REFERENCE NUMBER: ECHP/KD/479
JOB TITLE: Deputy Charge Nurse
GRADE: BAND 6
LOCATION: Charles Bell 2
HOURS: 37.5
CONTRACT DURATION: Permanent
CLOSING DATE: 21st November 2014
SALARY SCALE: £26,041- £34,876 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**
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
GENERAL INFORMATION FOR CANDIDATES
This information package has been compiled to provide prospective candidates with details of the post
advertised.
The contents of this package are as follows:
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Person Specification and Job Description
Working Time Regulations Form (please complete and return with application form)
Guidance on completion of Application Form
Agenda for Change Terms & Conditions
Equal Opportunities Policy Statement
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.
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.
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.
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 is available from the Recruitment Centre.
If you require a Work Permit, 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, HPC 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.
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.
I would ask you to note that if you do not hear from us within six weeks of the closing date, I regret to say that
you will have been unsuccessful on this occasion.
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.
Working in Edinburgh and the Lothians
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 Lothians
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.scotlandistheplace.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.
EDINBURGH COMMUNITY HEALTH PARTERSHIP
EMPLOYEE SPECIFICATION FOR THE POST OF – Band 6 Charge Nurse/ H@N
Practitioner
CATEGORIES
1. PHYSICAL/HEALTH
EXPERIENCE OR QUALITIES SOUGHT FOR THIS POST
ESSENTIAL
DESIRABLE
Good Physical Health
Able to carry out full range of
duties required for the post
2. TRAINING
(Including Qualifications)
First Level Qualification in
nursing.
Evidence of ongoing career
development
Evidence of management
experience
3. PREVIOUS
EXPERIENCE
(‘Paid’ and ‘Voluntary’ work)
Experience at Band 5 level
within a relevant setting
Knowledge of external agencies
4. SKILLS AND ABILITIES
Able to work within a large
multi-professional team.
Excellent communication
skills both written and verbal
5. OTHER
REQUIREMENTS
Interest in this or related
area
6. DISQUALIFIERS
Inability to commit to current
shift patterns and
compliance with European
Working Time Regulations
Presentation & Teaching
experience
NHS LOTHIAN PRIMARY AND COMMUNITY DIVISION
JOB DESCRIPTION
1. JOB IDENTIFICATION
Job Title:
Deputy Charge Nurse/ H@N Practitioner (Band 6)
Responsible to:
Senior Charge Nurse Charles Bell 2
Department(s):
Astley Ainslie Hospital
Directorate:
Edinburgh Community Health Partnership, Rehabilitation Medicine Directorate
Operating Division: Lothian Primary & Community Division
Job Reference:
No of Job Holders: 3
Last Update: December 2010
2. JOB PURPOSE
The post holder provides leadership, support and guidance for staff in Charles Bell 2 under supervision
and guidance of Senior Charge Nurse. They will also be responsible in providing support and guidance
to nursing staff across Astley Ainslie Hospital site to ensure the delivery of patient care within the
Rehabilitation Directorate as Coordinating Charge Nurse or Hospital at Night Nurse.
In addition to these Directorate-wide responsibilities, the post holder will work in partnership with the
medical staff and hospital at night team based at the Royal Infirmary to manage, discuss and escalate
changes in patient’s condition so that an appropriate treatment plan can be implemented in a timely
manner.
The post holder is responsible for the assessment of care needs, the development, implementation and
evaluation of programmes of care.
The post holder will provide leadership, clinical support and advice to nursing staff acting as the first point
of contact, making referrals to or co-ordinating with the Hospital at night team at the Royal Infirmary.
The post holder will take responsibility for dealing with site management issues as Coordinating Charge
Nurse (CCN) in the first instance, including staffing, bed management and resource allocation.
3. DIMENSIONS
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Throughout the Directorate there will be approximately 30 staff on day duty and 15 staff on
night duty, both registered and non-registered nurses.
The Directorate has 6 wards and a total of 109 beds (including Robert Fergusson unit REH).
Work in conjunction with the Hospital At Night Team based at the Royal Infirmary.
Ensure effective Utilisation of clinical supplies and resources efficiently.
Liaises with non-clinical departments regarding the operational management of the ward /
hospital at night.
4. ORGANISATIONAL POSITION
Clinical Services Development Manager
Ward Charge Nurses
Ward registered
nurses
Charge Nurse
(This post)
Ward non-registered nursing
staff
5. ROLE OF DEPARTMENT
To provide clinical services to patients within Charles Bell 2 during day and Astley Ainslie Hospital
overnight. Liaising with the Hospital at Night team in relation to patients whose condition has changed
utilising the escalation policy.
The post holder also has a role in the education and training of ward based staff as well as supervising
staff to ensure the deliver of holistic patient care.
6. KEY RESULT AREAS
1. To manage the nursing service when CCN day or night by deploying resources appropriately to
ensure the care the patients require is delivered by staff with the necessary skills and knowledge.
2. To take an initial lead role in the management of any medical emergencies / other incidents (such as
fire) and deal with ad hoc nursing and non-nursing operational issues to ensure emergency situations
are dealt with in a controlled and competent manner and effective operational management of the
directorate is maintained overnight.
3. Work in partnership with the medical staff and hospital at night team based at the Royal Infirmary to
manage, discuss and escalate changes in patient’s condition so that an appropriate treatment plan
can be implemented in a timely manner. The post holder is responsible for the assessment of care
needs, the development, implementation and evaluation of programmes of care.
4. To fully assess patients, plan their care, implement and evaluate programmes of care and consult /
involve patient / carers at all stage of the rehabilitation process so patients receive a high standard
and correct care.
5. Demonstrate high level of problems solving sills in making decisions and providing solutions for a
range of problems and issues.
6. Act as a role model demonstrating high standards of holistic care providing mentorship and support
to clinical staff.
7. Work within boundaries of NMC code of conduct in order to optimise patient care and be aware of
boundaries of responsibilities and limitations of clinical skills.
8. To organise own workload and to lead the ward nursing team to ensure smooth ward organisation so
patients and their relatives receive a high standard of prescribed care.
9. To act as a source of advice, in the absence of the ward charge nurse, to night nursing staff working
in all 5 wards on AAH site and referring any relevant matters to the ward charge nurse so staff feels
supported.
10. To contribute to the arrangements for patient admissions and discharges so that patients are
admitted according with local guidelines, ward procedures and discharges are fully planned.
11. To implement and maintain, as part of the multidisciplinary team, policies, procedures, standards and
protocols of the ward, unit, directorate and division to ensure adherence to, and delivery of the
highest level of patient care at all times.
12. To participate in audit systems to monitor the delivery and standards of care given to patients and
their families.
13. To have direct involvement in the provision of clinical practice for pre-registration and appropriate
post-registration students to ensure that appropriate learning opportunities are provided and students
feel supported.
14. To participate in staff induction for newly appointed nursing staff, provide clinical supervision for
colleagues and contribute to the appraisal, performance management and objective setting
processes for junior nursing staff ensuring the nursing staff feel supported and their learning needs
identified.
15. To appropriately and efficiently use ward supplies so resources are used economically.
16. To maintain effective written and verbal communications with patients, relatives and other members
of the multidisciplinary team to ensure patient needs are met and appropriate information is shared
and documented.
7a. EQUIPMENT AND MACHINERY
The Charge Nurse is expected to have a knowledge of all equipment used in the area however may not
have daily clinical involvement. Examples of equipment and machinery used:
Specialised:
Syringe drivers.
Enteral feeding tubes and pumps.
Defibrillator.
Suctioning equipment.
ECG monitors.
Bladder scanner.
Doppler
Blood Gas Analyser
Arrest trolley
Generic:
Range of hoist and other manual handling equipment.
Pressure reducing / relieving mattresses, static and electrical.
Wheelchairs and specialist seating
Syringes / needles / intravenous infusions
Thermometers / sphygmomanometer.
Urinary catheters, continence products.
Wound dressings.
Medical gas delivery systems and oxygen saturation monitors.
Blood glucose monitors.
Weighing scales.
IT equipment.
7b. SYSTEMS
Nursing staff duty rotas.
Authorisation of timesheets for bank staff, overtime and agency staff.
Maintenance of patient records and reports.
Patient dependency monitoring.
Delayed discharge reporting.
Pressure sore prevalence reporting.
Systems to ensure effective deployment of nursing resources.
Electronic and written systems for audit and questionnaire completion.
8. ASSIGNMENT AND REVIEW OF WORK
Workload is determined by the needs of the service.
The post-holder will work without direct management and will delegate work to other nursing staff in the
ward or directorate as necessary.
The post holder’s work will be assigned by the Clinical Services Development Manager for directoratewide issues and by the Ward Charge Nurse for ward matters although the post holder will manage their
own nightly workload.
The post holder will be responsible to the Ward Charge Nurse for clinical guidance and professional
management, work review and formal appraisal of performance and to the Clinical Services
Development Manager for directorate-wide issues.
9. DECISIONS AND JUDGEMENTS
The post holder is expected to clinically and professionally, on a shift basis, anticipate problems or
needs in managing the ward or directorate and resolve them autonomously e.g. nursing care for
patients, staff management, utilisation of resources.
The post holder has discretion to make decisions regarding patient care within clinical/professional
guidelines and as part of the multidisciplinary team; escalating any changes in patient’s condition to the
Hospital at Night team at the Royal Infirmary.
The post holder will make a clinical judgement regarding the administration of medicines covered by the
symptomatic relief prescription.
The post holder utilises resources and deploys staff to ensure correct and effective use of available skill
mix.
10. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB
To meet the patients’ care needs by using the available staffing resource appropriately and effectively
and to problem solve when unusual or challenging situations arise overnight.
Addressing and managing the diversity of needs presented to the Hospital, implementing change
effectively.
Dealing with and managing unexpected stressful situations, supporting and guiding staff involved.
Knowing when to refer to the on call senior manager.
11. COMMUNICATIONS AND RELATIONSHIPS
The postholder will be expected to communicate and liaise with:
 The patient, their relatives and the multidisciplinary team involved in the provision of care.
 Nursing staff – patient care, allocation of work, workload issues.
 Other relevant departments within the division e.g. Facilities, Estates.
 Other staff on duty at night such as resident doctor, switchboard operator.
 The Co-ordinating Charge Nurse.
 Hospital at Night team.
 Scottish Ambulance service
 NHS 24
 Junior Medical Staff.
 Senior medical staff within and out with speciality.
12. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB
Physical Skills:
Administer medicines, injections, syringe drivers, intravenous infusions and blood transfusions.
Administer enteral tube feeding.
Insert urinary catheters.
Venepuncture and cannulation.
Apply wound dressings.
Manual handling techniques.
Keyboard skills.
Verification of Death
Carry out ECG
Administer Eye drops
Physical Demands:
Physical manual handling of patient, patient movement with use of mechanical aides
Push wheelchairs and other mobile equipment.
Stand/walk for the majority of shift.
Bending and kneeling regularly on each shift.
Work in confined spaces regularly on each shift.
Mental Demands:
Retention and communication of knowledge and information.
Concentration required when checking documents including prescriptions; writing patient records; and
dispensing, calculating doses and administering medication.
Frequent interruptions from patients / relatives / team members.
Concentration required when observing patient behaviours, which may be unpredictable.
Additional time and effort required encouraging and educating patients to increase independence,
including frequent repetition of instructions.
Developed leadership skills.
Developed responsibility skills.
Time Management skills.
Workforce planning in conjunction with onsite charge nurses.
Emotional Demands:
Communicating with distressed / anxious / worried patients and relatives.
Caring for patients and supporting relatives following receipt of bad news.
Supporting junior staff / colleagues in the work environment.
Caring for the terminally ill.
Working Conditions:
Exposure to body fluids, faeces, emptying bed pans/urinals, catheter bags, sick bowls, sputum cartons
(several times each shift)
Exposure to unpleasant smells
Exposure to verbal and physical aggression from patients and relatives / other visitors.
Exposure to infections and temperature variations..
13. KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB
1st Level Registered Nurse (Adult – RN1 or RNA) with the relevant post registration experience.
Diploma or degree related to nursing studies
Experience in clinical audit, standard setting and quality assurance strategies
Enthusiastic and innovative
Able to work as a team member or autonomously
Good verbal and written communication skills and computer competent
Demonstrate organisational ability and skills.
Evidence of further clinical education and personnel development and relevant course such as decision
making.
Evidence of management experience.
Proven well developed communication skills, leadership, teamwork and organisational skills.
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:
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
Guidance on how to complete the NHS Scotland application form
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 Admin 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 advise on how to complete an application form visit www.careersscotland.gov.uk (click on how to
apply > how to complete an application form.
The application form
Personal Details

In this section you are required to provide your contact details including telephone number and email
address if applicable. Please note it is essential that this section is completed as fully as possible to
ensure you can be contacted if required.
Work Permit / Working in the UK

NHS Lothian must ensure that all potential employees are legally entitled to work in the UK therefore it is essential
that this section is completed.
For further information visit: www.ukba.homeoffice.gov.uk
Declarations

All convictions and cautions regardless of how long ago the offence may have occurred must be disclosed.
Convictions from other countries must also be notified.

Declaring a conviction will not automatically disqualify you from being considered for the post. Careful
consideration will be given to the relevance of the offence to the particular post in question. However, if you are
appointed, and it is found that you did not disclose a previous conviction your employment may be terminated.
Qualifications

Please provide all qualifications gained.

Remember to write down any ‘non formal’ qualifications or certificates that you think are relevant to the
job you are applying for.
Membership of Professional or Regulatory Bodies

All professional staff employed by NHS Lothian requiring registration must be registered with the
appropriate body. Those that fail to register with the relevant body will not be employed by the
organisation to practise their profession.
Present (or most recent) Post

Please provide details of your present or most recent post. If you work on the NHS Lothian Staff Bank enter the
details here.

Please write your start date in month/year format MM/YYYY.
Role Purpose / Summary of Responsibilities

Tell us briefly about your duties (what you do or did in your job). You could tell us your role, the main tasks, and
any responsibilities.
Employment History

Please state all the jobs you have done previously in this section writing your start date in month/year format
MM/YYYY.
References

Please give the full names and addresses of 2 referees, one of whom must be your present or most recent employer
and can confirm your job details. Please note your reference history must date back at least 3 years.

Referees will be taken up after interview for the successful candidate only.
Disability

NHS Lothian is “Positive about Disabled People” and as part of our continued commitment to extend job
opportunities for people with disabilities we operate a Job Interview Guarantee Scheme (JIG). This means that all
candidates that indicate that they have a disability and meet the minimum criteria of the job description are
guaranteed an interview.
Driving Licence

You only need to complete this section if the job requires you to drive. Please check the job description or person
specification.
Statement in Support of your Application

This is the most important part of the application form. In this section you must say why it is you want this job
describing your skills and abilities that you think help to match you against the job description / person
specification.
Where did you see the advert?

Please try to remember where you heard about this job, and tick the relevant box. The information you give will
help us find out how effective our advertising is.
Equal Opportunities Monitoring

Please note that all details on this section (Part D) will remain totally anonymous. It will be detached from the rest
of the form as soon as it is received and will remain anonymous.

As a major employer, NHS Lothian is committed to the promotion of equal opportunities and the elimination of
discrimination.
Please return completed application forms to:
The Recruitment Centre
St John’s Hospital
Howden Road West
Livingston
EH54 6PP
Email: recruitment@nhslothian.scot.nhs.uk
Please note that if you do not hear from us within six weeks of the closing date, I regret to say that you will
have been unsuccessful on this occasion.
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.
Terms & Conditions
General Overview
The NHS has recently undergone one of the most significant changes in relation to staff grading, pay
and terms and conditions of service, known as Agenda for Change (AFC). Agenda for Change
introduces harmonised NHS Terms and Conditions of Service based on the principle of equal pay for
work of equal value, to ensure a fair system of pay for all NHS employees whilst supporting modernised
working practices.
For further information visit - www.paymodernisation.scot.nhs.uk
It is important to note that some contractual conditions of service remain under review and may change subject to
final agreement.
Pay / Policies
Pay
Pay progression through AFC salary band is by annual increment subject to performance review.
Within each pay band there are 2 gateways: the foundation gateway and the second gateway. The foundation
gateway is applicable to new or promoted staff and applies no later than twelve months after appointment to the
pay band regardless of the pay point to which the person is appointed. The second gateway follows the
foundation gateway and the point at which it applies will vary between pay bands.
Annual Leave & Public Holiday Entitlement
All NHS Lothian employees receive an entitlement to annual leave and public holidays, combined this gives a
total leave entitlement. An employee’s leave is based on their length of service and hours worked per week.
Annual Leave + Public Holidays = Total Leave Entitlement
On Appointment – 27 days per annum plus 8 public holidays (pro rata)
After 5 Years Service – 29 days per annum plus 8 public holidays (pro rata)
After 10 Years Service – 33 days per annum plus 8 public holidays (pro rata)
NB: previous NHS service will count towards entitlement.
NHS Pension Scheme
The NHS provides an occupational pension scheme. New entrants to NHS Lothian who are aged sixteen but
under seventy five will be enrolled automatically into membership of the NHS Pension Scheme.
Our pension scheme is provided by Scottish Public Pensions Agency. This scheme is a qualifying pension
scheme, which means it meets or exceeds the government’s new standards. All benefits including life insurance
and family benefits are explained on the SPPA website http://www.sppa.gov.uk/
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.
Provision of Services
The organisational objective is to provide equality of access to provision of services through:
 consultation over services to ensure that groups concerned are consulted over existing services and changes.
 epidemiological studies, patient satisfaction surveys and qualitative research to ensure that specific reference is
made to the needs of the groups covered by the policy.
Equal Opportunities in Employment
2.1 Recruitment and Selection
The organisation aims to ensure that:
 all sections of the community know about job opportunities within NHS Lothian
 where possible, under statutory rules, members of groups who are under-represented in the workforce will be
encouraged to apply for jobs through positive action programmes;
 everyone who applies or a job or promotion within the organisation will receive fair treatment and will be
considered solely on ability to do the job against justifiable selection criteria and unbiased personnel specification;
 records are kept so that the organisation can monitor how the policy is working. To do this, applicants and
employees will be asked to provide information for their records. All information will be confidential;
 all procedures and practices used in recruitment and selection are reviewed, to ensure that there is no unintended
bias.
2.2 Training
The organisation intends that:
 all its employees, including part time staff, will be advised at induction and regular in-service training that they have
equal access to training and are encouraged to take advantage of such training;
 all managers and those responsible for appointing staff receive training in the organisational Equal Opportunity
Policy;


in-service staff are trained as trainers and external expertise identified in sufficient quantity, quality and range to
support induction, on-going and update training in Equal Opportunities for all staff;
the organisation will also work with medical schools and other training agencies to ensure that Equal Opportunities
training is integrated into courses for health workers.
2.3 Employment
The organisation intends that:
 all staff will be protected from discrimination or harassment because of their 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 or HIV/AIDS status;
 staff who discriminate or harass employees on the grounds of any of those factors will face disciplinary action;
 staff who, in good faith, have raised or intend to raise a grievance against alleged discrimination or who give/intend
to give evidence/information in connection with such grievance; must not be treated less favourably than other
employees;
 all grievances and complaints will be recorded, information on investigations and outcomes to supplement
monitoring.
2.4 Contractors
The organisation will require contractors to comply with its Equal Opportunities Policy and this will be a
condition of contract.
2.5 General
It should be noted that the organisation’s Equal Employment Opportunities Policy extends to groups which are not
specifically covered by anti-discrimination legislation. The policy intends that the elimination of discrimination in the
employment field be related to discriminatory actions or omissions which are unlawful, unfair or inappropriate.
Guidance on unlawful discrimination or unfair discrimination for appointment panels is available from HR
Departments.
The organisational policy does not detract from individual rights.
This policy does not prevent an individual from pursuing contractual rights through the Grievance Procedure or from
pursuing statutory rights through any body which deals with the enforcement of the particular legislation.
for Healthcare Support Workers