DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7. Poole, with requirement for some travel across Dorset

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1 DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7 POST DETAILS Post Title: Directorate: Work Base: Reports to: Accountable to: Workforce Lead - Development Engagement and Development Poole, with requirement for some travel across Dorset Head of Workforce Deputy Director of Organisational Development Job Banding: Band 7 JOB PURPOSE To provide a comprehensive learning and development advice and guidance to the CCG, supporting the capacity and capability of the workforce to delivery its strategic objectives. In summary: To manage the CCG staff appraisal system; To collate and analyse the outputs of the appraisal system working closely with managers to secure the relevant information is secured; To develop a CCG Training Needs Analysis to summarise the staff development requirements; To manage the provision of development interventions for staff and managers; To oversee the management of the statutory and mandatory training activity on behalf of the CCG; To collate and analysis the development of members in relation to their commissioning role; To co-ordinate the provision of development interventions for members as commissioners; To support the Deputy Director of Organisational Development, as required, Organisational Development initiatives. DIMENSIONS Budget Responsibility ( ) Staff Responsibilities (Headcount) Decision Making Discretion Working Relationships and Influences Environmental Factors Authorised signatory to 1,000 of the Scheme of Delegation. Responsible for working in line with the learning and development budget. Will be responsible for the delivery of the learning and development service on behalf of the CCG. Represents the team and Directorate at identified meetings within the CCG and external forums, meetings and events providing advice on matters relating to own work area. The post requires effective internal working relationships at all levels within the CCG and external to the CCG including external education providers and institutes. Working conditions are predominantly office based, requiring the use of display screen equipment. There may be occasional exposure to direct emotional circumstances. 1

2 POST SPECIFIC, TASKS AND OBJECTIVES Appraisal System Develop and implement an appraisal system supportive of the needs of managers and staff and in line with national NHS guidance. To manage the CCG staff appraisal system. To manage and co-ordinate with the providers of the appraisal system to ensure it is responsive for managers and staff. To proactively promote and support managers in the completion of staff appraisals, providing training and development as required and working creatively with the senior managers to embed the principles of appraisal, maximising the take-up and impact of appraisal throughout the CCG. To collate and analyse the outputs of the appraisal system working closely with managers to ensure the relevant information is secured. Training Needs Analysis To develop a CCG Training Needs Analysis to summarise the staff development requirements following the staff appraisal. To proactively secure relevant information from managers to ensure it accurately captures the development needs of staff. To ensure alignment with the CCG Strategy, objectives and OD Plan. Staff Development To be responsible for the management and co-ordination of a comprehensive learning and development service, ensuring the provision of learning and development opportunities for the CCG workforce. To manage the provision of development interventions for staff and managers. To be responsible for the co-ordination and/or commissioning of relevant provision, this will involve the development of specifications and evaluation of tenders from a range of providers. To play a key role in promoting the coaching and leadership activities and opportunities as appropriate within the CCG, maximising resources and enabling the development of existing and future leaders. Co-ordinate the development of action learning activities, in line with the organisational needs analysis for the commissioning support, aligned to specific development themes and strategic priorities. Member Development To collate and analysis the development of members in relation to their commissioning role. To co-ordinate the provision of development interventions for members as commissioners. Induction and Orientation To be responsible for the management and provision of an effective and tailor made induction and orientation programme for the CCG. To play a key role on the co-ordination of staff inductions working closely with managers and staff to ensure appropriate needs are identified and supported. To collate and analyse the effectiveness of the induction, adapting and amending as appropriate to ensure it is fit for purpose. Statutory and Mandatory Training To oversee the management of the statutory and mandatory training activity on behalf of the CCG. To support the OD and Staff Engagement Co-ordinator as required in the promotion and completion of statutory and mandatory training requirements for the CCG. To maximise the use of e-learning and support the provision of clinical statutory and 2

3 mandatory training as required. Member Development To support the Deputy Director of Organisational Development, as required, on the development of members. Other To develop and forge strong relationships within the organisation and with external stakeholders and partner organisations, representing the CCG as appropriate at meetings and events. To facilitate internal events and programmes, as appropriate acting as an ambassador for the organisation by promoting a professional, positive and transparent approach. HEALTH AND SAFETY Under the Health and Safety at Work Act 1974, as an employee, you must take reasonable care for the health and safety of yourself and for other persons who may be affected by your acts or omissions at work. The Act also states that you must not intentionally or recklessly interfere with or misuse anything provided in the interests of health, safety and welfare. You are also required to make yourself aware of Dorset CCG s Health and Safety Policies and to report any accidents/incidents. EQUALITY & DIVERSITY Dorset CCG is committed to developing, supporting and sustaining a diverse workforce, representative of the community it serves, through the creation of a work environment where staff are able to do their jobs to the best of their abilities without having to face discrimination or harassment. All employees have a responsibility to ensure that they understand the standards expected and that they promote and adhere to the policies and measures adopted by Dorset CCG. CONFIDENTIALITY AND DATA PROTECTION Confidential and personal information related to staff, patients and Dorset CCG must not be disclosed within or outside the place of work, except in the proper discharge of duties. It is the responsibility of all staff to be aware of their obligations in respect of the Data Protection Act 1998, as outlined in Dorset CCG s Policy and Procedure. VULNERABLE ADULTS, CHILDREN & YOUNG PEOPLE All members of staff have a duty to safeguard and promote the welfare of vulnerable adults, children and young people in all relevant areas of their work. This will include timely attendance at relevant training events and compliance with the Bournemouth, Dorset and Poole Inter-Agency Safeguarding Procedures. JOB AND DEVELOPMENT REVIEW All employees are entitled to have at least an annual job and development review with their line manager, which will include drawing up a personal development plan and reviewing the job description. 3

4 NO SMOKING POLICY Smoking is prohibited on all Dorset CCG premises. Dorset CCG s No Smoking Policy and Health and Safety Policy are available on the Intranet Site and from your Line Manager. IDENTITY BADGES Dorset CCG ID badges must be worn at all times while on duty. MAJOR INCIDENTS On limited occasions, Dorset CCG may be asked to respond to a major incident, called by the Emergency Services. All staff will be expected to respond to a Major Incident if required and this may include arriving for work when asked or remaining at work until relieved. SUSTAINABILITY / CARBON FOOTPRINT Dorset CCG is committed to promoting sustainable development and reducing the harmful effects of its activities on the environment. Staff are expected to promote and embrace the principles of sustainable development in their daily duties; specifically, to ensure that they use energy and other natural resources as efficiently as possible to minimise their carbon footprint. ACCEPTANCE Our Vision is to improve the health and well-being of the people of Dorset through positive prevention of ill health, the promotion of healthy life-styles, encouraging responsibility for one s own health, the development of self-care and prompt, efficient treatment of illnesses. I work to improve both length and quality of life through access to first-class services, as close to home as possible, particularly for the most disadvantaged residents of Dorset. I confirm my acceptance of this job profile. I understand that this represents an agreement between Dorset CCG and me to fulfil the responsibilities and objectives to an acceptable standard of performance. Signed by Post Holder: Date: Print Name - Signed by Manager: Date: Print Name - 4

5 PERSON SPECIFICATION (& SHORTLISTING FORM) WORKFORCE LEAD - DEVELOPMENT BAND 7 CATEGORY CRITERIA RANK SCORE EDUCATION, QUALIFICATIONS & TRAINING A related Masters qualification or an equivalent level of experience. Able to demonstrate specialist post specific knowledge across the range of work procedures and practices, underpinned by theoretical knowledge. APPENDIX A HOW ASSESSED EXPERIENCE SKILLS, ABILITIES & KNOWLEDGE Recent previous experience within a comparable role. Recent previous experience of working within a customer focused environment. Previous experience of working within defined administrative procedures. Previous Workforce and HR experience. Previous management experience. Previous organisational change experience. Knowledge of employment legislation and Agenda for Change Terms of Employment. Knowledge of information collection and analysis. Knowledge of NHS procurement procedures. Knowledge of a full range of administrative procedures Standard keyboard skills. Familiarity with Microsoft Office packages. Demonstrable ability to prioritise effectively. Ability to use own initiative within sphere of responsibility. Evidence of good communication skills, both verbal and written. Demonstrated ability at exercising tact and diplomacy. Demonstrated ability to analyse situations and to provide a resolution. Demonstrable evidence of management skills RANKING 5

6 Criteria in each section are ranked in order of importance 1 3, with 1 being the most important SHORTLISTING CRITERIA Each candidate will be scored against the person specification as follows: 3 points = fully meets or exceeds the criteria 2 points = significantly meets criteria although falls short on minor aspects 1 point = partially meets criteria but falls short on key aspects 0 points = does not meet criteria 6

7 APPENDIX B ORGANISATIONAL STRUCTURE Insert Chart Deputy Director of Organisational Development Head of Workforce (8B) Workforce Lead (7) (HR Advice and Projects) OD and Staff Engagement Co- ordinator (5) Workforce Lead (7) (Development) Workforce Lead (7)(Systems and Processes) Workforce Assistant (4) 7

8 APPENDIX C The following competencies demonstrate the level of responsibility required to effectively deliver the requirements of the role and have been used to determine the pay band in accordance with the NHS Job Evaluation Scheme. FACTOR POST COMPETENCIES 1. Communication & Providing and receiving highly complex, sensitive or highly contentious Relationship Skills information, the post holder will need to use well developed communication skills at different levels of the organisation in both verbal and written form. There may be a need to liaise with external organisations in the exchange of negotiating and/or persuasive skills. Presentation of complex, sensitive or contentious information to large groups may also be required. 2. Knowledge, Training The relevant educational requirements are detailed within the person & Experience specification for this role. 3. Analytical & The ability to analyse and assess complex facts or situations. The post Judgemental Skills holder will need to interpret potentially conflicting situations and have the ability to make a judgement on an appropriate course of action. 4. Planning & The post holder will have the ability to plan, organise and co-ordinate Organisational Skills complex activities, which may include multi-disciplinary meetings which impact across or within departments, services or agencies. The role may undertake project work. 5. Physical Skills Physical skills will be already developed through practice. Standard keyboard skills. 6. Responsibility for In this role, patient/client contact may be limited depending on the post Patient/Client Care but will require assistance to be provided during incidental contact. 7. Responsibility for The post holder will be expected to contribute to policy development Policy/Service which will impact beyond their own area. Responsible for implementing Development new policies, procedures and practices applicable to their own work area. 8. Responsibility for Financial & Physical Resources 9. Responsibility for Human Resources Authorised signatory to 1,000 of the Scheme of Delegation. Responsible for working in line with the workforce and OD budget. May hold day to day supervision/management responsibility for staff, which requires dealing with recruitment and selection, appraisals, training and development, allocation of work and first level disciplinary, capability and grievance matters. May be regularly responsible for training. The post will require the use of office based IT equipment to create reports, spreadsheets and documents. The post holder may be expected to participate in audits and surveys necessary to own work. 10. Responsibility for Information Resources 11. Responsibility for Research and Development 12. Freedom to Act The work of the post holder is guided by principles and broad occupational policies or legislation. The post holder will determine how results against specific objectives will be achieved, seeking guidance as appropriate. 13.Physical Effort Combination of sitting, standing and walking. Light physical effort required 14.Mental Effort The post holder will experience a work pattern that may be unpredictable in nature at times. Occasional prolonged concentration will be needed to ensure tasks are completed and details are accurate. The post holder will need a high level of concentration whilst compiling reports. 15. Emotional Effort Exposure to distressing or emotional circumstances is occasional or 16.Working Conditions frequent. Imparting unwelcome news to stakeholders/staff. Exposure to unpleasant conditions is rare. There may be a frequent requirement to use road transportation. 8