processed. Payment for attendance at any other training sessions must be discussed and authorised by the Clinical Practice Development Matron. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 15

16 In line with the NHSLA requirements training will be given in the use of medical devices where appropriate. This will be identified during appraisals and personal development planning, clinical supervision sessions and other training opportunities available from the Nursing and Midwifery Temporary Staffing Bank Office. All Midwives who are registered with the Nursing and Midwifery Temporary Staffing Bank will in addition be required to attend the Maternity Services Mandatory Training day annually arranged via the Clinical Practice Development Midwife Infection Control It is every member of staffs responsibility to help prevent the spread of Infection. Staff must not travel to and from work in their uniform changing areas are provided on every ward. Hand hygiene should be performed by everyone, for every patient. Bare Below the elbow applies to all staff in clinical areas whatever their role. When Bank Staff have been on a Ward which has an infection they must have 48 hours clear before their next shift. This may mean cancelling booked shifts. If staff are due to cover a shift on an infected Ward that shift may be cancelled. This is monitored by the Nursing and Midwifery Temporary Staffing Bank office and staff will be informed Education and Appraisal Those staff who are employed by the Trust in a substantive post and a Nursing and Midwifery Temporary Staffing Bank post will undergo a PDP/Contact by their line manager. Non substantive staff will undergo a PDP/Contact with the Clinical Practice Development Team. 11 Equality and Diversity This policy aims to promote equality of opportunity and eliminate unlawful discrimination by establishing fair and transparent systems of recruiting and retaining bank staff. It adopts a human rights approach and seeks to eliminate discrimination by promoting fair and transparent systems for recruitment, training and allocation of bank staff. This policy has been appropriately assessed. 12 Monitoring Compliance /Effectiveness of this Policy Monitoring compliance with this policy will be the joint responsibility of Clinical Practice Development Matron and the Temporary Staffing Bank Manager which will be undertaken every 12 months or earlier if changes are required. Every 17 weeks the Temporary Staffing Manager will monitor the Working Time Directive for all Staff registered on the Nursing and Midwifery Temporary Staffing Bank and produce a report for any staff working over their hours, this report will be sent to the appropriate line manager and copied to the Deputy Director or Nursing and Midwifery. Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 16

17 All staff registered on the Nursing and Midwifery Temporary Staffing Bank will be monitored periodically by the Temporary Staffing Manager to ensure they are covering shifts on a regular basis, any staff found not to be available for shifts will be sent a letter with the possibility of termination from the Bank. This will be 6 monthly for Non Substantive staff and 12 monthly for Substantive Staff. All Non Substantive Staff have a 12 monthly Contact Appraisal with the Clinical Practice Development Team. All Non Substantive staff are monitored every 12 months by the Temporary Staffing Manager to ensure they have undertaken the appropriate training Complaints / Clinical Incidents Concerns with regard to performance should be highlighted to the Temporary Staffing Manager. Information regarding the concerns must be provided along with the completion of a complaints procedure document. (Appendix 1) Any complaints involving agency staff must be followed through with the agency concerned in line with the agency complaints procedure a copy of which is held in the Nursing and Midwifery Temporary Staffing Bank office Grievance Procedure If at any time a complaint is unresolved the Trusts Grievance Procedure should be referred to which is available from the Temporary Staffing Manager, the Human Resource Department, or the intranet Disciplinary Procedure All Nursing and Midwifery Temporary Staffing Bank staff are advised to familiarise themselves with the Trusts Disciplinary Procedure which is available on request from the Temporary Staffing Manager, Human Resource Department, or the intranet. All Nursing and Midwifery Temporary Staffing Bank staff should ensure that they are aware of any special rules applying to their profession or area of work to which would lead to different levels of Disciplinary action being taken and the they are assigned. These documents explain the type of conduct/performance principles of whom is authorised to take such levels of action. 13 Consultation and review: This policy has been compiled as part the below working group: Hilary Lloyd Deputy Director of Nursing Nichola Russell Clinical Lead Bank Kath Riley Temporary Staffing Manager Liz Storey Payroll/Employee Services Manager Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 17

18 Personnel Representation Staff Side Representation 14 Implementation of policy ( including raising awareness) This policy will be circulated on Trust Induction by the Clinical Practice Development Matron / Temporary Staffing Bank Manager. The policy will be referred to on training sessions and will be available on the Trust s Intranet site. 15 References Recruitment and Retention Policy and Procedure PP10a. CRB Policy PP19. Working Time Regulations Policy PP34 Fraud Policy PP34 Disciplinary and Dismissal Policy PP01 Equality and Diversity Policy PP21 Professional Registration Policy PP4 16 Associated Documentation Appendix 1 Complaints Procedure Appendix 2 Procedure for substantive post holders joining the bank Appendix 3 letter to staff who haven t worked Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 18

19 Complaints Procedure Appendix 1 IN STRICTEST CONFIDENCE To be completed by the nurse in charge/ matron In the event of unsatisfactory work/conduct by a member of bank staff please complete and forward immediately to the Staff Bank Office. NAME... POST/BAND... DEPT/WARD.. DATE OF SHIFT....AGENCY NURSE YES/NO NATURE OF COMPLAINT: Comments by person in Charge of Shift. Name and Band of person in Charge of Shift. Signed..Date... DOES THIS BANK NURSE HAVE ANY TRAINING NEEDS THAT YOU HAVE IDENTIFIED. YES/NO Please provide details.. STATEMENT BY BANK NURSE: I have seen the above assessment report and I agree/disagree with its contents. If you disagree with the contents you should tell the Temporary Staffing Manager, Signed..Name in Capitals... Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 19

20 Appendix 2 GATESHEAD HEALTH NHS FOUNDATION TRUST REQUEST TO JOIN NURSE BANK (SUBSTANTIVE POSTHOLDERS) Part 1: To be completed by Applicant Name: Position: Grade: Location: Division: Line Manager: Full/Part Time: Permanent/Fixed Term: Fixed Term End Date: I understand that my application is subject to pre employment checks including references from my line manager I have read and understood the terms and conditions regarding bank work in the Trusts Policy for the Nurse Bank (available on the Trusts intranet site) Signed : Name: Date : Part 2: To be completed by Line Manager I authorise the above named to join the Nurse Bank subject to pre employment checks including references A completed reference is attached Signature: Name: Position: Date: Part 3: For Nurse Bank Use References received: Initials: Date: CRB status Initials: Date: Set up on system Initials: Date: Authorised to join Nurse Bank from (date): Part 4: For H.R. Use CRB status: Initials: Date: CRB issued: Initials Date: ID seen: Initials Date: Rehab of Offenders declaration issued: Initials Date Rehab of offenders declaration returned : Initials Date Registration checked: Initials Date CRB received: Initials: Date: Nurse Bank notified: Initials: Date: Change note to make multi post: Initials: Date: Review date input for fixed term: Initials Date Input to ESR: Initials: Date: Completed copy sent to Nurse Bank: Initials: Date Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 20

21 Name of Applicant Division Substantive Post Temporary Staffing Bank Reference Request Ward/Department Band Please confirm the date of commencement of employment in your area. Has the member of staff completed their preceptorship Yes/No Is the applicant newly Qualified? Yes/No Has the applicant completed their Preceptorship? Yes/No Has the applicant completed/been made aware of the Trusts Procedure for Drug Administration? Yes/No Whilst employed in your area is the applicants overall job performance. Excellent/Good/Satisfactory/Poor How does the applicant get on with other people? Excellent/Good/Satisfactory/Poor Is the applicants Timekeeping? Excellent/Good/Satisfactory/Poor Is the applicants attendance at work? (Please include information regarding sickness absence over the last 12 months) Excellent/Good/Satisfactory/Poor Please comment on how you feel the applicant will work in different areas of the Trust. How do you feel the applicant will cope with Day Shift and Night Shift? Has/is the applicant been subject to any investigation, disciplinary action, warnings, which may preclude them form consideration. Yes/No If yes please state dates of the above and reasons Print Name Signature Title/Date Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 21

22 Appendix 3 Date Dear Insert Name I am writing in relation to your position within our Nursing and Midwifery Temporary Staffing Bank, with a view to clarifying whether you wish to remain registered. I have noticed from my records that you haven t completed a shift since Insert Date. I would be very grateful if you could confirm with the Bank Office whether you wish to continue with your position. We can be contacted between the hours of Monday to Friday on direct line telephone number or via our address staff.bank@ghnt.nhs.uk If you do wish to continue to work then can I please take this opportunity to remind you of your mandatory training and clinical requirements which are as follows: Regular shifts in clinical practice one day manual handling training. two day violence and aggression training. one day mandatory training to be undertaken yearly. If we don t hear from you before Insert Date we will assume that you have resigned form you bank post. Thank you in anticipation of a response however please do not hesitate to contact me with any queries you might have. Yours sincerely, Kath Riley Temporary Staffing Manager Policy for the Nursing and Midwifery Temporary Staffing Bank v2.0 22

Policy for Nursing & Midwifery Banks. Across NHS Dumfries & Galloway

Policy for Nursing & Midwifery Banks. Across NHS Dumfries & Galloway Policy for Nursing & Midwifery Banks Across NHS Dumfries & Galloway Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. 66 Policy Group Author Margo Christie Version

More information

Policies, Procedures, Guidelines and Protocols

Policies, Procedures, Guidelines and Protocols Policies, Procedures, Guidelines and Protocols Title Trust Ref No 1549-36354 Local Ref (optional) Main points the document covers Who is the document aimed at? Author Approval process Document Details

More information

Removal of Annual Declaration and new Triennial Review Form. Originated / Modified By: Professional Development and Education Team

Removal of Annual Declaration and new Triennial Review Form. Originated / Modified By: Professional Development and Education Team Review Circulation Application Ratificatio n Author Minor Amendment Supersedes Title DOCUMENT CONTROL PAGE Title: Mentorship in Nursing and Midwifery Policy Version: 14.1 Reference Number: Supersedes:.14.0

More information

Nursing and Midwifery Staff Bank

Nursing and Midwifery Staff Bank Nursing and Midwifery Staff Bank Operational Protocol Responsible Lead Responsible Director Approved by Professional Lead NHSGGC Nursing & Midwifery Staff Bank Director of HR & OD Date Approved 26/04/2017

More information

Temporary Staffing Guidelines The Hillingdon Hospital NHS Foundation Trust

Temporary Staffing Guidelines The Hillingdon Hospital NHS Foundation Trust Temporary Staffing Guidelines The Hillingdon Hospital NHS Foundation Trust Telephone: 01895279432/01895279150 Thh-tr.tsb@nhs.net Contents Page Page Introduction 1 Joining the Bank 1 Bank Recruitment 1

More information

NHS BORDERS. Nursing & Midwifery. Rostering Policy for Nursing & Midwifery Staff in Hospitals/Wards

NHS BORDERS. Nursing & Midwifery. Rostering Policy for Nursing & Midwifery Staff in Hospitals/Wards NHS BORDERS Nursing & Midwifery Rostering Policy for Nursing & Midwifery Staff in Hospitals/Wards 1 CONTENTS Section Title Page 1 Purpose and Scope 3 2 Statement of Policy 3 3 Responsibilities and Organisational

More information

RD SOP12 Research Passport Honorary Contracts / Letters of Access

RD SOP12 Research Passport Honorary Contracts / Letters of Access RD SOP12 Research Passport Honorary Contracts / Letters of Access Version Number: V2.1 Name of originator/author: Dr Andy Mee, R&I Manager Name of responsible committee: R&I Committee Name of executive

More information

Casual Worker Agreement Form. This agreement is between: Casual Worker (name): The Royal Liverpool & Broadgreen University Hospitals NHS Trust

Casual Worker Agreement Form. This agreement is between: Casual Worker (name): The Royal Liverpool & Broadgreen University Hospitals NHS Trust Casual Worker Agreement Form This agreement is between: Casual Worker (name): Organisation: The Royal Liverpool & Broadgreen University Hospitals NHS Trust Terms of Agreement START DATE: JOB TITLE: Registered/Unregistered

More information

NHSGG&C Referring Registrants to the Nursing & Midwifery Council Policy

NHSGG&C Referring Registrants to the Nursing & Midwifery Council Policy NHSGG&C Referring Registrants to the Nursing & Midwifery Council Policy Lead Manager: Linda Hall Responsible Director: Rosslyn Crocket Approved by: Professional Nurse Leads and Partnerships Group Date

More information

Occupational Health Policy

Occupational Health Policy Policy No: PP45 Version: 2.0 Name of Policy: Occupational Health Policy Effective From: 14/03/2016 Date Ratified 09/02/2016 Ratified Human Resources Committee Review Date 01/02/2018 Sponsor Director of

More information

Temporary staffing operational policy

Temporary staffing operational policy Document level: Trustwide (TW) Code: GR39 Issue number: 2 Temporary staffing operational policy Lead executive Director of Nursing Therapies Patient Partnership Author and contact number Temporary Staffing

More information

Version: 3.0. Effective from: 29/08/2012

Version: 3.0. Effective from: 29/08/2012 Policy No: RM51 Version: 3.0 Name of policy: Learning from Experience Policy A systematic approach to incident, complaint and clai management, analysis and sharing safety lessons Effective from: 29/08/2012

More information

Safer Nursing and Midwifery Staffing Recommendation The Board is asked to: NOTE the report

Safer Nursing and Midwifery Staffing Recommendation The Board is asked to: NOTE the report To: Board of Directors Date of Meeting: 26 th July 20 Title Safer Nursing and Midwifery Staffing Responsible Executive Director Nicola Ranger, Chief Nurse Prepared by Helen O Dell, Deputy Chief Nurse Workforce

More information

PROFESSIONAL REGISTRATION POLICY (CLINICAL STAFF)

PROFESSIONAL REGISTRATION POLICY (CLINICAL STAFF) QSSD Mar 2008 PROFESSIONAL REGISTRATION POLICY (CLINICAL STAFF) Document Reference: Version: Ratified by: Date ratified: Name of originator/author: Name of responsible committee/individual: Date issued:

More information

Clinical Lead. Contract of Employment

Clinical Lead. Contract of Employment JOB DESCRIPTION AND PERSON SPECIFICATION FOR Clinical Lead AGENDA FOR CHANGE BAND Band 7 HOURS AND DURATION As specified in the job advertisement and the Contract of Employment AGENDA FOR CHANGE REF NO

More information

Nursing, Health Visiting and Allied Health Professional Preceptorship Policy

Nursing, Health Visiting and Allied Health Professional Preceptorship Policy 8.1 Nursing, Health Visiting and Allied Health Professional Preceptorship Policy Policy Title State previous title where relevant. State if Policy New or Revised Policy Strand Org, HR, Clinical, H&S, Infection

More information

DISCLOSURE & BARRING SERVICE POLICY AND PROCEDURES

DISCLOSURE & BARRING SERVICE POLICY AND PROCEDURES DISCLOSURE & BARRING SERVICE POLICY AND PROCEDURES Updates Who Updated Comments September annually Lewis, Bridget TABLE OF CONTENTS GENERAL PRINCIPLES... 3 TYPES OF DISCLOSURE AND BARRING SERVICE... 4

More information

NHS RESEARCH PASSPORT POLICY AND PROCEDURE

NHS RESEARCH PASSPORT POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY NHS RESEARCH PASSPORT POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff 1. Introduction This policy aims to clarify the circumstances in which an NHS Honorary Research Contract

More information

Northumbria Healthcare NHS Foundation Trust. Charitable Funds. Staff Lottery Scheme Procedure

Northumbria Healthcare NHS Foundation Trust. Charitable Funds. Staff Lottery Scheme Procedure Northumbria Healthcare NHS Foundation Trust Charitable Funds Staff Lottery Scheme Procedure Version 1 Name of Policy Author Alison Nell Date Issued 1 st March 2017 Review Date 1 st March 2018 Target Audience

More information

SAFEGUARDING CHILDEN POLICY. Policy Reference: Version: 1 Status: Approved

SAFEGUARDING CHILDEN POLICY. Policy Reference: Version: 1 Status: Approved SAFEGUARDING CHILDEN POLICY Policy Reference: Version: 1 Status: Approved Type: Clinical Policy Policy applies to : All services within SCH Serco Policy applies to (staff groups): All SCH Serco staff Policy

More information

UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS FOUNDATION TRUST TRUST BOARD

UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS FOUNDATION TRUST TRUST BOARD UNIVERSITY HOSPITALS OF MORECAMBE BAY NHS FOUNDATION TRUST TRUST BOARD Date of meeting: 25 July 2012 Title / Subject: Status Internal Purpose: The attached paper provides an update of progess made in UHMB

More information

Delegation to Band 3 and 4 Nursing Unregistered Support Workers Guidance for Staff and Managers. Version No.1 Review: November 2019

Delegation to Band 3 and 4 Nursing Unregistered Support Workers Guidance for Staff and Managers. Version No.1 Review: November 2019 Livewell Southwest Delegation to Band 3 and 4 Nursing Unregistered Support Workers Guidance for Staff and Managers Version No.1 Review: November 2019 Notice to staff using a paper copy of this guidance

More information

Rostering. Policy and Procedural Rules

Rostering. Policy and Procedural Rules Rostering Policy and Procedural Rules Name of Policy Author &Title: Name of Review/Development Body: Ratification Body: Nicola Rose E-Rostering Manager Matrons Meeting Professional Nursing & Midwifery

More information

MULTIDISCIPLINARY MEETINGS FOR COMMUNITY HOSPITALS POLICY

MULTIDISCIPLINARY MEETINGS FOR COMMUNITY HOSPITALS POLICY MULTIDISCIPLINARY MEETINGS FOR COMMUNITY HOSPITALS POLICY (To be read in conjunction with Handover Policy) Version: 3 Ratified by: Date ratified: August 2015 Title of originator/author: Title of responsible

More information

Job Description and Person Specification

Job Description and Person Specification Job Description and Person Specification Chief Nursing Officer / Director of Infection Prevention and Control RESPONSIBLE TO: ACCOUNTABLE TO: LIAISES WITH: Chief Executive Chief Executive Executive and

More information

NHS SHETLAND DOCUMENT DEVELOPMENT COVERSHEET* Ryan Sandison / Janice McMahon

NHS SHETLAND DOCUMENT DEVELOPMENT COVERSHEET* Ryan Sandison / Janice McMahon NHS SHETLAND DOCUMENT DEVELOPMENT COVERSHEET* Name of document Registration Reference Number Nurse Bank Policy New Review x Author Executive Lead Ryan Sandison / Janice McMahon Kathleen Carolan Proposed

More information

RECRUITMENT AND VETTING CHECKS POLICY

RECRUITMENT AND VETTING CHECKS POLICY Trinity School RECRUITMENT AND VETTING CHECKS POLICY All new appointments to Trinity School are subject to recruitment and vetting checks. All members of staff at Trinity School are required, under The

More information

Contract of Employment

Contract of Employment JOB DESCRIPTION AND PERSON SPECIFICATION FOR Deputy Sister / Deputy Charge Nurse AGENDA FOR CHANGE BAND Band 6 HOURS AND DURATION As specified in the job advertisement and the Contract of Employment AGENDA

More information

SAFEGUARDING CHILDREN AND THE MONITOR DECLARATION

SAFEGUARDING CHILDREN AND THE MONITOR DECLARATION SAFEGUARDING CHILDREN AND THE MONITOR DECLARATION This report is for publication EXECUTIVE SUMMARY In 2009 there was a request from Monitor that each Trust Board issues a declaration on their web site

More information

SUBJECT: Medical Staffing Update Report 1. PURPOSE

SUBJECT: Medical Staffing Update Report 1. PURPOSE Meeting of Lanarkshire NHS Board: Wednesday 25 March 2015 Lanarkshire NHS Board Kirklands Fallside Road Bothwell G71 8BB Telephone: 01698 855500 www.nhslanarkshire.org.uk SUBJECT: Medical Staffing Update

More information

ASSESSING COMPETENCY IN CLINICAL PRACTICE POLICY

ASSESSING COMPETENCY IN CLINICAL PRACTICE POLICY ASSESSING COMPETENCY IN CLINICAL PRACTICE POLICY Version: 4 Ratified by: Date ratified: October 2013 Title of originator/author: Title of responsible committee/group: Senior Managers Operational Group

More information

HEALTHCARE INSPECTORATE WALES SAFEGUARDING AND PROTECTING CHILDREN IN WALES:

HEALTHCARE INSPECTORATE WALES SAFEGUARDING AND PROTECTING CHILDREN IN WALES: HEALTHCARE INSPECTORATE WALES SAFEGUARDING AND PROTECTING CHILDREN IN WALES: A Review of the arrangements in place across the Welsh National Health Service ACTION PLAN - UPDATED August 2010 RECOMMENDATION

More information

Nursing & Midwifery. Rostering Policy for Nursing & Midwifery Staff

Nursing & Midwifery. Rostering Policy for Nursing & Midwifery Staff Item 9.1.3 NHS Tayside Nursing & Midwifery Rostering Policy for Nursing & Midwifery Staff Author: Eileen McKenna Jenny Alexander Vanessa Shand Review Group: Workforce Advisory Group Review Date: March

More information

JOB DESCRIPTION. Service Manager AMH Inpatient Services. Enhanced CRB with Both Barred List Check

JOB DESCRIPTION. Service Manager AMH Inpatient Services. Enhanced CRB with Both Barred List Check JOB DESCRIPTION JOB TITLE: BAND: HOURS AND: DURATION Service Manager AMH Inpatient Services Agenda for Change Band 8B As specified in the job advertisement and the Contract of Employment AGENDA FOR CHANGE

More information

Reserve Forces and Mobilisation Policy

Reserve Forces and Mobilisation Policy Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Reserve Forces and Mobilisation Policy NTW(HR)25 Jacqueline Tate Workforce Projects Manager Lynne Shaw Acting Executive

More information

Central Alerting System (CAS) Policy

Central Alerting System (CAS) Policy Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified By Central Alerting System (CAS) Policy NTW(O)17 Gary O Hare Executive Director of Nursing and Operations Tony Gray

More information

Framework for managing performer concerns NHS (Performers Lists) (England) Regulations 2013

Framework for managing performer concerns NHS (Performers Lists) (England) Regulations 2013 Framework for managing performer concerns NHS (Performers Lists) (England) Regulations 2013 Information reader box NHS England INFORMATION READER BOX Directorate Medical Operations Patients and Information

More information

London South Bank University Regulations

London South Bank University Regulations Regulations on Assessment and Progression, updated September 2011 London South Bank University Regulations Faculty of Health and Social Care Regulations on Assessment and Progression Pre-registration Nursing

More information

Centralised Room Booking Policy

Centralised Room Booking Policy Policy No: OP86 Version: 1.0 Name of Policy: Centralised Room Booking Policy Effective From: 19/08/2015 Date Ratified 17/08/2015 Ratified Inter-Professional Learning Council Review Date 01/08/2017 Sponsor

More information

Preceptorship Guideline

Preceptorship Guideline Preceptorship Guideline Name of Guideline Author and Title: Sally Whitehouse Preceptorship Lead Name of Review/Development Body: Practice Development Group (PDG) Ratification Body: Professional Nursing

More information

WARD MANAGER. Ward Manager/Specialty Sister

WARD MANAGER. Ward Manager/Specialty Sister WARD MANAGER JOB TITLE: Ward Manager/Specialty Sister SALARY: Band 7 ACCOUNTABLE TO: Head of Nursing Medicine POST SUMMARY Strong, leadership qualities are needed at this level. It is critical to the quality

More information

NHS Wales Nursing and Midwifery Council Revalidation and Registration Policy

NHS Wales Nursing and Midwifery Council Revalidation and Registration Policy NHS Wales Nursing and Midwifery Council Revalidation and Registration Policy Policy Number: 499 Supersedes: Standards For Healthcare Services No/s 7.1 Version No: Date Of Review: 1.0 March 2016 Reviewer

More information

Rostering Policy and Procedure

Rostering Policy and Procedure Rostering Policy and Procedure DOCUMENT CONTROL: Version: 3 Ratified by: Corporate Policy Panel Date ratified: 2 August 2018 Name of originator/author: Human Resources Department Name of responsible Corporate

More information

JOB DESCRIPTION. Deputy Director of Nursing - Tissue Viability. Director of Nursing. Tissue Viability Support Tissue Viability Nurse

JOB DESCRIPTION. Deputy Director of Nursing - Tissue Viability. Director of Nursing. Tissue Viability Support Tissue Viability Nurse JOB DESCRIPTION Job Title: Reporting to (title): Tissue Viability Nurse Specialist Deputy Director of Nursing - Tissue Viability Professionally Accountable to (title): Responsible for Supervising (if appropriate):

More information

APPROVED CLINICIAN (AC) POLICY FOR MEDICAL STAFF

APPROVED CLINICIAN (AC) POLICY FOR MEDICAL STAFF APPROVED CLINICIAN (AC) POLICY FOR MEDICAL STAFF Version: 1 Ratified by: Date ratified: August 2015 Title of originator/author: Title of responsible committee/group: Date issued: August 2015 Review date:

More information

Patient Observation Policy

Patient Observation Policy Policy No: MH03 Version: 5.0 Name of Policy: Patient Observation Policy Effective From: 25/08/2015 Date Ratified 24/07/2015 Ratified by Mental Health Act Committee Review Date 01/07/2017 Sponsor Associate

More information

PROFESSIONAL REGISTRATION POLICY

PROFESSIONAL REGISTRATION POLICY PROFESSIONAL REGISTRATION POLICY Printed copies must not be considered the definitive version DOCUMENT CONTROL Policy Group Author Reviewer Scope (Applicability) Corporate Jim Beattie Margo Christie Linda

More information

Guidance for organisations applying for both registration and licensing as a new service provider

Guidance for organisations applying for both registration and licensing as a new service provider Guidance for organisations applying for both registration and licensing as a new service provider CQC and Monitor have combined the separate application forms to apply for a CQC registration and an NHS

More information

JOB DESCRIPTION. Standards and Compliance. Call Centres - Wakefield, York and South Yorkshire. No management responsibility

JOB DESCRIPTION. Standards and Compliance. Call Centres - Wakefield, York and South Yorkshire. No management responsibility JOB DESCRIPTION Position/Title: Clinical Advisor NHS 111 Band: Directorate/Department: Location: Band 5 (Indicative) Standards and Compliance Call Centres - Wakefield, York and South Yorkshire Accountable

More information

The Newcastle Upon Tyne Hospitals NHS Foundation Trust. Mandatory Training Policy

The Newcastle Upon Tyne Hospitals NHS Foundation Trust. Mandatory Training Policy The Newcastle Upon Tyne Hospitals NHS Foundation Trust Version No.: 10.0 Effective Date: 1 st July 2012 Expiry Date: 30 th June 2015 Date Ratified: 6 th June 2012 Ratified By: Executive Team Mandatory

More information

Deputise and take charge of the given area regularly in the absence of the clinical team leader who has 24 hour accountability and responsibility.

Deputise and take charge of the given area regularly in the absence of the clinical team leader who has 24 hour accountability and responsibility. JOB DESCRIPTION AND Public Health Nurse School Nurse PERSON SPECIFICATION FOR: AGENDA FOR CHANGE BAND: Band 6 HOURS AND DURATION; As specified in the job advertisement and the Contract of Employment AGENDA

More information

Student Placement Approval/Review Enhancement of the Practice Learning Environment (NHS and Independent sector)

Student Placement Approval/Review Enhancement of the Practice Learning Environment (NHS and Independent sector) Student Placement Approval/Review Enhancement of the Practice Learning Environment (NHS and Independent sector) Introductory Statement The purpose of this student placement approval (NMC education audit)

More information

CHILD PROTECTION. Reference Number: Beverley Boyd. Author / Manager Responsible:

CHILD PROTECTION. Reference Number: Beverley Boyd. Author / Manager Responsible: CHILD PROTECTION Reference Number: 221 2007 Author / Manager Responsible: Beverley Boyd Deadline for ratification: (Policy must be ratified within 6 months of review date) December 2010 Review Date: June

More information

Associate Director of Patient Safety and Quality on behalf of the Director of Nursing and Clinical Governance

Associate Director of Patient Safety and Quality on behalf of the Director of Nursing and Clinical Governance APPENDIX 5 BOARD OF DIRECTORS 18 JUNE 2014 Report to: Report from: Subject: Board of Directors Associate Director of Patient Safety and Quality on behalf of the Director of Nursing and Clinical Governance

More information

Policy for Critical Care Training and Education

Policy for Critical Care Training and Education Policy for Critical Care Training and Education 1 Policy Title: Executive Summary: Critical Care Policy for Training and Education This policy provides guidance for the management of learning and development

More information

SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE HEALTHCARE GOVERNANCE COMMITTEE HELD ON 24 JULY 2017

SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE HEALTHCARE GOVERNANCE COMMITTEE HELD ON 24 JULY 2017 SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE HEALTHCARE GOVERNANCE COMMITTEE HELD ON 24 JULY 2017 Subject Monthly Staffing Report June 2017 Supporting TEG Member Professor

More information

JOB DESCRIPTION. The hospital has been consistently growing over the past few years, almost doubling since 2008.

JOB DESCRIPTION. The hospital has been consistently growing over the past few years, almost doubling since 2008. JOB DESCRIPTION JOB TITLE: Paediatric Pre Assessment Nurse CLINICAL UNIT: Paediatric Department BASE: The Portland Hospital for Women and Children MANAGED BY: Children s Services Manager ACCOUNTABLE TO:

More information

Date ratified November Review Date November This Policy supersedes the following document which must now be destroyed:

Date ratified November Review Date November This Policy supersedes the following document which must now be destroyed: Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Cleaning Policy NTW(O)71 James Duncan Deputy Chief Executive / Executive Director of Finance Steve Blackburn Deputy

More information

APPLICATION FORM. 1. Personal Details. 2. Next of Kin Details. Title: Dr / Mr / Miss / Ms Other: D.O.B: Gender: Male / Female / Other.

APPLICATION FORM. 1. Personal Details. 2. Next of Kin Details. Title: Dr / Mr / Miss / Ms Other: D.O.B: Gender: Male / Female / Other. 6th Floor, Arodene House, 41-55 Perth Road, Ilford, Essex IG2 6BX T: 0208 518 4336 F: 0208 554 8430 E: info@mylocum.com W: www.mylocum.com Reg. No: 05057928 VAT Reg. No: 939486760 APPLICATION FORM 1. Personal

More information

102/14(ii) Bridgewater Board Date. Thursday 5 June Agenda item. Safe Staffing April 2014 Review

102/14(ii) Bridgewater Board Date. Thursday 5 June Agenda item. Safe Staffing April 2014 Review Bridgewater Board Date Thursday 5 June 2014 Agenda item 102/14(ii) Title Safe Staffing April 2014 Review Sponsoring Director Authors Presented by Purpose Dorian Williams, Executive Nurse/Director of Governance

More information

JOB DESCRIPTION. The hospital has been consistently growing over the past few years, almost doubling since 2008.

JOB DESCRIPTION. The hospital has been consistently growing over the past few years, almost doubling since 2008. JOB DESCRIPTION JOB TITLE: Modern Matron CLINICAL UNIT: Paediatrics BASE: The Portland Hospital for Women and Children MANAGED BY: Children s Services Manager ACCOUNTABLE TO: Chief Nursing Officer HOSPITAL

More information

Revalidation Annual Report

Revalidation Annual Report Paper 31 14 Revalidation Annual Report 2013-14 Purpose of Document: To provide the Board with a report on the first year s experience with medical revalidation in Public Health Wales. Board/Committee to-

More information

Validation Date: 04/06/2015. Ratified Date: 23rd June Review dates may alter if any significant changes are made

Validation Date: 04/06/2015. Ratified Date: 23rd June Review dates may alter if any significant changes are made Document Type: GUIDELINE Title: e- Rostering Management Guidelines Scope: Trust Wide Author/Originator and title: Glenda Hayes e-rostering Lead Nurse Replaces: e-rostering Management Guidelines CORP/POL/417

More information

Job Description. CNS Clinical Lead

Job Description. CNS Clinical Lead Job Description CNS Clinical Lead POST: BASE: ACCOUNTABLE TO: REPORTS TO: RESPONSIBLE FOR: CNS Clinical Lead St John s Hospice Head of Nursing and Quality Head of Nursing and Quality Community Clinical

More information

South Tyneside NHS Foundation Trust. Clinical Policy. Chaperoning Policy. Review Date June 2011

South Tyneside NHS Foundation Trust. Clinical Policy. Chaperoning Policy. Review Date June 2011 South Tyneside NHS Foundation Trust Clinical Policy Chaperoning Policy Date Approved by Version Issue Date June 2009 2 June Executive 2009 Director of Nursing & Clinical Services Procedure /Policy number

More information

SAFEGUARDING ADULTS COMMISSIONING POLICY

SAFEGUARDING ADULTS COMMISSIONING POLICY SAFEGUARDING ADULTS COMMISSIONING POLICY Director Responsible: Responsible person Target Audience: Name of Responsible Committee Nursing Matt O Connor Safeguarding Adults Lead All NHSBA staff and contractors

More information

Procedures for initiating a referral to. Requesting the DHSSPS to issue an ALERT

Procedures for initiating a referral to. Requesting the DHSSPS to issue an ALERT Procedures for initiating a referral to I. A Professional Regulatory Body and II. The Independent Safeguarding Authority Requesting the DHSSPS to issue an ALERT April 2011 These procedures have been approved

More information

Health, Safety and Wellbeing Policy

Health, Safety and Wellbeing Policy Health, Safety and Wellbeing Policy Page 1 of 18 Woodlands School - Health, Safety and Wellbeing Policy Section 1. Statement of Intent by Chair of Governors 2. Responsibilities - All Employees 3. Responsibilities

More information

Safer School Recruitment Policy

Safer School Recruitment Policy I have come in order that you might have life life in all its fullness. John 10:10 Safer School Recruitment Policy The welfare of the child is paramount. Children Act 1989 Policy accepted by FGB on: 24/5/2017

More information

Service User Guide ( To be read in conjunction with your Service User Contract )

Service User Guide ( To be read in conjunction with your Service User Contract ) Service User Guide ( To be read in conjunction with your Service User Contract ) Our Principles: Our Service User Guide aims to provide information about Essential Nursing and Care Services Limited, the

More information

3. ORGANISATIONAL POSITION

3. ORGANISATIONAL POSITION JOB DESCRIPTION 1. JOB DETAILS Job Title: Responsible to: Appointment Co-ordinator, Days and Evenings Team Supervisor - Operational Department & Base: Job Reference Number: IM&T Health Information Management

More information

JOB DESCRIPTION. Lead Haematology/Chemotherapy Clinical Nurse Specialist Head of Nursing Medicine

JOB DESCRIPTION. Lead Haematology/Chemotherapy Clinical Nurse Specialist Head of Nursing Medicine JOB DESCRIPTION Job Title: Department: Medicine - Haematology Day Care Unit Reports to: Lead Haematology/Chemotherapy Clinical Nurse Specialist Head of Nursing Medicine Liaises with: Lead Haematology/Chemotherapy

More information

JOB DESCRIPTION. Clinical Service Manager. General Manager A&C916

JOB DESCRIPTION. Clinical Service Manager. General Manager A&C916 JOB DESCRIPTION 1. JOB DETAILS Job Title: Responsible to: Department & Base: Clinical Service Manager General Manager Primary and Community Services Roxburgh Street Date this JD written/updated: March

More information

NOTTINGHAM UNIVERSITY HOSPITAL NHS TRUST. PATIENT ACCESS MANAGEMENT POLICY (Previously known as Waiting List Management Policy) Documentation Control

NOTTINGHAM UNIVERSITY HOSPITAL NHS TRUST. PATIENT ACCESS MANAGEMENT POLICY (Previously known as Waiting List Management Policy) Documentation Control NOTTINGHAM UNIVERSITY HOSPITAL NHS TRUST PATIENT ACCESS MANAGEMENT POLICY (Previously known as Waiting List Management Policy) Documentation Control Reference CL/CGP/026 Approving Body Senior Management

More information

Safeguarding Annual Assurance Self-assessment Tool. Sheffield Health and Social Care NHS Foundation Trust

Safeguarding Annual Assurance Self-assessment Tool. Sheffield Health and Social Care NHS Foundation Trust Safeguarding Annual Assurance Self-assessment Tool Sheffield Health and Social Care Foundation Trust Introduction - About this Self-assessment This self-assessment is an assessment of your own internal

More information

Mandatory Training Policy

Mandatory Training Policy Mandatory Training Policy Policy HR 16 January 2008 Document Management Title of document Mandatory Training Policy Type of document Policy HR 16 Description Target Audience To ensure that all staff have

More information

Application for Volunteer Work

Application for Volunteer Work Application for Volunteer Work Volunteer Services All new volunteers are required to complete an Application for Volunteer Work form. The information on this form will be treated in strict confidence under

More information

Executive Director of Nursing and Operations Jackie King Clinical Nurse Manager Flexible Staffing

Executive Director of Nursing and Operations Jackie King Clinical Nurse Manager Flexible Staffing Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Rostering Policy NTW(O)59 Executive Director of Nursing and Operations Jackie King Clinical Nurse Manager Flexible

More information

NEW VICTORIA HOSPITAL JOB DESCRIPTION

NEW VICTORIA HOSPITAL JOB DESCRIPTION POSITION INFORMATION 1. Job Details NEW VICTORIA HOSPITAL JOB DESCRIPTION Post/Title: Staff Nurse Outpatient Department Responsible To: Outpatient Manager Accountable To: Director of Clinical Services

More information

AGSVA SERVICE LEVEL CHARTER FOR DEFENCE INDUSTRY Australian Government Security Vetting Agency and Defence Industry

AGSVA SERVICE LEVEL CHARTER FOR DEFENCE INDUSTRY Australian Government Security Vetting Agency and Defence Industry AGSVA SERVICE LEVEL CHARTER FOR DEFENCE INDUSTRY Australian Government Security Vetting Agency and Defence Industry Term This Service Level Charter (the Charter) will commence from 1 January 2015 or on

More information

JOB DESCRIPTION Patient Safety, Quality and Clinical Governance Advisor

JOB DESCRIPTION Patient Safety, Quality and Clinical Governance Advisor JOB DESCRIPTION Patient Safety, Quality and Clinical Governance Advisor Job Title: Patient Safety, Quality and Clinical Governance Advisor Reports to: Associate Director of Quality and Governance Location:

More information

GPs apply for inclusion in the NI PMPL and applications are reviewed against criteria specified in regulation.

GPs apply for inclusion in the NI PMPL and applications are reviewed against criteria specified in regulation. Policy for the Removal of Doctors from the NI Primary Medical Performers List (NIPMPL) where they have not provided primary medical services in the HSCB area in the Preceding 24 Months Context GPs cannot

More information

Scottish Advisory Committee on Distinction Awards GUIDE TO THE SCHEME

Scottish Advisory Committee on Distinction Awards GUIDE TO THE SCHEME Scottish Advisory Committee on Distinction Awards GUIDE TO THE SCHEME 2015 This guide is available at: http://www.scclea.scot.nhs.uk/ The SACDA Online system is available at: https://awards.scclea.scot.nhs.uk/

More information

Nightingales Home Care

Nightingales Home Care Nightingale's Care (Gloucester) Limited Nightingales Home Care Inspection report Unit C1, Spinnaker House Spinnaker Road, Hempsted Gloucester Gloucestershire GL2 5FD Tel: 01452310314 Website: www.homecare.nightingales.co.uk

More information

SOUTH INFIRMARY-VICTORIA UNIVERSITY HOSPITAL Old Blackrock Road, Cork

SOUTH INFIRMARY-VICTORIA UNIVERSITY HOSPITAL Old Blackrock Road, Cork SOUTH INFIRMARY-VICTORIA UNIVERSITY HOSPITAL Old Blackrock Road, Cork Job Description for the post of: Temporary Phlebotomist 22.5hours per week Contract Duration: 12 months This document sets out the

More information

ISLAMIYAH SCHOOL SAFER RECRUITMENT POLICY 2017/18

ISLAMIYAH SCHOOL SAFER RECRUITMENT POLICY 2017/18 ISLAMIYAH SCHOOL SAFER RECRUITMENT POLICY 2017/18 Document Titled: Safer Recruitment Policy 2017 Document Owner: Islamiyah School Date of Issue: September 2017. Revised February 2018 Review date: September

More information

Application Guidelines Postgraduate Diploma Midwifery (90-week shortened programme)

Application Guidelines Postgraduate Diploma Midwifery (90-week shortened programme) Application Guidelines 2017-18 Postgraduate Diploma Midwifery (90-week shortened programme) Overview March 2017 entry Page 1 of 12 Application Guidelines March 2017 Eligibility Thank you for your interest

More information

JOB DESCRIPTION Health Care Assistant

JOB DESCRIPTION Health Care Assistant 2015 JOB DESCRIPTION Health Care Assistant Practice Manager Jo Gilford Clinical GP Lead Amy Butler Team Leaders Clinical Services Mel Kempster Danetre Medical Practice DATE: 21 st September 2015 An excellent

More information

Safeguarding Vulnerable People Annual Report

Safeguarding Vulnerable People Annual Report Safeguarding Vulnerable People Annual Report 2014-2015 1. Purpose of report The purpose of this report is to provide assurance that the Trust is fulfilling its responsibilities to promote the safety and

More information

Outbreak Management Policy

Outbreak Management Policy Policy No: IC24 Version: 5.0 Name of Policy: Outbreak Management Policy Effective From: 13/09/2012 Date Ratified 27/07/2012 Ratified Infection Prevention & Control Committee Review Date 01/07/2014 Sponsor

More information

2) Objectives a) The Agency will: i) Provide support to the student(s) whilst engaging in the learning processes of a quality and diverse placement

2) Objectives a) The Agency will: i) Provide support to the student(s) whilst engaging in the learning processes of a quality and diverse placement 1) Purpose of the Agreement The provision of quality education and training of social work and social care professionals depends on the effective partnership between the Education Provider and the placement

More information

Internal Audit. Cardiac Perfusion Services. August 2015

Internal Audit. Cardiac Perfusion Services. August 2015 August 2015 Report Assessment A A R A This report has been prepared solely for internal use as part of NHS Lothian s internal audit service. No part of this report should be made available, quoted or copied

More information

Safeguarding Children and Safer Recruitment Policy

Safeguarding Children and Safer Recruitment Policy Safeguarding Children and Safer Recruitment Policy NOW Education adheres to a strict policy on Safeguarding, encompassing the full recruitment process and continual monitoring of the staff we provide to

More information

Policy for the use of Leave under Section 17 of the Mental Health Act 1983 (as amended) Version: 9

Policy for the use of Leave under Section 17 of the Mental Health Act 1983 (as amended) Version: 9 SH CP 52 Policy for the use of Leave under Section 17 of the Mental Health Act 1983 (as amended) Version: 9 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: Policy for

More information

Work-Based Learning Programme for the Honour s Degree in Pre-Registration Nursing

Work-Based Learning Programme for the Honour s Degree in Pre-Registration Nursing Work-Based Learning Programme for the Honour s Degree in Pre-Registration Nursing (employees from health or care settings with health-related foundation degrees) Information and Frequently Asked Questions

More information

25/02/18 THE SOCIAL CARE WALES (REGISTRATION) RULES 2018

25/02/18 THE SOCIAL CARE WALES (REGISTRATION) RULES 2018 25/02/18 THE SOCIAL CARE WALES (REGISTRATION) RULES 2018 April 2018 The regulation of the registration and fitness to practise of the social care workforce by Social Care Wales is governed by three types

More information

How to register under the Health and Social Care Act 2008

How to register under the Health and Social Care Act 2008 A new system of registration How to register under the Health and Social Care Act 2008 Guidance for new October 2010 Introduction This guidance is for all new who are required to register under the Health

More information

JOB DESCRIPTION. Ward/dept Queen Victoria Hospital, East Grinstead

JOB DESCRIPTION. Ward/dept Queen Victoria Hospital, East Grinstead JOB DESCRIPTION Job Title: Staff Nurse Intensive care Band: 5 Base: Division / Department: Ward/dept Queen Victoria Hospital, East Grinstead Nursing and Quality Hours: Reports to: Accountable to: Ward

More information

Internal Audit. Health and Safety Governance. November Report Assessment

Internal Audit. Health and Safety Governance. November Report Assessment November 2015 Report Assessment G G G A G This report has been prepared solely for internal use as part of NHS Lothian s internal audit service. No part of this report should be made available, quoted

More information

Nursing and Midwifery Rostering. Policy. Asst. Director of Nursing, Workforce Planning. & Modernisation. Directorate of Primary Care and Older.

Nursing and Midwifery Rostering. Policy. Asst. Director of Nursing, Workforce Planning. & Modernisation. Directorate of Primary Care and Older. Policy Title Nursing and Midwifery Rostering Policy Policy Reference Number PrimCare11/01 Implementation Date January 2011 Review Date January 2013 Responsible Officer Asst. Director of Nursing, Workforce

More information