Job responsibilities
JOB DESCRIPTION
1.
JOB TITLE Admin Assistant/receptionist
apprentice
2. LOCATION Any site within the Trust
3. NOMINAL BASE Bishop Auckland Hospital
4. BAND/SALARY Apprentice
5. RESPONSIBLE TO AHP admin Team Leader
6. JOB PURPOSE/SUMMARY
7. DIMENSIONS OF THE JOB
To provide efficient, effective and confidential
administration to AHP central appointments team.
To complete a level 3 business admin apprenticeship
8. ESSENTIAL KNOWLEDGE, QUALIFICATIONS, SKILLS, AND
EXPERIENCE REQUIRED
See person specification for full details
9. TRUST
BEHAVIOURS FRAMEWORK
Patients, public and staff have helped
develop the Trusts Behaviours Framework of Values that inspire passion in the
NHS and that should underpin everything it does. The NHS values provide common
ground for co-operation to achieve shared aspirations, at all levels of the
NHS. The post holder is required to commit to delivering the actions in the
Trusts Behaviours Framework:
Working together for
patients
Patients come first in everything we do.
We fully involve patients, staff, families, carers, communities, and
professionals inside and outside the NHS. We speak up when things go wrong.
Respect
and Dignity. We value
every person whether patient, their families or carers, or staff as an
individual, respect their aspirations and commitments in life, and seek to
understand their priorities, needs, abilities and limits.
Commitment
to quality of care. We
earn the trust placed in us by insisting on quality and striving to get the
basics of quality of care safety, effectiveness and patient experience
right every time.
Compassion. We ensure that compassion is central
to the care we provide and respond with humanity and kindness to each persons
pain, distress, anxiety or need.
Improving
lives. We strive to
improve health and wellbeing and peoples experiences of the NHS.
Everyone
counts. We maximise our
resources for the benefit of the whole community, and make sure nobody is
discriminated against or left behind.
All employees are required to promote high quality
care and good health and wellbeing through the enduring values described by the
Department of Health: The 6Cs care, compassion, competence, communication,
courage and commitment.
Duty of Candour
All employees are required to comply
with the Statutory Duty of Candour: The volunteering of all relevant
information to persons who have or may have been harmed by the provision of
services, whether or not information has been requested and whether or not a
complaint or a report of that provision has been made
10. MAIN
DUTIES AND RESPONSIBILITIES
To deal with telephone enquiries, taking and conveying messages appropriately
To sort incoming mail
and prepare outgoing mail for posting
Make appointments and, give non-clinical advice as directed, taking necessary action
for the call
to
be handled as quickly and efficiently as possible.
Liaise regularly with secondary care staff,
laboratories and GP surgeries to obtain
patient
test
results and where necessary receive and maintain database of pathology
lab
reports ensuring they are correctly assigned to patients and chase up any
outstanding reports not
received
Maintain an up to date filing and archive filing system, disposing of archived patient records according to Trust Policy.
Receive and handle information regarding referrals to the service and deal with them within Trust
or departmental
timescales
Enter data onto necessary databases
according to service requirements.
Use database/spread sheets to collect and formulate data on a weekly, monthly,
quarterly and annual
basis.
To document and minute meetings both internal
and externally
To complete level 3 business admin
apprenticeship.
Works within standard operating procedures/work
instructions and relevant policies and procedures.
11. COMMUNICATIONS
AND WORKING RELATIONSHIPS
AHP Adult Heads of Service
AHP Team Leaders
AHP Clinical Teams
Business Support
GPs
Secondary Care Clinical Staff
12. MANAGEMENT
AND SUPERVISORY POSTS
All managerial and supervisory posts are expected to
follow the principles of being a Great Line Manager and specifically be aware
of, understand, and apply fair employment policies/practices, and equality and
diversity principles and legal obligations.
Commit to developing staff preferences, promoting flexible working
arrangements, and encourage change of working practice following major life
changing events.
All managerial and supervisory posts will ensure
compliance with Trust policies and procedures and clinical guidelines.
All managerial and supervisory posts must ensure staff
have equal access to career progression and are appraised annually and have a
PDP.
13. HEALTH
AND SAFETY RESPONSIBILITY/RISK MANAGEMENT
It is the responsibility of the individual to work in
compliance with all current health and safety legislation and the Trusts
Health and Safety Policy and to attend any training requirements both statutory
and mandatory in line with the Trusts legal responsibility to comply with the
Health and Safety and Welfare at Work Act 1974.
It is a standard element of
the role and responsibility of all staff of the Trust that they fulfill a
proactive role towards the management of risk in all of their
actions.Members of staff are responsible for adherence to all Trust
policies for the safety of themselves, staff and patients at work
The Trust offers a range of
Health & Wellbeing Support available information is available on the
Trust internet page
14. INFECTION
CONTROL
It is the
responsibility of all individuals to comply with infection control policies and
to attend any appropriate training requirements in line with the Trust's
responsibility to comply with Government Directives.
15. DISCLOSURE & BARRING CHECK
16. SUSTAINABILITY/CLIMATE CHANGE
Our Green Plan defines the Trust vision for
sustainability - to ensure that we provide the safest, most compassionate and
joined up healthcare whilst taking all reasonable steps to minimise the adverse
impact on the environment, society and the planet; thereby not compromising the
health and wellbeing of future generations. The Trust aims to be net
carbon neutral by 2045 in line with NHS Net Zero targets. Our aim is to be an
exemplar organisation in the way we embrace sustainability and all staff are
expected to contribute to our corporate responsibility in relation to climate
change by minimising the environmental impact of their day to day activities
and adhere to Trust policies and plans on sustainability, waste, resource usage
and governance.
17. RESEARCH
& INNOVATION
Our aim is to ensure
that Research and innovation is core business, and that the post holder not
only has the opportunity to contribute to this,but is expected to do so.
The importance of research and innovation cannot be underestimated in
discovering new knowledge and ways of working to improve patient outcomes.
There is evidence to show that research active hospitals have better patient
outcomes,and as such this is now a pillar within the CQCs well led
framework. Research forms an essential part of appraisal at CDDFT, and it is
expected that active participation in research is demonstrated within appraisal
(where the job role permits). All researchactive employees will be
supported in obtaining a certificate in Good Clinical practice in research.
Research and Innovation have a track record of investing in our research
colleagues, both in terms of time to undertake research, and from an education
andtraining perspective. We have a strong and an experienced research and
innovation team, ready to support you to engage in research and the innovation
pathway.Clinicianswith
a demonstrable background in research may have the opportunity to take on a
joint clinical/research appointment. This would be arranged in conjunction with
the Director of Research and Innovation
18. GENERAL
This job
description is intended as a guide to the principal duties and responsibilities
for the post and should not be considered an exhaustive list. It is subject to change in line with future development
of the service.
19. ANNUAL
REVIEW RECORD
Date of Issue:
Date of Review:
Employees Signature: Signature of Line Manager:
.
.
