Porter Shift Manager

The post holder is responsible for the performance of the Portering department out of hours through the effective management of the shift team. Providing services that at all times are of the highest quality, and delivered at the most economical cost. The post holder will form the first line of contact for department with service users and visitors to the hospital and must ensure that as a service department, all operations are conducted to a high standard of customer care., To manage and motivate staff to ensure a high standard of service is set and maintained at all times, and to supervise by regular and random checks all Portering tasks, to ensure that they are carried out correctly, and at the times specified. To deploy Portering staff to meet the ad-hoc demands of the service.and ensure that all ad-hoc work is completed within an acceptable time, prioritising the workload to ensure that service meets the expectations of the service users. To liaise with other departments regarding Portering work and to investigate any failure to meet work schedules and take action to remedy the situation. Reporting this to senior management., To ensure all new Portering staff are inducted into the organisation and thereafter trained to an acceptable standard. To be responsible for the training and development of all staff on shift in order that the efficiency of the department can be maximised and that the potential of all employees can be fulfilled. To practice effective quality management, implementing and monitoring a range of PI's that will effectively track the performance of the department to deliver a high standard of customer care and continuous improvement. To maintain departmental records, both computerised and manual, including a daily record of all ad-hoc tasks undertaken by porters. To ensure schedules of routine duties are made available, and to assist in their review on a regular basis. To ensure weekly rotas are available to staff and to provide cover for absences for such rotas in an efficient and cost effective manner, in line with departmental policy. To undertake regular team briefs for the shift team, and facilitate the cascading of relevant information. Review the performance of the shift team through the appraisal process and ensure these staff achieve the agreed objectives of the department. To carry out annual appraisals of basic grade Portering staffing line with the Trusts procedures for Investors in People. To participate in and operate the Trust's disciplinary and sickness procedures up to and including of shift team members, producing reports, conducting investigation's of any issue pertinent to such matters and where appropriate participating in formal interviews. To ensure all new Portering staff are inducted into the organisation and thereafter trained to an acceptable standard. To be responsible for the training and development of all staff on shift in order that the efficiency of the department can be maximised and that the potential of all employees can be fulfilled. To maintain radio control with porters at all times and ensure that the radio code of practice is adhered to at all times. To undertake regular fire patrols and to attend all fire calls and assist fire brigade when on site as part of the fire response team. To undertake any Portering duties if required. To ensure that the operation of the department complies with all relevant statutory legislation and local policies on such aspects as Health and Safety, Personnel Policies, COSHH, Fire Code Standing Orders etc. and to ensure the Trusts policies and procedures are observed and enforced. To ensure all equipment used by Portering staff is maintained in good working order and arrange for any appropriate repairs to be carried out. Under the direction of the Deputy Portering and Distribution Manager, identify future needs for service users and participate in, and lead working groups designed to assist in the future planning of the service. Providing services that at all times are of the highest quality, and delivered at the most economical cost It is the responsibility of every member of staff to understand our equality and diversity commitments and statutory obligations under current equality legislation (the Equality Act 2010) and to: Act in ways that support equality and diversity and recognises the importance of people's rights in accordance with legislation, policies, procedures and good practice; Valuing people as individuals and treating everyone with dignity and respect, consideration and without prejudice, respecting diversity and recognising peoples expressed beliefs, preferences and choices in working with others and delivering appropriate services;

• Recognise and report behaviour that undermines equality under Trust policy.
• Be consciously aware of own behaviour and encourage the same levels of behaviour in colleagues.
• Acknowledge others' different perspectives and recognise the diverse needs and experiences of everyone they come into contact with.
• With the support of managers develop an equality and diversity objective through the personal development review process.
All staff will adhere to infection control policies and procedures at all times and carry out role specific duties as per roles and responsibilities. Confidentiality/Data Protection regarding all personal information and Trust activity must be maintained at all times (both in and out of working hours). All staff should ensure that they are familiar with and adhere to all Trust privacy, confidentiality and security policies and procedures. Any breach of confidentiality will be taken seriously and appropriate disciplinary action taken. In accordance with Freedom of Information and other associated legislation, the Trust may be required to make public recorded information available upon a request, or do this as part of a publication scheme. Please note, that in your public role, your name or job role may be contained in a document that is published in accordance with such legislation. All employees have a duty to take reasonable care to avoid injury to themselves or to others and to co-operate with the Trust in meeting its statutory requirements. All employees will proactively contribute to the management of risk by identifying hazards in the workplace which have the potential to cause harm, raising issues of concern and risk to the appropriate level. All trust employees are required to act in such a way that at all times safeguards the health and wellbeing of children and vulnerable adults. Familiarisation with and adherence to trust Safeguarding policies is an essential requirement of all employees, as is participation in related mandatory/statutory training All staff are expected to have or to gain a minimum of basic level IT skills to enable them to use the Trust IT systems to support Trust services and needs. All staff should be familiar with relevant IT systems and security policies and procedures. All staff are personally responsible for record keeping. A record is anything that contains information in any medium e.g. paper, tapes, computer information, etc. which have been created or gathered as a result of any NHS activity. All individuals within the Trust are responsible for any records they create or use. Please ensure that records are retained in accordance with the Records Management Policy and are stored in a manner that allows them to be easily located in the event of a Freedom of Information (FOI) request. All staff must ensure complete and accurate data is collected to the highest standard at all times. Data collection should be supported by adequate documentation and processes should be regularly reviewed. Staff should ensure that processes conform to national standards and are fit for purpose. All staff should comply with the Information Quality Policy. Review the performance of the shift team through the appraisal process and ensure these staff achieve the agreed objectives of the department. To carry out annual appraisals of Portering staff To ensure all equipment used by Portering staff is maintained in good working order and arrange for any appropriate repairs to be carried out. The duties outlined above are not intended to be exhaustive and may change as the needs of the department alter in line with current agendas. This job description will be subject to periodic review and amendment in accordance with the needs of the Trust.


• Qualification in Management
• Experience in Management
• Interpersonal Skills Demonstrated
Desirable criteria
• Customer Service Experience
• Manual Handling Experience
• Fire Safety Qualification
• IT Qualification
  
  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.