Job Description

Job Title: Team Leader

Pay Band: Band 7

Conditions of Service Agenda for Change

Managerially Responsible to: Modern Matron

Professionally Accountable Service Line Lead & Professional Lead

to:
Base: Trust Wide

JOB SUMMARY

To deliver a high quality service working with service users and staff to ensure
practices that respond effectively to both individual and service need.

The post holder will have oversight and 24-hour responsibility and
accountability for the provision and management of high quality care and the
treatment of service users within the inpatient service area.

The role will provide effective leadership to ensure the staff team receive
appropriate management supervision and support whilst ensuring
professional/clinical supervision is place to meet agreed professional
development plans.

Furthermore, the post holder will be responsible for establishing and

maintaining team systems and processes for the effective operation of the
team, including outcome measurements, audit and annual service policy
review.

Team Leader JD & PS April 2012

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ORGANISATIONAL CHART

Modern Matron

Team Leader

Charge Nurse
Staff Nurse Staff Nurse
Assistant Preceptorship
Practitioner
Band 4

Health Care
Assistant
Band 3

Health Care
Assistant
Band 2

JOB RESPONSIBILITIES

 To ensure effective assessments, recovery focused and collaborative

care planning and goal setting are in place and that the team provide a
high standard of individualised care within the inpatient service area

 To act as a positive professional lead and role model within the

inpatient service area

 To manage and develop the inpatient service team to effectively meet

the changing individual needs of service users

 To set and monitor care standards for the inpatient service area and
ensure that all staff are working to agreed plans of care for individual
service users.

 To ensure the day to day running of the service area is maintained to a

high standard.

WORKING RELATIONSHIPS

 To develop and maintain effective working relationships with

community teams, other agencies and service areas

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  To ensure sensitive responses by the inpatient service team to needs
of relatives and carers to encourage participation in care delivery

 To maintain positive working relationships and clear communications

with team members and other professionals

 To enhance public relations, taking active steps to project a positive

image of service users, the service and the Trust

COMMUNICATION REQUIREMENTS

 To act as a positive role model in interactions with individual service

users, carers, members of the multi-disciplinary team and other
agencies

 To ensure a framework is in place for service users and carers to

communicate with the inpatient service team

 To ensure regular staff meetings in order to ensure effective

communications and encourage the contribution of ideas and views
from all staff in the inpatient service team

 To ensure an effective communication structure ensuring appropriate

attendance and input into ward rounds, reviews and Care Programme
Approach (CPA) meetings

 To ensure systems are in place for effective liaison relating to

admission and discharge from the inpatient service area to the
appropriate agency/team

 To ensure all relevant information about service users care that gives
cause for concern regarding practice or workload are shared with the
Modern Matron.

 To liaise and inform the modern Matron and Service line of concerns or
issues as they arise

CLINICAL RESPONSIBILITY

 To ensure a person centred, collaborative and enabling approach to

service user care, based on the Trust’s Recovery Principles

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  To ensure the safe usage, storage and maintenance of equipment and
materials within the inpatient service area

 To communicate electronically and verbally with the Modern Matron,

Senior managers and clinicians, external agencies, staff, service users
and carers in a timely manner

 To ensure all nursing staff are updated on all aspects of medicines

management

 To ensure that service user records and documentations are kept in

accordance with the Data Protection Act, Trust and NMC/Professional
registration policies and guidelines

 To act as a role model in the delivery of care and uphold public

confidence

 To maintain a personal and professional profile in accordance with

Post Registration Educational Practice (PREP), or Continuing
Professional Development as per professional registration
requirements – eg HCPC.

 To promote and participate in multi-disciplinary assessment and

treatment/care

 To maintain a therapeutic and enabling environment consistent with the

physical and mental wellbeing of service users, carers and staff, using
a Recovery approach and encouraging appropriate co-production in
relation to service delivery and planning.

 To promote learning opportunities for staff working in the inpatient

service area

 To provide managerial supervision to the Charge Nurses in the

inpatient service area and ensure clinical and professional supervision
arrangements are in place for all multi-disciplinary staff.

 To provide appropriate support/supervision to volunteer workers within

the service.

 To be visible and a proactive leader and role model within a multi-

disciplinary framework

 To have knowledge of the Mental Health Act 1983 (as amended in

2007), the code of practice and the Mental Capacity Act to ensure their
effective application by the inpatients service staff.

LEADERSHIP AND STAFF MANAGEMENT RESPONSIBILITY

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  To have continuing responsibility for the assessment of care needs, the
development, implementation and evaluation of care (how does this fit
with leadership and staff management? Should it be:
To ensure that all staff are involved to provide timely assessments,
reviews and evaluation of care of service users using a collaborative,
enabling and individualised approach.

 To ensure effective clinical and environmental risk management

approaches are in place

 To ensure that the clinical environment complies with the Eliminating

Mixed Sex Accommodation (EMSA) criteria

 To ensure effective management of skill mix, absences, leave,

recruitment and retention of staff

 To participate in the on-call rota

 To be fully conversant with all aspects of security concerning the

inpatient service area, ensuring they are adhered to

 To ensure all inpatient service staff receive their annual Personal

Development Plan (PDP) and regular supervision, in accordance with
Trust policy

 To annually review the inpatient service and update operational

policies to reflect the changing needs of the service

 To set and monitor care standards for the inpatient 24 hour service
provision

 To ensure the inpatient service area staff are up to date with all of their
mandatory training requirements.

 To ensure clear systems and structures are in place to maintain and

improve the physical health of service users within the service area

FINANCIAL RESPONSIBILITY

 To manage the services areas resources and budgets efficiently and

effectively to ensure the provision of a quality service

 To have sound knowledge of the Trust’s financial instructions.

SERVICE DEVELOPMENT AND IMPROVEMENT

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  To ensure the continuous development of the Rehabilitation inpatient
service

 To encourage the involvement of service users and their relatives and

carers in the evaluation of the service provision

 To be aware of the Trust’s vision and long term strategic aims and to
ensure the inpatient service and staff are moving towards these

 To contribute to clinical strategy development for inpatient service

provision

 To undertake projects in support of service modernisation and

organisational priorities

 To identify and promote opportunities for service improvement

 To ensure adherence to agreed quality standards and implement best

practice activities.

ANALYTICAL AND JUDGEMENTAL SKILLS

 To demonstrate sound decision making, problem solving and change

management skills

 To ensure effective risk management within the inpatient service care

practice, environment and work load and use the appropriate resources
to manage the risk

 To participate in audits and quality monitoring and make changes to

the inpatient service as appropriate.

PLANNING AND ORGANISATIONAL SKILLS

 To plan and organise effective management of the inpatient service

area including the co-ordination of services provided by other agencies

 To ensure the effective day-to-day management of the services

ensuring appropriate skill mix at all times

 To ensure systems are in place to comply with Health and Safety at

Work, with particular regard to fire prevention; prevention of back
injuries; infection control and untoward incidents

 To be responsible for the bed management within the inpatient service

area and facilitate transfers between service areas

Team Leader JD & PS April 2012

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  To ensure the effective and timely management of complaints and
serious adverse events as they arise and that any lessons learnt are
communicated to the team.

PHYSICAL WORKING CONDITIONS AND ENVIRONMENT

 To document and maintain record of work related activities and reports

both electronically and by hand

 To use computerised systems in line with Trust policies

 To ensure and practice safe working and handling within the inpatient
service area and ensure appropriate equipment is available to
implement these

 To have a good working knowledge of the Trust’s agreed restraint and

breakaway training techniques and ensure Trust policy is adhered to

 To ensure that the staff team have the required competencies relevant
to specific policies and procedures.

INFORMATION RESOURCES

 To lead on the production of the inpatient service area reports and data
collection

 To input comprehensive, timely and accurate information on the

inpatient service area’s activity and performance as required

 To utilise the Named Nurse and CPA systems to devolve clinical

responsibility for individual service users to the appropriate staff

 To continuously monitor and review the clinical application of the

inpatient service area’s staff documentation.

SUPPLEMENTARY INFORMATION

The above reflects a flexible broad ranging job description. There is an over-
riding expectation of a high standard of performance and continuing
commitment to the objectives of the Trust.

This job description should be read in conjunction with Hertfordshire

Partnership NHS Foundation Trust Operational Policies and the Trust value
statements

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ADDITIONAL INFORMATION:

Knowledge and Skills Framework:

The post holder will be expected to meet the requirements of the NHS
Knowledge and Skills Framework (KSF) appropriate outline for the post.

Professional Registration

It is a condition of employment that post holders maintain full professional

registration and it is the post holders’ responsibility to ensure that professional
registration is renewed on time and formally confirmed with their manager.

Health and Safety

The post holder has a duty of care to themselves and to others with whom
they come into contact in the course of their work as laid down in the Health
and Safety at Work Act 1974 and any subsequent amendment or legislation.

Infection Control

All Trust staff will:

Act as a role model and champion for the highest standard of all aspects of
infection prevention and control and implementation of all Infection Prevention
and Control Trust policies and guidelines.

Demonstrate respect for the roles and endeavours of others, in implementing

good standards of hand hygiene.

Value and recognise the ideas and contributions of colleagues in their

endeavours to reduce the incidence of healthcare associated infection.

Equality and Diversity

The Trust is committed to providing an environment where all staff, service

users and carers enjoy equality of opportunity.

This includes recognising diversity of staff, service users and carers and not
treating anyone less favourably on grounds of age, ethnic origin, religion or
belief, gender, gender reassignment, culture, health status, relationship
status, disability, sexuality, social background, trade union affiliation or any
other unreasonable grounds.

The Trust will strive to eliminate all forms of discrimination. We recognise that
this requires not only a commitment to remove discrimination, but also action
through positive policies to redress the inequalities produced by past
discrimination.

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Confidentiality

All staff must be aware of the Data Protection Act 1984, and its subsequent
amendments, which is now in force. This means that protection of data about
individuals is a requirement of the law and if any employee is found to have
permitted unauthorised disclosure, the Trust and the individual may be
prosecuted.

Standards of Business Conduct and Conflicts of Interest

The Trust has adopted a Standards of Conduct Policy, which reflects NHS
Management Executive Guidelines. It is the responsibility of staff to ensure
that they do not abuse their official position for personal gain or seek to
advantage or further private business or other interests in the course of their
official duties. Staff should be informing their line manager if they are working
for any other organisation to ensure that this Trust complies with the Working
Time Regulations.

Information and Records Management

To comply with the Data Protection Act 1998, Freedom of Information Act
2000 and Department of Health Code of Confidentiality in line with Trust
procedures.

To adhere to the Trust’s policies on records management including creation,

use, storing and retention and disposal of records.

Adhere to the Trust’s Corporate Identity (using the standard templates –

available on nww.hpt.nhs.uk).

Safeguarding Adults and Children

The Trust is committed to ensuring adults and children are protected and
come to no harm from abuse. All employees have a responsibility to be aware
of national and local policies, their individual responsibilities with regards to
the protection and safeguarding of both adults and children, and must adhere
to them at all times.

Organisational Change

As services develop and change, the post holder may be required to

undertake other responsibilities within the Trust.

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Review:

This job description is an outline, which reflects the present requirements of

the post and is not intended to be an inflexible or finite list of duties and
responsibilities. As these duties and responsibilities change and develop the
job description will be amended from time to time in consultation with the post
holder.

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 PERSON SPECIFICATION

Job Title: Team Leader

Department: Adult Rehabilitation Services

CRITERIA ESSENTIAL DESIRABLE

KNOWLEDGE, TRAINING AND

EXPERIENCE:
Academic qualifications
 RNMH/RNLD/RMN/BSc.OT/Social
E
Worker or health related qualification
 Educated to Degree level in a
healthcare related subject E
 Qualification in management D

Additional areas of training through short

courses
 Degree with experience of post E
graduate level study or the equivalent
experience
 ENB 998/Mentorship or equivalent E
Practice Placement Educator training
 Evidence of management or E
leadership development
Membership of professional bodies
E
 NMC/HCPC/other bodies
 Teaching/training experience.
D

AREAS OF EXPERIENCE AND

KNOWLEDGE:
 Management of staff in a multi-
E
professional setting
 Minimum of three years post
registration experience, two of which E
must be as a band 6

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  Detailed awareness of issues in
inpatient service areas – legislation,
E
DoH guidance, NPSA, PEAT, CQC,
NHSLA, Mental Health Act and
Mental Capacity Act including an
understanding of standards
 Ability to provide clinical supervision,
appraisal, preceptorship and staff E
support methods
 Good understanding of the Recovery
E
Model and co-production.
 Knowledge in current developments
in mental health or learning E
disabilities care
 Experience of working in other care D
settings

COMMUNICATION SKILLS
 Recognises and reflects on barriers E
to effective communication, modifying
communication in response
 De escalation in managing verbal
aggression of disturbed service users E
 Keeps accurate and complete
records and communication E
consistent with legislation, policies
and procedures
 Demonstrate good verbal training and E
presentation skills
 Ability to chair meetings effectively E
 Excellent communicator. E

ANALYTICAL SKILLS
 Demonstrate good decision making E
skills
 Flexible and responsive approach to E
care
 Knowledge and ability to positively
manage change E

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  Ability to identify and manage
changes to clinical risks.
E
 Ability to produce reports e.g. related E
to complaints, investigations, SIs,
audits etc
 Able to manage a budget effectively E

DIVERSITY
 Develop a culture that promotes E
equality and diversity
 Shows respect and treats people with E
dignity with whom s/he comes into
contact with
 Recognises and reports behaviour E
that undermines equality and diversity

PHYSICAL SKILLS
 Physically fit and able to successfully
complete a prevention and
E
management of aggression training
course, and annual refresher training
 Hold a current driving licence. Car
driver (unless you have a disability as
E
defined by the Equality Act 2010
which prevents you from driving)

PHYSICAL EFFORT
 Flexibility to support service users E
both within the service area and
utilisation of local community
resources

MENTAL EFFORT
 Commitment and self motivated E
 Approachable E
 Innovator E

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EMOTIONAL EFFORT
 Good interpersonal skills to manage a E
range of emotions
 To be able to manage a clinical E
service area

GENERAL
 Enthusiastic, enabling, recovery E
focused and caring approach to
working with service users
E
 Demonstrate a positive value base to
supporting people with a learning
disability and/or mental ill health
 Able to travel to places of work E

NB: ALL INDICATORS SHOULD BE SUPPORTED BY APPROPRIATE

EVIDENCE WHICH IS CLEAR AND CHECKABLE AT INTERVIEW

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