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CANDIDATE BRIEF FOR THE POST OF:

DEPUTY DIRECTOR OF WORKFORCE

DECEMBER 2012

Ashford & St Peter’s Hospitals NHS Foundation Trust is a high performing and forward-looking NHS Foundation Trust. In collaboration with first-class partners, the Trust has developed an exciting business strategy and plans to provide leading edge models of care in North Surrey. With circa £230m turnover and 3,300 staff, we provide care for a population of 380,000 across our two hospital sites. Working with the Director of Workforce Transformation the postholder will develop and lead on our ambitious workforce strategy to create a leading edge workforce function. The role is visible and high profile, the challenges and remit will include:

• Inspire and drive modernisation and innovation to develop and transform our highly valued workforce.

• Managing the internal HR Consultancy and Advisory Service, Medical Workforce and Equality & Diversity Programme.

• Ensure the delivery of a comprehensive business focused human resource service to the Trust that supports the delivery of the best quality care for patients.

• Deputise for the Director of Workforce Transformation across the full range of his or her duties and lead on designated projects and activities.

• Work with key decision makers in the Trust and provide support to the Director of Workforce Transformation in the development and implementation of the Trust workforce and associated strategies.

• Have highly developed skills and an ability to build lasting and effective relationships with key stakeholders.

• Possess a proven ability to translate strategy into action on the ground. You will have a track record of leadership and will have the ability to lead and manage change in a challenging financial climate as well as the necessary skills to build lasting and effective relationships. Above all it is essential that you can demonstrate a passion and a commitment to continually seek to innovate and develop our workforce which will, in turn deliver quantifiable benefits to our patients. To view and download full information please visit www.acertus.co.uk. If you wish to discuss any aspect of the role, organisation or application process please do not hesitate to contact either Lucy Harwood or Linda McCue at Acertus via the contact details below: Lucy Harwood 07919 577308 / 01730 266208 / lucy.harwood@acertus.co.uk Linda McCue 07958 032839 / 01730 266208 / linda.mccue@acertus.co.uk Closing date: 18th January 2013 Final interview date: 8th February 2013

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Contents

1. About the Trust .............................................................................. 3

2. Vision and Values…………………………………………………...5

3. Strategic Direction…………………………………………………...6

4. Role Profile: Job Description and Person Specification ............... 7

5. Recruitment Timetable ........................................................... 17

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1. ABOUT THE TRUST Ashford & St Peter's Hospitals NHS Foundation Trust is the largest provider of acute services to residents of Surrey and a growing proportion of west London residents, totalling more than 380,000 people. Our main catchment area is the boroughs of Runnymede, Spelthorne, Woking and parts of Elmbridge, Hounslow, and Surrey Heath.

Foundation Trust authorisation was achieved on December 1st, 2010, which signified our ongoing strong performance both in terms of clinical quality and financially.

With a workforce of around 3,300 staff and a turnover of £227m income in 2011/12, the Trust has an impressive track record of developing integrated models of care, both across and within its two main hospital sites.

Ashford Hospital is situated along the A30 close to the border with Hounslow, and St. Peter’s Hospital is in Chertsey. The majority of planned care, like day case and orthopaedic surgery and rehabilitation services, is provided at Ashford Hospital, with more complex medical and surgical care and emergency services at St. Peter’s Hospital.

Services are organised across the two main hospital sites as follows:

Ashford Hospital provides: St. Peter’s Hospital provides: day-case surgery stroke and rehabilitation care elective orthopaedic surgery ophthalmology outpatients (including paediatrics) and

diagnostics; X ray, ultrasound, endoscopy (using cameras to look inside the body) and MRI scans

accident and emergency services intensive care emergency surgical and medical care elective and day-case surgery orthopaedics (Rowley Bristow unit) specialist brain injury unit maternity care paediatric services (children’s services) neonatal intensive care unit which

provides care for acutely ill babies outpatients and diagnostics; X ray,

ultrasound, CT scans, endoscopy and MRI scans

pathology services

Over the last three years the Trust has seen the overall number of patients treated increase year on year to a total figure of more than half a million attendances in 2010/11 [compared to around 415,000 in 2008/9].

We were nominated as a CHKS top 40 hospital as part of their 2011 Top Hospitals Programme, based on an evaluation of a number of criteria including safety, clinical effectiveness, outcomes, efficiency, patient experience and quality of care.

As we have settled into operating as a Foundation Trust, we continue to strengthen our relationships with our Council of Governors and our large membership body, as well as engagement with the local community as widely as possible. We are fortunate to enjoy constructive and positive partnerships with the full range of stakeholders. Together, we provide high quality care to patients and high quality research and education for staff. In collaboration with the South East Coast Ambulance Service, Community services, Social Services, General Practice and Surrey & Borders NHS Foundation Trust, we are actively redesigning the following models of care for the benefit of patients:

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Planned care

Unscheduled care

Women’s and Children’s services

Long term conditions

End of life care

In terms of research and education, the Trust has established an enviable track record with the University of Surrey, Royal Holloway University of London, Kingston University, Imperial College and St George’s Medical School. It also has links and works with Aston University, Said Business School and the University of London. Against the backdrop of these Trust’s successes lies a number of financial obstacles, not least the challenges of acute tariffs and the severe financial pressures of our main commissioner, NHS Surrey.

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2. VISION AND VALUES

The Trust’s vision is to be one of the best healthcare Trusts in the country. Its values are illustrated in the staff pledge which is as follows:

The Strategic Objectives for 2012/13 are as follows:

• To achieve the highest possible quality of care & treatment for our patients.

• To recruit, retain and develop a high performing workforce.

• To deliver the Trusts clinical strategy of joined up healthcare.

• To ensure financial sustainability of the Trust through business growth and efficiency gains

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3. STRATEGIC DIRECTION The Board of Directors developed a robust and coherent Integrated Business Plan for the organisation as part of the Foundation Trust journey in 2010. This plan has been reviewed and refreshed in the light of opportunities for vertical and horizontal integration in London and the South East.

The Trust’s geographical location of Ashford & St Peter’s NHS Foundation Trust offers strategic opportunities for market growth, productivity and innovation. In addition to the geographical positioning, the performance and reputation of the organisation further lend itself to growth and opportunity.

North West Surrey is the existing catchment for Ashford and St Peter's Hospitals. Over the past few years one of our key priorities has been to work closely with our health and social care partners in North West Surrey (community, mental health and social care services and local GPs) to improve local health services for patients and in particular the alternatives to hospital care.

We aim to continue developing more specialist services - such as bariatric and vascular surgery - offering treatments locally in Surrey that previously would only have been provided in the larger London hospitals.

Ashford Hospital plays an important role in our Foundation Trust and remains an integral part of our future plans. Ashford Hospital currently provides a wide range of planned care, such as day case and orthopaedic surgery as well as rehabilitation and therapy services, outpatient clinics, a specialist eye unit and a Rapid Access Centre for urgent GP referrals.

This year the Trust is investing £2.8 million in redeveloping the outpatient department at Ashford Hospital, our biggest capital investment for some time. This will provide a modern, comfortable and therapeutic environment to give patients the best possible experience to support their care.

In developing Ashford Hospital further in the future, we aim to bring additional services to the site provided by a wide range of partner organisations.

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4. ROLE PROFILE

JOB DESCRIPTION Job Title:

Deputy Director of Workforce

Department / Directorate

Workforce & Organisational Development

Band:

8d

Hours:

Whole-time

Responsible to:

Director of Workforce Transformation

Accountable to:

Director of Workforce Transformation

Professionally accountable to:

Director of Workforce Transformation

Responsible for:

Internal HR Consultancy & Advisory Service Equality & Diversity Programme (Single Equality Scheme) Medical Workforce matters

Base:

Ashford Hospital (with cross-site working) and at other locations as required

Criminal Records Bureau Disclosure Required:

Standard

Job Summary:

Working with the Director of Workforce Transformation to develop and implement a leading edge workforce function. To manage the internal HR Consultancy and Advisory Service, Medical Workforce and Equality & Diversity Programme, ensuring the delivery of a comprehensive business focused human resource service to the Trust that supports the delivery of the best quality care for patients.

To deputise for the Director of Workforce Transformation across the full range of her duties and lead on designated projects and activities.

To work with key decision makers in the Trust and provide support to the Director of Workforce Transformation in the development and implementation of the Trust workforce and associated strategies.

1.0 1.1 1.2 1.3

Strategy, Leadership and Management As a member of the senior Workforce & OD team, support the Director of Workforce Transformation in the development and delivery of the Trust’s Workforce Strategy and maintain an understanding of the Trust’s key drivers and challenges in order to plan and deliver key workforce strategies aligned to business strategy and high level objectives. Contribute to the achievement of the Trust’s strategic goals and priorities by ensuring that approaches to enabling and supporting staff are effective and dovetail with the business plan. Provide a highly visible, competent and coaching leadership style which is consistent with

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1.4 2.0 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 3.0 3.1

the Trust values (4P’s), building and maintaining effective working relationships with managers, staff and external organisations. Participation in the setting and monitoring of performance targets for the Workforce Directorate including translation of those required through the workforce strategies, national human resources performance framework and other human resources targets to produce monitoring/reporting accordingly. Workforce Expert & Leadership of the internal HR Consultancy & Advisory Service Ensure that the HR Consultants provide a first class contribution to forecasting, planning, developing and enabling Clinical Divisions and Corporate Directorates to excel in the delivery of workforce and organisational development plans. Supported by the Human Resource Consultants and direct reports, to be responsible for the production of (the) Annual Workforce Plan(s) within the Trust annual planning framework as determined by the Director of Workforce Transformation. The post holder must ensure planning takes place within the workforce vision and strategy and that of the wider Trust. To provide expert, high level advice and support to managers and human resources staff on highly complex employment issues including organisational change, disciplinary matters, grievances, bullying and harassment cases, management of sickness absence, Employment Tribunals, TUPE issues and considerations around temporary and agency staff. Maintain a highly specialised and technical knowledge of employment legislation and codes of practice and keep abreast of changes therein. Understand and manage the impact of policy change across all departments in the Trust. Lead the Trust in responding to legislative changes and developments. Oversee the development and implementation of human resources policies in support of the vision and strategy for Workforce & OD and the wider Trust, in partnership with key stakeholders and with full risk, impact and quality assessments. The post holder must ensure systems are in place for objective monitoring and review of such policies and implementation processes, ensuring consistency and fairness of application. Assisting managers in the communication of highly complex, sensitive and/or contentious information to individuals or groups of staff. This could include communications to staff of major changes to services including closure of departments, service changes etc. Research, develop and promote excellent human resource management practice and learning and development across the Trust under the key strategic objective of the Trust as a model employer, including employee benefits, work life balance, etc. Responsible for development and management of reward policies and procedures including Agenda for Change, Medical Workforce matters, Trust wide contractual terms and conditions and ensuring bandings are organised efficiently in line with Trust policy and procedures. Line and operational management Responsibility for the recruitment, selection, retention, supervision, coaching, performance development, performance management and professional leadership of the internal HR Consultancy & Advisory team. The post holder should ensure a climate of high performing and collaborative working.

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3.2 3.3 3.4 3.5 3.6 3.7 3.8 4.0 4.1 4.2 4.3 4.4 5.0 5.1 5.2

Deliver the Trust’s Single Equality Scheme and operationally lead and manage the effectiveness of the Equality & Diversity Steering Group. Responsibility for ensuring effective and timely case management, recording of work, and work planning mechanisms are put in place, reviewed and maintained within the Workforce Directorate fully utilising available IT systems. Responsibility for putting into place an overall operational framework and internal operational policies for the central Workforce team. Budget setting and monitoring delegated budgetary responsibilities within the Workforce Directorate. Authorisation within set levels of expenditure. Responsible for ensuring that high quality, timely and accurate information is available to management and staff on all HR related literature, e.g. recruitment, policies, guidance, intranet development. Ensure provision of comprehensive training programmes for line managers and staff on workforce related areas. Deputisation for the Director of Workforce Transformation To advise on and deal with contentious, complex and sensitive employment issues on behalf of Director of Workforce Transformation liaising with, amongst others, Divisional Directors, General Managers and Executives Directors, and the Chief Executive and Non-Executive Directors where appropriate. To deputise for the Director of Workforce and Organisational Development attending both internal and external meetings and other events on her behalf where required. To lead specific strategic and operational projects or particular pieces of work on behalf of the Director of Workforce Transformation and take responsibility for the achievement of outcomes within required timescales. Such strategic planning may extend for at least a year, taking into account the overall aims and policies of the Trust/ Workforce Directorate. To write business cases in support of funding and/or revenue schemes as required, or other schemes including local or national pilot projects. To produce verbal and written reports where required on areas of responsibility. Where required by the Director of Workforce Transformation to lead on and/or take responsibility for the achievement and/or maintenance of external requirements, audits and standards (e.g. staff survey, CQC outcomes, Two Ticks, ACCEA). General Establishing and maintaining good working relationships with staff representatives in the Trust ensuring the Trust’s commitment to partnership working continues to be put into practice and good employee relations are maintained. The post holder must support the Director of Workforce and Organisational Development in developing staff partnership arrangements and membership strategy as a high-performing Foundation Trust. Undertake additional project work as appropriate to ensure the delivery of a professional HR function for the Trust.

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5.3 5.4 5.5 5.6

Ensure continuing personal and professional development, taking ownership and accountability for staying up to date. Maintain controls and monitoring to contain and project pay and non-pay costs. Participate in the Trust’s On-call Director rota. Be an active member of the Corporate Co-ordinating Group, contributing to robust horizontal collaboration and shared responsibility across deputy and associate director level.

General Responsibilities for all Staff in the Trust: ALL TRUST EMPLOYMENT POLICIES CAN BE ACCESSED EXTERNALLY THROUGH THE TRUST WEBSITE AT: http://www.ashfordstpeters.org.uk/employment. ALL OTHER TRUST POLICIES CAN BE ACCESSED EXTERNALLY VIA: http://www.ashfordstpeters.org.uk/organisational 1. Trust Vision, Strategic Objectives and Values All Trust employees will carry out their duties in accordance with Trust vision, strategic objectives and values: Vision To become one of the best healthcare Trusts in the country. Strategic Objectives • To achieve the highest possible quality standards for our patients: meeting and exceeding their

expectations in terms of outcome, safety and experience. • To recruit, retain and develop a high performing workforce to deliver high quality care and the

wider strategy of the Trust. • To deliver the Trusts clinical strategy; redefining our market position to better meet the needs

of patients and commissioners and increasing market penetration. • To improve the productivity and efficiency of the Trust in a financially sustainable manner,

within an effective governance framework

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Our Pledge

2. Appraisal and Personal Development All staff subject to personal development reviews and you should maintain a record of your own development. The Trust Appraisal Policy will be found at http://trustnet/documents/menu274.htm 3. Communication and Confidentiality (Information Governance) You must communicate clearly by actively listening and responding to what people are saying:

a) check information from other people and check its accuracy b) establish any help people require and act on this appropriately c) ensure confidentiality at all times

Employees of the Trust must not without prior permission disclose any information regarding patients or staff obtained during the course of employment except to authorised bodies or individuals acting in an official capacity. The Data Protection Act may render an individual liable for prosecution in the event of unauthorised disclosure of information. See Confidentiality Policy http://trustnet/documents/menu113.htm and Information Governance Policy http://trustnet/documents/menu1107.htm All employees must be aware of their responsibilities under the Freedom of Information Act 2000. See Trust Freedom of Information Policy at http://www.ashfordstpeters.org.uk/attachments/799_Freedom%20of%20Information%20Policy.pdf Employees who use a computer, must abide by the terms of the Trust’s Information and Technology Policies at: http://trustnet/documents/menu11.htm

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4. Development , Modernisation and Change The Department of Health, the Trust, and Directorate/Departments have targets to achieve in respect of service delivery and improving and progressing patient care. We ask that you are aware of these targets and contribute and work to achieve them. All staff are to be familiar with the Trust’s policies and procedures, which are available on the Trust Intranet http://trustnet/documents/menu.html or externally via http://www.ashfordstpeters.org.uk/organisational This job description is an outline of the role and responsibilities. From time to time due to the needs of the service, we may ask you to undertake other duties that are consistent with your role / band. Details and emphasis of your role may change but this would be in consultation with you and in line with the needs of your work area. 5. Diversity and Rights All staff have a duty promote people’s equality, diversity and rights, and treat others with dignity and respect The Trust is unreservedly opposed to any form of discrimination being practiced against its employees whether on the grounds of gender or marital status, sexual orientation, disability, race, colour, creed, ethnic or national origin or age. A copy of the Trust’s Single Integrated Equality Scheme is available on the Trust’s Intranet site. You are required to familiarise yourself with the terms of the policy at: http://www.ashfordstpeters.org.uk/attachments/054_Single_Equality_Scheme.pdf 6. Monitoring and Maintaining Good Health and Safety The safety of patients, staff and visitors is paramount. All staff have a duty to recognise safety as a fundamental element of their role and to comply with Trust policies, procedures, protocols and guidelines related to safety and well being. Under the Health and Safety at Work Act 1974, all employees have a duty:

a) to take reasonable care of ourselves and others at work b) to co-operate in meeting the requirements of the law c) not intentionally or recklessly interfere with or misuse anything provided in the interests of

health safety or welfare You are required to familiarise yourself with the details of the Trust’s Health and Safety Policies posted on the Intranet at http://trustnet/documents/menu3.htm .A department policy which will cover your usual place of work is available through your head of department. There are a number of health and safety training sessions which will be mandatory for you to attend depending on your type of work. 7. Mandatory Training All staff have a responsibility to ensure that they are up to date on essential knowledge and skills related to their sphere of work. Some areas of training are common to all staff, such as Health & Safety, Safeguarding and Information Governance. Staff must ensure that they attend Mandatory Training sessions as required.

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8. NHS Constitution The NHS commits:

• To provide all staff with clear roles and responsibilities and rewarding jobs for teams and individuals that make a difference to patients, their families and carers and communities.

• To provide all staff with personal development, access to appropriate training for their jobs and line management support to succeed.

• to provide support and opportunities for staff to maintain their health, well-being and safety. • to engage staff in decisions that affect them and the services they provide, individually,

through representative organisations and through local partnership working arrangements. All staff will be empowered to put forward ways to deliver better and safer services for patients and their families.

Staff responsibilities:

• You have a duty to accept professional accountability and maintain the standards of professional practice as set by the appropriate regulatory body applicable to your profession or role.

• You have a duty to take reasonable care of health and safety at work for you, your team and others, and to co-operate with employers to ensure compliance with health and safety requirements.

• You have a duty to act in accordance with the express and implied terms of your contract of employment.

• You have a duty not to discriminate against patients or staff and to adhere to equal opportunities and equality and human rights legislation.

• You have a duty to protect the confidentiality of personal information that you hold unless to do so would put anyone at risk of significant harm.

• You have a duty to be honest and truthful in applying for a job and in carrying out that job. Details at: http://www.dh.gov.uk/en/Healthcare/NHSConstitution 9. Quality and Risk Management The Trust, as a public organisation is committed to acting with honesty, with integrity and in an open way. We are working together to achieve the highest levels of compliance with risk management via the NHS Litigation Authority (NHS LA) and Clinical Negligence Scheme for Trusts (CNST) for maternity services. You are expected to become familiar with these standards as they relate to your work and further details are available from your manager. You must ensure your actions help to maintain quality and reduce risk. This involves accepting individual responsibility for meeting required standards, and for following quality and safety processes and procedures. These include national requirements set out by the Healthcare Commission, Trust policies, the Trust’s Standards for Practice and Care, local Codes of Practice and local service or departmental standards. (http://trustnet/documents/Standards%20for%20Practice%20and%20Care.doc) It is expected that you understand and comply with current emergency resuscitation techniques (where appropriate), infection control procedures, and fire regulation procedures. See risk & health & safety policies at http://trustnet/documents/menu3.htm and patient care policies at http://trustnet/documentss/menu8.htm ; the fire policy at http://trustnet.asph.nhs.uk/documents/document306.htm ; control of infection policies at http://trustnet/documents/menu7.htm . All other relevant policies can be found at http://trustnet/documents/menu.html

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10. Whistle-blowing All employees working in the NHS have a contractual right, and a responsibility, to raise genuine concerns they have with their employer about malpractice, patient safety, financial impropriety or any other serious risks they consider to be in the public interest. Details of when and how concerns may properly be raised within or outside the Trust are available in the Trust’s Whistle-blowing Policy which you can access on the intranet at: http://www.ashfordstpeters.org.uk/attachments/1276_Whistle%20Blowing%20Policy.pdf The Trust has a policy on whistle-blowing to enable everyone to raise any concerns they have about any malpractice at an early stage and in the right way. The Trust welcomes your genuine concerns and is committed to dealing responsibly, openly and professionally with them. It is only with the help of our staff that the Trust can deliver a safe service and protect the interests of patients and staff. If you are worried, we would rather you raised the matter when it is just a concern, rather than wait for proof. We hope that you will be able to raise concerns with your manager or Head of Service. However, we recognise that this may be difficult and therefore the policy enables you to raise a matter directly with Senior Management. T he Director of Workforce Transformation is the designated Director for Whistle-blowing, but you can approach any member of the Trust Board. Your concerns will be taken seriously and investigated. We also give you a guarantee that if you raise concerns responsibly, we will endeavour to protect you against victimisation. The policy also gives guidance on how to seek independent or external advice. 11. Requirement for Flexibility in an Emergency Situation In the event that the Trust is affected by an emergency situation (including but not limited to a flu pandemic or a pandemic of any other disease or illness), whether relating to its staff and/or patients, you agree that the Trust may require you to: (a) carry out additional and/or alternative duties to those contained in your job description; and/or (b) without prejudice to the other terms of your employment, perform duties (including any additional and/or alternative duties as mentioned above) at any other location where NHS services are provided. 12. Safeguarding All Trust employees have a responsibility to take appropriate action if they believe that a child or vulnerable adult is in need of services or in need of protection and they must be committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. Everyone is responsible for accessing the relevant level of training and following the Trusts local and SSCB’s Child Protection and Safeguarding procedures. Information on Child Protection is available at: http://www.ashfordstpeters.org.uk/attachments/1247_Child%20Protection%20Safeguarding%20Policy.pdf and http://trustnet/docsdata/paed/index20.htm Information on the Abuse or Suspected Abuse of Vulnerable Adults is at: http://www.ashfordstpeters.org.uk/attachments/723_Abuse%20or%20suspected%20abuse%20of%20vulnerable%20adults.pdf The Trust complies with the requirements of the Criminal Records Bureau (CRB) and the requirement to report safeguarding issues to the Independent Safeguarding Authority (ISA). All staff required to have a CRB disclosure for their post will undergo a recheck every three years. Employees must cooperate with the renewal process and submit their CRB applications promptly when requested.

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PERSON SPECIFICATION

POST Deputy Director of Workforce & OD BAND

8d

DEPT/WARD Workforce & Organisational Development

E = Essential

D = Desirable E or D

EDUCATION/ QUALIFICATIONS

Degree or equivalent E HR/OD qualification and/or CIPD membership with experience

equivalent to Masters level E

Evidence of continued learning/development E SKILLS/ ABILITIES

Able to foster powerful and productive collaborative working relationships internally and externally

E

Exceptional written and oral communication skills for a variety of formal and informal purposes; able to articulate a vision with clarity

E

Able to influence and negotiate on very complex & sensitive issues E An adept communicator, in both 1-1 and group settings E Advanced use of Windows based packages e.g. Word, Excel,

Access, Projects and PowerPoint E

Ability to interpret and apply own knowledge and expertise to the Trust workforce strategy

E

Problem solving ability, seeking out and exploiting opportunities and innovations

E

Mediation skills and ability to resolve interpersonal conflict Ability to work with unpredictable and intense situations and under

pressure and to tight deadlines E

EXPERIENCE

At least five years demonstrable achievement at a senior HR level, ideally at Deputy Director level

♦ Experience of strategic planning, decision making and implementing organisational change

♦ Employment relations and legislation expertise ♦ Multi function line management responsibility ♦ Experience of managing budgets

E

E

E E E

♦ Project management experience with a range of Stakeholders, delivering to time, cost and quality

E

♦ Significant management experience in a large complex organisation with union recognition

♦ Involvement in setting of workforce strategy ♦ Experience of working in the NHS ♦ Experience of joint working with staff representatives in a unionised

environment

E

E D E

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8. RECRUITMENT TIMETABLE

Advertised NHS Jobs

Thursday 20 December 2012

Closing Date

Friday 18 January 2013

Preliminary interviews with Acertus for longlisted candidates

Week commencing 28 January 2013

Final interviews (provisional)

Friday 8 February 2013