INFORMATION FOR CANDIDATES
POST OF:
BASE:
REF NO:
HOUSEKEEPER
UNIVERSITY HOSPITAL AYR
A/868/13
Thank you for applying for the above post with NHS Ayrshire & Arran. This information sheet
summarises the terms and conditions related to the post.
Please note if you provide us with an email address on your application form any future
correspondence regarding this post will be emailed to you. If you do not wish to receive this
correspondence by email then please contact us as soon as possible.
A job description and person specification for the post are attached.
These posts are Permanent.
The salary for the post is based on the Band 1 salary scale which is currently £14,653 to
£15,013 per annum (pro rata for part time posts).
The hours for the post are 6.00 per week (Post 1: 8.00am – 11.00am, Saturday / Sunday and
Post 2: 4.00pm – 7.00pm, Saturday/Sunday)
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.
Pensions - Employees are automatically opted into the NHS (Scotland) Superannuation
Scheme. Contributions are at the rate of 5%. Employees may opt out by obtaining and
completing the relevant Opt Out form from the Scottish Public Pensions Agency website.
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.
Relocation Expenses - Relocation expenses may be payable to the successful
candidate, in accordance with the Policy. This is available on request from the
Department of O&HR Development. Candidates who require to relocate to take up post,
should discuss this with the interview panel.
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:
Informal Enquiries - Informal enquiries are welcomed by Shona McLean, Hotel Services
Manager who can be contacted on 01292 617162.
Closing Date - Your completed application form should be submitted by Monday 06 January
2014 via the online application form on the SHOW website. Alternatively your completed
application form can be returned to the address below or can be e-mailed to
allison.robertson@aaaht.scot.nhs.uk
Department of O&HR Development
63A Lister Street
University Hospital Crosshouse
KILMARNOCK
Ayrshire
KA2 0BE
ADDITIONAL INFORMATION:
LOCATION - AYRSHIRE
Situated in attractive south-west Scotland on the Firth of Clyde coastline is the glorious
countryside of Ayrshire which you’ll soon discover is a very special corner of Scotland.
Ayrshire roads are quiet, the countryside peaceful but even so its easy to get here by road,
rail, or air.
Local attractions include country parks, museums - there’s Robert Burns and 1000’s of years
of history and heritage to enjoy, sports - sailing, watersports, swimming, riding, golf to mention
but a few.
Starting in the North at the family resort of Largs the coastal route runs south through the
seaports of Ardrossan and Saltcoats to Irvine - Scotland’s only New Town by the sea. From
Irvine you can take in the breathtaking beauty of the Ayrshire countryside - visit Kilmarnock
with its famous Dean Castle and Country Park then inland through the lace making towns of
Galston, Newmilns and Darvel. Further south and you are in Doon Valley - the heart of
Ayrshire’s industrial heritage. Back on the coastal route south of Irvine is Troon, another
popular resort and the start of Ayrshire’s famous Golf Coast. On this stretch of Ayrshire
Coast Ayr is the premier resort and is also the ideal base for exploring the Burns Heritage
Trail and visiting Burn’s birthplace in Alloway.
From Ayr the coastal route to Girvan includes the picturesque harbour village of Dunure and
the National Trust’s major attraction - Culzean Castle. Inland is the ancient capital of Carrick Maybole with its castle and tollbooth. Here in South Ayrshire the nearby Carrick forests and
hills offer superb walking country. The popular seaside town of Girvan would be your last port
of call or you could continue southwards to Ballantrae along a spectacular rugged coastline
notorious in the past as a haven for smugglers.
From North to South the countryside is very varied with something to suit everyone - we like
living and working here - and think you will too!
WITHIN EASY ACCESS TO GLASGOW
Most locations within Ayrshire are also within easy access of Glasgow by rail or road with all
the benefits and attractions found in a major city.
TOBACCO POLICY
Fresh Air Policy - Please note that, in line with the national Tobacco Control Strategy (20132018), NHS Ayrshire and Arran are working towards smoke free grounds by March 2015 (with
the exception of mental health facilities).
ALCOHOL AND DRUG POLICY
NHS Ayrshire & Arran operates an Alcohol and Drug Policy to protect the safety of all
patients, visitors and staff with the aim of promoting well being and reducing harm.
STAFF BENEFITS:
STAFF LOTTERY
The Board has set up a staff lottery and the cost of a chance in each monthly draw is
deducted directly from your wage/salary if you decide to enter the scheme. Half the proceeds
of the lottery are paid out as prizes and the remaining half is used to provide amenities,
facilities and services for both patients and staff.
During the year bumper prizes can be won and in the past these have included large cash
prizes, luxury holidays and cars.
STAFF DISCOUNTS
Information on Discounts given to staff by several local businesses will be available on taking
up employment.
JOB DESCRIPTION
1. JOB IDENTIFICATION
Job Title:
Responsible to (insert job title):
HOUSEKEEPER (Ayr Hospital)
Domestic Services Supervisor
Department(s):
Domestic Services Department
Directorate:
Facilities Directorate
Operating Division:
South
Job Reference:
A/868/13
No of Job Holders:
128
Last Update (insert date):
February 2008
2. JOB PURPOSE
To provide efficient and comprehensive cleaning, housekeeping and bed-making services within
certain wards/departments at Ayr Hospital, contributing to the enhancement of patient care and the
environmental standards in accordance with Quality Improvement Scotland (QIS) recommendations.
Healthcare Acquired Infection (HAI) Task Force Code of Practice and NHS Scotland National
Cleaning Services Specification.
The housekeeping services plays a key role in reducing the risk of Healthcare Associated Infection
and ensuring that a pleasant, safe, welcoming and clean environment is provided for patients, visitors
and staff.
3. DIMENSIONS
The jobholder is one of a team of Domestic Services Staff employed to carry out efficient cleaning,
housekeeping and bed-making services within Ayr Hospital.
The Housekeeping Service operates between the hours of 8.00am and 8.00pm Mon/Friday and
8.00am – 7.00pm Sat/Sunday, although specific times vary within individual sites and Housekeepers
work various shifts within these hours. Staff may occasionally be required to work out-with these
hours should extraordinary situations arise.
4. ORGANISATIONAL POSITION
Assistant Director – Clinical Support Service
|
Head of Clinical Support Services (South/North/East as applicable)
|
Hotel Services
Manager
______________________________
|____________________
|
|
|
PPCL Supervisor – Sewing/Linen Room Supervisor Domestic Supervisor
ACH
|
PPCL Asst
|
Sewing/Linen
Room Assistants
ACH
_________________|_____________________
|
|
|
|
Domestic – Housekeeper - Bed Maker – Hairdresser
Assistant
5. ROLE OF DEPARTMENT
The Domestic Services Department is dedicated to providing the following services within an acute
hospital setting whilst allowing flexibility to meet demands of the service as a whole: Efficient, high quality cleaning services for the benefit of patients, visitors and staff within all areas
across the General Hospitals Division in accordance with required Standards of Cleanliness, e.g.
QIS, HAI (Hospital Acquired Infection)
 Efficient and effective distribution of supplies
 Competent and safe Patient’s Personal Clothing Laundry Service (PPCL) (based at Ayrshire Central
and Biggart Hospitals)
 Competent and efficient Patients’ Personal Clothing Service carried out within ward areas at ACH
and Biggart Hospitals
 Competent and safe Linen Service, i.e. bagging of soiled linen, provision of clean linen/fabrics
 Competent and efficient Bed-Making Service where applicable
 Efficient and cost-effective Sewing Room Service in relation to Staff Uniforms, Linen and Fabrics
 Providing efficient and effective Staff Uniform service including ordering, receipt and distribution of
Staff Uniforms and minor sewing repairs
 Efficient and cost-effective Housekeeping Services, where applicable
 Efficient and sympathetic Hairdressing Service as and when required
 Efficient and effective TSSU distribution and collection service to departments and wards at Ayr and
Crosshouse Hospitals
 Efficient cleaning service of Residential Accommodation, where applicable, to comply with SEHD
Directive: Junior Doctors’ Living & Working Conditions and the HMO Licence requirements
 Efficient, high quality and safe waste management services in accordance with the Ayrshire-wide
Waste Plan and the Divisional Waste Management Policy, including collection, segregation,
disposal and recycling of both Clinical and Domestic Waste in all sites throughout the General
Hospitals Division.
 Work in close liaison with Nursing and Control of Infection staff to ensure agreed standards are
maintained
6. KEY RESULT AREAS
General:

Compliance with agreed Infection Control Guidelines for Domestic Staff to ensure safe working
conditions

Dedicated approach to cleaning and any other duties, e.g. ward linen stock etc., in accordance with
pre-agreed schedules and frequencies, to demonstrate motivation and enthusiasm

Ensure efficient, high quality cleaning services are provided within designated time-scales to meet
required Standards of Cleanliness

Ensure personal appearance, behaviour and cleanliness is exemplary at all times in order to
promote high standards and confidence in the service.

Flexible approach and understanding of circumstances which may occur requiring change in
routine/hours, thus demonstrating co-operation and ensuring continuity of the service

Economic and correct usage of domestic provisions/cleaning materials to minimise waste and in
accordance with COSHH and Health & Safety Regulations
Catering Duties:
 Service of meals, snacks and beverages to patients (NOTE: these duties must always be carried
out under instruction from Nursing Staff as per the departmental Meal and Beverages Service
Protocol)
 Assist with service of beverages/refreshments to relatives when necessary
 Collection of additional patient meals from main kitchen as required, e.g. new patients
 Cleaning of beverage trolleys and washing of crockery/cup holders/cutlery following the service of
beverages
 Cleaning of ward kitchen and equipment, e.g. dishwasher, fridge, toaster, etc.
 Communicate nutritional/fluid intake of Patients to Nursing Staff, e.g. advise nursing staff if patient
has not eaten meal/taken beverage
 Distribute menu Cards and assist patients with completion
 Liaise with Catering Department regarding Patient transfers/discharges and requirement to
cancel/order meals, e.g. patients transferring to another hospital, make arrangements for packed
lunch if necessary
 Preparation of toast/beverages for patients if required outwith normal meal time e.g. if theatre list
cancelled etc
 Preparation of tables and bed tables for meal services; clearing of soiled crockery and cutlery for
transfer to central dish-wash area; cleaning of tables, bed tables and chairs following each meal
service
 Serve chilled water/glasses to patients - under instruction from Nursing Staff
Domestic Duties:
Domestic duties are carried out in accordance with agreed cleaning frequencies and work schedules
following consultation between ward/departmental Managers and Domestic Services Management.
Duties include: Cleaning of Domestic Services rooms and all equipment used
 Cleaning of toilets, bathrooms and shower rooms
 Disposal of waste in accordance with the Divisional Waste Management Policy
 Replenishing of supplies, e.g. alcohol gel, toilet rolls, hand towels, soap, etc.
 Routine cleaning of all areas within the remit of the Domestic Services Department, adhering to
agreed cleaning frequencies, Control of Infection Procedures and to appropriate work schedules
6. KEY RESULT AREAS – continued:
Housekeeping Duties:
 Contact portering staff for removal of broken furniture and surplus equipment
 At request of nursing staff make up unoccupied beds
 Bagging of bed linen and other linen in accordance with Divisional Linen Bagging Policy
 Care of patients’ flowers and plants and cleaning of vases
 Check curtains/screens for necessary washing or repair; change and re-hang same when
necessary
 Clean all storage cupboards (Excluding Drugs Cupboards)
 Cleaning of bed frames and mattresses between discharge/admission of patients, reporting any
faults in bed frames to Estates Department and arrange transfer of torn or stained mattresses by
Portering Staff
 Prepare rooms for new patients
 Report all pest infestation, faults/malfunctioning equipment, e.g. light bulbs/clocks/ door locks and
repairs required to the Domestic Supervisor
 Wash medicine glasses and spoons
 Assist with answering telephones (external and internal calls)/patient call system and relay
information to Nursing Staff, e.g. basic information relayed, no medical information given
 Ballochmyle Suite/Day Surgery Unit: Mail collection, transfer of Casenotes/ Laboratory Samples
 Ballochmyle Suite/Day Surgery Unit: Escort Patients to/from e.g. X-Ray Department, Main
Entrance
 Ballochmyle Suite: Pharmacy errands, e.g. delivery of scripts to pharmacy and collection of
medication for patients
 Ballochmyle Suite/Day Surgery Unit: Unpack clean linen and store in designated areas (service
differs from ward areas where exchange trolleys are used)
7a. EQUIPMENT AND MACHINERY




Bucket/pail, Carpet Shampooer on wheels, Caution signs, Dustpan and brush, Dust control mop,
Hi-dusting pole and mitt, Mop pail on wheels and wringer, Mop shaft/hook and head, Nilfisk Tub
vacuum on wheels, Ensign upright vacuum on wheels, Scrubbing machine on wheels
(R38,R44,Victor,Taski) and solution tank, Trolleys, Wet pick-up on wheels
Dishwasher, fridge, kettle, toaster, beverage trolley, meal trolley, ice making machine
Protective clothing, e.g. uniforms, gloves, aprons, etc., and Protective equipment, e.g. gloves,
aprons, eye goggles
Materials, e.g.: Chemical solutions for cleaning purposes, Cleaning Agents (all in accordance with
COSHH Regulations) Disposable paper.
7b. SYSTEMS





Access Systems (Door entry)
Menu Cards
Telephones / Paging System
Work schedules – cleaning tasks/frequencies
PDP (Personal Development Plan)
8. ASSIGNMENT AND REVIEW OF WORK





Domestic Services duties vary between sites and departments and in accordance with agreed
cleaning frequencies and work schedules following consultation between Ward/Departmental
Managers and Domestic Management, and with minimal supervision.
Duties are delegated by Domestic Services Manager, Assistant Domestic Services
Manager/Hotel Services Manager or Domestic Supervisor and the postholder prioritises workload
based on service and users needs.
The Ward Sister/Manager may request Housekeeper to alter her routine if necessary, but not
method of, or equipment used
Work is audited weekly in accordance with the Standards set out by the Clinical Standards Board
for Domestic Services (Reviewed Jan 2004)
Progress is monitored annually through review of Personal Development Plans
9. DECISIONS AND JUDGEMENTS
With regard to carrying out daily duties, the Jobholder is expected to use own initiative in the
absence of a Supervisor

When checking mattresses the Jobholder is expected to make own judgement in deciding if
replacement is required
 The Jobholder is expected to meet the needs of the service by prioritising workload on a daily basis
and altering work routine as required
 Support/advise new employees by demonstrating correct procedures to carry out tasks involved in
post following induction training by Domestic Supervisor

10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB








Ensuring the Standards of Cleaning Services are adhered to, thus meeting the expectations of
patients, staff and visitors
Carrying out duties in areas of high level of activity, e.g. Acute Receiving Unit
Manoeuvring of equipment within limited spaces, e.g. scrubber/polisher, wet pick up etc.
Working within strict timescales
Daily exposure to highly unpleasant conditions, e.g. Cleaning toilets, cleaning up body fluids (faeces
etc) within sanitary areas and public areas, e.g. Corridors
Working around patients who are very ill or who may have challenging behaviour
Prioritisation of daily duties to ensure customer satisfaction and maintain standards, e.g. during ward
outbreaks, doctors rounds etc when changes of routine are required
Incorporating high level of Isolation Room cleaning into daily workload – as Isolated patients are
discharged a full clean including change of curtains and screens/shower screens must be carried
out
11. COMMUNICATIONS AND RELATIONSHIPS
The post holder will be required to communicate at various levels, this will happen on a daily basis
relating to service requirements e.g. verbal, telephone.
Staff are required to provide and receive routine information, which requires tact and skills in persuasion
where there are barriers to understanding e.g. acute setting (seriously ill patients), intoxicated,
aggressive patients, i.e. when serving meals/beverages, completing menu cards, persuading patient to
order meal etc
Effective communication and working relationships have to be developed with e.g.:
- Management, Supervisors and Domestic Services staff within the site
- Infection Control Advisors (communication in ward areas at outset of ward outbreak/taking advice
on requirements for segregation within ward)
- Ward Managers/staff
- Ward Clerkess
- Estates staff
- Patients/visitors/relatives
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
PHYSICAL EFFORT/SKILLS:
The post is physically demanding therefore a good level of fitness is required
to complete scheduled labour intensive tasks, cleaning duties and manual handling and
manoeuvring of equipment/machinery/supplies.
A degree of skill and dexterity is required when working with specialist equipment.
The use and thorough cleaning of all domestic equipment i.e. rotary scrubbing machines, wet
pick-ups, carpet shampooers, etc.
Manual collection of domestic and clinical waste bags/linen hampers
throughout the day, regular movement of furniture and cleaning equipment. Manual handling
knowledge is essential in order that tasks can be completed safely.
The postholder is required to follow a schedule of duties throughout their
shift, the variety of which is indicated in the key result areas.
Frequency of duties is dictated by the NHS Scotland Cleaning
Specification and, where applicable, patient/service/local requirements.
MENTAL EFFORT/SKILLS:
Meeting demands within constrained timescales and service deadlines. There are also frequent
requirements for concentration and there can be regular interruptions.
Concentration is required whilst: using electrical equipment, particularly in wet conditions e.g.
 carpet/floor maintenance
 handling and preparing chemical solutions for cleaning purposes
 serving patients’ meals and beverages
Interruptions consist of:
Daily tasks being interrupted to incorporate doctors rounds and other
departments/disciplines who require contact with patients and discharge
beds requiring to be stripped and re-made as a matter of priority.
EMOTIONAL EFFORT/SKILLS:
 Working in sensitive areas, e.g. A&E department, mortuary, oncology and certain other
wards/departments, e.g. Care of the Elderly and Acute
Medical Admissions Unit
 Witness to distressing circumstances, e.g. sometimes patients can be vulnerable or verbally
aggressive

Dealing with death of patients especially after a long stay
ENVIRONMENTAL:
 Daily exposure to highly unpleasant working conditions, e.g. cleaning toilets, exposure to
body fluids
 Requirement to work in extremes of temperature, e.g. very hot wards
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB
The postholder will:
 Be numerate and literate
 Have good communication and practical skills
Required to undertake departmental induction training including the operation of equipment and
cleaning materials during the first week of employment which allows flexibility within all areas of
Domestic Services and is also required to be proficient in and have knowledge of or, undertake
training in the following:
INDUCTION TRAINING (4 hours)
 Job Breakdowns/Work Schedules
 Codes of Practice
 Correct and economical use of materials and equipment
 Use of PPE
 Geographical knowledge of area/building/site
 Waste Management
 Linen Bagging Policy
 COSHH
 Security regulations
 Departmental Risk Assessments
 HAI Domestic Workbook Version 1 / 2 (5 hours)
 Datix
 Job Shadowing (15 hours)
MANDATORY TRAINING (Health And Safety At Work)
 Moving and Handling
(3 hours)
 Fire
(1 hour)
 Elementary Food Hygiene (6 hours)
 Control of Infection and HAI Hand Hygiene Module (3 hours)
 Violence & Aggression
(3 hours)
POLICIES (Awareness covered at Induction Training)
 Domestic Services Core Value Statement
 Domestic Services Standards
 Divisional Policies
 Caldicott Guidelines (confidentiality)
 Child Protection Regulations
Additional training is required for duties to be carried out in certain areas (see separate job
descriptions)
 Linen Room
 Stores
 Staff Changing
 TSSU Distribution
 Residencies
 Housekeeping
 Bedmaker
 PPCL Assistant
 Sewing Room Assistant
 Hairdresser
NHS Ayrshire and Arran
Person Specification
Post Title: Domestic Assistant/Housekeeper
Selection Factors
(Person Specification)
QUALIFICATIONS &
TRAINING
EXPERIENCE
Criteria
Essential
None
All necessary Training Provided
Desirable
Similar Domestic Induction Training
Completion of HAI Domestic Work Book
SVQ Level 1 in Cleaning Services
None
Essential
Desirable
KNOWLEDGE
Essential
Desirable
COMPETENCIES &
SKILLS
Essential
Desirable
PERSONAL
CHARACTERISTICS AND
OTHER
Essential
Desirable
Experience of using industrial cleaning equipment or working in a health care or
similar setting
None
Knowledge of NHS Policies & Procedures, including COSHH, Health & Safety,
Moving & Handling.
Awareness of Confidentiality
Basic level of communication to provide and receive routine information
Ability to work with minimal supervision
Ability to comply with Departmental Procedures within a very large department
Ability to work individually and in a team setting
Understanding of Work Schedules
Present positive attitude. Courteous/Polite. Clean/Tidy appearance
High level of mobility and stamina
Flexible approach to work routines/areas
Availability to complete induction programme /attend mandatory courses