Womens and Children

Womens and Children

Womens CMG

JOB TITLE:Genetic Counsellor

BAND:7

BASE:Your primary base will be Clinical Genetics Offices, however travel between UHL’s hospital sites will be required

HOURS:18.5

REPORTS TO:Senior Genetic Counsellor

ACCOUNTABLE TO:Head of Service for Women’s and Children DivisionHead of Clinical Genetics Department

ABOUT UHL, OUR VALUES AND BEHAVIOURS

UHL’s purpose is to deliver “Caring at its best” for all the people who visit Leicester’s hospitals, either as patients, the public or as staff.

As one of the largest and busiest teaching hospitals, our vision is to move from where we are now to where we want to be. Locally known as the journey from ‘Good to Great’.

In undertaking this role you are expected at all times to behave in accordance with our Trust values which demonstrate your commitment to the delivery of high quality services to patients. This will be in accordance with agreed objectives, targets, quality standards, controls and resource constraints.

Our values are:

1.We treat peoplehow we would like to be treated /
2. We do what we say we are going to do /
3. We focuson what matters most /
4. We are one team and we are best when we work together /
5. We are passionateandcreativein our work /

JOB DESCRIPTION

JOB SUMMARY

To work as Job Share 18.5 hours and part of a team providing general and cancer genetic counselling service for the population of Leicester, Leicestershire and Rutland and patients of University Hospital.

To help individuals and families understand and deal with genetic disorder. This is to be achieved by helping patients and their families to

• Comprehend the medical facts, including diagnosis, probable course of the disorder, and the available management.
• Appreciate the way in which heredity contributes to the disorder, and the risk of recurrence for specified relatives.
• Understand the alternatives for dealing with the risk of recurrence and implications at any stage of life.
• Help the patients choose the course of action which seems to them most appropriate.
• Make the best possible adjustment to the disorder whether affected or at risk utilizing other agencies when appropriate.

To manage a caseload of patients plan and deliver cancer genetic counselling care packages both autonomously and in partnership with medical colleagues or as part of a care management pathway with other health care teams.

To act as a significant educational and advisory resource to the wider health care community through formal and informal initiatives.

SCOPE

Budget

To be assist with the identification and delivery of Cost Improvement Plans, in accordance with the Clinical Genetics department and CBU targets.

Contribute to the monitoring and control of expenditure and the use of resources.

Staff

To line manage relevant staff members of the clinical team, ensuring that all aspects of performance, attendance, training and appraisal are addressed in accordance with Trust

Policy

To be responsible for the development and implementation of local protocols and guidelines reflecting evidence based practice.

Participate in and lead the design and implementation of audit programmes within the department.

Communications

Communicate with colleagues within multi-professional team regarding cases with ethical complexity to work towards a workable resolution.

Identify and respond to emerging issues for patients and families and take responsibility for communicating new scientific information for the benefit of the patient and family over an open-ended time frame.

Liaise with medical colleagues about cases that have diagnostic or medical complexity.

Receive and provide highly complex, highly sensitive and possibly conflicting information to patients and the referring clinicians.

Communicate and interpret this information, verbally and in writing, for those of all levels of understanding, differing cultural and religious beliefs.

Use non-directive and other counselling skills to enable recipients to explore implications and options to facilitate decision making.

Counsel or co-counsel patients (sometimes in the lead role) pursuing predictive genetic testing usually involving two or more sessions.

Communicate orally and in writing with multi-disciplinary teams in other clinical services involved with the care of patients recommending any ongoing care requirements to ensure an integrated service is delivered.

Facilitate access referral of extended family members for genetic counselling through liaison with family and primary care colleagues.

Liaise with laboratory colleagues locally and elsewhere to request and discuss relevant laboratory investigations and the interpretation of the results. Request and obtain the appropriate samples e.g. venepuncture.

Demonstrate proficiency in the use of winscribe dictation and where necessary make use word processor skills to write letters.

KEY WORKING RELATIONSHIPS

• Head of Service
• Genetic counsellors
• Cancer lead and Genetics medical staff
• Internal relationships with the CBU and division
• Cross division/CBU
• Professional groups /relevant support groups
• Corporate areas
• External organisations
• Local, regional, national, international links

KEY RESULT AREAS

Manage a caseload of patients and families referred to the Clinical Genetic Service in the area of cancer genetics.

Assess specialist genetics needs, and to plan, deliver and evaluate genetic counselling programmes for newly referred patients and families alone or in partnership with geneticists. This will include:

• Obtaining, recording and interpreting detailed family history, medical and psychosocial information to enable the diagnosis, risk assessment and counselling of families. This may happen in a home or clinic setting.
• Assessing psychosocial impact and family understanding of their genetic concern and work with them to define their own agenda.
• Manage conflict situations when demands are incompatible with clinical possibility, professional responsibilities and/or resources.
• Working with families to overcome sensitive/complex issues to gain consent from relatives to facilitate genetic management to proceed.

Provide support to patients who are distressed by their genetic diagnosis or the implications eg; receipt of a positive pre-symptomatic test result.

Assess, plan and evaluate the follow on care needs of clients to facilitate individual adjustment and decision-making.

Uphold the confidentiality of the individuals who have used the Genetics Service, acknowledging the specific sensitivity of the information and issues involved

Recognise own limitations; assess the need for onward referral and negotiate this with the patient and refer on accordingly

Advise patients, families and clinicians on factors that may reduce risk of the consequences of genetic conditions on the health.

Arrange, co-ordinate and, sometimes provide, testing, surveillance/screening programmes for affected and at risk individuals as appropriate.

Work efficiently and continually identify ways to improve service delivery.

Contribute to meeting the targets set by specialist commissioning and Trust quality standards.

Ensure Patients are offered appointments in a timely manner and follow up on the coordination of care for patients as per management plan. Ensure reviews are undertaken within the required timeframe.

Research/Education

Participate in research projects relevant to genetic practice and critically appraise research findings to inform practice development.

Act as a specialist resource for any health care professionals or lay people seeking information and advice about cancer genetic issues.

Develop links with other health care teams in primary and secondary care, particularly in outreach area of responsibility, to increase awareness of genetic aspects of patient management, providing support as necessary to enable patients to access relevant information from them.

Prepare and present relevant articles to inform practice in departmental journal clubs.

Influence and implement practice development within the speciality and more widely through participation in working groups and networks.

Service Delivery & Development /Governance

Work within Clinical Governance frameworks of the Trust and follow all Trust and local policies and, where relevant, participate in working groups to review or implement policies and protocols.

Take responsibility for accepting referrals from GPs, hospital doctors and other health care professionals and prioritising action accordingly, working within Trust waiting times.

Take an active role in the management of health and safety in the workplace.

Participate in and on occasion lead the design and implementation of audit programmes within the department.

Maintain the safety and well-being of patients and staff in accordance with the Health and Safety Policy and ensure that all accidents and incidents are documented and reported in accordance with Trust policy.

Patient/Customer Service

Be responsible for encouraging user participation and feedback in the development and evaluation of the genetic service.

Professional

1. Demonstrate a commitment to life long learning and self development objectively reviewing own performance and development needs within the Trust and AGNC competency frameworks and where relevant NMC requirements.

1. Work towards registration as a Genetic Counsellor if not already achieved.

1. Take opportunities to represent or contribute to the development of the speciality/profession at local, regional, and national level.

1. Continually evaluate own practice and performance within clinical supervision process to promote skills development, professional growth and to ensure safe practice. Where appropriate, after training, act as a clinical supervisor to other health care practitioners.

1. Maintain an effective working environment in which the service delivered is continually reviewed.

1. Contribute to the creation of a climate of co-operation and flexible team working.

1. Contribute to the effective management of change in response to clinical or organisational demands.

GENERAL

The post holder may be expected to carry out any other reasonable duties as may be required, which are commensurate with the grade and nature of the post, to meet the needs of the service. This will include cover of appropriate duties during the absence of colleagues.

Owing to the changing nature of the service, the duties and responsibilities within posts and the obligations placed upon post holders will inevitably vary and develop. In view of this, the job description will need to be reviewed and subsequently may be altered. Any resulting changes will be subject to consultation with the post holder.

GENERAL DUTIES

In addition to the key job responsibilities detailed in this job description all employees at UHL NHS Trust are expected to comply with the general duties detailed below:

DISCLOSURE AND BARRING SERVICE (DBS) –

{Formerly known as Criminal Records Bureau (CRB)}

This post requires a standard/enhanced disclosure by the DBS as it is regulated by statute. Failure to disclose details if you are currently / or in the future the subject of police investigation / proceedings which could result in a conviction, caution, bind over order or charges is a disciplinary matter, and may result in dismissal.

The cost of undertaking a DBS disclosure at the required level and associated processing costs will be met by the individual.

To expedite the process the Trust will meet the initial costs of the disclosure which will be deducted from the individuals’ salary over a three month period commencing on their first months payment.

INFECTION CONTROL

All healthcare professionals on a professional register are personally accountable for their standards of practice which must include compliance with the Trust’s infection prevention and control policies and guidelines. In addition all registered practitioners are expected to challenge non-compliance when observed to protect patients and promote patient safety. Local clinical leaders have a responsibility to maintain an organisational culture of vigilance through their role in supervising other staff.

SAFEGUARDING CHILDREN AND VULNERABLE ADULTS

The post holder is responsible for safeguarding the interests of children and adults who they come into contact with during their work. To fulfil these duties post holders are required to attend training and development to recognise the signs and symptoms of abuse or individuals at risk, to follow local and national policy relating a safeguarding practice and to report and act on concerns that they may have.

RESPONSIBILITIES FOR CONTINUING EDUCATION AND PERSONAL DEVELOPMENT

Undertake the Trust Corporate and Directorate specific Induction and competency Programmes appropriate to role.

ELECTRONIC ROSTERING

‘Our Electronic Rostering system is key to ensuring staff are in the right place with the right skills at the right time, to ensure we carry out this responsibility effectively; all UHL staff must adhere to the rostering standards and guidelines set out in the Electronic Rostering Policy, pertaining to their role’.

GENERAL

All employees are subject to the requirements of the Health & Safety at Work Act. The post holder is required to ensure that as an employee, his or her work methods do not endanger other people or themselves.

All employees are subject to the requirements of the Data Protection Act and must maintain strict confidentiality in respect of patient’s and staff’s records.

All employees must comply with the Trust’s Equal Opportunities Policy and must not discriminate on grounds of age, colour, race, nationality or ethnic origin, religion, belief, gender, marital status, sexuality, disability, trades union membership (or non-membership) or political affiliation, or any other grounds which cannot be shown to be justifiable.

This job description is not to be taken as an exhaustive list of duties and it may be reviewed in the light of changed service needs and development. Any changes will be fully discussed with the post holder. The post holder will be required to carry out the duties appropriate to the grade and scope of the post.

In order to ensure the Trust’s ability to respond to changes in the needs of the service, after appropriate consultation anddiscussion with you(including consideration of personal circumstances current skills, abilities and career development) the Trust may make a change to your location, duties and responsibilities that are deemed reasonable in the circumstances.

Your normal place of work will be as discussed at interview and will be confirmed in Section 1 of your contract but you may be required to work in other locations of the Trust. In particular, flexibility is required across the three main Hospital sites (Leicester Royal Infirmary, Leicester General Hospital, Glenfield Hospital). If your initial location is based at one of these sites, excess travel reimbursement will not apply for a permanent/temporary change to base.

University Hospitals Of Leicester NHS Trust

Statement On The Recruitment Of Ex-Offenders

As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, the University Hospitals of Leicester NHS Trust complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

The University Hospitals of Leicester NHS Trust is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview and appointment based on their skills, qualifications and experience.

A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and application packs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within the University Hospitals of Leicester NHS Trust and we guarantee that this information is only seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows the University Hospitals of Leicester NHS Trust to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1970.

We aim to ensure that all those in the University Hospitals of Leicester NHS Trust who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1970.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.