Code
REFERENCE NUMBER: CS/2015/009
JOB TITLE: SENIOR NEWBORN HEARING SCREENER
GRADE: BAND 3
LOCATION: ROYAL INFIRMARY OF EDINBURGH
HOURS: 30
CONTRACT DURATION: PERMANENT
CLOSING DATE: 25TH JUNE 2015
SALARY SCALE: £16,960 - £19,927 pro rata per annum
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**
The use of the term “Senior” or “Junior” in this post refers only to the level of experience
and responsibility required for this post rather than age. As such, applications from people
of all ages are welcomed, subject to meeting the relevant criteria.
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:








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
.
NHS Lothian
__________________________________
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.
LOTHIAN UNIVERSITY HOSPITAL NHS TRUST
PAEDIATRIC AUDIOLOGY SERVICES
Senior Newborn Hearing Screener
30 HOURS PER WEEK
SALARY RANGE: Band 3
The Paediatric Audiology Department is looking for a senior newborn hearing screener who will be
responsible for supervising and supporting a team of hearing screeners and to ensure the effective day to
day running of the newborn hearing screening programme.
To report to/liaise with the Newborn Hearing Manager.
The post holder will be based in the New Royal Infirmary, and will cover community clinics in the Lothian
area.
We are looking for a confident, well-motivated, enthusiastic individual with good interpersonal skills to join our
friendly department.
Clean driving licence required.
Please contact: Audrey Robertson/Dawn Lamerton 0131 53603468
Please quote ref: CS/2015/009
The closing date is: 25th June 2015
NHS LOTHIAN
Post: BAND 3 Senior Newborn Hearing Screener
PERSON SPECIFICATION
Criteria
Personal Traits
Qualifications & Training
Level of education, professional
qualifications, training and learning
programmes/courses.
Experience and Knowledge
Type of experience, level at which
experience gained. Depth and extent of
knowledge.
Essential
Sociable and friendly
Confident
O grade qualification in English
and Maths
Basic IT skills
Previous experience of working with
the public
Use of databases
Previous experience of screening
hearing of newborn babies
Baby handling skills
Experience of supervising staff
Skills/Abilities
Range and level of skills, i.e.
communication (oral, written,
presentation), planning/ organisation,
numeracy, leadership etc.
Good oral and written communication
Good organisational skills
Able to prioritise work and tasks
Work timeously
Able to work autonomously
Work as a member of a team
Support staff effectively
Specific Job Requirements
Environmental conditions, unsociable
hours, car driver etc.
Assist with training of new and
junior staff
Will work various days of the
week including weekends on a
rotational basis
Able to travel across various
sites
throughout
Lothian
timeously
Desirable
JOB DESCRIPTION
1. JOB IDENTIFICATION
Job Title: Senior Hearing Screener (Senior ATO + 3 Dis. Points)
Responsible to : Paediatric Audiology Services Manager
Department : Paediatric Audiology
Directorate: Women & Children & Associated Services
Operating Division: Lothian University Hospitals Division
No of Job Holders: 1 of 1
Last Update (insert date): October 2004
2. JOB PURPOSE
To supervise and support the team responsible for the Universal Newborn Hearing Screening at
Simpsons Centre Royal Infirmary Edinburgh and to ensure the effective day to day running of a
comprehensive Universal Newborn Hearing Screening Programme.
To work as a member of the team responsible for the Hearing Screening of newborn babies, including
those residing within the Special Care Baby Unit, under the supervision of the Hearing Screening Coordinator.
To report to/liaise with the Newborn Hearing Co-ordinator.
3. DIMENSIONS







Number and level of staff supported - 1 Senior Hearing Screener and 5 Hearing Screeners
Client Group –All newborn babies born in Lothian.
Population of Lothians – 779,738 approx.
Birth Rate – (RIE) –Average 17/20 per day – (6138-7280 per annum)
Location – Based in Simpsons Maternity Unit at RIE Edinburgh and covering clinics in Midlothian
(2) East Lothian (2) and Edinburgh (3)
Venues –Lauriston, Sighthill, Dalkeith, Penicuik, Musselburgh, Roodlands and Leith.
Audiology Staff –
Services Manager
Chief/ Lead Audiologists x 3
Senior Audiologists x 4
Audiology Assistants x 2
Senior Hearing Screener x 1
Hearing Screeners x 5
Administrative Supervisor
Clerical/ Administrative Assistants x 2
4. ORGANISATIONAL POSITION
Directorate Manager
↓
Paediatric Audiology Services Manager
↓
Newborn Hearing Screening Co-ordinator
↓
Senior Hearing Screener (THIS POST)
↓
Hearing Screener x 7
5. ROLE OF DEPARTMENT
Paediatric Audiology sits within the Women Children and Associated Services Directorate.
It provides a high quality, effective and extensive range of diagnostic, therapeutic and rehabilitative
procedures for children from birth to 16/18 yrs of age, across acute and community settings on a Lothian
wide basis.
The Department delivers a complete package of care, which includes assessment, diagnosis and
treatment for all hearing and communication disorders.
Providing:
 A Universal Newborn Hearing Screening Programme.
 Second tier assessments based on developmental as well as chronological age of the child.
 A tertiary diagnostic service incorporating electrophysiological and behavioural tests of hearing
and therapeutic procedures for children with hyperacusis and tinnitus.
 The prescription, verification and validation of both digital and analogue hearing aids to children,
using modern state-of-the-art technology.
 Significant audiological support for Oncology, Neurology, ENT, Neonatology and Cleft Lip and
Palate services.
6. Key Result Areas
Supervisory Duties











To provide supervisory support and advice to the Newborn Hearing Screeners ensuring a high
standard of service is maintained at all times.
To liaise with the Newborn Hearing Screening Co-ordinator on all issues pertaining to the
screening programme.
To ensure implementation of all new procedures and policies.
To produce elementary protocols for the screening programme.
To participate in interviews for the appointment of new screening staff.
To assist in training of new and current screening staff.
To compile staff rotas ensuring provision of 7 day cover for the hospital screen and cover for
community clinics.
To complete departmental time sheets for all of the screeners and record absences.
To organise and prioritise screening resources in times of absence and increased activity.
Update mandatory training records for the screeners.
To collate and present monthly figures of the Hospital based screen.


Monitor and maintain good stocks of all consumables and stationery relevant to the Newborn
Hearing Screening Programme.
To chair regular meetings and discussions with the hearing screeners.
General Duties











To maintain the confidentiality of the babies and their families at all times and to ensure they
retain their privacy and dignity.
To identify which babies require a hearing screen and access suitability.
To approach and inform patients/ guardians of test details and ensure that consent is given.
To carry out hearing screening of babies within maternity unit, local hospitals and health centres.
To carry out hearing screening of babies in the Special Care Baby Unit when necessary.
To communicate test results to parents/carers in a calm, sympathetic way without giving any false
hope/information.
To ensure accurate recording of clinical and test data.
To ensure that missed babies are offered an appointment.
To carry out equipment checks on a daily/weekly basis according to local protocols and to ensure
the safety of the equipment.
To prepare referral paperwork so that follow-up appointment can be offered.
To participate in Audit and Research areas.
7a. EQUIPMENT AND MACHINERY

Hearing Screening Equipment.

Automated Oto-acoustic Emissions (AOAE): - for performing screening evaluation of cochlea
function.

Automated Auditory Brainstem Response (AABR):- for performing screening evaluation of
cochlear and brainstem function of hearing.

Electrodes: - various types, all required for performing AABR testing.

Cotton Wool and Nu-prep: - various requirements for appropriate and essential skin preparation
for electrode placement.

Earmuff/Inserts: - various forms of sound stimuli delivery to the ear for screening.

Computers – using eScreener Plus (patient management database system), e-mail, Excel
spreadsheets.

Printers –to print off test results

Telephones

Photo Copiers
7b. SYSTEMS

SBR - Lothian wide computerized patient management system for the input and collection of
newborn hearing screening information which contains demographic details, screening,
diagnostic assessment results and statistical information.

Numerous excel spreadsheets – inputting statistical data which is stored on a secure and
dedicated departmental network.

Patient Records

Internet/Intranet

E-mail
8. ASSIGNMENT AND REVIEW OF WORK






The post holder works directly to a line manager.
The post holder plans and prioritises own workload within established policies and codes of
practice.
The post holder works independently.
Daily work is generated from babies born in the RIE and at home in Lothian or transfers in to
Lothian.
The post holder is responsible to the Newborn Hearing Screening Co-ordinator who will provide
formal appraisal of performances and agree future objectives.
The post holder implements new procedures for own working area.
9. DECISIONS AND JUDGEMENTS








The post holder is available to support the hearing screeners on site.
The post holder works independently using judgement to prioritise workload where necessary.
The post holder must assess, prioritise and organise hearing screening resources in times of
absence, annual leave and increased activity.
Judgements need to be made regarding baby’s physical condition to test or continue to test.
Judgement and skills needed to aid baby during test time when choking on mucous.
Identifies potential risk factors/family history necessitating an eight-month follow-up appointment.
Awareness of discretion required when encountering situations such as e.g. death, HIV +,
surrogacy, adoption, neonatal abstinence, awaiting results of tests for various conditions e.g.
Down’s syndrome.
Understanding the Child Protection policy and process, and acting appropriately.
10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB






Most common daily difficulty is explaining to anxious new parents that baby has not passed the
screening test in one or both ears, and giving them reassurance in a calm sympathetic way
without giving any false hope/information.
Regularly dealing with sensitive medical and social issues such as neonatal abstinence or
adoption.
Often experience difficulty with machines/software failure, which can cause great problems.
Maintaining service provision during periods of absence.
Dealing with conflicting staff priorities to ensure a harmonious well co-ordinated and efficient
team.
Being able to deal with baby choking on mucous.
11. COMMUNICATIONS AND RELATIONSHIPS
Parents/Carers.
Communicate test procedures and results to parents/carers, and any appropriate follow-up
Internal Communications
Hearing Screeners,
Audiological staff,
Medical Staff midwives, paediatricians, nursery nurses,.
Administrative & Clerical Team
required.
Liaise with professionals from other disciplines with regard to parents/patients and with support
services with regard to departmental service requirements.
Service Manager
Newborn Hearing Screening Co-ordinator
External Communications

Health Centre staff, community midwives, health visitors, parents/guardians, GP’s.
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical
 Standing for considerable periods of time in awkward positions, bending, twisting and often
leaning over crib for duration of test.
 Manual Handling Skills
 Computer and keyboard skills
 Baby handling skills
Environment
 Working within infection control guidelines.
 Constant awareness and assessment of potential risk.
 Exposure to hospital acquired infection or infectious diseases e.g MRSA, Hep B, Hep C and
HIV
 Working all day in very hot, dry, stuffy conditions add to physical stress.
 Can be very noisy if many babies are crying.
 Office has no window.
 Occasionally requires to work in a variety of locations which can result in an exposure to
unsuitable or unpleasant working conditions.
 Occasionally receive verbal aggression.
Mental
 Concentration required to monitor progress of test and keen awareness of condition of baby is
a must.
 Awareness of and alertness to parents’ feelings.
 Awareness of sensitive issues regarding health and wellbeing of mother and baby.
 Staff expectation.
 Working in a busy environment with frequent interruptions.
Emotional
 Can be difficult giving a “no clear response” result to parents at a vulnerable, emotional time
 Meeting and communicating with parents some of whom have other anxieties as they may be
awaiting outcomes for other medical or social investigations.
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB








5 day core training.
Competency assessments
20 AABR supervised assessments
Deaf Awareness training,
Baby Handling skills,
Training of basic anatomy of the ear.
Training of recording data in medical records and on all relevant paperwork
Training of eSP system (database management system)







Excellent communications skills with emphasis on family friendly approach
Good patient handling skills
Excellent personal skills
Full driving licence
Good keyboard skills
Maintains continuing education
Ability to motivate other staff
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.

The vacancy reference number, job title and location can be obtained from the job advert.

The candidate number will be populated by recruitment team once the application has been returned.
This is to ensure each application remains anonymous.

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.

Please complete all sections of the application form. Those sections that are not relevant please indicate
‘not applicable’, do not leave blank.

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 shortlisting.
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