Clinical Lead for Safe Staffing

· Lead the implementation and ongoing use of the Trust's acuity tool, with Trust wide annual educational roll out programme and ad-hoc small group training as needed

· Monitor and analysing daily acuity and dependency staffing data.

· Develop guidance, protocols and training package for ward based teams on the appropriate method of managing and escalating staffing concerns.

· Deliver training on acuity tools required eg SNCT, safe care system

· Work with the Workforce and Divisional teams to support Ward Managers and Matrons to develop rostering skills that ensure that Trust roster KPIs are met

· Support with Workforce data reporting in relation to Safe Staffing as per national guidance and requirements, the development of the Care Hours Per Patient Day (CHPPD) metric and the use of workforce related data.

· Take responsibility for the leadership and coordination of at least twice yearly nursing skill mix reviews using multiple methodologies to ensure a triangulated approach.

· Synthesise and analyse skill mix review and workforce information to inform local workforce planning priorities and the local delivery plan.

· Represent the Chief Nurse or Deputy Chief Nurse at internal or external meetings in relation to nurse staffing when necessary

· Prepare written reports and deliver presentations on safe staffing related matters to relevant groups and committees., · Lead the implementation and ongoing use of the Trust's acuity tool, with Trust wide annual educational roll out programme and ad-hoc small group training as needed

· Monitor and analysing daily acuity and dependency staffing data to support establishment and roster planning decisions.

· Develop guidance, protocols and training package for ward based teams on the appropriate method of managing and escalating staffing concerns.

· Deliver training on acuity tools required eg SNCT, safe care system

· Ensure that fair and consistent decisions are made around safe staffing.

· Develop processes in partnership with Chief Nurse, Deputy Chief Nurse, Directors of Nursing, Divisional Directors of Nursing, Assistant Directors of Nursing, Matrons and Ward Managers to improve roster efficiency and support in reducing the dependency on temporary staff.

· Monitor and report upon the benefits realised through e -rostering and safe care.

· Work with the Workforce and Divisional teams to support Ward Managers and Matrons to develop rostering skills that ensure that Trust roster KPIs are met

· Support with Workforce data reporting in relation to Safe Staffing as per national guidance and requirements, the development of the Care Hours Per Patient Day (CHPPD) metric and the use of workforce related data to support strategic and operational decision making.

· Work alongside the Deputy Chief Nurse to ensure that safe and sustainable staffing policies,

procedures, and reporting are in place.

· With the support of the Deputy Chief Nurse, take responsibility for the leadership and

coordination of at least twice yearly nursing skill mix reviews using multiple methodologies to ensure a triangulated approach.

· Synthesise and analyse skill mix review and workforce information to inform local workforce

planning priorities and the local delivery plan.

· Appraise, interpret and apply suggestions, recommendations and directives on safe staffing matters to improve services.

· Contribute to improving quality through collaborative working, review of outcome data and safer staffing fill rates.

· Contribute to the delivery of the Nursing Strategy

· To provide leadership and positive role modelling which inspires motivates and empowers nurses across the Trust.

· Represent the Chief Nurse or Deputy Chief Nurse at internal or external meetings in relation to nurse staffing when necessary

· Support and provide senior nursing leadership to any improvement programmes across the Trust as required.

· Have a knowledge and understanding of developments in nursing at a local, national and international level and to share good practice at all levels.

· Prepare written reports and deliver presentations on safe staffing related matters to relevant groups and committees., The postholder will have access to vulnerable people in the course of their normal duties and as such this post is subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service to check for any previous criminal convictions.

Due to the retirement of the post holder, an excellent opportunity has arisen for a highly motivated, organised, dependable and efficient registered nurse to lead on Safe Staffing. The post will work with the Chief Nurse and Deputy Chief Nurse to lead on nursing workforce utilisation and safe staffing across the organisation supporting the provision of sustainable staffing which is safe, effective and efficient. The post will also provide professional leadership and management for the development, implementation and monitoring of acuity and other national safe staffing strategies for Nursing. The triangulation and analysis of data are part of the role including the preparation and presentation of reports at various committee and group meetings.

You will need experience in roster management ensuring key performance indicators are met. Knowledge and experience of Safe Care, SNCT CHPPD, red flags and other nursing workforce safeguards are also required. You will have excellent verbal and written communication skills, self-motivated and able to motivate others and effective negotiation skills. You are able to obtain, analyse and present data to aid in decision making and possess effective IT knowledge in Microsoft (Word, Excel, PowerPoint and Teams).,

• Registered nurse


• 1 st degree in related subject


• Relevant master's degree (ongoing with demonstrable willingness to complete the programme)


• Evidence of recent continuing professional development, Demonstrable experience as ward manager/deputy ward manager


• Demonstrable experience in ensuring and managing safe staffing levels


• Demonstrable experience in in using electronic roster management system


• Demonstrable experience in leading team meetings


• Demonstrable experience in using SNCT


• Demonstrable problem-solving skills


Desirable criteria


• Demonstrable experience in budgetary management, Understanding of e-rostering


• Knowledge of 24/7 staffing requirements and skill mix to deliver safe, effective and efficient care


• Knowledge of SNCT, CHPPD, red flags and other nursing workforce safeguards


Desirable criteria


• Knowledge of the Trust's governance processes, Excellent verbal and written communication skills


• Self-motivated and ability to motivate others


• Able to obtain, analyse and interpret data to aid in decision making


• Effective IT skills particularly Microsoft (Word, Excel, PowerPoint and Outlook)


• Effective presentation and teaching skills to deliver regular specialist training and updates on the use of SNCT to ward managers, matrons and data validators either in large groups or individually


• Effective negotiation skills, You must have appropriate UK professional registration.
  
  Liverpool University Hospitals NHS Foundation Trust was created on 1 October 2019 following the merger of two adult acute Trusts, Aintree University Hospital NHS Foundation Trust and the Royal Liverpool and Broadgreen University Hospitals NHS Trust.


The merger provides an opportunity to reconfigure services in a way that provides the best healthcare services to the city and improves the quality of care and health outcomes that patients experience.

The Trust runs Aintree University Hospital, Broadgreen Hospital, Liverpool University Dental Hospital and the Royal Liverpool University Hospital.

It serves a core population of around 630,000 people across Merseyside as well as providing a range of highly specialist services to a catchment area of more than two million people in the North West region and beyond.

The Trust is committed to promoting a healthy work-life balance and achieve fair, equitable and consistent practice. We welcome flexible working requests and will consider a variety of flexible working arrangements from day one of your employment. Not all roles are suitable for every flexible working opportunity all of the time. Flexible working options may include reduced hours, compressed hours, fixed shifts, time back in lieu and home working.

The Trust is committed to promoting equality and diversity; we value the contribution of individual talent, skills, knowledge and experience and aim for a workforce demography representative of the local community. We encourage applicants from the following groups that are currently under-represented in our workforce black, Asian and minority ethnic, lesbian, gay, bisexual and Transgender (LGBTQ+), disabled, male and age 16-24.

Trust policy requires that the cost of submitting & processing the successful applicant/s DBS application be recovered via salary deduction following start in post. The amount of £18+£5 (standard disclosure) or £38+£5 (enhanced disclosure) will be deducted from salary, in manageable monthly instalments for up to 3 months following commencement of employment. Bank posts require upfront payment.

From April 2017, Skilled visa applicants and their adult dependant(s) will be required to provide a criminal record certificate from each country they have lived in consecutively for 12 months or more in the past ten years.

Applicants requiring sponsorship may wish to determine the likelihood of obtaining sponsorship for this position by assessing themselves against the criteria on the gov.uk website - https://www.gov.uk/check-uk-visa.

This organisation has a zero-tolerance approach to the abuse of children, young people and vulnerable adults. All staff must ensure they adhere to the organisations safeguarding children and adults' policy and comply with the Local Safeguarding Children and Adult Board procedures.

Staff should be mindful of their responsibility to safeguard children and adults in any activity performed on behalf of the organisation in line with the requirements of statutory guidance and legislation.

All employees (and volunteers)are expected maintain their safeguarding knowledge and skills by completing mandatory safeguarding training which includes understanding and recognising the signs of abuse and neglect and taking appropriate action.

As an organisation, we have adopted the Merseyside Domestic abuse workplace scheme which supports our staff who are experiencing Domestic Abuse /any forms of sexual violence.

If you have any personal requirements that will enable you to participate in our recruitment process please contact a member of the Recruitment Services by phone on at the earliest opportunity to ensure that measures can be put in place to enable your application for this post.

Please note: new entrants to the NHS will commence on the first pay point of the relevant band.

For agenda for change banded roles; salary payments will reflect the 2023/24 pay scales. The 2024/25 pay scales will be paid in October 2024 including any backpay due. Therefore should the successful applicant start in post prior to October, the salary will initially reflect the 2023/24 pay scales.