AGENDA FOR CHANGE

NHS JOB EVALUATION SCHEME

JOB DESCRIPTION TEMPLATE

1.JOB IDENTIFICATION

Job Title: Macmillan Practice Development & Education Lead- Cancer Services
Reports to: Macmillan Consultant Nurse – Cancer Care
Department, Ward or Section: Cancer Services
Operational Unit/Corporate Department: Inner Moray Firth Operational Unit, Raigmore
Job Reference: SSCANCRAIGNURS03
No of Job Holders: 1 (1.0 WTE for 1 year only)
Date: September 2017 (Final Version)

2. JOB PURPOSE

The postholder will be responsible for the successful management and completion of agreed outcomes of the Highland Macmillan Education & Practice Improvement project.
The postholder will be responsible for the effective management of the day to day project as well as the strategic development and influencing required of the project in line with the project aims and projected clinical outcomes across all clinical areas in Highland which will require data analysis and close working across all the cancer nursing population in Highland. This will be in line with ‘National Education Competencies Framework’ for staff working with people living with cancer.
The postholder will undertake a critical and analytical review of the current cancer/palliative care workforce across all of NHS Highland. The emphasis will be upon their academic & personal development to meet service needs and fulfil their role potential. This will be examined from Band 2-8 AfC. This data will also be utilised to future plan our nursing & AHP workforce for the future of how cancer services are delivered in the future with emerging new treatments and amalgamation of services.
The postholder will have the skills and knowledge to observe and assess staff in their clinical practice to be able to map their competencies against the national framework and provide sensitive feedback and if appropriate opportunities for improvement or further developments.
3. DIMENSIONS
Networks
  • All nursing staff involved in cancer care from Band2-8, within hospitals & community settings.
  • Lead Nurses.
  • NMAHP Leadership committee.
  • Highland Palliative Care Network.
  • Highland Cancer Network group.
  • Highland Hospice.
  • Community Team Leaders.
Epidemiology - Highland (inc Argyll & Bute)
  • Population of 313,741.
This post is for a fixed term of one year. It will be funded by MacMillan Cancer Support.

4. ORGANISATIONAL POSITION

5. ROLE OF DEPARTMENT

The role of the NHSH cancer services is to develop and quality assure the delivery of all aspects of cancer care including the development and retention of suitably trained staff.

6. MAIN TASKS, DUTIES AND RESPONSIBILITIES

To lead the strategic planning, delivery and evaluation of how NHS Highland will implement a structured approach to defining and quantifying the clinical & educational competencies of all staff working with people living with a cancer diagnosis. The national framework sets out the skills, competencies & knowledge expected at 7 different levels of practice.
The postholder will map out all our current cancer staff’s level of expertise & educational attainment as a base line against current the framework. Detailed analysis will then be required to identify deficits, future skills & knowledge opportunities and a sustainable programme of local education & training to equip current & future roles to match changing workforce & developing cancer services.
To develop, implement and evaluate a plan for the delivery of cancer care education, learning and support from the clinical team to the wider health, social care and community sector to support the delivery of the National Cancer Action Plan.
To work in collaboration with a range of specialist cancer care experts to develop best practice across clinical teams. The postholder will need to be currently working at a high clinical level in cancer care to critically evaluate published data as to the key priorities for practice development across cancer care services in the coming year and how we prepare staff for these developments.
The postholder will need to be an expert in cancer care to undertake literature searches and develop a wide national network to ascertain the key practice development areas in cancer care/cancer nursing in the next 5 years for which we will need to plan and develop staff in whether that be education or skills acquisition.
The role aims to enhance and support the development of the practice learning environment supporting the organisation to ensure quality learning opportunities within the practice area, in line with national standards. The role is seen to enhance the quality of the practice learning experience, and to positively contribute to the future cancer nursing workforce.
The postholder will undertake a critical and analytical review of the current cancer/palliative care workforce across all of NHS Highland. The emphasis will be upon their academic & personal development to meet service needs and fulfil their role potential. This will be examined from Band 2-8 AfC. This data will also be utilised to future plan our nursing & AHP workforce for the future of how cancer services are delivered in the future with emerging new treatments and amalgamation of services.
Deliver or organise, education and skills based training as identified throughout this project to all staff groups in cancer care.
To work in partnership with UHI to develop and maintain networks with local and national cancer care providers to determine the demand and future needs for learning and development.
To maintain a professional level of expertise and knowledge of developments within training ensuring policies, procedures and practices for learning and teaching are current and effective.
To identify specific Learning and Development programmes from external education providers that could be delivered to meet our education needs in Highland.
To develop a database which can be analysed & updated to quality assure that we are meeting the competency framework across all cancer staff.
Develop an annual training plan for each staff band requirements based on the National Framework.
To manage the ongoing development of learning and development services, including the evaluation of training, the development of delivery methods and media, IT training etc ensuring the efficient and effective use of resources.
Link to other pieces of work and developments in Highland & nationally in relation to Advanced/seniorpractice.
To manage the Learning and Development outcomes from the appraisal process and develop an annual training plan, monitoring and reporting on outcomes.
The postholder will also ensure the sustainable legacy of the project by:
  • Identify training, learning opportunities and development needs within the organisation.
  • Lead the design, development, delivery and evaluation of various clinical courses, programmes and interventions.
  • Coordinate, facilitate and evaluate in-house training provision and induction and ensure the continuous development of training to meet statutory and business changes.
  • Work closely with higher education institutions and providers to develop programmes which meet the needs of staff and the service.

7. EQUIPMENT AND MACHINERY

The equipment the postholder will be required to use are the usual items relating to required.
  • PC – including surface tablet.
  • Telephone.
  • Printer.
  • Photocopier.

8. SYSTEMS
  • Regular use of Microsoft Office including MS Word, Project, Excel and Outlook will be necessary.
  • Skills in video conferencing will be essential.
  • Develop and administer database for monitoring clinical activity, interventions and outcomes for services providing.
  • Use of social media to promote work & improve connectedness to other areas in the UK, e.g. twitter and facebook.
  • Use Information systems, based on spreadsheets and databases to monitor updating competence activity for staff with ongoing responsibility for analysis and interpretation of data and review of the system.
  • Maintain record of clinical, caseload and service review supervision sessions with senior nurses.
  • Use reporting systems as required by NHS Highland and Scottish Government Health Department.
  • Work as a practitioner within the statutes & guidelines laid down by the Nursing & Midwifery Council (NMC).
  • Complete monthly time sheets, mileage returns as appropriate.
  • Abide by NHSHighland policies relating to collation of data.

9. ASSIGNMENT AND REVIEW OF WORK

The 1 year project plan, timescales & priorities will be agreed by the Education & TrainingOverview Group, reporting into the Highland Cancer Network Group. The project has a set of actions which have been agreed with the project sponsors (Macmillan Cancer Support) and key NHS personnel so there will be no variation on the parameters of the work.
  • Work is self-generated flowing from the strategic plan and in discussion with Cancer Nurse Consultant. The postholder is expected to be proactive and develop plans, policies and L&D initiatives to meet the organisational need.
  • Where strategic partnership agreements are in place the postholder is expected to work to further the aims and outcomes of such agreements.
  • The MacMillan Practice Development & Education Lead is required to anticipate and develop an internal annual training plan and to work collaboratively with NHSH management and other external agencies to develop a wider cancer care education strategy and plan.
  • The postholder will be expected to respond to suggestions from staff and other colleagues and help initiate, drive and implement L&D initiatives which will lead to improved patient care and staff satisfaction.
  • Review of work is carried out through annual appraisal, reviews, and meetings with the Consultant Nurse.
  • Key areas of work will be agreed and performance reviewed and assessed through the appraisal process with the Macmillan Nurse Consultant.
  • The postholder will be mostly self-directed, working within the parameters of the project. The postholder will be expected to anticipate problems / needs, and resolve these in a pro-active, independent manner.

10. DECISIONS AND JUDGEMENTS
  • The postholder will influence how to prioritise the workload of the project. Through the competency mapping they will prioritise available resources and identify resources that are deficient to ensure our staff are skilled practitioners to meet the demands of cancer services & quality standards within acute, community and third party organisations.
  • They will need to judge how to present data to influence senior staff using an array of tools so that competency based care can be delivered and attained now and in the future.
  • The postholder will be expected to exercise their own discretion on how to conduct the vast majority of the job, and to seek line management support as required.
  • The postholder will be required to work with a high degree of autonomy, making priority decisions in the management of the project & timescales.
  • They may well have to work alongside staff to assess skills/knowledge levels and make judgements on practice development requirements.
  • The postholder is professionally accountable for his/her own actions without direct supervision.
  • Recognises own limitations in care provision and refers to other health professionals accordingly.
  • The postholder must always work within the NMC Code of Professional Conduct.
  • The postholder will work within the local NHS Board’s policies protocols and procedures.

11. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB

  • Coordinating, influencing and improving the provision of cancer care education & practice development across primary, secondary, social and voluntary sectors over a one year period to ensure that the outcomes of the project are met within the timescales and finance of the project.
  • This is a challenging time within health & social care what with the implementation of the NHS Highland Quality Framework, modernisation of services to introduce clinical changes and developments. Thus the opportunities for success of this project will be the in the alignment of it to other key work streams & this will take determination and local intelligence gained through ensuring robust networks are formed at the commencement of the project.
  • Analysing complex data from a variety of sources to inform our long term plan to develop & retain excellent cancer nurses now and in the future to meet the needs of our Highland population.
  • Tenacity & skills to negotiate time with teams and individuals to undertake detailed observations of practice and competencies ensuring that this activity is non-threatening and dealt with sensitively in a supportive collaborative manner.

12. COMMUNICATIONS AND RELATIONSHIPS
  • Establish and maintain effective communication and liaison with all cancer nurses and those professionals who will have an influence on this project across Highland to ensure participation.
  • Uses diplomacy skills to influence staff, reflect constructively upon their practice & provide feedback and a plan for development appropriate to their clinical environment and level within the organisation.
  • Communicate and influence the Lead Nurse group to ensure there is alignment of this project with other developments across Highland, taking in cognisance national developments in cancer care which we need to implement that may be at slight variation from Highland work.
  • Act as advisor and consultant to colleagues, both medical & nursing at all levels with regards to the project and the implementation of competency based education in cancer care.
  • Chair or participate in meetings across Highland or nationally, as appropriate with colleagues/managers/team leaders/consultant nurse for the purpose of developing, planning, managing, and implementing a quality cancer nursing service through the identification of educational & competency training for staff at all levels.
  • Network locally, regionally and nationally by telephone, e-mail, attendance at conferences / seminars / meetings to discuss and share learning from the project.
  • Prepare and deliver formal and informal presentations/lectures/educational material to both professional and non professional audiences across and out with Highland Health Board.
  • Observe confidentiality in accordance with NMC and NHS Highland policies.
Key staff groups that the postholder will need to develop working relationships with:
Internal
Lead Nurse Group
NMAHP Leadership Committee
Highland Cancer Steering Group
Managed Clinical Networks – cancer and non-cancer
Highland Hospice
Highland Palliative Care Quality Improvement Group and the education subgroup
Highland Cancer & Palliative Care Senior cancer Nurse Group
External
NES
Macmillan Cancer Support
Marie Curie Cancer Care
NOSCAN
University of Highlands & Islands
University of Stirling
National Consultant Nurse Group
13. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical Skills
  • Advanced keyboard skills required, prolonged periods using VDU and mouse.
  • Daily use of office equipment, including PCs, printers.
  • Car driving.
Physical Effort
  • There will be a need to manage challenging behaviour when discussing the possibility of changes to existing services. Plans are likely to be challenged on many levels, and there will be a need to overcome existing tensions as work progresses. The postholder must have the ability to negotiate, motivate and reassure.
  • Demands of supporting self and colleagues through highly stressful situations.
  • Concentration, decision-making and organisational skills to cope with competing demands.
  • Required to have a wide ranging knowledge on many types of cancer and its management.
  • Lone working.
  • Working as a lone practitioner continually risk assessing situations to ensure personal safety.
  • Communicating, co-ordinating and negotiating across health care professions require diplomacy, concentration and skill.
  • Flexibility of working pattern as required.
  • A complex and demanding workload involving a requirement to achieve understanding of a wide range of technical and specialist professional areas.
  • Car driving in a variety of conditions.
Mental Effort
  • Confidence to react appropriately and manage unpredictable questions, behaviours and attitudes from audiences when delivering presentations/lectures.
Emotional Effort
  • Demands of ensuring good liaison with other members of the multi-professional team both within the hospital environment and in the community.
  • Lone working and the need to continually self-reflect on project decision making and knowledge and skills required to ensure each role within NHSH is maximised to the benefits of our population.
  • Ability to effectively deal with working in an emotive environment of cancer and palliative care & those delivering it who you need to work with and negotiate time with.
  • Demands of dealing with human dynamics.
  • Demands of supporting staff who may not have had this level of scrutiny previously.
  • Demands of dealing with/confronting a colleagues/team member with regard to clinical decision making, performance or behaviour.
  • Concentration, decision-making and organisational skills to cope with competing demands (timescales to complete project, variable working hours to ensure we connect with all the staff).
  • Teaching and clinically supervising multi-professional staff.
Working Conditions
  • Travel will be required as necessary within the geographic area to visit staff. Geographical distances involved in this work necessitate driving alone in urban and rural environments and occasionally in adverse weather conditions.
  • Working within a range of NHS settings which may involve noise, lack of privacy, lack of space or physical and equipment barriers.
  • Working within a range of NHS and non NHS settings.
  • Working across a geographically challenging area – rural, remote, deprived areas – requiring considerable travel and occasional overnight stays.
  • Influencing practice development and implementation in a climate of already competing priorities.
  • Delivery of emotionally challenging programmes.
  • Having to work unsupervised and time manage oneself.
  • The challenge of planning & delivering a mixed method approach to training & training programmes to professionals, some of whom will not necessarily acknowledge this as a learning need or have difficulty having time to attend.
  • Demanding timescale – the project is finite – for 1 year.

14. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB

Education & qualifications