INFORMATION FOR CANDIDATES
POST OF:
BASE:
REF NO:
Discharge Co-ordinator
University Hospital Crosshouse
N/025/15
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.
This post is Permanent
The salary for the post is based on the Band 7 salary scale which is currently £31,383 to
£41,373 per annum (pro rata for part time posts).
The hours for the post are 37.5 hours per week.
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, e.g., 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 (KSF) and development review is about
encouraging lifelong learning for all staff. It supports an ongoing cycle of annual
development review and personal development planning. This is known as Personal
Development Review or PDR. The KSF and PDR processes are designed to support you
so that you can be fully effective in your job.
Pensions - Employees are automatically opted into the NHS (Scotland) Superannuation
Scheme. Contributions are at the rate of 9.5%. 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 Pamela Wheeler, Clinical Nurse
Manager who can be contacted on 01294 323230.
Closing Date - Your completed application form should be submitted by 29 April 2015 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
carol.bell@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:
Discharge Co-ordinator
Responsible to:
Clinical Nurse Manager
Department(s):
Medical Services
Directorate:
Acute Services
Operating Division:
University Hospital Crosshouse
Job Reference:
No of Job Holders:
1
Last Update :
14 June 2014
2. JOB PURPOSE
The postholder will provide support to the Clinical Nurse Managers and Assistant General
Managers at University Hospital Crosshouse but will also work in partnership with the Senior
Charge Nurses to ensure discharge planning is embedded throughout medical services within
University Hospital Crosshouse.
The Discharge Coordinator for Medical Services requires to:

To maximise the use of inpatient beds and take a lead role in reducing the length of stay
through the facilitation of effective integrated discharge planning;

You will play a pivotal role in leading and supporting multidisciplinary ward staff and Health
and Social Care Partnership colleagues to ensure our patients are discharged in a safe and
timely manner;

To work closely with Senior Charge Nurses (SCN), ward staff and staff in other agencies to
support and facilitate effective multidisciplinary and multi agency discharge planning from
hospital;

To contribute to the development of discharge planning strategies and initiatives; to lead the
implementation of agreed initiatives and champion effective discharge practices;

To monitor, collate and report delayed discharge information within University Hospital
Crosshouse and contribute to Ayrshire wide efforts to reduce delayed discharges;

As one of the key staff involved in ensuring bed capacity, to take urgent action in response to
peaks in demands for beds by facilitating rapid discharge and transfers of patients and;

Manage the Discharge Lounge staff and service at University Hospital Crosshouse.
3. DIMENSIONS
1. Through the line management structure the Discharge Coordinator will direct and lead staff
members across a range of professions and disciplines, including Nursing, Allied Health
Professions and administration
2. The Discharge Coordinator is responsible for supporting and developing patient discharge
on the University Hospital, Crosshouse site and link to community beds in ACH and with our
Local Authority Partners.
3. The Discharge Coordinator directly line manages; Discharge lounge staff, taking
responsibility for service performance, service quality, recruitment, appraisal, continuing
professional development and all aspects of staff governance.
4. The Discharge Coordinator works closely with the Clinical Nurse Manager and is expected to
carry out site wide and NHS Ayrshire and Arran tasks, as required.
5. The Discharge Coordinator is responsible for establishing and monitoring Hospital wide
audits in relation to patient discharge.
4. ORGANISATIONAL POSITION
General Manager
Medical Services
Clinical Nurse
Manager
Bed Managers
Crosshouse
Discharge
Co-ordinator
Discharge Lounge
Staff
5. ROLE OF DEPARTMENT
Medical Services within University Hospital Crosshouse has corporate responsibility for the
delivery of all Medical Services, 24 hours a day, 7 days each week. The postholder has a role
to play in the planning and performance management of patient flow with a focus on patient
discharge. Medical Services are required to optimise workforce, premises, equipment and other
resources to ensure the delivery of high quality, safe, effective and patient centred services in
line with corporate and clinical governance objectives.
The postholder has a lead role in the delivery of partnership working with Health and Social
Care Partnerships. To ensure the management and appropriate development of patient
discharge. This also includes developing links with Primary Care Services through managed
Clinical Networks and joint service planning.
NHS Ayrshire and Arran wide services managed by Medicine on behalf of Board:
 Bed management;
 Discharge Co-ordination Service;
 Hospital at Night and;
 Resuscitation Training
6. KEY RESULT AREAS

Devise, develop and implement the Discharge Planning Policy and discharge planning
agreement to ensure compliance with the policy by all wards and departments. Linking with
local authority partners to ensure a seamless discharge process is developed;

Work with Senior Charge Nurses to ensure all wards working towards the achievement of
the 40% morning discharge national target;

Develop an audit process to monitor morning discharge and facilitate performance
improvements;

Identify and take action to eliminate unnecessary delays in the patient’s journey due to
delays in discharge;

Drive forward and monitor discharge plans for patients with highly complex needs to ensure
an effective outcome;

Take a lead role as nurse advisor and discuss complex discharge planning with patients and
their relatives/carers;

Promote the use of Criteria Led Discharge and embed this process throughout all wards;

Review current levels of weekend discharges by working with ward teams, multidisciplinary
team and local authorities to improve current weekend discharge levels;

Arrange and participate in staff training to raise awareness of discharge planning with all
grades of staff, and act as a facilitator towards effective discharge planning;

Provide ward based staff with specialist knowledge on discharge planning and available
services;

Promote the use of the discharge lounge within University Hospital Crosshouse;

Be responsible for the line management and development of staff working in the discharge
lounge.
7a. EQUIPMENT AND MACHINERY
The post holder is required to have a knowledge of a wide range of equipment used as advice
must be given to the wards as to the appropriateness of equipment for discharge however may
not have daily clinical involvement.
Examples:
 Graseby pumps
 MS26 pumps
 Hoists
 Community commodes
 Community beds
 Bathing equipment
 Pressure relieving aids
 PC
 Printer
 Photocopier
 Page
 Telephone
7b. SYSTEMS
Daily lists of patients in hospital over 14 days
Produce electronic reports
Format, develop and produce daily spreadsheets and pivotal tables.
Daily use of Compass
Signing time sheets
Maintain daily records of PTS usage via discharge lounge
Maintain records of numbers of patients using discharge lounge
On-line patient transport booking system
Maintenance of patients records
8. ASSIGNMENT AND REVIEW OF WORK







The post holder provides a consistent level of service to patients, relatives and University
Hospital Crosshouse staff
The postholder is required to plan the way in which work is carried out.
The postholder is required to allocate work to trained and untrained nursing staff, ambulance
and ancillary staff
Reports to Clinical Nurse Manager but is regularly assigned tasks direct by the General
Manager.
Required to work on own initiative all of the time.
Annual performance development plan and review.
Objectives will be set and agreed.
9. DECISIONS AND JUDGEMENTS
Professionally expected to make autonomous decisions on a daily basis, including advice to
junior and senior medical staff, Senior Charge Nurses, junior ward staff, external agencies and
multi-disciplinary team members.
Requires a high level of analytical and judgemental skills to enable the post holder to manage
highly complex situations which may have unique characteristics and where there are a number
of complicated aspects to take into account, which do not have obvious solutions. When
required by patient needs, to act independently out with agreed policy based on postholders
own interpretation of clinical need.
The discharge co-ordinator has discretion to make decisions regarding patient discharge which
may impinge on other Department’s resources.
10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB
The most challenging aspects of the job are from the multifaceted nature of the work involved.
There are a variety of problems and situations, which require a consistent and methodical
approach to enable the problem to be solved.
The post holder needs to continually strive to improve multi-agency working to the benefit of the
patient.
The post holder is the link between separate agencies with at times opposing agendas and the
post holder is required to pacify both.
11. COMMUNICATIONS AND RELATIONSHIPS
The post holder is required to communicate daily by face to face contact, telephone, e-mail and
by letter with a variety of people which includes:













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Patients and relatives
Ward staff
Allied health professionals
Social services
Home help organisers
Ambulance staff
Primary care staff
Nurse specialist
Medical teams
Senior bed managers
General managers, medical and primary care
Rapid response service
Heads of Local Authority
Intermediate care staff
The type of communication involved is diverse and multi-stranded. It involves presenting
complex, sensitive and contentious information to large groups of staff frequently via video link.
The post holder will be required to lead in case conferences, ward reviews and discharge
planning meetings.
The job requires highly developed persuasive, motivational, training skills when communicating
effectively with staff.
Highly developed empathic and re-assurance skills are required when communicating with
patients and their relatives/carers to provide intense emotional support when planning a
discharge for a patient who wishes to go home to die or for whom the decision is that they
require permanent care and will never return to their own home. This requires the post holder to
be able to provide accurate information in a supportive manner.
The post holder will be required to exhibit highly developed negotiating skills to communicate
effectively with all agencies, patents and carers particularly when there are differences of
opinions within agencies or with patient or carer. Promoting a joint approach to care
management and maintaining patient centred care.
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
PHYSICAL DEMANDS
Large area to be covered on foot. Standing or walking for majority of shift therefore fitness and
stamina required.
Occasional physical manual handling of patients.
Driving required between sites and when visiting community based colleagues / services
averaging once per day.
Listening skills when dealing with patients following a Cerebral vascular accident or when
patients are in a highly emotional state.
MENTAL DEMANDS
Retention and communication of knowledge and information.
Ability to work under pressure.
Prolonged level of concentration required at all times including when driving.
Speed and accuracy required when producing reports
Ability to identify solutions to unpredictable daily demands.
Due to the nature of the discharge co-ordinators role they will be subject to frequent
interruptions from staff, relatives, multi-disciplinary team members internal and external
including during recognised meal breaks.
EMOTIONAL DEMANDS
Supporting staff in ward environment
Direct communication with distressed/anxious/worried patients/relatives.
Direct communication with external agencies when they are under pressure.
Direct discussion about discharge planning when patients / relatives have been given bad news,
which is frequently difficult
Frequently arranges fast complex discharges for patients who wish to go home to die and
required to provide accurate documentation.
Directly has to deal with patients and relatives who exhibit severely challenging / unreasonable
behaviour which is very stressful.
WORKING CONDITIONS
Occasional exposure to unpleasant working conditions which includes direct contact with dirty
patients and exposure to verbal aggression from patents and relatives.
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB

Registered Nurse

1st Degree

Post registration diploma or relevant experience to enable the post holder to provide detailed
advice to

other specialists and non-specialists

In depth knowledge of available services and referral pathways.

Thorough knowledge of other professions.

Experience of working in a multi-agency, multi-disciplinary environment

Experience of cross boundary working

Excellent communication and interpersonal skills

Ability to work on own initiative.
NHS Ayrshire and Arran
Person Specification
Post Title:
Post Reference:
Discharge Co-ordinator
N/025/15
Selection Factors
(Person Specification)
QUALIFICATIONS &
TRAINING
Criteria
Essential
Desirable
EXPERIENCE
KNOWLEDGE
Level 1 registered nurse with current NMC registration
Educated to degree level
 Range of clinical skills
 Monitoring nursing practice.
 Evidence of educational development within management or health
Relevant post graduate qualification or equivalent experience
Essential
 Relevant experience of specialty
 Range of post-registration experience, demonstrating required skills and experience for post;
 Varying range of experience at a senior level within relevant health care settings
 Ability to deal with and diffuse conflict situations
 Ability to work within high turnover/ pressurised environment on a daily basis.
 Ablility to maintain concentration under stressful conditions
 Relevant experience/knowledge of Health and Social care integration/processes
Desirable
 Experience in other specialties
Essential
Demonstrates an understanding of governance standards/arrangements / drivers
 Understanding of group dynamics / team working;
Demonstrates up to date clinical evidence based practice / knowledge
 Demonstrates understanding of clinical, corporate, staff and financial governance
 Demonstrates patient-centred care
 Understands the complexity of patient flow and relates this to the value of the patients
experience
Desirable
Knowledge of specialty
COMPETENCIES &
SKILLS
Essential
Desirable
PERSONAL
CHARACTERISTICS AND
OTHER
Ability to act as a resource to others
 Ability to recognise own limitations;
 Act as mentor when required;
 Influencing, motivating and persuasion skills
 Critically evaluate current practice;
 Ability to lead team performance
 Ability to write and evaluate reports;
 Ability to carry out complex care planning.
 Excellent communication and interpersonal skills;
 Ability to communicate with all members of the multi-disciplinary team;
 Able to communicate concerns in a timely manner.
 Take initiative / delegate effectively
 Have achieved competency in expanded role as appropriate
 Demonstrates empathy, sensitivity and support for staff

Understands the complexity of group dynamics, the triggers, the influences and the importance of
valuing all members.
Ability to function at a constructive/analytical level within the peer group
Basic computer skills to operate email, payroll and incident recording systems
Essential
Quality/standard/accuracy of application
Demonstrates a positive attitude, driven, motivated
 Problem solving skills;
 Ability to prioritise;
 Planning skills;
 Ability to work as part of a multidisciplinary team;
 Commitment to personal and professional development;
 Flexible and responsive to change;
 Proven leadership skills;
 Professional manner and demeanour.
 Reliability/ trustworthiness
 Adaptability/ flexibility.
Desirable
Sense of humour