Deputy Ward Nurse Manager

The role involves supporting the Ward Nurse Manager in her absence and maintaining high quality patient standards on the ward. The post holder will work without direct supervision and will take charge of the Ward/Department in the absence of the Ward/Department Manager, who holds continuing responsibility. Key responsibilities will include the development, implementation and evaluation of programmes of care, effective leadership and staff management/development. The post holder will work within the NMC's Code of Professional Conduct. Disclosure and Barring Service (DBS) checks - this post is subject to enhanced DBS disclosure., We invite experienced, motivated and independently minded Band 5 and Band 6 registered nurses who are able to act on their own initiative within agreed guidelines, adopting a value led 'can do' leadership style within a climate of change and uncertainty to implement and manage the plans and performance, quality, care and compassion of the nursing service within the Care Group, under the direction of the Ward Manager and professional leadership of the Clinical Matron. The Deputy Ward Nurse Manager will ensure that operational plans and performance are closely managed, by proactively leading and providing solutions to resolve difficult operational issues, in accordance with agreed Trust objectives, targets, quality standards and resource constraints, promptly escalating issues which are unable to be resolved. The successful applicant will:

• Provide visible and effective leadership and management.
• Display a positive and professional attitude.
• Promote and monitor safe and effective practice.
• Supporting a focus in quality with all areas within the ward.
• Contribute to the delivery of the organisation's objectives., Provide specialist knowledge to all Nursing staff on the Ward/Department.
• Will promote a critical, analytical approach to the delivery of nursing care
ensuring that the Ward/Department environment is responsive to current issues.
• In support of the Ward/Department Manager will assist in the review and update of procedures and protocols relating to the care of patients.
• Develop methods for identifying, maintaining and improving the quality of patient care through facilitation of best practice and clinical bench marking.
Ensure due regard is given to the customs, values and spiritual beliefs of patients/clients.
• Explore and undertake expanded practice to optimise patient care as required within specialist area, in accordance with Trust policies.
  
  Registered Nurse, current NMC registration.
• Teaching and assessing qualification or equivalent.
• Post registration qualification in speciality.
Desirable criteria
• 1st level degree, Evidence of management experience.
• Evidence of change management.
• Application of evidence based practice.
• Lead role in education of staff and patients.
• Evidence of developing high standards of patient care., Application of current nursing issues and healthcare governance., Excellent communication skills.
• Ability to work in changing environments.
• Basic IT skills, including e-mail and word processing., Supportive of colleagues.
• High level of personal and professional credibility.
• Well motivated., 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.