band 6 management evelopment programme … specialist.pdf · future performance. band 6 management...

Band 6 Management Programme competencies developed by Nicole Dunn, HR officer and J. Sandy, Practice Development Nurse. Adapted for Specialist roles by J. Sandy.

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BAND 6 MANAGEMENT DEVELOPMENT PROGRAMME COMPETENCY BOOKLET

(CLINICAL SPECIALISTS)

NAME

WARD / DEPARTMENT

DATE PROGRAMME COMMENCED


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Band 6 Development Programme Competency Booklet Guidance Notes.

♦ This document has been developed for use by all Band 6 Staff working within the Royal Berkshire NHS Foundation Trust as part of the

Band 6 Development Programme and includes generic statements which reflect the skills and knowledge which the Trust expects of

staff working at this level. It is anticipated that the document will be applicable across all specialities however, should a statement not be

relevant to an individual clinical area the Manager of that area is able to identify this within the document. Any statements which have

been deemed not applicable should be marked as such within the document and signed by the appropriate Manager or nominated

deputy. The skills and competencies outlined in this document pertain to staff working at Band 6 within Clinical Specialist roles.

♦ It is expected that staff working at this level have been educated at Degree level or are working towards completion of a Degree and

have completed modules pertaining to Leadership and Clinical Specialties as appropriate.

♦ Prior to completion of this document an assessment of current knowledge and skills will be undertaken by both the individual staff

member and their line manager. These assessments will take place independently using the relevant initial competency assessment

tool and results compared and discussed. At this stage evidence of prior experience and resultant competence may be agreed and can

then be APEL’d on to the competency document.

♦ Managers and Band 6 Staff will then work together to identify learning needs and agree action plans to achieve competence. Details of

agreed actions, with dates for review will be outlined on the action plans within the document for each competency section. Suggested

learning activities for each competency section are available in the Training Menu for Band 6 Competencies..

♦ Assessment of competence should be undertaken by the Manager or a nominated deputy who holds a recognised teaching and

assessing qualification. Those involved in undertaking assessment of competence must complete the record of signatures table on

page 3. Band 6 Staff are expected to collect evidence to support assessment which may then be used to produce a professional

portfolio. Such evidence may include copies of HR forms completed as part of recruitment process or PDP undertaken. All evidence

should have any identifying data removed to ensure confidentiality is maintained.


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♦ Completion of this document may be used as evidence towards the Knowledge and Skills Framework at PDP.


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Record of signatures Name Job Title Signature Initials


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ADVANCED COMMUNICATION SKILLS The competencies in this section may be used as evidence towards the following KSF elements: C1 Communication, C2 Personal and People Development, C4 Service Improvement, C5 Quality, G6 People Management.

TOPIC COMPETENCY STATEMENT SELF ASSESSMENT ASSESSOR ASSESSMENT

LEADERSHIP

1. Acts as role model to others by:

a) Displaying a positive attitude to work b) Developing and maintaining effective relationships with

patients, relatives and colleagues demonstrating rapport as applicable.

c) Maintaining professional knowledge and expertise. d) Consistently striving to deliver the highest standards of

care/ service within own area. e) Demonstrating excellent time management skills.

2. Demonstrates the ability to work with teams motivating and empowering them to deliver excellent standards of patient care and service.

3. Encourages and actively supports the development of others.

SELF

AWARENESS

1. Demonstrates positive self belief displaying confident and

professional image to others.

2. Demonstrates insight into personal strengths and can identify areas for personal development and how these may be addressed,

3. Demonstrates insight into impact of own role on others both within own team and wider organisation.

RECOGNISING

AND MANAGING STRESS

1. Demonstrates understanding of causes / effects of stress

and is able to discuss how these can be minimised / prevented.


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RECOGNISING

AND MANAGING STRESS CONT.

2. Recognises signs of stress in self and others and takes

action to reduce / relieve stress as able.

3. Recognises situations where advice / guidance is required to manage stress in self / others and seeks appropriately.

TEAM WORKING

1. Demonstrates the ability to outline principles of effective

team working.

2. Recognises different roles and responsibilities of team members and is able to identify own role within team.

3. Works as effective team player within own team

4. Demonstrates the ability to work collaboratively with teams throughout Trust / PCT as appropriate developing effective working relationships with other team members.

FEEDBACK

1. Demonstrates understanding of the importance of giving

and receiving feedback and is able to determine how this can be used to improve performance of self and others.

2. Provides face to face and written feedback to others as

required in timely and constructive manner.

3. Supports less experienced / junior staff to respond to feedback in positive manner setting objectives as required.

4. Actively seeks and is receptive to feedback from others.

5. Reflects on feedback from others and seeks clarity from Team Leader as required regarding own development needs in light of feedback.


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ASSERTIVENESS 1. Demonstrates an understanding of the factors that influence

other peoples behaviours 2. Uses assertive communication skills to achieve

collaborative solutions to challenging situations

INFLUENCING SKILLS CONT.

1. Demonstrates the ability to use professional knowledge

and experience to influence decision making processes in order to improve outcomes for patients and staff.

2. Recognises the impact of own beliefs and values on

influencing behaviour

3. Demonstrates the ability to negotiate effectively to achieve positive outcomes.

4. Creates and builds a rapport with colleagues, patients and

families/carers

CONFLICT

MANAGEMENT

1. Demonstrates understanding of why conflict may occur and

can outline possible effects of conflict on teams, patients, relatives and service delivery.

2. Uses excellent interpersonal and communication skills to ascertain why conflict has occurred demonstrating understanding of other people’s perceptions of situation.

3. Demonstrates the ability to accurately summarise issues / concerns which have lead to conflict seeking agreement from other involved parties.

4. Demonstrates the ability to identify possible solutions / strategies to address / resolve areas of conflict working collaboratively with others as required.


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CONFLICT MANAGEMENT

CONT.

5. Demonstrates the ability to present possible solutions /

strategies to resolve areas of conflict seeking buy in from other involved parties.

6. Works collaboratively with others to implement agreed solutions / strategies

7. Demonstrates the ability to reflect on and learn from situations where conflict has been experienced sharing experience with colleagues as appropriate to encourage shared learning from events.

DEALING WITH

DIFFICULT PEOPLE

1. Demonstrates an understanding of the factors that

influence other peoples behaviours 2. Uses assertive communication skills to achieve

collaborative solutions to challenging situations 3. Demonstrates positive self belief e.g. getting point across

in meetings, taking initiative to resolve a problem.

4. Uses excellent communication and interpersonal skills when breaking ’bad news’ / dealing with difficult conversations.

5. Is able to conduct courageous conversations in a calm and

confident manner.

DELEGATION

1. Demonstrates excellent understanding of accountability

issues in relation to delegation and is able to share knowledge with less experienced / junior staff.


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DELEGATION CONT.

2. Demonstrates the ability to delegate activities in effective

manner recognising and respecting different job roles and competence levels of staff to whom delegating.

3. Demonstrates the ability to challenge in situations where activities have been delegated inappropriately.

IT SKILLS

1. Demonstrates ability to effectively use a wide range of IT

systems as required e.g. email, PMS, Bed management system, Intranet, Optimize, Pathology results system, EPR systems.

2. Demonstrates understanding of confidentiality / security

requirements when using electronic systems and ensures principles adhered to at all times.

3. Recognises situations where security procedures may be

breached and demonstrates the ability to challenge and report as necessary.

FACILITATION

SKILLS

1. Demonstrates the ability to outline the role of the Facilitator

and can identify how facilitation differs from teaching.

2. Actively encourages and values the participation of others during facilitation process.

3. Demonstrates the ability to use effective facilitation skills to

achieve optimum results.

4. Demonstrates the ability to confront and overcome difficult situations as they arise during facilitation process.

5. Demonstrates the ability to evaluate the outcomes of facilitation process using information gained to improve future performance.


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PRESENTATION

SKILLS

1. Demonstrates ability to formulate presentations which clearly

and accurately present data using power point and participative or interactive method.

2. Demonstrates the ability to use excellent presentation skills.

3. Demonstrates the ability to keep to time when presenting.

4. Supports less experienced / junior staff to improve presentation skills in safe and supportive manner.

TEACHING SKILLS

1. Is proactive in identifying opportunities in which to share

expert clinical knowledge and skills with others using a variety of teaching methods to deliver both formal and informal teaching.

2. Acts as resource to clinical staff, patients and relatives in

relation to area of specialist expertise.

3. Displays openness and approachability to encourage others to use as expert resource.

4. Participates in preparing patient information leaflets as required ensuring these are regularly reviewed and updated as required.

COACHING

SKILLS

1. Demonstrates the ability to use effective coaching skills to

support others to achieve goals / reach full potential as required.

2. Ensures information shared during coaching sessions

remains confidential between participants.


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ACTION PLAN FOR ACHIEVEMENT OF ADVANCED COMMUNICATION SKILLS COMPETENCIES.

AREA OF DEVELOPMENT SUGGESTED ACTIVITIES REVIEW DATE COMMENTS


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PEOPLE MANAGEMENT. The competencies in this section may be used as evidence towards the following KSF elements: C2 Personal and People Development, C6 Equality and Diversity, G6 People Management.


RECRUITMENT

1. Participates in the short listing, interviewing and selection of

candidates using fair, objective and professional techniques as required. Ensuring that decisions are consistent the Trust’s Equality and Diversity policies, in terms of ethnicity, sexual orientation, race, gender, disability, religion and age.

2. Understands the importance of ‘NHS Safer Recruitment’ and

acts consistently with these standards.

PERFORMANCE MANAGEMENT

1. Demonstrates an understanding of the impact of poor

performance on the Trust’s ability to provide a quality service and impact on the immediate team.

2. Demonstrates the ability to recognise and address situations

where poor performance is observed liaising with Team Leader / Ward / Dept. Managers as appropriate.

3. Uses expert knowledge and skills to provide support / guidance to others addressing areas of poor performance / developing competence as requested by Team Leader / Ward / Department Managers.

4. Provides feedback to staff member / Team Leader / Ward / Dept. Manager regarding individual performance / competence contributing to both informal and formal performance management processes as required.


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REGULATION OF CONDUCT

1. Demonstrates an understanding of the impact that

misconduct has at an individual, team and Trust level, both in terms of service delivery and morale.

2. Challenges inappropriate behaviour to create a positive working environment, reporting to Team Leader / Ward / Dept. Manager as appropriate.

GRIEVANCES

1. Demonstrates an understanding of the Trusts’ individual

grievance policy’ and implements this fairly and consistently within own sphere of work.

2. Ensures that Ward / Dept. Managers / Matrons are informed

of any concerns raised relating to their clinical areas in timely manner.

COLLECTIVE DISPUTES

1. Demonstrates an understanding of the Trusts’ collective

disputes policy and implements this fairly and consistently within own sphere of work.

PERSONAL AND

PEOPLE DEVELOPMENT

1. Takes responsibility for own learning and development

needs, actively seeking opportunities to develop.

2. Acts as a resource to others providing expert knowledge and skills relating to specialist area of practice.

3. Promotes the benefits of working in new ways and helps

others to adapt to the changing work environment.

4. Actively seeks feedback about own / team performance through monitoring standards of the service, 360 degree feedback.

5. Identifies shares and applies good practice; seeks to learn from others’ diverse experiences.


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FLEXIBLE WORKING

1. Demonstrates an understanding of the Trusts’ Flexible

Working Policy and implements this fairly and consistently within own sphere of work.


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ACTION PLAN FOR ACHIEVEMENT OF PEOPLE MANAGEMENT COMPETENCIES.

ACTION PLAN FOR ACHIEVEMENT OF PEOPLE MANAGEMENT COMPETENCIES.



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HEALTH & SAFETY The competencies in this section may be used as evidence towards the following KSF elements: C3 Health, Safety and Security.


RISK MANAGEMENT

1. Demonstrates the ability to identify risks within work areas

and where appropriate undertakes risk assessments feeding back results to Ward / Dept. Manager / Team Leader as applicable.

2. Is proactive in identifying and dealing with risks encountered

within own practice.

3. Encourages others to undertake work in manner which reduces risk wherever possible and challenges in situations where it is observed that unnecessary risk is being taken.

4. Demonstrates understanding of when incidents should be reported using electronic incident reporting system and ensures all incidents are reported using correct methods.

5. Demonstrates the ability to support less experienced / junior

staff to complete electronic incident reports.

SECURITY.

1. Acts as role model to others ensuring Trust ID is displayed

at all times.

2. Demonstrates the ability to challenge unknown visitors to wards/ departments requesting ID as appropriate.

3. Demonstrates understanding of role of Trust Security Team

and can identify how they may be contacted for both routine enquiries and emergency support.


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SECURITY CONT.

4. Ensures security of work place is maintained at all times reporting problems with security systems such as electronic door entry and intruder alarms in timely manner to ensure repairs are carried out.

5. Is able to outline key points from security related policies

such i.e. Lone Workers Policy, Missing Patient Management Guidelines etc. Can outline actions to be taken to ensure security of both patients and staff.

6. Ensures that electronic and paper data storage systems are

maintained in accordance with Trust data security policies, Data Protection and Caldicott Principles


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ACTION PLAN FOR ACHIEVEMENT OF HEALTH AND SAFETY COMPETENCIES.



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SERVICE DEVELOPMENT The competencies in this section may be used as evidence towards the following KSF elements: C4 Service Improvement, G5 Services and Project Management.


STRATEGIC AWARENESS

1. Demonstrates clear understanding of Trust objectives and

current priorities / targets and is able to share knowledge with other staff as applicable.

2. Is able to identify role of self and others in achieving Trust objectives and role of team.

3. Is able to identify and understand roles of key members of staff at both operational and strategic levels.

4. Demonstrates ability to interpret National Guidance pertaining to area of expertise and is able to outline potential implications for Trust and how these may be addressed.

CHANGE

MANAGEMENT

1. Demonstrates awareness of drivers for change at both local

and national levels in relation to own clinical area.

2. Identifies potential areas for change which may improve quality or efficiency in the way that a service is delivered.

3. Acts as role model in leading change demonstrating enthusiasm, initiative and drive.


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CHANGE

MANAGEMENT CONT.

4. Communicates to staff affected by change in positive and

enthusiastic manner providing a clear vision that others can buy into.

5. Demonstrates understanding of the Trust Organisational

Change policy ensuring that consultation processes involve relevant staff, HR support, Managers and Employee Representatives.

6. Is sensitive to the reluctance expressed by others to embark on a programme of change, and offers support to them in moving forward.

7. Demonstrates the ability to deal with potential problems and act on opportunities during change process displaying flexible and open minded approach.

8. Participates in evaluations following the implementation of

change as required and is able to review situations in objective and clear manner.

9. Participates in consultation process as required at both local

and national level to influence decision making processes.

CREATIVITY

1. Demonstrates ability to think creatively in relation to all

aspects of work displaying openness to new and different ways of working.

2. Encourages others to be creative supporting and

encouraging ideas for change.


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PROJECTS

1. Demonstrates the ability to be actively involved with projects

related to clinical area as required.

2. Demonstrates the ability to complete project work within time frames given identifying and reporting any problems related to this in timely manner should they occur.

3. Provides updates on progress of project work as required to Team Leader / Matron.

BUSINESS CASES

1. Can identify situations when a business case may be

required. 2. Demonstrates the ability to contribute to the writing of a

business case as per Trust guidance.

3. Understands and follows procedure for presenting and gaining agreement for business case.

4. Participates in the presentation of business cases as

required.

ROOT CAUSE

ANALYSIS

1. Is able to identify situations where root cause analysis is

required.

2. Undertakes root cause analysis as required providing clear and accurate report on findings.

3. Demonstrates the ability to share findings of root cause

analysis with members of multi-professional team as appropriate to encourage shared learning and improve standards of care.


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ACTION PLAN FOR ACHIEVEMENT OF SERVICE DEVELOPMENT COMPETENCIES.



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MAINTAINING QUALITY The competencies in this section may be used as evidence towards the following KSF elements: C5 Quality.


CUSTOMER CARE

1. Is able to identify why it is imperative that service users receive high standards of customer care from all staff.

2. Acts as role model to others striving to consistently provide

excellent standards of customer care at all times.

3. Supports junior / less experienced staff to improve own standards of customer care.

4. Demonstrates ability to challenge others when unacceptable

levels of customer service are witnessed / reported.

DEALING WITH COMPLAINTS.

1. Is proactive in addressing concerns of patients / relatives / carers / staff and takes all reasonable steps to manage situations in a manner which prevents complaints being made.

2. Demonstrates excellent understanding of service provided

by PALS team and liaises with them appropriately. 3. Supports less experienced / junior staff to understand role of

PALS and make appropriate referrals.

4. Demonstrates the ability to outline and follow Trust policy for dealing with both formal and informal complaints.

5. Demonstrates the ability to provide a response to a formal

complaint within time frames outlined in Trust policy.

6. Demonstrates the ability to feed back to other staff regarding complaints to encourage shared learning arising from complaints made.


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ESSENCE OF CARE

1. Demonstrates an in depth understanding of principles of

Essence of Care and is able to share knowledge with less experienced / junior staff.

2. Participates in completion of audits relating to Essence of

Care as required.

AUDIT AND DATA

COLLECTION

1. Demonstrates ability to outline when audit may be required

and how results can be used to improve patient care / service delivery in the future.

2. Demonstrates the ability to develop effective audit tools in

collaboration with other colleagues / Clinical Audit team as required.

3. Demonstrates the ability to conduct audits in objective and efficient manner.

4. Demonstrates the ability to analyse data from audits and compile audit reports as required.

5. Demonstrates to review findings of audits and identify areas of good practice and areas for improvement identifying actions to be taken to address these.

6. Shares findings of reports with relevant others as appropriate ensuring results are communicated clearly and accurately.


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ACTION PLAN FOR ACHIEVEMENT OF MAINTAINING QUALITY COMPETENCIES.



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MANAGING RESOURCES The competencies in this section may be used as evidence towards the following KSF elements: IK3 Knowledge and Information Resources, G3 Procurement and commissioning, G4 Financial Management, G6 People Management.


CASELOAD MANAGEMENT

1. Demonstrates the ability to manage own caseload

effectively demonstrating the ability to prioritise appropriately.

2. Demonstrates ability to seek advice / guidance from Team

Leader / Colleagues as appropriate regarding concerns / issues relating to caseload.

3. Ensures documentation relating to caseload is completed in timely manner and according to Trust standards.

MANAGING OWN

WORKLOAD.

1. Demonstrates ability to work as autonomous practitioner

identifying workload priorities and managing in effective and efficient manner.

2. Demonstrates effective time management skills.

3. Recognises when workload is unbalanced and seeks advice

/ guidance from Team Leader appropriately.

FINANCIAL

1. Demonstrates the ability to read, understand and analyse

budget for own area using MARS system.

2. Demonstrates the ability to differentiate between pay and non-pay costs on budget statement.

3. Demonstrates the ability to identify overspends on budget

and is able to analyse why these have occurred.

4. Identifies and actively eliminates resource wastage.


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MANAGEMENT OF

EQUIPMENT

1. Demonstrates the ability to ensure equipment within clinical

area has been checked and is within working order.

2. Demonstrates the ability to follow procedures for organising for equipment:

a) to be repaired b) condemned c) cleaned d) calibrate

3. Participates in / co-ordinates trials of new equipment / devices as required.


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ACTION PLAN FOR ACHIEVEMENT OF MANAGING RESOURCES COMPETENCIES.


band 6 management evelopment programme … specialist.pdf · future performance. band 6 management...

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