SECTION: 1 - PATIENT CARE POLICY/PROCEDURE NO: 1.24 NATURE AND SCOPE: SUBJECT: POLICY, TRUSTWIDE CHAPLAINCY & SPIRITUAL CARE This policy outlines Nottinghamshire Healthcare NHS Foundation Trust s responsibility for the effective provision for care of spiritual and religious wellbeing within Nottinghamshire Healthcare NHS Foundation Trust DATE OF LATEST RATIFICATION: SEPTEMBER 2017 RATIFIED BY: EXECUTIVE LEADERSHIP TEAM IMPLEMENTATION DATE: SEPTEMBER 2017 REVIEW DATE: AUGUST 2020 ASSOCIATED TRUST POLICIES AND PROCEDURES: Equality Act (2010) and associated Code of Practice Preventing Work Related Stress and Ensuring Staff Well Being 11.15 Health, Safety and Welfare - 16.01 Grievance (incl Bullying and Harassment Policy 10.11 Volunteering Policy 4.03 ISSUE 4 SEPTEMBER 2017
UNOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST UCHAPLAINCY & SPIRITUAL CARE POLICY UCONTENTS 1.0 Introduction 2.0 Policy Principles 3.0 Implementation 4.0 Training 5.0 Relevant Trust Policies 6.0 Target Audience 7.0 Monitoring Compliance 8.0 Duties 9.0 Equality Impact Assessment 10.0 Review Date 11.0 Consultation 12.0 Ratifying Committee 13.0 Legislation Compliance 14.0 Identification of Champion and Expert Writer 15.0 References/Source Documents Appendix 1 Appendix 2 Equality Impact Assessment Tool Record of Changes ISSUE 4 SEPTEMBER 2017 2
1.0 UINTRODUCTION Chaplaincy & Spiritual Care 1.24 UNOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST UCHAPLAINCY & SPIRITUAL CARE POLICY 1.1 Nottinghamshire Healthcare NHS Foundation Trust (The Trust) is committed to providing a fair, equitable and professional Chaplaincy & Spiritual Care Service (CSC Service). The service aims to provide for the spiritual and religious wellbeing needs of service-users and staff, within in-patient units, of any religion or none. 1.2 This policy is intended to provide a framework to ensure that the spiritual and religious wellbeing of both service users and staff are met. It is recognised that individual settings may need to interpret the policy in ways that are appropriate for that area, incorporating their specific operational guidelines and making reference to the specific memorandums of agreement that have been established between the CSC Service and individual sites throughout the Trust. 1.3 Overall responsibility for ensuring effective provision of spiritual, religious and wellbeing rests with the Trust s CSC Service. 1.4 It is recognised that all employees of the Trust have an active and important role in supporting the work of the CSC Service. 1.5 This policy should be read in conjunction with the policies and procedures identified at the beginning of this document. 2.0 UPOLICY PRINCIPLES 2.1 The purpose of the CSC Service is to reflect and meet the diversities within a multi-cultural and multi-faith society. 2.2 Chaplaincy and Spiritual Care is a needs led service that responds flexibly to the religious and spiritual requirements of an ever changing service user and staff group. 2.3 The CSC Service endeavours to provide opportunities for organised religious practice according to respective traditions. This could include corporate worship, celebration of festivals, access to faith leaders, and resources. 2.4 Chaplaincy and Spiritual Care is not only concerned with religion (formal faith practices), but also with the broader issues of spirituality. 2.5 The spiritual and religious beliefs of individuals will be respected regardless of whether they are expressed through association with a particular religion/religious organisation or entirely on an individual/personal basis. 2.6 The CSC Service makes provision for the spiritual and religious wellbeing of both service users and staff. 2.7 The Trust s CSC Service is committed to the active support and implementation of all Trust Equality and Diversity Polices. The Service will work to engage with and support the needs of those communities who have often been marginalized from faith communities e.g. people with mental health issues, intellectual disabilities and members of the LGBT+ community. 3.0 UIMPLEMENTATION 3.1 The Trust will actively promote amongst all professions an understanding and awareness of the importance of spiritual and religious wellbeing in individual s lives. ISSUE 4 SEPTEMBER 2017 3
3.2 The Trust CSC Service will: 3.2.1 Provide a responsive and centralised Multi-Faith service for the provision of Chaplaincy and Spiritual Care across Nottinghamshire Healthcare NHS Foundation Trust. 3.2.2 Be overseen by the Trust CSC Team Manager and Trust Lead Chaplain. 3.2.3 Staff Handbooks will be provided throughout the Trust with core information relating to Chaplaincy and Spiritual Care. Further information for staff will be accessible via Connect at the Chaplaincy and Spiritual Care Homepage. 3.2.4 Deliver a centralised referral process (see appendix 1). 3.2.5 On receipt of a referral, will make contact with the referral source within 48 hours to make suitable arrangements for appropriate provision to be made. 3.2.6 Work in partnership with all in patient units throughout the Trust to establish and maintain memorandums of agreement that are reviewed annually. 3.2.7 Endeavour to attend key meetings across the Trust, such as patient forums, Equality & Diversity meetings, Staff training days etc. to ensure good communication is maintained both with patients and staff. 3.2.8 Work in partnership with the Nottingham Recovery College to provide courses as appropriate. 3.2.9 Create, develop and maintain all Multi-Faith and Spirituality rooms throughout the Trust. 3.2.10 Provide health and wellbeing support for all staff within the remit of Chaplaincy and Spiritual Care. 3.2.11 Will seek to develop links with community and faith groups in the local areas; both as a pool for volunteers and also to provide avenues of support for service users when moving on and as part of their rehabilitation and recovery process. 3.2.12 Will work with the Trust Volunteering Service to ensure that any volunteers working within the team are trained and supported appropriately. 3.2.13 Provide opportunities for service users to comment upon, provide feedback, make observations about the Trust CSC Service and the service it provides and we will make a considered response as these were appropriate. 4.0 UTRAINING 4.1 A brief introduction to Chaplaincy and Spiritual Care will be provided within the Trust staff induction programme and as specified in the various Memorandums of Agreement. 4.2 Specific input and/or training will be provided by the Chaplaincy & Spiritual Care Service, as required. 5.0 URELEVANT TRUST POLICIES AND PROCEDURES Preventing Work Related Stress and Ensuring Staff Well Being 11.15 Health, Safety and Welfare - 16.01 Grievance (incl Bullying and Harassment Policy 10.11 ISSUE 4 SEPTEMBER 2017 4
Equality Act (2010) Code of Practice Volunteering Policy 4.03 6.0 UTARGET AUDIENCE REVIEW DATE All Trust staff and volunteers 7.0 UMONITORING COMPLIANCE 7.1 The Chaplaincy & Spiritual Care Manager is responsible for the monitoring, compliance and effectiveness of the policy. 7.2 This will be achieved by: 7.2.1 Annual reviews of established Memorandums of Agreement. 7.2.2 Auditing feedback and referrals from both service users and staff. 7.2.3 Monitoring compliments, concerns and complaints from both service users and staff. 7.2.4 Co-operating with Equality and Diversity audits as appropriate. 8.0 UDUTIES 8.1 There is an individual responsibility for all staff employed and volunteers within the Trust to familiarise themselves with this policy and to recognise the importance of ensuring that the Chaplaincy & Spiritual care needs of individual service users/patients are met. We would encourage volunteers to familiarize themselves with this policy. 8.2 The Chaplaincy & Spiritual Care Team (CSC Team) Manager is responsible for ensuring that the provision outlined in the respective memorandums of agreement is implemented and regularly reviewed in consultation with General Managers and Heads of Service across the Trust. 8.3 The CSC Team manager will work with the Trust Lead Chaplain, General managers and Heads of Services to ensure that there are sufficient resources available to meet and maintain a responsive and fit for purpose service. 8.4 The CSC team manager will have oversight of, and ensure that all members of the CSC Team have appropriate Trust contracts whether, substantive, bank, honorary, or volunteer. 8.5 Occasionally it may arise that a service user may independently invite their local parish priest / vicar / Imam etc. to attend them as part of their congregation. In these cases these visits will be arranged separately to the Trust CSC Team. 8.6 All staff are expected to adhere to the Trust s Chaplaincy & Spiritual Care policy and not impose their own faith and values upon any, service user, carer or other members of staff. 8.7 The Trust will endeavour to provide suitable facilities to enable people to practice their religion or spiritual beliefs within Trust premises. Suitable rooms will be provided that may or may not be shared with other religions. Multi-Faith Rooms accessible to all service users and staff will be maintained at Highbury Hospital, the Millbrook Mental Health Unit, The Wells Road Centre, Arnold Lodge, Wathwood, Rampton Hospital and other Trust sites. 9.0 UEQUALITY IMPACT ASSESSMENT 9.1 An Equality Impact Assessment has been conducted using the Trust s Screening Tool and concluded that a full equality impact assessment is not needed. The policy will have a ISSUE 4 SEPTEMBER 2017 5
positive impact on all service users, carers, volunteers and staff as its primary aim is to ensure that the religious, cultural, spiritual and social needs of everyone who uses this inclusive service are respected, valued and supported. 10.0 UREVIEW DATE 10.1 This policy will be reviewed in 3 or in the light of organisational changes or employment legislation and/or good practice. 11.0 UCONSULTATION 11.1 Broad Consultation will be undertaken with Leadership Council, Executive Leadership Team (ELT) and the Equality and Diversity Subcommittee. 12.0 URATIFYING COMMITTEE 12.1 This policy has been ratified by the Executive Leadership Team. 13.0 ULEGISLATION COMPLIANCE The Human Rights Act (1998) Equality Act 2010 Mental Health Act 2007 (Articles 9, sections 1 and 2) 14.0 UCHAMPION AND EXPERT WRITER 14.1 The Champion of this policy is Dr Julie Attfield, Executive Director of Nursing. The Expert Writers are Victoria Sleight, Trust Chaplaincy & Spiritual Care Manager and Kevin Shaw, Trust Lead Chaplain. 15.0 UREFERENCES/SOURCE DOCUMENTS NHS Chaplaincy Guidelines 2015 Promoting Excellence in Pastoral, Spiritual & Religious Care NHS Constitution for England (2015) Nottinghamshire Healthcare NHS Foundation Trust, Chaplaincy & Spiritual Care Service, Code of Conduct for Spiritual Care Service Staff (2014) NHS chaplaincy guidance (DH 2003, Caring for the Spirit) Nottinghamshire Healthcare NHS Trust, Recovery Strategy, 2016 2021 Department of Health, Compassionate Care in the NHS, 2010 2015 ISSUE 4 SEPTEMBER 2017 6
EQUALITY IMPACT ASSESSMENT (EIA) SCREENING TOOL (Towards an Equality and Recovery Focused Organisation) UAPPENDIX 1 A. Name of policy/procedure/strategy/plan/function etc. being assessed: B. Brief description of policy/procedure/strategy/plan/ function etc. and reason for EIA: C. Names and designations of EIA group members: D. List of key groups/organisations consulted E. Data, Intelligence and Evidence used to conduct the screening exercise CHAPLAINCY & SPIRITUAL CARE (1.24) This policy is intended to provide a framework to ensure that the spiritual, religious and wellbeing needs of both service users and staff are met. It is recognised that individual settings may need to interpret the policy in ways that are appropriate for that area, incorporating their specific operational guidelines and making reference to the specific memorandums of agreement that have been established between the Chaplaincy and Spiritual Care Service and individual sites throughout the Trust Victoria Sleight, Arts Therapies & Chaplaincy & Spiritual Care Teams Manager, Kevin Shaw, Lead Chaplain, Nicky Forman, Deputy Head of Workforce: Forensic Services Leadership Council, Trust staff and service users, Chaplaincy and & Spiritual Care (CSC) Team Previous policy, service user and staff feedback ISSUE 4 SEPTEMBER 2017 7
F. Equality Strand Does the proposed policy/procedure/ strategy/ plan/ function etc. have a positive or negative (adverse) impact on people from these key equality groups? Please describe Race The policy will have a positive impact on all service users, carers and staff as its primary aim is to ensure that the religious, cultural, spiritual, pastoral and social needs of everyone who uses this inclusive service are respected, valued and supported. The Service will work to engage with and support the needs of those communities who have often been marginalized from faith communities e.g. people with mental health issues, intellectual disabilities and members of the LGBT+ community. Are there any changes which could be made to the proposals which would minimise any adverse impact identified? What changes can be made to the proposals to ensure that a positive impact is achieved? Please describe Have any mitigating circumstances been identified? Please describe Areas for Review/Actions Taken (with timescales and name of responsible officer) n/a n/a Author to review in 3 ISSUE 4 SEPTEMBER 2017 8
Gender Incl. Transgender Disability Incl. Mental Health and LD Religion/Belief Sexual Orientation Age Positive impact. See Race n/a n/a Author to review in 3 Positive impact. See Race. The policy reinforces the Trust s commitment to E&D by supporting individual need in relation to monitoring positive mental health and wellbeing. The policy itself aims to be fully inclusive however the practical application may at times cause difficulties. Further work is being done to explore better provision of Interpreters when required in partnership with existing services. n/a n/a Author to review in 3 Positive impact. See Race n/a n/a Author to review in 3 Positive impact. See Race n/a n/a Author to review in 3 Positive impact. See Race. n/a Author to review in 3 However the service is currently exploring the provision of a specific service which addresses the specific needs of Children and Young People. ISSUE 4 SEPTEMBER 2017 9
*P *P *P P The P Community Chaplaincy & Spiritual Care 1.24 1 Social Inclusion*P Community Cohesion*P Human Rights *P 2 3 Positive impact. See Race. n/a n/a Author to review in 3 Positive impact identified. n/a n/a Author to review in 3 The Chaplaincy & Spiritual Care (CSC) Team policy/team aim to bring all users together, regardless of any issues affecting them that may otherwise be perceived as a barrier e.g. disabled and able bodied, those with faith and nonfaith, LGB and heterosexual etc. This policy complies with Article 9 of the HRA 1998: Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief, and freedom either alone or in community with others and in public or private, to manifest his religion or belief, in worship, teaching, practice and observance. n/a n/a Author to review in 3 1 Pfor Social Inclusion please consider any issues which contribute to or act as barriers, resulting in people being excluded from society e.g. homelessness, unemployment, poor educational outcomes, health inequalities, poverty etc. 2 Cohesion essentially means ensuring that people from different groups and communities interact with each other and do not exclusively live parallel lives. Actions which you may consider, where appropriate, could include ensuring that people with disabilities and non-disabled people interact, or that people from different areas of the City or County have the chance to meet, discuss issues and are given the opportunity to learn from and understand each other. 3 Human Rights Act 1998 prevents discrimination in the enjoyment of a set of fundamental human rights including: The right to a fair trial, Freedom of thought, conscience and Religion, Freedom of expression, Freedom of assembly and association and the right to education ISSUE 4 SEPTEMBER 2017 10
G. Conclusions and Further Action (including whether a full EIA is deemed necessary and agreed date for completion) H. Screening Tool Consultation End Date 5:00pm on Wednesday 21 June 2017 I. Name and Contact Details of Person Responsible for EIA (tel. e-mail, postal) An Equality Impact Assessment has been conducted using the Trust s Screening Tool and concluded that a full equality impact assessment is not needed. The policy will have a positive impact on all service users, carers, volunteers and staff as its primary aim is to ensure that the religious, cultural, spiritual and social needs of everyone who uses this inclusive service are respected, valued and supported. Victoria Sleight, Arts Therapies & Trust Chaplaincy & Spiritual Care Teams Manager Rampton Hospital Retford Notts DN22 0PD T: 01777 880 192 J. Name of Group Approving EIA (i.e. Directorate E&D Group; Divisional Workforce, Equality & Diversity Group; Trustwide E&D Subcommittee; or Divisional Policy & Procedures Group) E:25TUVictoria.sleight@nottshc.nhs.ukU25T Equality and Diversity Subcommittee of the Board of Directors ISSUE 4 SEPTEMBER 2017 11
UAPPENIDX 2 Policy/Procedure for: CHAPLAINCY & SPIRITUAL CARE Issue: 04 Status: APPROVED Author Name and Title: Victoria Sleight, Trust Chaplaincy & Spiritual Care Manager / Kevin Shaw, Trust Lead Chaplain Issue Date: 19 SEPTEMBER 2017 Review Date: AUGUST 2020 Approved by: EXECUTIVE LEADERSHIP TEAM (13/09/2017) RECORD OF CHANGES 0BDATE AUTHOR POLICY DETAILS OF CHANGE June 2015 June 2017 P Quilter 1.24 Changes throughout document V Sleight K Shaw 1.24 Rewrite for organisational Change and development and implementation of Trust wide Chaplaincy & Spiritual Care Service ISSUE 4 SEPTEMBER 2017 12