Detailed job description and main responsibilities

The post holder will manage a programme of activities to support the continued delivery of the AHP Strategy, eJP and the development of AHPs within the organisation.

• To be the expert AHP in understanding the requirements of the AHP workforce enabling the delivery of a workforce strategy
• Influence the development of the clinical workforce utilising workforce and clinical knowledge to inform/assure SPA time supports career development of AHP’s.
• Use relevant eJP and workforce data to support/inform skill mixing and workforce planning.
• To collaborate effectively with senior AHP clinicians and service/professional leads across the Trust, considering current and revised national standards, working across professional boundaries
• Ensuring BCHC eJPs use the NHSI national categories to agree the allocation of time between Direct Clinical Care (DCC), Supporting Professional Activities (SPA), other NHS responsibilities (ANR) and External Duties (ED).
• Proactively engaging with colleagues across the trust
• Ensuring all AHP’s and other colleagues (as agreed) at BCHC have a meaningful eJP in line with local and national targets
• Support the organisation in policy setting and implementation of eJP to wider professional groups as agreed
• Analysing the data of eJP and collaboratively develop programmes of work to reduce unwarranted variation and inform future workforce planning.
• Providing expert knowledge of eJP including an in depth understanding of local and national policies, strategy, evidence, data and intelligence across eJP, workforce and the wider organisation.
• Providing expert knowledge in demand and capacity mapping related to eJP and alignment with service, organisational and national objectives.

Line management responsibility: AHP eJP Systems Lead/Band 6

Authorised Budget Holder and signatory for items up to the value of £1,000; and manage all resources allocated to the project.

 Main Duties

• Support the develop of workforce plans
• Understand recruitment, retention, hard to recruit and attrition of the AHP and able to support services in collaboration with clinical and professional leads in modelling workforce
• Co-ordinate data gathering across diverse AHP professions to ensure that accurate data is provided in the right format to meet deadlines, and follow up and escalating as necessary any delays in the return of key information.
• Monitor a range of baseline data including staffing numbers, turnover, vacancy data and eJP compliance, identifying trends, or areas of improvement  
• Knowledge and understanding of a range of AHP professional structures, education requirements and specific work force challenges.

• Knowledge and understanding of the workforce issues across a broad range of allied health professions.

• Knowledge of workforce planning tools.

• Knowledge of service improvement tools and techniques.

• Understanding of the current issues facing the local and wider NHS, including the impact of government policy.

• Understanding of the issues facing the Trust’s AHP workforce and the impact on workforce planning.

• Provide expert professional knowledge on eJP its value, present and future use and its relationship to workforce optimisation, clinical utilisation, productivity and safe staffing.

• Awareness of the importance and triangulation of eJP, demand and capacity and workforce planning to support divisions/teams in service modelling and delivery of high quality of care

• Support the use of eJP in developing safer staffing and workforce models aligned to organisational priorities

• Lead trust wide programmes of work aligned to workforce planning including non-medical eJP

• Develop policies and procedures required for successful implementation, utilisation, optimisation in deploying the workforce appropriately

• Ensure relevant policies and procedures related to eJP are adhered to.

• Awareness of national, local strategy and able to interpret into project linked to workforce and eJP

• Ensure BCHC remains at the NHSI Level 2 of Compliance and support the organisation in gaining higher

• Undertakes research, surveys and audit necessary to own work, these are likely to include researching AHP and eJP workforce topics

• Develop and deliver programmes of training to ensure all staff have appropriate skills and support to fully implement eJP and its benefits; inclusive of the purpose/value/use of eJP, the electronic system, reporting functionality, data analysis and horizon scanning.

• Lead with support from the BCHC Information Team and RLDatix the download of collective eJP data.  Analysing complex data to inform improvement programmes of work related to workforce deployment.

• Develop and deliver programmes that review variation across all eJPs ensuring consistency and reduce unwarranted variation.

• Lead the planning, organisation and delivery of a complex annual review of all eJPs to ensure the delivery of all elements of the annual review, audit, data analysis, learning and new developments; being aware and responsive to changing clinical priorities and needs.

• Measures and evaluates outcome of eJP aligned to strategic and operational decision making on eJP and develops programmes of work using multiple methodologies to manage performance

• Maintain a high level of knowledge of the function of electronic system. Inclusive of how to configure new teams/hierarchies on the system, develop/review eJPs, and wider role/functions of the systems administrator.

• Ensure all local and national data requirements are delivered/or deliverable

For example

-       BCHC Scorecard

-       BCHC-Annual eJP audit against agreed standards to support consistency.

-       NHSi submissions 

• Ensure future progression of data use/learning; inclusive of benchmarking with other Trusts and collating Care Hours to Contact data. 

• Support services in understanding available DCC and identify areas of improvement i.e. non patient facing DCC

• Communicate, provide and present highly complex information to a wide range of stakeholders to agree eJP delivery, concerns, development, and its role within the wider workforce optimisation agenda. 

• Chair trust wide meetings relevant to eJP demand and capacity and workforce planning and modelling 

• Represent AHP workforce at relevant local, trust wide and external meetings as agreed 

• Support, influence and negotiate with individuals, teams, and leaders where matters of conflict may arise on core related issues.

• Support the nursing and therapies corporate team in developing priorities and improvement programmes.

• Produce complex reports, business cases or options appraisals as required and agreed

• Delegate appropriate portfolios of work to direct reports.

• Collaborate with the stakeholders (i.e. Research and Innovation team) to ensure eJP activity codes and data are inline with national definitions and needs.

• Ensure excellent governance arrangements are in place to maintain the electronic system and a robust eJP process.

• Responsible for the trust AHP eJP/workforce intranet site ensuring governance processes are in place to maintain contemporaneous information.

• Responsible for the ownership and implementation of the AHP eJP Policy; ensuring policies, processes and procedures are reviewed, updated and ratified as per agreed cycle.

• Ensure a collaborative development relationship with RLDatix the supplier/developer of BCHC present eJP system; ensuring the system is responsive to present and developing BCHC/AHP needs. 

• Ensure a process of regular horizon scanning for eJP, clinical workforce utilisation, optimisation and productivity. Inclusive of the Clinical Productivity Workspace within the Future NHS Collaboration.

• Line manage and support the eJP Systems Lead in the delivery of their role independently, collaboratively and with others.

Management and Leadership Responsibilities 

1.             Understand the national perspective and future strategy for the NHS and related areas of health to ensure the workforce are fully aware of the implications and can contribute effectively to service improvement.

2.             Develop and empower all members of your team to perform to high standards and innovate.

3.             Ensure supportive staff management arrangements are in place and carry out appraisals/personal development reviews (PDR’s) for direct reports.  Ensure all staff in your team/s have annual PDR’s resulting in specific objectives and effective personal development plans.

4.             Develop staff knowledge and skills to promote equality and diversity and address inequalities both in employment and service delivery.  Ensure specific equality objectives are included in PDR’s.

5.             Develop a working culture that ensures Health and Wellbeing and promotes a ‘Great Place to Work’.

To undertake other duties commensurate with this grade of post in agreement with the relevant line manager.

To minimise the Trust’s environmental impact wherever possible, including recycling and switching off equipment when not in use. Helping to reduce paper waste by minimising printing/copying and reducing water usage, reporting faults and heating/cooling concerns promptly and minimising travel. Where the role includes the ordering and use of supplies or equipment the post holder will consider the environmental impact of purchases.

Responsible for ensuring identified training and development is undertaken appropriate to the postholder’s role.