INFORMATION FOR CANDIDATES
POST OF:
BASE:
REF NO:
Renal Practice Educator
University Hospital Crosshouse
N/917/12
Thank you for applying for the above post with NHS Ayrshire & Arran. This information sheet
summarises the terms and conditions related to the post.
A job description and person specification for the post are attached.
This post is Permanent.
The salary for the post is based on the Band 7 salary scale which is currently £30,460 to
£40,157 per annum (pro rata for part time posts)
The hours for the post are 37.5 per week, Mon – Fri, however some flexibility is required.
DISCLOSURE SCOTLAND
PROTECTION OF VULNERABLE GROUPS (PVG) SCHEME
The following provides information relevant to the post you have applied for and requires your
attention and completion.
PVG MEMBERSHIP
The post you have applied for is considered to be in the category of “Regulated Work” as
defined by the above scheme and successful candidate(s) will be required to be a member of
the scheme prior to commencing employment.
Membership currently costs £59.00. The cost of membership, if you are successful in your
application, will be paid by NHS Ayrshire and Arran.
EXISTING PVG MEMBER
Applicants who are already a PVG member will require to confirm their membership and the
regulated workforce this covers, eg, Adults, Children or both. Prior to employment, NHS
Ayrshire and Arran will determine whether the current level of membership is appropriate for
the post offered. If further membership to cover another regulated workforce is required, the
conditions of membership as stated above will be applied. If however the level of current
membership is appropriate, NHS Ayrshire and Arran will seek a Scheme Record Update
(SRU) and will both pay and incur the costs associated with obtaining the update.
Further information on the scheme can be found on the Disclosure Scotland website at
www.disclosurescotland.co.uk
PVG SCHEME MEMBERSHIP MANDATE
(Please complete Sections 1+2 and return with your application)
Section 1. Personal details (* circle as applicable)
Name ____________________________
Post Reference Number:
Post Applied for: ___________________
___________
Are you currently a member of the PVG Scheme
*YES/NO
If YES, please provide
Membership Number _________________
Date of Membership _______________
Date of last Scheme Record Update (if applicable)
Member of which Regulated Workforce:
*Adult
__________________________
*Children
*Both
Section 2. Declaration
I understand if my application for this position is successful, I will require to become a member of the
scheme covering the appropriate regulated workforce.
Signed:
Name:
______________________________
______________________________
Section 3 - For office use only
Full membership required Yes/No
Update only:
Yes/No
SPN:
Date: _______________________
Post Ref no: _________________
Regulated workforce:
Adult / Children / Both
_____________________________
GENERAL CONDITIONS:
Conditions of Service - The conditions of service are those laid down and amended from
time to time by the appropriate negotiating bodies e.g. NHS Staff Council/NHS Pay
Negotiating Council.
Annual Leave – The leave year runs from 1 April to 31 March. Annual leave entitlement
for full time staff on appointment is 202.5 hours (27 days), with 217.5 hours (29 days)
upon completion of 5 years NHS service and 247.50 hours (33 days) after 10 years NHS
service. Entitlements for part time will be pro rata.
Public Holidays – Public holiday entitlement for full time staff is 60 hours based on the 8
designated Public Holidays per annum, and on a 5 day week working 7.5 hours per day.
The 60 hours entitlement is due to all whole time staff irrespective of work pattern. For
part time staff, this will be applied on a pro rata basis and also allocated in hours.
KSF - The NHS Knowledge and Skills Framework is essentially a development tool but
will also contribute to decisions about pay progression. It will promote equality for and
diversity of all staff, having the same opportunities for learning, development and review.
It will promote effectiveness at work – with managers and staff being clear about what is
required within a post. It will support effective learning and development of individuals –
with all members of staff being supported to learn throughout their careers.
Superannuation - Employees are automatically opted into the NHS (Scotland)
Superannuation Scheme. Contributions are at the rate of 6.5%.
Employees may opt out by completing Form SB34.
Disabled Applicants - A disability or health problem does not preclude full consideration for
the job and applications from people with disabilities are welcome. All information will be
treated as confidential. NHS Ayrshire & Arran has been approved, by the Employment
Services Department, as an Equal Opportunities employer with a positive policy towards
employment of disabled people. NHS Ayrshire & Arran guarantees to interview all applicants
with disabilities who meet the minimum criteria for the post.
You will note on our application form we ask for relevant information with regards to your
disability. This is simply to ensure that we can assist you, if you are called for interview, to
have every opportunity to present your application in full. We may call you to discuss your
needs in more detail if you are selected for interview.
Asylum and Immigration Act 1996 and 2004 (Section 8) - The Asylum and Immigration Act
1996 and 2004 requires employment checks to ensure that all employees are legally
employed in the United Kingdom. Candidates will be asked to provide relevant original
documents prior to an offer of employment being made. Any offer of employment will only be
made when the organisation is satisfied that the candidate is the rightful holder of the
documents and is legally eligible for employment within the United Kingdom.
Medical Examination - Any offer of employment is conditional upon a satisfactory
medical report from our Occupational Health Services. You may be offered employment
conditional on confirmation that you are medically fit for employment. A commencement
date for employment will only be agreed following this confirmation.
Policy Relating to Staff with Bloodborne Virus Infection - Candidates for posts which
involve exposure prone procedures will not be allowed to commence employment until
they have been assessed as fit to perform EPPs by Occupational Health. The preemployment screening must be completed prior to any job offer being made. Where a
candidate is not able to perform EPPs, Occupational Health will notify the appropriate
manager that the candidate is ‘fit with restrictions’ and is unable to perform EPPs. The
health status of the individual will not normally be notified to management. Where the
restrictions recommended by Occupational Health are unable to be accommodated due
to the clinical duties of any of the posts within the staff groups specified in the policy, an
offer of employment to the post will not be made.
Candidates who are not offered employment due to being deemed unfit to undertake
EPPs as an essential requirement for a post, may be offered the opportunity to apply for
another advertised vacant post and be considered with other applicants. The preemployment screening for EPP posts above do not apply to staff undertaking non-EPP
posts who could have direct contact with blood, bloodstained body fluids or patients’
tissue in the course of their work activities. These staff will be offered and strongly
advised to be immunised against Hepatitis B in line with the Immunisation Policy including
recall for boosters and further antibody checks.
References - Two satisfactory written references must be obtained prior to any offer of
employment being made. These should include current and previous employers as
requested in the job application form. This is in line with the Recruitment and Selection
Policy.
YOUR APPLICATION:
Applications - Please note that we no longer acknowledge receipt of applications
therefore, unless you are shortlisted to attend for interview, you will not receive any
further communication.
Informal Enquiries - Informal enquiries are welcomed by Fiona McDonald, Charge Nurse
who can be contacted on ext 27492.
Closing Date - Your completed application form should be submitted by 14 March 2013 to
the address below or can be e-mailed to Allyson.Connor@aaaht.scot.nhs.uk
Department of O&HR Development
63A Lister Street
Crosshouse Site
KILMARNOCK
Ayrshire
KA2 0BE
JOB DESCRIPTION
1. JOB IDENTIFICATION
Job Title:
Practice and Education Facilitator for Renal Services
Responsible to (insert job title):
Clinical Nurse Manager
Department(s): Ward / Dept
Renal Unit
Directorate:
Integrated Care and Emergency Services
Operating Division:
NHS AYRSHIRE & ARRAN
Job Reference:
N/917/12
No of Job Holders:
1
Last Update (insert date):
18th August 2006
2. JOB PURPOSE
As a highly skilled renal nurse, the post holder will be responsible for advising, teaching and
demonstrating best practice on all aspects of care delivery in the renal patient.
To provide support for learners in the education and development process in a manner that
is consistent with legislation, policies and procedures.
The post holder will have a key role within the renal team and will work closely with Charge
Nurses to improve the knowledge, skills and competence of nursing staff within the
Directorate.
To work collaboratively and cooperatively with clinical colleagues to help explore and
implement new developments within the renal services.
To explore and develop new roles and new ways of working to improve the efficiency and
effectiveness of care provision for renal patients thereby developing the workforce
competencies.
The post holder will have a positive influence on staff recruitment and retention through the
development and introduction of robust education, training programmes, effective staff
support and supervision. The post holder will evaluate the education programmes and adapt
to suit the changing needs of the renal service.
The post holder will contribute to the improvement of patient care through the development
of standards, guidelines and patient group directives. He/she will coordinate in
benchmarking, audit, and research.
The post holder will ensure that any research undertaken within the department positively
impacts on the well being of the patients.
3. DIMENSIONS
The post holder will work autonomously within the Renal Directorate but in collaboration with
medical and nursing staff.
The Renal Directorate cares for renal patients across Ayrshire and Arran with a population of
377,000.
The post holder will work with nursing staff in the 12 bedded acute renal in-patient ward,
Renal Dialysis Unit, pre dialysis and the out-patient Peritoneal Dialysis Service.
There will be approximately 60 wte nursing staff that the post holder will be required to work
with.
The post holder will liaise and work collaboratively with 4 Renal Consultants, G Grade
Charge Nurses, Renal Dietician and a Renal Pharmacist.
4. ORGANISATIONAL POSITION
Clinical Nurse Manager (Medicine)
(Renal) Practice &
Education Facilitator
Renal Charge Nurses
Renal nursing Staff
Post holder reports managerially to Clinical Nurse Manager as do Renal Charge Nurses.
Post holder has professional link to Charge Nurses.
5. ROLE OF DEPARTMENT
There are currently over 300 people with a renal condition being cared for in Ayrshire and
Arran. The Renal Directorate’s responsibilities are:
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To provide a specialist nursing service to patients admitted to hospital with a wide
range of renal conditions.
To provide a specialist nursing service to patients attending the renal ward,
haemodialysis dialysis unit, peritoneal dialysis unit and outpatient clinics.
To ensure ongoing assessment of patients and early detection of complications, both
physical and psychological.
To provide specialist education for all staff involved in the care of patients with renal
disease.
6. KEY RESULT AREAS
Clinical
To monitor and improve the standard of care for renal patients through clinical supervision /
teaching / practice audit.
To assist staff with personal development.
To assist staff in service developments
To explore / pilot the use of technicians in supporting nurses in renal dialysis.
To develop grade and service specific competency frameworks for all nursing staff and
support staff.
Maintain up to date skills and knowledge by working within the clinical environment regularly.
Management
To set realistic personal objectives via PDP process
To link with Charge Nurse re staff development needs and jointly agree educational
components of PDPs
To act as change agent utilising the principles of evidence based practice
To implement change through effective dissemination of information and via policy and
guideline development
To explore workforce issues in renal services recruitment / retention / new roles
To lead projects, communicating with relevant stakeholders
Actively promote the workplace as a learning environment encouraging everyone to learn
from each other and external good practice
Education
To develop and provide an education and training programme for staff.
To initiate clinical/group supervision sessions for nursing staff.
To demonstrate practical application as well as theoretical knowledge.
To provide education induction programme for staff new to the renal service.
To educate junior and senior staff in higher level decision making skills – arrange / facilitate
tutorials / teaching sessions
To organise and co-ordinate in house renal training programme.
To initiate and co-ordinate a training programme for renal care technicians – evaluating
effectiveness through competency frameworks and audit.
To organise department / ward based training as appropriate involving RNs
To ensure that staff in general ward areas are involved in appropriate teaching sessions as
renal patients are nursed out with RDU / ward.
To enable / encourage / empower staff to enhance clinical skills.
To present / facilitate presentation to Scottish Renal Association 6 monthly.
To link with Divisional Training Co-ordinator, clinical colleagues and external agencies to
provide training locally.
Contribute to the improvement of patient care through the development of standards and
participation in benchmarking, audit and research
To assist staff in conducting literature review – implementation of evidence based practice.
To chair Renal Practice Development forum ensuring staff involvement through effective
consultation with Charge Nurses.
To encourage staff participation in agreed audit programme relevant for renal services in
liaison with Clinical Effectiveness department.
Professional
To act as specialist resource for renal nurses
To establish and maintain contact with professional bodies at local, national and international
level.
To act in an advisory role with Charge Nurse colleagues and senior management relating to
strategic development of renal services and personnel.
7a. EQUIPMENT AND MACHINERY
The postholder is expected to have a comprehensive knowledge of all the equipment
used in the renal unit, renal ward and peritoneal dialysis departments.

Homechoice APD machines
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Ultra S Gambro dialysis machine
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5008 Fresenius dialysis machine
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Prisma machine
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Volumetric pump, hoist etc.
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Criticare machine
7b. SYSTEMS

Maintenance of paper / electronic based staff record systems

Completion of own time sheets.

Ordering of supplies for the department using a paper and electronic based
system.

Any other systems relevant to renal specialty.
8. ASSIGNMENT AND REVIEW OF WORK
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Workload is self generated.
Workload is generated by service developments, advances in practice and research.
Workload is generated by the recruitment and retention process of nursing staff
working within the renal service.
Workload is generated by identification of development issues within the PDP process.
The post holder will be expected to work on their own initiative and in collaboration with key
stakeholders and service providers both internally and externally.
The post holder will be line managed by the Clinical Nurse Manager for medicine and will have
objectives set annually and a personal development plan in line with NHS Ayrshire & Arran’s
model of Performance Appraisal and Objective setting.
9. DECISIONS AND JUDGEMENTS

The post holder has autonomy, independence and continuing responsibility regarding the
organisation and responsive provision of education of the nursing staff working within the
renal service.
Assessment of individual staff complex educational needs
Autonomy to proactively use independent clinical judgement to anticipate, problems or
needs and actively resolve them without being asked, drawing on expert knowledge and
experience.
Alert managers to resource issues which affect learning, development and performance.
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10. MOST CHALLENGING / DIFFICULT PARTS OF THE JOB
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To facilitate various educational opportunities within a service which is expanding
rapidly.
To provide education and teaching to a wide range of individuals with differing levels of
understanding in order to promote a high standard of care for patients.
To explore and develop the use of new roles and new ways of working, overcoming
potential barriers to change.
To continue to develop self in order to remain a credible resource within the Directorate.
11. COMMUNICATIONS AND RELATIONSHIPS
The post holder will be required to communicate with staff, patients, service providers and
internal and external customers at all levels to ensure patient’s needs are met, and to
develop services and high quality care.
It is essential that the post holder has highly developed communication skills and the ability
to influence key stakeholders. Provide highly specialist knowledge to clinical colleagues,
patients and carers/relatives developing education programmes to address their needs.
Make recommendations regarding future education needs in response to changing renal
practices.
Good teaching and presentation skills will be required as the post-holder will be expected to
disseminate knowledge gained from benchmarking, audit and research through presentation.
The post holder will be expected to effectively communicate with:
 Renal Physicians
 Medical Staff
 Renal Pharmacist
 Renal Dietician
 Clinical Nurse Manager (medicine)
 Workforce Planning and performance manager
 College/University Staff
 Clinical colleagues from other renal services.
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical
The post holder will be involved in clinical, managerial and educational activity and may
frequently be required to move between tasks at short notice to meet the needs of the
service.
There is a requirement for flexibility of working patterns and for the ability to deal with
situations as they arise. Workload is unpredictable, with priorities changing.
The post holder will be expected to produce reports, occasionally at short notice.
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Potential for working in unpleasant working conditions such as having contact with uncontained body fluids e.g. blood, urine, foul linen
Potential for frequent exposure to hazards such as face to face verbal and physical
aggression/ abuse.
A portion of the job entails physical work and the post holder would require moving
and handling skills, which should be updated annually or more frequently if required.
The post holder will be required to work within confined spaces, and will be required
to assist immobile patients.
The post holder will be required to be able to initiate appropriate emergency care.
A range of highly developed physical skills required with accuracy being essential.
A range of physical effort is required both in the hospital setting and in the community
including: kneeling, bending; sitting, walking frequent short and long distance driving,
working at a computer, frequent lifting and handling of heavy goods
Exposure to sharps
Sit for long periods at a desk and on a computer
Mental
 The post holder will be required to use own judgement whilst observing patients condition
and should report any changes to the relevant disciplines
 At all times maintain safety of staff, patients and carers
 Retention and communication of knowledge and important information
Emotional Effort/Skills

There is a requirement to deal with distressed and anxious patients and carers in a
professional and sensitive manner.

There is a requirement to support staff and assist in the management of
complex/contentious personnel issues

There is a requirement to deal with complicated family dynamics and high levels of
public expectations

There is a requirement to on occasion work in hostile and emotive atmospheres, which
may result in the need for sudden intense effort and concentration
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB
RN currently registered with NMC
Specialist 1st level Degree in Renal Nursing.
Evidence of change management
Research awareness
Understanding of workforce planning issues
Post grad certificate in education.
NHS Ayrshire and Arran
Person Specification
Post Title Renal Practice Educator
Post Reference Number: N/917/12
Selection Factors
(Person Specification)
QUALIFICATIONS &
TRAINING
EXPERIENCE
KNOWLEDGE
Criteria
Essential
Evidence of recent professional development.
Ordinary degree or working towards it.
Desirable
Ordinary Degree
Postgraduate certificate in teaching
Essential
Post registration experience within the renal specialty
Awareness of the SVQ process
Desirable
Experience with teaching and practice development. Experience with formulating and implementing guidelines
and policies
Evidence of teaching within small and large groups, and in different environments.
Experience with SVQ assessment process and/or have an AI certificate.
Be able to demonstrate a depth of knowledge in all aspects of renal nursing.
Essential
Desirable
COMPETENCIES &
SKILLS
PERSONAL
CHARACTERISTICS AND
OTHER
Essential
Be able to demonstrate evidence of facilitating changes in practice. Ability to demonstrate strategic planning of
education programmes.
Experience in making and delivering Power point presentations.
Competent in all aspects of renal nursing including HDF and PD.
Good computer skills.
Desirable
Competent in all aspects of renal nursing including, HDF, PD, TPE and care of the AKD patient.
Essential
Excellent communication, motivational, organisational and time management skills.
Desirable
Excellent communication, organisational and time management skills.
Evidence of teambuilding skills.