Code
REFERENCE NUMBER: CS/2015/072N
JOB TITLE: PAEDIATRIC SUPPORT NURSE
GRADE: BAND 3
LOCATION: ROYAL HOSPITAL FOR SICK CHILDREN, EDINBURGH
HOURS: 34.5 per week
CONTRACT DURATION: PERMANENT
CLOSING DATE: MONDAY 6TH JULY 2015
SALARY SCALE: £16,960 - £19,927 pro rata
Apply on-line www.jobs.scot.nhs.uk
**Please note – the e-mail address you provide on the application form will be used to
communicate any further correspondence relating to this vacancy**
***Please note: we anticipate a high level of interest in this position and may close the advert
early once a sufficient amount of applications are received. Therefore, please make sure you
complete and submit your application at an early stage. ***
This post requires the post holder to have a PVG Scheme membership/ record. If the post
holder is not a current PVG member for the required regulatory group (i.e. child and/or adult)
then an application will need to be made to Disclosure Scotland and deemed satisfactory
before they can begin in post.
This post is subject to the Healthcare Support Worker Mandatory Induction Standards and Code of
Conduct. As such, the post holder will be expected to sign up to the requirements of the Code of
Conduct as well as meet a number of induction standards during the initial period in the post.
Further information on these requirements can be found within this job pack.
NHS LOTHIAN JOB APPLICATION PACK
This information package has been compiled to provide prospective candidates with details of the post
advertised.
The contents of this package are as follows:
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General Information for Candidates
Working in Edinburgh and the Lothian’s
Working Time Regulations Form (please complete and return with application form)
Person Specification and Job Description
NHS Lothian - Our Values
Information on Application Process
Workforce Equality Monitoring
Equal Opportunities Policy Statement
GENERAL INFORMATION FOR CANDIDATES
Data Protection Act 1988
Please note that any personal information obtained from you throughout the recruitment process will be
collected, stored and used in line with the Data Protection Act 1998. Information will be available to the
recruiting manager and to the Human Resource staff.
Counter Fraud
NHS Lothian is under a duty to protect the public funds it administers, and to this end will use the information
you have provided on your application form for the prevention and detection of fraud. It will also share this
information with other bodies responsible for auditing or administering public funds for these purposes. More
detail on this responsibility is on NHS Lothian’s intranet (Counter-Fraud and Theft page) and further
information is available at http://www.audit-scotland.gov.uk/work/nfi.php.
References
All jobs are only offered following receipt of two satisfactory written references. At least one reference must
be from your current/most recent employer, or your course tutor if you are currently a student. If you have
not been employed or have been out of employment for a considerable period of time, you may give the
name of someone who knows you well enough to confirm information given and to comment on your ability
to do the job.
Disclosure Scotland
Where a Disclosure or Protection of Vulnerable Groups Check is deemed necessary for a post, the
successful candidate will be required to undergo an appropriate check. Further details on the Recruitment of
Ex-Offenders are available from the recruitment centre.
Work Visa
If you require a Work Visa, please seek further guidance on current immigration rules which can be found on
the Home Office website www.ind.homeoffice.gov.uk
Overseas Registration and Qualifications
NHS Lothian will check you have the necessary professional registration, where appropriate. If you require a
qualification for this role but are not regulated by a professional body (e.g. NMC, GMC, HCPC etc), you will
need to provide an official translation, notarised by a solicitor, of your overseas qualifications to be checked
by the recruiting manager. Please ensure that this is available before applying for this post.
Job Interview Guarantee Scheme
As a Disability Symbol user we recognise the contribution that all individuals can make to the organisation
regardless of their abilities. As part of our ongoing commitment to extending employment opportunities, all
applicants who are disabled and who meet the minimum criteria expressed in the job description will be
guaranteed an interview.
Terms and Conditions
For an overview of our Agenda for Change terms and conditions visit: www.msg.scot.nhs.uk/pay/agenda-forchange
Travel Expenses
Travel expenses are not normally reimbursed for interviews, if you are selected for interview and
wish to enquire about the possibility of being reimbursed then the request should be directed to the
recruiting manager or interview panel chair.
WORKING IN EDINBURGH AND THE LOTHIAN’S
NHS Lothian offers excellent career prospects and a wide range of job opportunities for potential employees.
It employs approximately 24,000 staff and offers training and development opportunities as well as excellent
staff benefits.
The information provided below aims to help support and guide both prospective applicants and new
employees unfamiliar with Edinburgh and the Lothians.
Edinburgh and the Lothian’s
NHS Lothian serves a population of approximately 800,000 people living in and around Edinburgh,
Scotland’s historic capital city. The geographical area known as Lothian region covers 700 square miles,
comprising the City of Edinburgh, Midlothian, East Lothian and West Lothian.
It is a region of exceptional beauty and contrast, from the splendour of Edinburgh to the beauty and variety of
the hills, countryside and coastline. The nearest major town outside of Edinburgh is Livingston, a thriving
location in the heart of West Lothian. As well as many sites of historic interest, the region boasts a host of
recreational activities for all ages.
Useful Contacts
For useful guidance on relocating to Scotland visit: www.talentscotland.com
For a comprehensive list of services to help moving to the City of Edinburgh, please visit the City of
Edinburgh Council Website at: www.edinburgh.gov.uk
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NHS Lothian
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WORKING TIME REGULATIONS
RECRUITMENT PRO-FORMA
In accordance with Working Time Regulations, no individual should knowingly be
contracted to work for more than an average of 48 hours per week.
For Completion by Applicant (to be submitted along with application form)
- Do you intend on holding any other employment (either NHS or non-NHS)
YES / NO
If yes please complete the details below:
Name and address of additional employer(s)
Average number of hours worked for this employer per week
Signed
Name
For Completion by Appointment Panel
- Would the offer of this post put the applicant in a position whereby they would
exceed the 48-hour working limit?
YES/NO
Signed
Please Note - It is the responsibility of the appointment panel to ascertain whether the
prospective employee intends to retain any other post held in addition to the one for
which they are applying.
Refer to the Recruitment Guidance Pack for further information regarding working
time regulations.
NHS LOTHIAN – Children’s Services
Post: Band 3 – Support Worker/Nursery Nurse
PERSON SPECIFICATION
Criteria
Essential
Desirable
Personal Traits
Approachable
Flexible
Motivated
Confident
Articulate
Qualifications & Training
Level of education, professional
qualifications, training and learning
programmes/courses.
SVQ 3/HNC/NNEB
Experience and Knowledge
Type of experience, level at which
experience gained. Depth and extent of
knowledge.
Working with Children
Child development
Experience of children with
special needs.
Clinical experience e.g. NG
feeding
Skills/Abilities
Range and level of skills, i.e.
communication (oral, written,
presentation), planning/ organisation,
numeracy, leadership etc.
IT skills
Ability to carry out delegated
responsibilities/tasks
Effective written and verbal
communication skills
Ability to prioritise workload
Cleanliness Champion
Evidence of ongoing
training
Specific Job Requirements
Environmental conditions, unsociable
hours, car driver etc.
If you do not meet the essential criteria as detailed above then please do not apply for this post as you will
not be short-listed
JOB DESCRIPTION
1. JOB IDENTIFICATION
Job Title
Paediatric Healthcare Assistant Band 3
Responsible to:
Ward Manager (Band 7)
Department(s):
Ward 7
Directorate:
Women, Children and DCN
Operating Division:
NHS Lothian
Job Reference:
CS/2015/072N
No of Job Holders:
Last Update:
December 2004
2. JOB PURPOSE
As part of a multidisciplinary team the post holder will carry out personal care duties for patients and their
families in support of the registered nurse and other relevant professional practitioners where
appropriate. In partnership with the registered nurse assess and review the plan of care using the
Activities of Daily Living model for patient care. Implement the plan of care agreed with the registered
nurse.
Contribute to the safe and effective discharge of patients home from hospital.
Undertake associated clerical and patients centred duties as delegated by the registered nurse.
3. DIMENSIONS
The post holder is not responsible for managing the budget but needs to be aware of the resources
available and the need to work within the financial envelope.
The post holder’s primary post will be within ward 7; a 12 bedded clinical area, within the RHSC. In
addition to the inpatient workload, there are up to 50 children every week attending the ward as
outpatients and day cases
4. ORGANISATIONAL POSITION
Chief Nurse
Service Manager
↓
Clinical Nurse Manager
↓
Charge Nurse
↓
Deputy Charge Nurse: Band 6
↓
Staff Nurse Band 5
↓
Healthcare Assistant (Band 3) This post
5. ROLE OF DEPARTMENT
Ward 7 specialises in paediatric neurosciences, including surgical and medical interventions and
investigations/diagnostic procedures.
To provide a high quality, safe and supportive environment in order to care for patients, meeting the
identified physical and psychosocial needs. Ensuring the highest standard of patient care and
management.
6. KEY RESULT AREAS
In partnership with the registered nurse, the post holder will assess, review and implement the plan
of care using the Activities of Daily Living model to ensure a high standard of patient care.
Engaging in dialogue with patients, relatives and carers to clarify any questions they may have on
any suggestions or complaints that they wish to raise and communicate to the registered nurse both
in writing and verbally.
Initiate and maintain effective communication with patients, relatives, carers and other members of
the multidisciplinary team.
Record and inform the registered nurse of the outcome of clinical intervention undertaken by this
post and any observed change in the patient.
Work within the defined policies, procedures, standards and protocols of the Ward, Directorate and
Division to ensure maintenance of safe working practices for patients and colleagues.
Monitor stock levels of all supplies and carry out/delegate housekeeping duties, to support and
maintain the running of the ward area in order to promote the effective and efficient use of resources.
Ensure patients property and valuables that are received by the ward for safe keeping are secured
and processed as division policy.
In partnership with the registered nurse assess, implement and review planned health promotion
activities relevant to the patient group.
Be proactive in personal career development plan to maintain skills and develop personal growth
through training and education.
Contribute to the development of others in the health care setting.
7a. EQUIPMENT AND MACHINERY
Post holder is expected to have knowledge and ability to use all equipment used in the area however
may not have daily clinical involvement.
Generic
Specialised
Television Bedside Unit
Hoists – Encore, Maxi/Arjo
Fridge
Bath hoist
Pat Slides
Nimbus Pressure Mattress
Nursing Call System
Repose Boots
Database /Computers
Apnoea monitor
Very Specialised
Fire Equipment
Walking Aids (Zimmer, Gutta
Frame,
Crutches,
Walking
Sticks)
Pneumatic Tube System
Oxygen Cylinders
Electric beds
High chairs
Raised Toilet Seats
Cot sides
Glide Sheets
X Ray boxes
Electrically Controlled Chair
Wheelchairs
Trolleys
7b. SYSTEMS
Maintenance of own patient records
TRAK
Datix System – reporting incidents
Intranet/Internet – personal and work
8. ASSIGNMENT AND REVIEW OF WORK
The daily workload will be assigned by the Nurse in Charge and during your working day you will be
indirectly supervised by a registered nurse.
Work review and formal appraisal of performance will be carried out by the appropriate line manager.
9. DECISIONS AND JUDGEMENTS
Work is self directed and under the supervision of the registered nurse.
Work to the identified level of autonomy that is locally agreed by the line manager.
Allocate and supervise in partnership with the registered nurse A Grades, Trainee Clinical Support
Workers, Clinical Support Workers Level 2 in direct patient care.
Post holder must understand own role within the Child Protection policy and process, and act
accordingly
10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB
Maintain high standards of patient care within defined resources.
Establishing and maintaining professional relationships with the patient, relative, carer and
multidisciplinary team.
Ensuring patient safety at all times.
Managing self within a complex dynamic clinical environment.
Maintaining skills and knowledge level in clinical competencies and core skills.
Establishing role within the multidisciplinary team
Addressing the equality and diversity needs of patients and staff.
11. COMMUNICATIONS AND RELATIONSHIPS
Internal:
The post holder will be expected to communicate and liaise with the patient, their relatives and the
multidisciplinary team involved in the provision of care.
Communicate with the Senior Nurse/Ward Manager regarding patient condition, workload issues and
personal development.
Communicate with other relevant departments which will include Estates, Supplies, Infection Control,
Education Departments regarding clinical area and personal development.
External:
Social Services regarding patient discharge.
Scottish Ambulance Service regarding patient transport.
Community Health Practitioners regarding patient care.
Provide effective and efficient communication and working relationships with colleagues, patients, their
relatives, and the general public.
Maintain an awareness of current Divisional issues and impart information to colleagues.
Supporting clinical departments
External agencies – community health care practitioners/ Scottish Ambulance Service/Social Work
Schools
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical Skills / Demands:
Skills to safely manoeuvre wheelchairs, trolleys and other test equipment in
accordance with M&H policy
Movement and manoeuvring of patients
Use of mechanical aides, hoists etc
Stand/walking for the majority of shift.
PC Skills
Frequency
Constantly
Mental Demands:
Concentration required when undertaking personal care and clinical skills for
patients.
Delivering patient care under in-direct supervision, within defined resources
Interpersonal relationships with staff, patients, relatives and carers.
Interruptions direct and indirect by patients, relatives and the
multidisciplinary team.
Constant
Emotional Demands:
Communicating effectively with distressed/anxious/worried patients/relatives.
Caring for the terminally ill under supervision.
Caring for patients and relatives following receipt of bad news under
supervision.
Dealing with patients/relatives/carers with severely challenging behaviour.
Supporting new staff and learners.
Recognising and seeking help to manage their emotions
Working Conditions:
Constant
Exposure to body fluids, emptying bed pans/urinals, catheter bags ,blood
Exposure to aggression
Ergonomics
Constant
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB
NNEB qualification or other Child care qualification at SVQ level 3
Effective team player
Effective written and verbal communication skills
Ability to carry out delegated responsibilities with in a dynamic clinical environment.
Good interpersonal skills.
Recognising when one needs further development to undertake their role.
14. JOB DESCRIPTION AGREEMENT
A separate job description will need to be signed off by each jobholder to whom
the job description applies.
Job Holder’s Signature:
Date:
Head of Department Signature:
Date:
NHS LOTHIAN - OUR VALUES
NHS Lothian is determined to improve the way their staff works so they have developed a set of common
values and ways of working which they now need to turn into everyday reality - to the benefit of everyone
working in the organisation and, most importantly, to the benefit of their patients.
NHS Lothian – Our Values into Action:
Care and Compassion
• We will demonstrate our compassion and caring through our actions and words
• We will take time to ensure each person feels listened to, secure, understood and is treated
compassionately
• We will be visible, approachable and contribute to creating a calm and friendly atmosphere
• We will provide a safe and caring setting for patients and staff, and an efficient, effective and
seamless care experience
• We will meet people’s needs for information and involvement
in all care, treatment and support decisions.
Dignity and Respect
• We will be polite and courteous in our communications and actions
• We will demonstrate respect for dignity, choice, privacy and confidentiality
• We will recognise and value uniqueness and diversity
• We will be sincere, honest and constructive in giving, and open to receiving, feedback
• We will maintain a professional attitude and appearance.
Quality
• We will demonstrate a commitment to doing our best
• We will encourage and explore ideas for improvement
and innovation
• We will seek out opportunities to enhance our skills
and expertise
• We will work together to achieve high quality services
• We will use our knowledge and enthusiasm to implement positive change and overcome challenges.
Teamwork
• We will understand and value each other’s role and contribution
• We will be fair, thoughtful, welcoming and kind to colleagues
• We will offer support, advice and encouragement to others
• We will maximise each other’s potential and contribution through shared learning and development
• We will recognise, share and celebrate our successes, big and small.
Openness, Honesty and Responsibility
• We will build trust by displaying transparency and doing what we say we will do
• We will commit to doing what is right – even when challenged
• We will welcome feedback as a means of informing improvements
• We will use our resources and each other’s time efficiently and wisely
• We will maintain and enhance public confidence in our service
• We will be a positive role model.
Throughout the recruitment process candidates will need to demonstrate they meet all of Our Values.
NHS SCOTLAND APPLICATION PROCESS
The purpose of an application form is to help evidence that the applicant has all the requirements applicable
to carry out the job applied for.
Once in receipt of the application pack it is essential to read both the job description and person specification
to gain a full understanding of what the job entails and the minimum criteria required.
Please note for equal opportunity purposes NHS Lothian do not accept CV’s as a form of application.
General guidance
There are currently three ways of applying for vacancies within NHS Lothian:
- On-Line: www.jobs.scot.nhs.uk
- Telephone (hard copy): 0131 536 3030
- Email: recruitment@nhslothian.scot.nhs.uk
If you are applying by ‘hard copy’ please use black ink and write clearly in block capitals.
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The vacancy reference number, job title and location can be obtained from the job advert.
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The candidate number will be populated by recruitment team once the application has been returned.
This is to ensure each application remains anonymous.
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Only part C of the application form will be sent for short listing. The application form will be identified by
the candidate number only to ensure that no applicant will be unfairly discriminated against.
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Please complete all sections of the application form. Those sections that are not relevant please indicate
‘not applicable’, do not leave blank.
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Please feel free to use additional paper if required. Please do not add your name to any additional
information provided; secure it to the relevant section and Recruitment Admin will add a candidate
number.
For general help and advice on how to complete an application form visit:
www.myworldofwork.co.uk/content/job-application-form-advice
Please return completed application forms to:
The Recruitment Centre, Staff Residencies, St John’s Hospital, Howden Road West, Livingston, EH54 6PP
When returning your completed application and any associated enclosures by Royal Mail, please ensure that
the correct postage is paid. Underpaid mail will be retained by the Post Office which will result in applications
not being returned until after the closing date and not being included for short listing.
WORKFORCE EQUALITY MONITORING
NHS Lothian is committed to supporting and promoting dignity at work by creating an inclusive working
environment. We believe that all staff should be able to fulfil their potential in a workplace free from
discrimination and harassment where diverse skills, perspectives and backgrounds are valued.
In order to measure and monitor our performance as an equal opportunities employer, it is important that we
collect, store and analyse data about staff. Personal, confidential information will be collected and used to
help us to understand the make-up of our workforce which will enable us to make comparisons locally,
regionally and nationally.
NHS LOTHIAN
EQUAL OPPORTUNITIES POLICY STATEMENT
NHS Lothian considers that it has an important role to play as a major employer and provider of services in
Lothian and accepts its obligations both legal and moral by stating commitment to the promotion of equal
opportunities and elimination of discrimination.
The objectives of its policy are that no person or employee receives less favourable treatment on the
grounds of sex, disability, marital status, age, race (including colour, nationality, ethnic or national origin),
creed, sexuality, responsibility for dependants, political party or trade union membership or activity, HIV/AIDS
status or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.
Our Equal Opportunities in Employment policy can be viewed at:
www.nhslothian.scot.nhs.uk/WorkingWithUs/Employment/Pages/EqualOpportunities.aspx
The Scottish Government, Edinburgh 2009
Code of Conduct for Healthcare
Support Workers
Code of Conduct for Healthcare Support Workers
Working to standard: a code of conduct for support workers
in healthcare
1. Introduction
1.1 Welcome to this code of conduct for support workers in healthcare.
1.2 As a healthcare support worker, you play a vital role in:
helping the NHS deliver its services
protecting patients and the public from harm and
valuing all aspects of equality and diversity.
What you do has a big impact on the quality of healthcare for people who use the service.
1.3 This code of conduct is necessary because the work you do as a member of the healthcare
team is very important. The code is a list of statements that set the standard for how you should
work on a day-to-day basis.
1.4. The code is here to help you, your employer and the patients1 and the public2 you work with. It
is based on the basic principle of protecting the public, and mirrors what is required of all
‘regulated’ healthcare professionals you may work alongside.
1.5. You can use the code to check that you are 'working to standard'. Your employer can use it to
make sure that the service is meeting the standards and that both public and patient safety is
assured. Employers can also use it to help them understand what kind of service they can expect
from you and your colleagues.
1.6. The statements are based on existing good practice. You'll probably find you are already
working to standard in most, if not all of them. If not, the code will show you how you can change
the way you work to make sure you are working to standard.
1 The term 'patient' is used throughout the code. However, in practice you may hear patients being
referred to as 'service users', 'clients' or 'residents'. Basically, the term means any person that you
come into contact with who needs care.
2 The term ‘the public’ is also used throughout the code and refers to the people with whom you
come in to contact with, or to whom you provide a service, in the name of NHSScotland but who
may not fall into the category of “patient”, for example a blood donor.
1.7. The statements are designed for all healthcare support workers in NHS Scotland, wherever you
work and whatever job you do. So, it is a national code of conduct that will help to make sure that
patients all over the country can get the same high-quality, safe and effective service from
healthcare support workers.
1.8. Your employer also has a code of practice to guide how they treat you as a worker and how
they can support you to achieve the required standard reflected in this code.
2. Where has the code come from?
2.1. The first version of the code was developed by a working group brought together by the
Scottish Executive Health Department in 2006. The group worked very closely with similar groups in
other parts of the UK to make sure that the statements in the code are the right ones. The group
took special care to make sure that the code is in keeping with 'like' codes in other relevant sectors,
such as social services. The code has since been tested by the Scottish Government Health
Directorates, as part of a pilot project in 2007 - 08, and has been reviewed and finalised as a result.
The pilot demonstrated unanimous support for the code.
3. Working 'to standard'
3.1 As a support worker, you are expected to work to a certain standard. You need to be able to do
your job properly, behave properly, and do the right thing at all times. This is essential to protect
patients, members of the public and others from harm. Patients and their relatives, your employer
and your colleagues all expect this, and you should expect this of yourself.
3.2 But what does this mean on a day-to-day basis? It means that in your work, you should always
be of ‘good character’. This means that you should always display the characteristics outlined in
paragraphs 3.2.1 to 3.2.13 below.
Good character
3.2.1. Accountability - making sure that you can always 'answer' for your actions or omissions.
Make sure you are happy with the things you do (actions) and the things you don’t do (omissions) in
your daily work and that you can justify them to patients, members of the public, your supervisor,
your employer and others.
You must carry out only the tasks agreed in your job description or specification so that your
employer knows what you are likely to be doing and, based on this, agrees to accept liability (known
as ‘vicarious liability’) for your actions.
How will I know if I'm 'working to standard’ on accountability?
When you are working to standard on accountability, you may be asked to explain anything that you
do or do not do with, or for, the patient or member of the public for whom you provide a service. So,
you need good reasons for the way you have acted. Your employers will draw on the knowledge
and skills you have used when they judge your actions. Make sure that you record your actions in
line with your employer’s procedures. By taking part in ongoing monitoring of your performance, you
are showing you are aware of your accountability.
3.2.2 Awareness – being honest with yourself and others about what you can do.
Know yourself, what you can do and what you can’t do. The safety of your patients and members of
the public is your first priority. Always ask colleagues for help if you have any worries or concerns
about your abilities.
How will I know if I'm 'working to standard' on awareness?
When you're working to standard on awareness, you'll know yourself well enough to know what you
can do. You'll show you understand that some procedures can only be carried out by people who
have had special training; and that, in certain circumstances, you need permission from qualified or
supervisory staff before you do certain things with or for patients or members of the public. If you
feel you're being asked to do something you haven't been trained to do, and that you don’t have the
skills to do it, you will speak up.
3.2.3. Integrity - always do what is right to protect the patient or member of the public for whom you
provide a service.
Always do your best to make sure nothing you or anyone else does, or does not do, will harm the
person's mental or physical health or wellbeing or delay their recovery.
How will I know if I'm 'working to standard' on integrity?
When you're working to standard on integrity, you will be protecting patients and the public in every
way you can, taking into account all aspects of equality and diversity. You should be prepared to
report issues that cause you to worry.
3.2.4. Advocacy - doing your best for patients, members of the public and their relatives.
This means being responsible for promoting and protecting the interests of people in receipt of
services, many of whom may not be able to protect their own interests. This could involve speaking
up for people to make sure that what is best for each individual is always taken into account.
How will I know if I'm 'working to standard' on advocacy?
When you're working to standard on advocacy, you'll be putting patients' and members of the
public’s interests first at all times and making sure that you are meeting their wants and needs. All
people are individuals with different likes and dislikes and you must acknowledge their equality and
diversity to make sure that you treat them equally and fairly.
3.2.5. Sensitivity – respecting the patient / member of the public.
Every patient or member of the public is an individual with real feelings and emotions. When
working with patients or members of the public, think about how they may be feeling and what the
most appropriate response to their situation is.
How will I know if I'm 'working to standard' on sensitivity?
When you're working to standard on sensitivity, you'll be treating patients, members of the public
and their relatives politely while being aware of the situation they are in and their reactions to it. For
example, they may be feeling confused, angry or frustrated. It is important that you are sensitive to
this and do not take their reactions personally.
3.2.6. Objectivity – treating all patients and members of the public fairly and without bias.
Access to high quality care should be fair and consistent. There should be no discrimination on the
grounds of race, disability, sex, age, sexual orientation or religion or belief. There is a legal duty on
public bodies and their employees to promote race, disability and gender equality, and a wider
commitment to promoting equality on grounds of sexual orientation, age and religion or belief will
help public bodies avoid unlawful discrimination in these areas too. Personal feelings about patients
or members of the public must not interfere with the standard of your work. You must provide all
patients with high-quality care which reflects their individual needs. This means that you owe
patients a ‘duty of care’ and they can expect a ‘reasonable’ standard of care from all workers. It is
expected that you would treat all members of the public like this.
It is also important to maintain clear boundaries when caring for patients or members of the public.
This means that you should always have a ‘professional’ relationship with your patients. If you have
any strong feelings about a patient’s religious, social or cultural beliefs, you should tell your
manager as soon as possible so they can take appropriate action.
How will I know if I'm 'working to standard' on objectivity?
When you're working to standard on objectivity, you'll be working to the same high standard with
every person you work with. It should not matter to you what the person is like as an individual, what
race or religion they are or how they live their life. You will see all people in receipt of service as
worthy of your respect and best efforts.
3.2.7. Consideration and respect - making sure people are always treated with dignity.
Consider and respect people’s privacy to make sure that neither you nor they are ever placed in an
embarrassing situation.
How will I know if I'm 'working to standard' on consideration and respect?
When you're working to standard on consideration, you'll always show thoughtfulness for people’s
feelings and needs. You’ll protect patients and members of the public to make sure that they are
never unnecessarily exposed to embarrassing situations – whether in front of relatives, fellow
patients or healthcare workers.
3.2.8. Consent – telling patients and members of the public what you intend to do and listening
carefully to what they say about it.
Working in partnership with the person at all times is a basic principle that you must keep to at all
times. Always explain what you intend to do with patients and members of the public, even when it
is basic care or routine procedures, and only continue with your planned work once the person
agrees to it. You must check that this agreement is written in the person’s records, and you should
report any concerns that the person or a relative has to your supervisor.
How will I know if I'm 'working to standard' on consent?
When you're working to standard on consent, you'll be demonstrating that you will always make
sure that the person knows what you are planning to do and is happy with it. If the person cannot
give consent for themselves, because of their age or condition, you must always check with a
relative or a senior member of staff. If the person or relative has not agreed to what you plan to do,
you must not do it. Always check with a senior member of staff if you are in any doubt.
3.2.9. Confidentiality – protecting the person's privacy.
Confidentiality is essential to protect the interests of patients and members of the public. It is a main
feature of any code of conduct and of most terms and conditions of service in a healthcare
environment. So you must make sure that you don't give out personal information about patients or
members of the public, or about their condition or treatment, to anyone other than colleagues in the
team who need to know the information to help in the delivery of service to the person. If you do not
protect the person’s right to confidentiality, you may be breaking data-protection laws. If you feel
that a person is at risk of harm, and that you need to speak out, you should tell your supervisor. You
should not discuss those in receipt of services with anyone outside work.
How will I know if I'm 'working to standard' on confidentiality?
When you're working to standard on confidentiality, you'll maintain a professional attitude at all
times when handling information relating to a patient or member of the public and you won’t 'gossip'
to anyone at any time.
When you do pass on information to a colleague as part of your job, you will take care to be
accurate and clear in what you say or write.
3.2.10. Co-operation – working effectively with your colleagues as part of a team.
Value the part you play in the team and respect the part played by other members of the team.
How will I know if I'm 'working to standard' on co-operation?
When you're working to standard on co-operation, the contribution you make to the team will be
valued. You'll be communicating effectively, sharing information and working to meet the team’s
shared goals in the best interests of the people you provide a service for.
3.2.11. Protection – making sure you don't put patients, members of the public and colleagues at
risk of harm.
Make sure patients, members of the public, visitors and colleagues are protected from dangers and
risks and that nothing you do, or don’t do, results in harm or risk to others.
How will I know if I'm 'working to standard on protection'?
When you're working to standard on protection, you'll know the dangers patients, members of the
public and colleagues face at work and will do what you can to reduce risks of accidents or harm.
You will also make sure you report any concerns you have to a supervisor to reduce risks in the
future.
3.2.12. Development - trying to increase your own knowledge and skills by talking to patients,
members of the public and colleagues and looking for opportunities to learn.
If you are interested in your work and feel comfortable using the knowledge you need to carry out
your job, you will be able to offer a better service to patients and members of the public and you
should feel more motivated as a result.
How will I know if I'm 'working to standard' on development?
When you're working to standard on development, you'll be taking every chance you can to protect
patient and public safety by improving the way you work. This could be by attending a course,
shadowing a colleague or listening to feedback from patients and members of the public. You'll
continually monitor, evaluate and reflect on what you do at work and try to do it to the best of your
ability.
3.2.13. Alertness – observing any changes that could affect a patient's or member of the public’s
needs or progress.
Always try to notice when a patient or member of the public isn't doing what you expect of them and
report your observations to an appropriate person.
How will I know if I'm 'working to standard' on alertness?
When you're working to standard on alertness, you will notice when patients or members of the
public are 'just not right'. You'll notice, for instance, when the patient can't move as well as usual,
appears less alert or perhaps hasn't eaten their meal. You’ll also notice when things in the
workplace are not as they should be, relating for example to aspects of service delivery. Reporting
these observations will be in the best interests of the people in receipt of your services.
4. What this means for you
4.1. The code of conduct means that, as a healthcare support worker, you have a responsibility to
work to standard. This means that you must do the following.
4.1.1. Only do what your job description or specification allows you to do. If you do something, or
accept an instruction from another healthcare worker to do something that isn't within your job
description or specification or level of skill, you could be putting the safety of the patient or member
of the public at risk and you could be disciplined. Let your manager or supervisor know if you feel
you are being asked to do something you don't know how to, or something you know isn't in your
job description or specification.
4.1.2. It is within the code of conduct of all healthcare professionals not to delegate tasks unless
they are sure that the person they are delegating to has the skills and is happy to perform the task.
The person who delegates will remain professionally accountable for delegating the task. However,
if you accept the task, you will be accountable for how well you perform it.
4.1.3. Make sure that you always follow the standard procedures for carrying out tasks and duties.
4.1.4. Make sure that you obtain consent, in line with your organisation’s policies, before doing
anything to a patient or member of the public.
4.1.5. Follow the rules on 'duty of care' (see paragraph 3.2.6). This means you must always make
sure patients, members of the public and colleagues don't come to harm because of something
you've done or something you have not done, or because you've been careless or taken risks.
4.1.6. Making notes and keeping patients’ and members of the public’s records up to date and
accurate is an essential part of your service. You should only write down information relevant to the
service you have given to patients, and get an appropriate person to sign the record in line with your
organisation’s policy. If you are not sure, ask for advice. As you are accountable for anything you
write, no matter how informal it might seem, what you write can be used as evidence in any enquiry
by your employer or the courts in the future.
4.1.7. Raise issues you are concerned about with your line manager where these relate to:
how care or service is delivered;
the personal health, safety and security of patients and members of the
public; or
harm and abuse of patients or members of the public.
5. Want to know more?
5.1. If you’d like to find out more about the issues in this code of conduct, talk to your manager,
supervisor, trade union representative or a member of your relevant professional association. You
could also have a look at the following sources.
The NHS Scotland Staff Governance Standard for NHS Scotland
employees and associated PIN guidelines.
http://www.staffgovernance.scot.nhs.uk/
Blowing the Whistle – advice from the Royal College of Nursing on how
to speak up if you feel something is seriously wrong in your workplace.
http://www.rcn.org.uk/__data/assets/pdf_file/0004/78520/001510.pdf
The Duty of Care – a UNISON handbook to help healthcare staff to
carry out their duty of care to patients, colleagues and themselves.
http://www.unison.org.uk/acrobat/13038.pdf
The Nursing & Midwifery Council’s (and other professional regulators) guidelines on records and
record keeping. See
http://www.healthworkerstandards.scot.nhs.uk/pages/profRegStat.htm
for information on links to the different regulatory organisations’ websites.
Your organisation’s information on consent, confidentiality and diversity and equality.
© Crown copyright 2009
ISBN (web only): 978-0-7559-9107-5
This document is also available on the Scottish Government website:
www.scotland.gov.uk
RR Donnelley B62360 10/09
www.scotland.gov.uk