IAS Onboarding and Development Manager

Care Unbound Ltd t/a Here

Information:

This job is now closed

Job summary

We are looking for a new Onboarding & Development Manager to join our Improving Access Team. We are passionate about Primary Care and finding innovative ways of improving how patients access care. We are constantly looking at ways to improve the patient Journey, as for most this is where the healthcare journey starts.

The role will be responsible for developing, implementing, and managing how we onboard our clinical and non-clinical workforce ensuring the best experience into the service as well as having the right systems in place to ensure staff are compliant and up to date with the necessary documentation to work in a clinical setting, keeping patients safe.

The Onboarding Manager will work closely with the operational team and service managers supporting each service to run a safe and high performing service working a mixture of shifts between 9:00 and 20.30 during the week as well as weekend working (between 8:00-14:00) this exciting role will be based at our Brighton offices in Brighton & Hove and involve working from various locations across East Sussex.

Main duties of the job

The Onboarding & Delivery Manager will involve working across all the Improved Access Service contracts

You will:

  • Maintain an effective Onboarding and Training Programme
  • Identify staff training development needs, gathering information clinical audits and staff surveys.
  • Manage various relationships within the service, including with internal and external stakeholders
  • Be a task focused individual, passionate about delivery

We recommend reading the attached the Job Description and Person Specification for more details on the role and essential criteria.

About us

We are a not-for profit, social enterprise, membership organisation delivering NHS services. Our members are local GPs, practice managers, practice nurses and our own staff.

We believe these things to be true

  • Care is something we can choose to show for ourselves and each other at any time. Care is not exclusive to an appointment or a medical intervention
  • We have a right to take control of our lives
  • It takes courage to step forward and effect change. The capacity to lead is within us all
  • Every interaction can be powerful if we choose to engage consciously. We know the ripples from these movements can go on to create profoundly positive change
  • True care is a way of living that creates meaning between us all

Our Purpose in the World: Care Unbound. To create more possibilities for care in every moment.

We believe in enabling people to take control of their health care journeys – we help to change the way health and wellbeing services work so care can focus on what matters to individuals.

We work to ensure that our culture is one that allows everyone to come to work as their ‘whole’ selves. For most of us, work takes up a big part of our day. We want to ensure that it’s enjoyable and speaks to us on a level deeper than ‘just getting the job done’.

Date posted

04 January 2022

Pay scheme

Other

Salary

£24,500 to £27,000 a year starting salary £24,500

Contract

Permanent

Working pattern

Flexible working

Reference number

B0339-21-0527

Job locations

4th Floor

177 Preston Road

Brighton

East Sussex

BN1 6AG


177 Preston Road

Brighton

BN1 6AG


Job description

Job responsibilities

JOB PURPOSE:

Reporting to the Service and Partnership Lead, the Onboarding & Development Manager (ODM) is responsible for developing and managing the end-to-end training activity for all staff signed up to the Workforce Platform to provide a comprehensive training package that maintains a skilled and motivated workforce to fulfill the rostering needs of the service. The role supports rota management across all services ensuring each service has sufficient staffing numbers to meet contracted delivery requirements. There will be a continuous need to advertise clinical and non-clinical roles.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

Training and Development

  • To identify and develop effective induction programmes for all new staff and existing staff.
  • To identify staff training and development needs, gathering information through job analysis, team managers, and surveys to source and/or provide training, enabling staff to effectively use all processes, including Systm1 and EMIS.
  • To produce training materials for in-house courses helping line managers solve specific training problems, either on a one-to-one basis or in groups.
  • To develop and maintain a computerised training tracking system and input training information to ensure the system is kept up-to-date.
  • To ensure that statutory training requirements are met, monitoring, and reviewing the progress of staff through evaluation of training and development programmes.
  • To amend and revise programmes as necessary in order to adapt to the changes that occur in the work environment aligning with the service business objectives and employee needs.
  • To develop and deliver management information reports to track and benchmark learning and development participation, costs, benefits, etc.
  • To engage and manage in social media presence creation on all service channels including twitter, website, and any other relevant platforms.
  • To assist with internal/external communications and social media management with large projects, events, and community news.

Learning across integrated teams

  • To develop processes and structures for identifying patterns across integrated teams and putting learning systems and processes in place nurturing a learning environment across the teams to maximise speed of implementation of new processes or ideas.
  • To facilitate the implementation of new system and process changes arising from learning.
  • To provide support and act as an interface with the Performance Information Team, supporting the use of information to improve performance and learning.
  • To act as a focal point for suggestions for improvement, or for matters of concern from staff and clinicians.
  • To undertake any other duties required by the business as appropriate to job role.

HR/ Rota Management

  • To take shared responsibility with the other Assistant Managers for staffing the IAS rotas across East Sussex and for managing the rota fairly and equitably for all interested parties
  • To Ensure that any risks to service delivery are escalated to the IAS Manager
  • to take responsibility for the administration of the recruitment and selection of appropriate staff to the IAS, ensuring that addendums to contracts/contracts of employment are provided to all staff
  • To ensure that all staff, added to the rota, are compliant with statutory requirements and that the service holds the necessary documentation
  • To work to ensure appropriate indemnity for clinicians who work within the IAS
  • To maintain an effective induction and training programme for all new staff added to the rota and check IT system logons
  • To manage communications across the extended team ensuring everyone is kept abreast of developments and changes
  • To ensure that staff adhere to the relevant policies, procedures, and protocols.
  • To ensure that all relevant employment legislation is followed and maintain an awareness of changes in employment legislation
  • To line manage a small team of administrators and undertake regular one-to-one meetings and annual appraisals ensuring that Here’s HR policies are properly implemented

Operational Management Support:

  • To take Responsibility for workforce planning on an operational and daily/ weekly basis
  • To ensure that the IAS team has access to all facilities, equipment, consumables, and dressings/vaccines to ensure smooth running of the service
  • To support security of the facilities during operational hours of the IAS
  • To work with the host Practice Manager and IAS Service Manager to raise any issues relating to facilities, equipment and consumables in a timely manner
  • To support the day to day running of the service, ensuring that all IAS staff understand how to access timely support and advice and resolve issues quickly

Personal Development:

  • To engage in individual performance review embedding the learning/change required
  • To take responsibility for maintaining a record of own personal and/or professional development
  • To take responsibility for own development, learning and performance and demonstrating skills and activities to others who are undertaking similar work

Confidentiality

  • In the performance of the duties outlined in this Job Description, the post-holder may have access to confidential information relating to patients and their carers, Practice staff and other healthcare workers. They may also have access to information relating to the Practice as a business organisation. All such information from any source is to be regarded as strictly confidential.
  •  Information relating to patients, carers, colleagues, other healthcare workers or the business of the Practice may only be divulged to authorised persons in accordance with the Practice policies and procedures relating to confidentiality and the protection of personal and sensitive data.

Equality and diversity

The post-holder will support the equality, diversity and rights of patients, carers and colleagues, to include:

  • Acting in a way that recognises the importance of people’s rights, interpreting them in a way that is consistent with Practice procedures and policies, and current legislation
  • Respecting the privacy, dignity, needs and beliefs of patients, carers and colleagues
  • Behaving in a manner which is welcoming to and of the individual, is non-judgmental and respects their circumstances, feelings priorities and rights.

USE OF NEW TECHNOLOGY

We will make use of computer technology. Staff should expect to use automated information systems in their work in order to improve quality and co-ordination of services, and to enable faster and more accurate communication within and outside of the organisation.

CONFIDENTIALITY

As an employee of ‘Here’ you may gain knowledge of a highly confidential nature relating to the private affairs, diagnosis and treatment of patients, information affecting members of the public, matters concerning staff and details of items under consideration by ‘Here’. Under no circumstances should such information be divulged or passed to any unauthorized person. This includes holding conversations with colleagues concerning patients or staff in situations where the conversation may be overheard. Breaches of confidence will result in disciplinary action which may involve dismissal.

EQUAL OPPORTUNITIES

Our policies and practices are designed to ensure equality of opportunity in employment and service delivery. All staff are expected to comply with these policies and practices.

HEALTH AND SAFETY

All staff have a responsibility to perform their duties in such a way that accidents to themselves and to others are avoided, and to cooperate in maintaining their place of work in a tidy and safe condition, thereby minimising risk. Employees will, therefore, refer any matters of concern through their respective line managers. Similarly, it is each person’s responsibility to ensure a secure environment and bring any breaches of security to the attention of their managers.

NO SMOKING POLICY

We operate a no-smoking policy. This applies to all staff and visitors. This policy also includes travelling in ‘Here’ owned or leased vehicles during work time and whilst travelling in their own vehicles whilst on duty, in work time or whilst on ‘Here’ premises. It is a condition of employment for staff that they do not smoke whilst on duty or anywhere on the premises including the car park.

TRAINING AND DEVELOPMENT

All employees have a responsibility to undertake statutory and mandatory training that is required by ‘Here’. In accordance with the Training and Development Policy staff are expected to actively participate in the appraisal system and using this process to develop a Personal Development Plan (PDP).

Job description

Job responsibilities

JOB PURPOSE:

Reporting to the Service and Partnership Lead, the Onboarding & Development Manager (ODM) is responsible for developing and managing the end-to-end training activity for all staff signed up to the Workforce Platform to provide a comprehensive training package that maintains a skilled and motivated workforce to fulfill the rostering needs of the service. The role supports rota management across all services ensuring each service has sufficient staffing numbers to meet contracted delivery requirements. There will be a continuous need to advertise clinical and non-clinical roles.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

Training and Development

  • To identify and develop effective induction programmes for all new staff and existing staff.
  • To identify staff training and development needs, gathering information through job analysis, team managers, and surveys to source and/or provide training, enabling staff to effectively use all processes, including Systm1 and EMIS.
  • To produce training materials for in-house courses helping line managers solve specific training problems, either on a one-to-one basis or in groups.
  • To develop and maintain a computerised training tracking system and input training information to ensure the system is kept up-to-date.
  • To ensure that statutory training requirements are met, monitoring, and reviewing the progress of staff through evaluation of training and development programmes.
  • To amend and revise programmes as necessary in order to adapt to the changes that occur in the work environment aligning with the service business objectives and employee needs.
  • To develop and deliver management information reports to track and benchmark learning and development participation, costs, benefits, etc.
  • To engage and manage in social media presence creation on all service channels including twitter, website, and any other relevant platforms.
  • To assist with internal/external communications and social media management with large projects, events, and community news.

Learning across integrated teams

  • To develop processes and structures for identifying patterns across integrated teams and putting learning systems and processes in place nurturing a learning environment across the teams to maximise speed of implementation of new processes or ideas.
  • To facilitate the implementation of new system and process changes arising from learning.
  • To provide support and act as an interface with the Performance Information Team, supporting the use of information to improve performance and learning.
  • To act as a focal point for suggestions for improvement, or for matters of concern from staff and clinicians.
  • To undertake any other duties required by the business as appropriate to job role.

HR/ Rota Management

  • To take shared responsibility with the other Assistant Managers for staffing the IAS rotas across East Sussex and for managing the rota fairly and equitably for all interested parties
  • To Ensure that any risks to service delivery are escalated to the IAS Manager
  • to take responsibility for the administration of the recruitment and selection of appropriate staff to the IAS, ensuring that addendums to contracts/contracts of employment are provided to all staff
  • To ensure that all staff, added to the rota, are compliant with statutory requirements and that the service holds the necessary documentation
  • To work to ensure appropriate indemnity for clinicians who work within the IAS
  • To maintain an effective induction and training programme for all new staff added to the rota and check IT system logons
  • To manage communications across the extended team ensuring everyone is kept abreast of developments and changes
  • To ensure that staff adhere to the relevant policies, procedures, and protocols.
  • To ensure that all relevant employment legislation is followed and maintain an awareness of changes in employment legislation
  • To line manage a small team of administrators and undertake regular one-to-one meetings and annual appraisals ensuring that Here’s HR policies are properly implemented

Operational Management Support:

  • To take Responsibility for workforce planning on an operational and daily/ weekly basis
  • To ensure that the IAS team has access to all facilities, equipment, consumables, and dressings/vaccines to ensure smooth running of the service
  • To support security of the facilities during operational hours of the IAS
  • To work with the host Practice Manager and IAS Service Manager to raise any issues relating to facilities, equipment and consumables in a timely manner
  • To support the day to day running of the service, ensuring that all IAS staff understand how to access timely support and advice and resolve issues quickly

Personal Development:

  • To engage in individual performance review embedding the learning/change required
  • To take responsibility for maintaining a record of own personal and/or professional development
  • To take responsibility for own development, learning and performance and demonstrating skills and activities to others who are undertaking similar work

Confidentiality

  • In the performance of the duties outlined in this Job Description, the post-holder may have access to confidential information relating to patients and their carers, Practice staff and other healthcare workers. They may also have access to information relating to the Practice as a business organisation. All such information from any source is to be regarded as strictly confidential.
  •  Information relating to patients, carers, colleagues, other healthcare workers or the business of the Practice may only be divulged to authorised persons in accordance with the Practice policies and procedures relating to confidentiality and the protection of personal and sensitive data.

Equality and diversity

The post-holder will support the equality, diversity and rights of patients, carers and colleagues, to include:

  • Acting in a way that recognises the importance of people’s rights, interpreting them in a way that is consistent with Practice procedures and policies, and current legislation
  • Respecting the privacy, dignity, needs and beliefs of patients, carers and colleagues
  • Behaving in a manner which is welcoming to and of the individual, is non-judgmental and respects their circumstances, feelings priorities and rights.

USE OF NEW TECHNOLOGY

We will make use of computer technology. Staff should expect to use automated information systems in their work in order to improve quality and co-ordination of services, and to enable faster and more accurate communication within and outside of the organisation.

CONFIDENTIALITY

As an employee of ‘Here’ you may gain knowledge of a highly confidential nature relating to the private affairs, diagnosis and treatment of patients, information affecting members of the public, matters concerning staff and details of items under consideration by ‘Here’. Under no circumstances should such information be divulged or passed to any unauthorized person. This includes holding conversations with colleagues concerning patients or staff in situations where the conversation may be overheard. Breaches of confidence will result in disciplinary action which may involve dismissal.

EQUAL OPPORTUNITIES

Our policies and practices are designed to ensure equality of opportunity in employment and service delivery. All staff are expected to comply with these policies and practices.

HEALTH AND SAFETY

All staff have a responsibility to perform their duties in such a way that accidents to themselves and to others are avoided, and to cooperate in maintaining their place of work in a tidy and safe condition, thereby minimising risk. Employees will, therefore, refer any matters of concern through their respective line managers. Similarly, it is each person’s responsibility to ensure a secure environment and bring any breaches of security to the attention of their managers.

NO SMOKING POLICY

We operate a no-smoking policy. This applies to all staff and visitors. This policy also includes travelling in ‘Here’ owned or leased vehicles during work time and whilst travelling in their own vehicles whilst on duty, in work time or whilst on ‘Here’ premises. It is a condition of employment for staff that they do not smoke whilst on duty or anywhere on the premises including the car park.

TRAINING AND DEVELOPMENT

All employees have a responsibility to undertake statutory and mandatory training that is required by ‘Here’. In accordance with the Training and Development Policy staff are expected to actively participate in the appraisal system and using this process to develop a Personal Development Plan (PDP).

Person Specification

Experience

Essential

  • Experience of training staff, identifying learning needs and delivering training packages;
  • Experience of supervising and motivating staff;
  • Experience/knowledge of rota management;
  • Experience of developing and implementing plans and the successful delivery of objectives;
  • Experience of managing Health & Safety, Confidentiality and Data Protection;
  • Understanding HR management principles and techniques;
  • Working knowledge of employment legislation;
  • Knowledge and understanding of governance;
  • Working knowledge of Health and Safety legislation;
  • High level of competence in Microsoft Office packages ( Outlook, Word, Excel, & Power Point as a minimum);
  • Experience of using clinical IT systems particularly SystmOne or Emis;
  • Negotiating resources to ensure delivery of high quality care/service;

Desirable

  • Ability to anticipate barriers and issues and take action to mitigate risks;
  • Able to demonstrate persistence in finding ways to overcome obstacles;
  • Experience of working in a primary care or urgent care setting and out of hours;
  • Understanding CQC legislation;
  • Knowledge and understanding of NHS and the challenges facing primary care;
  • Experience of using specific rota management software such as RotaCloud, RotaMaster etc;

Personal Skills

Essential

  • Excellent written and verbal communication;
  • Excellent organisational skills;
  • interpersonal skills;
  • IT skills;
  • Time management and prioritisation;
  • Negotiation and conflict management;
  • Analytical and problem solving skills;
  • Ability to supervise staff, organise workload and delegate appropriately;
  • Ability to manage complex tasks and project manage delivery of objectives;
  • Able to work on own initiative;
  • WE RECOMMEND THAT YOU READ THE SUPPORTING DOCUMENTATION FOR MORE INFORMATION

Qualifications

Essential

  • Educated to A level or above or diploma level knowledge gained through relevant formal study or equivalent experience of practice/service management
  • Recognised qualification in the use of computer software eg Microsoft Word, Excel Access, ECDL

Desirable

  • Basic Life Support Training
Person Specification

Experience

Essential

  • Experience of training staff, identifying learning needs and delivering training packages;
  • Experience of supervising and motivating staff;
  • Experience/knowledge of rota management;
  • Experience of developing and implementing plans and the successful delivery of objectives;
  • Experience of managing Health & Safety, Confidentiality and Data Protection;
  • Understanding HR management principles and techniques;
  • Working knowledge of employment legislation;
  • Knowledge and understanding of governance;
  • Working knowledge of Health and Safety legislation;
  • High level of competence in Microsoft Office packages ( Outlook, Word, Excel, & Power Point as a minimum);
  • Experience of using clinical IT systems particularly SystmOne or Emis;
  • Negotiating resources to ensure delivery of high quality care/service;

Desirable

  • Ability to anticipate barriers and issues and take action to mitigate risks;
  • Able to demonstrate persistence in finding ways to overcome obstacles;
  • Experience of working in a primary care or urgent care setting and out of hours;
  • Understanding CQC legislation;
  • Knowledge and understanding of NHS and the challenges facing primary care;
  • Experience of using specific rota management software such as RotaCloud, RotaMaster etc;

Personal Skills

Essential

  • Excellent written and verbal communication;
  • Excellent organisational skills;
  • interpersonal skills;
  • IT skills;
  • Time management and prioritisation;
  • Negotiation and conflict management;
  • Analytical and problem solving skills;
  • Ability to supervise staff, organise workload and delegate appropriately;
  • Ability to manage complex tasks and project manage delivery of objectives;
  • Able to work on own initiative;
  • WE RECOMMEND THAT YOU READ THE SUPPORTING DOCUMENTATION FOR MORE INFORMATION

Qualifications

Essential

  • Educated to A level or above or diploma level knowledge gained through relevant formal study or equivalent experience of practice/service management
  • Recognised qualification in the use of computer software eg Microsoft Word, Excel Access, ECDL

Desirable

  • Basic Life Support Training

Employer details

Employer name

Care Unbound Ltd t/a Here

Address

4th Floor

177 Preston Road

Brighton

East Sussex

BN1 6AG


Employer's website

https://hereweare.org.uk/ (Opens in a new tab)

Employer details

Employer name

Care Unbound Ltd t/a Here

Address

4th Floor

177 Preston Road

Brighton

East Sussex

BN1 6AG


Employer's website

https://hereweare.org.uk/ (Opens in a new tab)

For questions about the job, contact:

Date posted

04 January 2022

Pay scheme

Other

Salary

£24,500 to £27,000 a year starting salary £24,500

Contract

Permanent

Working pattern

Flexible working

Reference number

B0339-21-0527

Job locations

4th Floor

177 Preston Road

Brighton

East Sussex

BN1 6AG


177 Preston Road

Brighton

BN1 6AG


Supporting documents