JOB DESCRIPTION
Job Title:
DEPUTY WARD MANAGER
Band:
6
Division/Directorate:
Various
Base:
TBC – CPFT Location
Operationally Accountable to:
Ward Manager
Professionally Accountable
to:
TBC
Contract type:
Permanent/Fixed Term
Sessions/Hours:
Full-time/Part time
Our Mission
We deliver exceptional care that we can are proud to recommend to our friends and
families.
Our Vision
We become a top five UK mental and community health provider delivering best
care, research and education
Our Values

PATIENTS FIRST - We focus on the needs of our patients

OUR STAFF MATTER - We trust, value and develop each other

TOGETHER AS ONE - We are good people to do business with

ONLY THE BEST - We have high standards in all that we do
The Trust Board has endorsed the concept of recovery as central working of the
Trust. Recovery is embedded in the vision and values of the Trust.
JOB SUMMARY
The Deputy Ward Manager will lead others in the development of knowledge, ideas
and work practice; with particular reference to the assessment of care needs and the
development, implementation and evaluation of programmes of care. They will also
assist in leading and monitoring the performance and work of nursing staff;
supervising the work of Staff Nurses, HCAs and student nurses. The Deputy Ward
Manager/Team Leader will deputise for the Ward Manager/Team Manager in their
absence.
KEY RESPONSIBILITIES
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
To establish and maintain communication with individuals or groups of
patients, carers and staff, about difficult or complex matters, overcoming any
problems in communication.
To develop own knowledge and skills and contribute to the development of
others.
To monitor and maintain health, safety and security of self and others in own
work area.
To contribute to the implementation of services.
To contribute to quality improvement.
To promote people’s equality, diversity and rights.
To assess the care needs of people whose needs are relatively stable and
consistent with others in the ward.
To plan, deliver and evaluate programmes of care to address people’s needs,
which are relatively stable and consistent with others in the ward.
To participate in partnership working with individuals, groups, communities
and agencies.
To lead others in the development of knowledge, ideas and work practice.
To plan, allocate, assess and provide feedback to team members.
To maintain and support the efficient use of physical and/or financial
resources.
Main Duties and Responsibilities
1.
Communication
This involves:
1.1
Communicating with people in a manner which:
– is consistent with their level of understanding, culture, background
and preferred ways of communicating
– acknowledges the purpose of the communication
– is appropriate to the context
– encourages their participation
– responds to communication of any kind from them.
1.2
Improving communication through:
– changing the environment
– changing the methods of communicating
– modifying the content and structure of communication
1.3
Confirming that you have accurately interpreted communications
1.4
Providing feedback to other staff on their communication at appropriate times
1.5
Maintaining accurate patient records, and staff records as required
1.6
Maintaining confidentiality during communication consistent with Trust policy
and legislation; gaining any necessary authorisation for releasing information
prior to doing so.
2.
Personal Development and Development of Others
This involves:
2.1
Taking responsibility for own continuing professional development and
performance and maintaining own portfolio in accordance with re-registration
requirements
2.2
Identifying own development needs in relation to current practice and future
plans; setting personal development objectives in the context of the Trust appraisal
system
2.3
Attending relevant courses and in-house learning opportunities
2.4
Mentoring student nurses and junior staff. Helping others to identify:
– their current level of knowledge and skills
– their learning needs and preferences
– good practice
2.5
Reflecting on application of knowledge and skills by seeking/providing
informal and formal feedback through:
- Clinical Supervision
- Reflective practice groups.
3.
Health, Safety and Security
This Involves:
3.1
Identifying and assessing the potential risks involved in work activities and
how best to manage these risks
3.2
Undertaking work activities and related training as defined in Trust’s health
and safety policies and procedures; and legislation
3.3
Assisting in maintaining a safe working environment for self, colleagues,
patients and others
3.3
Making sure that colleagues know where you are during work hours
3.4
Summoning immediate help for any emergency and taking the appropriate
action to contain it
3.5
Reporting any issues/incidents in the workplace that may put health, safety
and security at risk.
3.6
Supporting others in maintaining health, safety and security.
4.
Service Development
This involves:
4.1
Applying legislation and the Trust’s policies and procedures correctly in own
work
4.2
Identifying:
– how to contribute effectively to service evaluation
– own potential role within evaluations
4.3
Evaluating own and team work as agreed accurately completing the relevant
documentation (e.g. clinical audits, patient satisfaction surveys etc.)
4.4
Making constructive suggestions as to how services can be improved in own
area of work
4.5
Seeking appropriate support to make changes that are beyond own role or
competence.
5.
Quality
This involves:
5.1
Understanding your role and its scope and identifying how this may develop
over time
5.2
Prioritising own workload and organising and carrying out own work
effectively; identifying and managing any risks to quality
5.3
Keeping up-to-date with developments in quality in own and associated areas
5.4
Evaluating the quality of own and others’ work and making necessary
improvements
5.5
Raising quality issues and related risks with relevant people
5.6
Leading others in understanding how their practice should change to improve
quality and supporting them in doing so
5.7
Re-evaluating quality following change to ensure changes have been made.
6.
Equality, Diversity and Rights
This involves:
6.1
Interpreting the rights and responsibilities of people consistent with the letter
and spirit of the law, the Trust’s policies and professional standards
6.2
Generating and sustaining relationships that maintain and promote human
dignity, rights and responsibilities
6.3
Challenging behaviour, which infringes the rights of others and supporting
those who need assistance in exercising their rights
6.4
Identifying and taking action to address discrimination and oppression
6.5
Recognising dilemmas in the promotion of rights and developing appropriate
ethical solutions
6.6
Reflecting on and challenging assumptions and ways of working by self and
others.
7.
Assessment of Individuals’ Care Needs
This involves:
7.1
Explaining clearly to people:
– own role and its scope
– own responsibilities
– own accountability
– the information that will be obtained and stored in records
– with whom this information might be shared
– what is involved in the assessment
7.2
Respecting individuals’ privacy, dignity, wishes and beliefs, minimising any
unnecessary discomfort and encouraging full participation in the assessment
7.3
Obtaining:
– informed consent to the assessment process
– information on people’s needs and the overall context in which they
live
7.4
Using assessment methods and processes of reasoning which:
– balance additional information against the overall picture of the
individual’s needs to confirm or deny developing hypotheses
– are capable of justification given the available information at the time
– are likely to result in the optimum outcome
7.5
Interpreting all of the information available and making a justifiable
assessment of people’s health and well-being, related needs and risk
consistent with level of accountability and relevant legislation
7.6
7.7
8.
Referring people to other practitioners when their needs are beyond own role
or scope of practice
Appropriately collating and structuring data on health and wellbeing and
related needs and making it available to relevant people.
Addressing Individuals’ Care Needs
This involves:
8.1
Identifying:
– goals that are appropriate to the needs, circumstances and wishes
of the people concerned
– the nature of support that people need
8.2
Developing plans of care that are appropriate to the people concerned and
consistent with:
– the outcomes of assessing their health and wellbeing needs
– the risks that need to be managed
– agreed goals
8.3
Preparing appropriately for the different interventions
8.4
Supporting people throughout encouraging them to promote their own health
and wellbeing and to express their interests and concerns
8.5
Undertaking interventions in a manner that is consistent with:
– evidence-based practice
– own scope of practice
– legislation
8.6
Evaluating the effectiveness of the interventions in meeting the agreed goals
and making any necessary modifications consistent with initial agreements
8.7
Rigorously reviewing all aspects of the plan of care and identifying when it is
not effective in addressing people’s needs
8.8
Improving the effectiveness of plans of care to better meet people’s
needs.
9.
Team & Partnership Working
This involves:
9.1
Acting consistently with joint decisions taking individual responsibility for joint
decisions
9.2
Providing sufficient information on work in progress to enable individuals,
groups, communities and agencies to understand progress and issues
9.3
Addressing and handling any issues constructively
9.4
Offering help, advice and support to others when they ask for it consistent
with own role
9.5
Sharing and taking account of own and others’ knowledge and skills, and
differences in practice
9.6
Participating appropriately in jointly agreed work
9.7
Sharing information with others consistent with agreements made and
consistent with own role.
10.
Leadership
This involves:
10.1 Identifying clearly the wider benefits that developing knowledge, ideas and
work practice will bring
10.2 Establishes with others goals and methods for developing knowledge, ideas
and work practice
10.3
10.4
10.5
10.6
10.7
11.
Inspiring others with one’s own values and vision for developing knowledge,
ideas and work practice
Challenging those whose views and actions are not consistent with
developing knowledge, ideas and work practice
Supporting and encouraging others to:
– understand their contribution
– offer suggestions, ideas and views
– take an active part in developing knowledge, ideas and work
practice
– share achievements
– challenge tradition and take risks
Accepting joint responsibility for any arising problems and tensions and using
these to inform future practice
Making recommendations for future resourcing to develop knowledge, ideas
and work practice.
Management of People
This involves:
11.1 Suggesting workforce requirements that meet needs and legal requirements
11.2 Assessing and selecting individuals for posts using agreed methods and
based on objective assessments against agreed selection criteria
11.3 Communicating clearly with team members and providing them with
opportunities to:
– contribute to the planning and organisation of work
– assess individual and team work
– to respond to feedback
– make suggestions for improvement
11.4 Ensuring that work plans:
– are consistent with their team’s objectives
– are realistic and achievable
– take full account of team members’ abilities and development needs
11.5 Allocating work:
– to make best use of the team and the abilities of all its members
– to provide team members with suitable learning opportunities to
meet their personal development objectives
– consistent with the team’s objectives, and the objectives, policies
and values of the Trust
11.6 Objectively assessing the work of the team and individuals within it and
providing clear constructive feedback
11.7 Agreeing with team members courses of action to address issues with work
11.8 Implementing disciplinary and grievance procedures in a fair, impartial and
timely way consistent with Trust policy and the law.
12.
Management of Physical and/or Financial resources
This involves:
12.1 Giving those who use resources opportunities to provide information on the
resources that are needed
12.2 Making and presenting to the relevant people recommendations on resource
use and its improvement that:
– take account of relevant past experience
– take account of trends and developments
– are consistent with team objectives and Trust policies
12.3
12.4
12.5
12.6
12.7
Giving people opportunities to take responsibility for the efficient use of
resources
Monitoring the use and quality of resources under your control at regular
intervals
Ensuring that people for whom you are responsible use resources efficiently
and in a sustainable and environmentally-friendly manner
Identifying problems with resources and resource use promptly and
recommending corrective action
Accurately maintaining the necessary records of resource use.
Training and Development

To participate in the Trust’s annual Appraisal process

To attend all relevant mandatory training as and when required to do so.
Quality and Patient Safety:

Protection of Children & Vulnerable Adults – To promote and safeguard the
welfare of children, young people and vulnerable adults.

Implementation of NICE guidance and other statutory / best practice
guidelines. (if appropriate)

Infection Control - To be responsible for the prevention and control of
infection.

Incident reporting - To report any incidents of harm or near miss in line with
the Trust’s incident reporting policy ensuring appropriate actions are taken to
reduce the risk of reoccurrence.

To contribute to the identification, management and reduction of risk in the
area of responsibility.

To ensure day to day practice reflects the highest standards of governance,
clinical effectiveness, safety and patient experience.

To ensure monitoring of quality and compliance with standards is
demonstrable within the service on an ongoing basis.

To be aware of the responsibility of all employees to maintain a safe and
healthy environment for patients/ clients, visitors and staff.
General
1. To maintain up to date knowledge of legislation, national and local policies
and issues in relation to both the specific client group and mental health.
2. To comply with the Professional Codes of Conduct and to be aware of
changes in these. To maintain an up to date knowledge of all relevant
legislation and local policies and procedures implementing this.
3. To ensure that all duties are carried out to the highest standard and in
accordance with currently quality initiatives within the work area.
4. To comply with all relevant Trust policies, procedures and guidelines,
including those relating to Equal Opportunities, Health and Safety and
Confidentiality of Information and to be aware of any changes in these.
5. To comply at all times with the Trust’s Information Governance related
policies. Staff are required to respect the confidentiality of information about
staff, patients and Trust business and in particular the confidentiality and
security of personal identifiable information in line with the Data Protection
Act. All staff are responsible for ensuring that any data created by them is
timely, comprehensive, accurate, and fit for the purposes for which it is
intended.
Equality & Diversity
The Trust is committed to equality and diversity and works hard to make sure all staff
and service users have access to an environment that is open and a free from
discrimination. As a Trust we value the diversity of our staff and service users, and
therefore recognise and appreciate that everyone associated with the Trust is
different and so should be treated in ways that are consistent with their needs and
preferences.
Therefore all staff are required to be aware of the Trust’s Equality and Diversity
Policy and the commitments and responsibilities the Trust has to

Eliminate unlawful discrimination, harassment and victimisation and other
conduct prohibited by the Act.

Advance equality of opportunity between people who share a protected
characteristic and those who do not.

Foster good relations between people who share a protected characteristic and
those who do not.
We firmly believe that it makes good business sense to have a workforce
representative of the communities we serve and so encourage applications from all
sections of the community. '
To be noted:
 This is not an exhaustive list of duties and responsibilities, and the post
holder may be required to undertake other duties, which fall within the
grade of the job, in discussion with the manager.

This job description will be reviewed regularly in the light of changing
service requirements and any such changes will be discussed with the
post holder.

This post is subject to the Rehabilitation of Offenders Act 1974
(Exemption Order 1975) and as such it will be necessary for a
submission for disclosure to be made to the Criminal Records Bureau to
check for previous criminal convictions. The Trust is committed to the
fair treatment of its staff, potential staff or users in line with its Equal
Opportunities Policy and policy statement on the recruitment of exoffenders.
Post Holder’s Name
Signature
Date
Professional Manager (if applicable)
Signature
Date
Service Manager
Date
Signature
Date: