Embed Size (px)
Citation preview
NHS GREATER GLASGOW AND CLYDE DIRECTOR OF HEALTH INFORMATION AND TECHNOLOGY CANDIDATE INFORMATION PACK REF: 25980S CLOSING DATE: NOON FRIDAY 27TH JULY INTERVIEW DATE: MONDAY 10TH SEPTEMBER
Contents Letter from the Chief Executive, NHS Greater Glasgow and Clyde Recruitment Advertisement Information for Applicants Job Description Person Specification Summary of NHS Greater Glasgow and Clyde Core Leadership Competencies Statement Terms and Conditions of Appointment Details of How to Apply/Selection Process and Recruitment Timetable PERSONAL DETAILS AND EQUAL OPPORTUNITIES MONITORING FORM (SEPARATE ATTACHMENT)
Welcome Letter from the Chief Executive Dear Candidate Thank you for expressing an interest in the post of Director Health Information and Technology which is an extremely critical and high profile role for our organisation. I hope the application pack will help you decide whether you are the right person to meet the key challenges for this unique opportunity. As one of the largest healthcare providers in the UK we are operating in extremely challenging times with high expectations to deliver health priorities and national targets. We are seeking a talented individual who can bring exceptional leadership, credibility and technical vision to the role as well as participating actively as a member of the corporate management team to ensure we continue to plan and deliver the best patient outcomes. There is no doubt that this role offers substantial professional scope within NHS Greater Glasgow and Clyde and an opportunity to work with a strong team of Health Record and IT staff. As the new Director of Health Information and Technology you will enjoy the full support of myself and the corporate management team .This is a demanding but exciting position and requires an individual with the commitment and resilience to lead the Health Information and Technology directorate to deliver the very highest level of services. The successful candidate will join and add to the strength of our Board and work in partnership with a wide range of clinical and clinical non stakeholders to provide effective leadership to service improvement and service redesign thus ensuring we continue to deliver high quality services expected by the communities we serve. If you are inspired by the challenges this opportunity presents and believe you have the relevant skills, experience and qualities we are seeking, we look forward to receiving your application which will be given careful consideration. Yours sincerely
Robert Calder wood Chief Executive
NHS Greater Glasgow and Clyde Director of Health Information and Technology Executive Level F £84,411-£115,046 Relocation Package where appropriate Job Ref: 25980S
NHS Greater Glasgow and Clyde is the UK’s largest health care provider serving a population of 1.2m dispersed across both urban and rural areas. We are seeking to appoint the right individual to lead our HI&T operational management and programmes of work currently underway within Health Records and IT services.
This is a highly visible strategic management role requiring active engagement with a diverse range of clinical and non clinical stakeholders throughout the Greater Glasgow and Clyde Board area. As Director of Health Information and Technology you will be a key member of the corporate team reporting to and working closely with Board Chief Executive.
The operational management of the Health Records service will be a core part of your remit and you will be the driving force in implementing innovative ways of recording and reporting patient information, ensuring the Board benefits from cost effective technology solutions. You will represent the Board at both regional and national level on e-health matters and be expected to be a significant contributor to the wider NHS Scotland e-health strategy. For more information on this strategy and NHS Scotland HI&T systems visit www.ehealth.scot.nhs.uk.
Education to Degree level or equivalent in a relevant discipline with significant operational management experience at corporate level and the interpersonal skills and ability to operate and influence in a multidisciplinary and often politically sensitive environment are essential. You will have a substantial track record of success working in Information Technology and Informatics in a large operationally complex organisation. NHS/Healthcare experience is desirable however the ability to deliver a successful e-health plan including health records and, ensuring good engagement and returns from investment programmes is key to your success in this role.
If you believe you meet this profile then we would welcome your application.
For further information including details on how to apply please visit www.nhs.org.uk/DHIT
Alternatively, to request an application pack email [email protected] or call 0141 278 2623
For a confidential discussion on the role please contact Robert Calderwood , Chief Executive, NHS Greater Glasgow and Clyde on 0141 201 4642
Closing date for all applications is Noon Friday 27th July 2012
INFORMATION FOR APPLICANTS 1. NHS Scotland 1.1 The NHS is one of our nation’s biggest and most important public services. Each day
thousands of Scots depend on it for treatment and care. Each day it saves hundreds of lives. The nation’s largest employer, more than 150,000 dedicated and skilled staff work for NHS Scotland. Since devolution, the Scottish Government has been striving to make Scotland healthier for all of us.
1.2 The work undertaken by the 14 territorial NHS Boards across the country provides the strategic
framework to ensure that the management of our healthcare is more efficient, more accountable and more effective. These Boards bring together key partners to deliver healthcare. One of the main functions of these different bodies is to put government policies into practice in the best way possible.
1.3 An NHS Board is a board of governance, which has responsibility for issues such as health
improvement, strategic planning and resource allocation. 2. About NHS Greater Glasgow and Clyde NHS Greater Glasgow and Clyde is the largest provider of healthcare In Scotland and one of the largest in the UK. NHS Greater Glasgow and Clyde’s core purposes are to assess the state of health of the people of Greater Glasgow and Clyde and plan and provide services which:
• Promote good health • Prevent ill-health • Improve health • Provide safe sustainable and equitable treatment for patients In doing this, the Board works in close partnership with other NHS organisations, local authorities and other agencies to ensure that social work, education, housing, employment and environmental services unite effectively and efficiently with the NHS in tackling inequalities and underlying health problems in local communities.
A multi-million capital investment programme to modernise and reconfigure acute hospitals so that they are purpose-designed to deliver the most advanced, integrated forms of care. Planning for this began in 2002 and will be completed in 2015. NHS Greater Glasgow and Clyde serves a population of 1.2 million (over 1/5th of the population of Scotland) with services provided by 40,000 staff. The geographical area covered includes, West Dunbartonshire, Inverclyde, Renfrewshire, East Renfrewshire, East Dunbartonshire, Glasgow City, South Lanarkshire (Rutherglen & Cambuslang) and North Glasgow (Stepps- Moodiesburn corridor). In 2011/2012 NHS Greater Glasgow and Clyde spent £2.8 billion delivering local, regional and national services, included in which are a number of world-class specialist services.
Consequently, a significant portion of NHS Greater Glasgow and Clyde’s income is from other NHS areas in exchange for providing services to non-Greater Glasgow and Clyde residents. The healthcare challenge within the area is considerable. Many of the most deprived communities in Scotland and the UK as a whole exist within NHS Greater Glasgow and Clyde’s boundaries. In addition, people in the area suffer higher than average rates of coronary heart disease, lung cancer, respiratory illnesses and premature deaths among males. Alcohol-related disease is on the increase. The Board is at the forefront of developing new approaches to tackling these huge challenges in partnership with the Glasgow Centre for Population Health. Ongoing lifestyle issues, such as the prevalence of smoking, poor diet and lack of exercise, are key factors, as is the steadily ‘ageing’ profile of the population. The area has experienced intensive industrialisation followed by rapid de-industrialisation. The legacy is poor population health and extreme inequalities in health. Parts of the area have seen a transformation in employment, prosperity and infrastructure over the last 20 years. Economic regeneration is increasingly visible but social renewal is much slower. The challenge of healthcare provision, added to the rapidly changing technology and practice of healthcare were instrumental in NHS Greater Glasgow and Clyde’s decision to invest in new hospitals and new ways of working between community and hospital based systems underpinned by new IT based records and support The scale of capital investment is evidenced by the New Beatson West of Scotland Cancer Centre at Gartnavel, which opened in May 2007, the new Gartnaval Royal Hospital providing mental health services and Rowanbank Clinic providing medium secure forensic mental health services. The new Victoria Hospital and Stobhill Hospital were opened to patients in the summer of 2009. During 2010/11 further new purpose built mental health facilities and Community Health Centres came on stream as part of the major capital investment programme. A new Combined Laboratory Building opened in May 2012 on the site of the Southern General Hospital. These changes lead up to 2015 when the final stages of the new plan for acute services will be put in place, in particular, the new South-Side Hospital, new Children’s Hospital and links to the current Southern General Maternity Unit. 3. NHS Greater Glasgow and Clyde Services
NHS Greater Glasgow and Clyde delivers Services through three operational structures: Acute Services - Diagnostics Surgery & Anaesthetics Women & Children’s Services Emergency Care & Medical Services Rehabilitation and Assessment Regional Services Partnerships - Glasgow City Community Health Partnership East Dunbartonshire Community Health Partnership West Dunbartonshire Community Health & Care Partnership East Renfrewshire Community Health & Care Partnership Renfrewshire Community Health Partnership
Inverclyde Community Health & Care Partnership Oral Health Corporate - Corporate Planning and Policy Finance Human Resources Public Health Health Information and Technology Communications Board Administration In addition to the above, there are a number of services which cross over organisational boundaries; Prescribing and Pharmacy Policy, Clinical Governance and Inequalities.
NHS GREATER GLASGOW & CLYDE
1. JOB DETAILS
Job Title: Director of Health Information and Technology (HI&T) Directorate : Health Information and Technology Accountable to: Chief Executive, NHS Greater Glasgow and Clyde Location: Board Headquarters , Glasgow Date : 27th June 2012
2. JOB PURPOSE To provide professional leadership for the Health Information and Technology function ensuring the development of, commitment to and implementation of Health Information and Technology strategies, which support clinical and other strategies and ensure effective stewardship of resources in accordance with statutory and regulatory requirements. The Director of HI&T will lead planning , co-ordinating and design of all clinical and business processes of the IT and Health Record Services, as well as provide direction and support for HI&T solutions that support clinical and non clinical processes. The Director of IM&T will work closely with decision makers in clinical and non clinical services to identify, recommend, develop, implement, and support cost-effective technology solutions for all aspects of the organisation. The Director of HI&T will act as Caldicott Guardian for the Board. As a member of the Board’s Corporate Management Team, the postholder will fully contribute to and participate in corporate management and governance of NHS Greater Glasgow and Clyde. The postholder will actively participate in the development of regional and national e-health Strategy. The HI&T Directorate has approximately 1120 staff employed within Health Records and IT. The annual revenue budget is approximately £53m and the annual capital budget ranges between £2m and £5m. The HI&T directorate comprises the following departments:
• Infrastructure • Applications • Information, Knowledge Management and Health records • Programmes and Performance
3. DIMENSIONS
• NHS Greater Glasgow and Clyde (NHSGGC) is the largest and most complex healthcare service in Scotland and one of the largest in the UK.
• NHSGGC deliver services in 35 hospitals and over 60 health centres and clinics.
• NHSGGC covers a core population of approx 1.2 million and provides specialist
services to patients on both a regional and national basis
• We have a budget of around £2.8 billion to deliver local, regional and national services, included in which are a number of world-class specialist services. A significant portion of our income is from other NHS areas for providing services to non residents.
• NHSGGC employs around 40,000 staff.
NHSGGC works in close partnership with other NHS organisations, local authorities and other agencies to ensure that social work, education, housing, employment and environmental services unite effectively and efficiently with NHSGGC in tackling inequalities and underlying health problems in local communities. There are a number of significant issues that fundamentally make NHSGGC an extremely complex organisation to support and deliver HI&T systems and services to :-
• The scale of the organisation • The significant ongoing organisational change • The complex model of multiple Community Health Partnerships requires HI&T to
work with a wide range of priorities coming from multiple management structures whilst continuing to take HI&T forward in a common strategic direction. This involves working with a wide range of partner organisations across different local authority areas
• The programme to modernise and reconfigure acute hospitals and community services will impact on patients across Scotland and thousands of staff with a requirement to both reconfigure existing technologies and services as well as have a strategic vision of how patient care can be further enhanced by new technologies that are aligned with the new buildings and new clinical service models
The healthcare challenge within NHSGGC is considerable: Many of the most deprived communities in Scotland (and in the UK as a whole) exist within the Board’s boundaries. People in the area suffer higher than average rates of coronary heart disease, lung cancer, respiratory illnesses and premature deaths among males, although real headway is being made in tackling these.
Ongoing lifestyle issues, such as the prevalence of smoking, poor diet and lack of exercise, are key factors, as is the steadily ‘ageing’ profile of the population. Clinical services are supported by non-clinical support services and a corporate/ headquarters service which includes Planning, Finance, HR, Public Health, Communications and Health Information and Technology. These services also require HI&T services and systems. The Health Information and Technology Directorate has :
• Staff approximately 1120 • Annual Revenue Budget approximately £53m • Annual Capital Budget ranges between £2m-£5m
4. ORGANISATION CHART
5. ROLE OF THE DEPARTMENT The overall aim of the Health Information and Technology Directorate is to deliver and maintain a comprehensive integrated information technology and health information strategy in order to ensure that the right information is provided in the right place at the right time, to support highest possible levels of diagnosis, treatment and care of patients and clients, to support continuous improvement of the health of the populations we serve and to achieve more effective integration between Health and the care services of our Local Authority partners. This includes patients’ case notes and other information for clinicians working in the community and primary care, in outpatient clinics, on the point of admission for inpatients/day cases and for review after discharge: it includes developing and supporting electronic information systems for clinical and management use: and it includes collection and analysis of data required by the Scottish Executive Health Department, for local
Information Knowledge Managements and Health records
Board Chief Executive
Medical Director and Nurse Director
Director of Public Health
Director of Corporate Planning & Policy
Director of Finance Corporate and Partnerships
Director of Health Information & Technology
Director of Human Resources
Programmes and Performance
Infrastructure Applications
monitoring of activity or performance, and for surveillance and protection of the health of our populations To lead the development and implementation of the Board’s Information Technology and Health Information Strategy with a five year financial plan working within the resources available to the Board. To ensure provision of health information to support the full range of the Board’s clinical and non clinical services including patient care, health planning, performance management and population health surveillance. 6. KEY RESULT AREAS 1. As a member of the Corporate Management Team, participate fully in the corporate
management of NHS Greater Glasgow and Clyde, providing high-level expertise in areas of Health Information and Technology and corporate governance to the Board and Corporate Management Team.
2. To lead the development of HI&T for NHS GGC, ensuring that it maximises all potential
opportunities provided from the implementation of modern IT and informatics systems and processes
3. To liaise with clinicians and staff at all levels to ensure that the HI&T teams provide a
service that is responsive to the needs of NHSGGC, its staff and its patients. The post holder will be responsible for communicating highly complex information in relation to HI&T service developments.
4. Direct the work of the HI&T teams to ensure that the needs of the organisation are met
by developing effective liaison between them and the clinical/non clinical teams so that services are designed, provided and implemented in a responsible, timely and efficient way.
5. To lead and manage HI&T Services, deciding on most effective use of all resources, evaluation of service effectiveness and service performance and make judgements on a wide range of highly complex NHSGGC HI&T service issues and priorities underpinning healthcare service delivery.
6. The maintenance and development of existing IT systems. 7. Ensuring there is a financial plan for HI&T services and programs. 8. Representing NHSGGC on regional and national e-health strategy to ensure alignment
with national developments and influence the national strategy and its implementation. 9. Procure information technology equipment and systems, negotiation and management
of contracts with suppliers in line with the Board’s Standing Financial Instructions and
best practice procurement procedures. 10. Ensure information to be accurately collated, managed, analysed and shared to support
the key functions of NHSGGC. 11. Develop a wide range of policies and ensure strategies, plans and priorities are
established to support and implement these, resolving highly complex HI&T issues and deal with competing priorities.
12. Set and monitor the health records policy framework and manage the provision, retrieval,
storage and development of health records 13. Develop and provide routine and bespoke information in partnership with managers,
planners and clinical staff covering clinical activity and population health. 14. Fulfil national data requirements and ensure quality and consistency of data. 15. Deliver the information, analysis and change programmes necessary to support regional
planning. 16. Ensure data and analytical requirements for corporate performance management are
defined and delivered. 17. Develop and agree policies/protocols and technologies to ensure information is secure
and only provided to those with a need to know (supporting Caldicott principles,Data Protection legislation and implementing any national guidance/policy relating to information security).
18. This post will act as the Board’s Caldicott Guardian. 19. The post holder will support and interpret new developments and apply best practice and
innovation as appropriate to the needs of NHSGGC ensuring the sustainability of solutions by informing opportunities for service development and improvement.
7. ASSIGNMENT AND REVIEW OF WORK The post is directly accountable to the Chief Executive, NHS Greater Glasgow and Clyde and works under broad direction within the parameters of Scottish Government priorities and policies for health. The postholder will contribute actively and directly to the development of corporate policies and priorities of NHS Greater Glasgow and Clyde, which in turn provide the framework, within which the individual works. Review of performance is undertaken through the agreement of performance objectives and individual performance appraisal by the Chief Executive. Formal appraisal is annual but informal reviews will take place between the postholder and the Chief Executive.
8. COMMUNICATIONS AND WORKING RELATIONSHIPS The postholder will have an extensive network of communication and working relationships and will communicate regularly with a wide range of individuals, clinical and non-clinical, internal and external to NHS Greater Glasgow and Clyde. These will include: Internal –
• NHS Board Members • Executive Directors • IT and Health Records teams • Senior Clinical and non-Clinical Staff • Service Management teams • Trade Union representatives • Auditors
External –
• Scottish Government Health Department • Other NHS Boards • Local Authority Partners • National Representatives of Trade Unions/Professional Organisations • Universities • External Auditors • Politicians at Local and National Level • Press/Media • External Suppliers on Information Systems products ,services and projects • Other professional organisations as required
9. MOST CHALLENGING PART OF THE JOB Ensuring best use of resources to achieve service improvement and service delivery within the set financial parameters. Working against a background of competing demands and priorities and identifying appropriate solutions to manage the volume of highly complex information requests in a proportionate and time sensitive manner.
Person Specification Post: Director of Health Information and Technology
Criteria Essential Desirable Education , Training and Qualifications
• Educated to degree level or
equivalent with an appropriate professional qualification
• Evidence of continuing , relevant
professional and personal development
• Masters or equivalent
management qualification or equivalent experience
• Membership of relevant
professional body
Experience
• Substantial leadership experience
at /near Director level ,gained within an operationally complex organisation comparable to scale in health care , the wider public or commercial sectors
• Demonstrable considerable experience of delivering large-scale information and IT applications
• Significant experience of
managing large multi disciplinary administrative and technical teams and provide support in delivering operational success
• Can demonstrate success at
building and leading effective teams particularly to deliver large scale information and IT applications
• A sound understanding of business /organisational context, human resource management, performance management and governance arrangements in a large complex organisation.
• Experience at Corporate
Management team level in NHS/ Local Government
• Understanding of the
wider health agenda locally and nationally to support NHS Greater Glasgow and Clyde strategic and operational objectives
• Experience of relevant
NHS regulatory frameworks/ operating frameworks
• Has experience of successful
financial management , including budget formulation , financial monitoring and control and evaluating competing budgetary priorities
• Can evidence experience of policy development, service development and presenting at board level and to external audiences
• Experience of developing effective
relationships and productive links with internal and external stakeholders and working successfully in a political environment
• Substantial experiences in all
aspects of strategic planning and management of HI&T resources including and responding to operational issues and problems , competing demands for HI&T services whilst maintaining continued service availability and performance within available resources
• Experience of how the complex inter relationships and partnerships which exist in a large complex organisation can be managed in order to achieve change
• Substantial experience of information systems , service development , organisational change within a large multisite and operational complex organisation
• Significant and demonstrable experience and successful track record of leading large scale IT programmes and projects through
the full project life cycle from planning
business case , procurement and implementation either in an operational management or consultancy capacity
• Comprehensive understanding of
current developments within the IT market place and in particular the healthcare IT market
• A track record gained within a
senior leadership role including experience of influencing and motivating others to form positive relationships at all levels to achieve continuous improvement and transformational change
• Track record of assessing risk
whilst effectively developing strategic priorities
• A track record of developing
performance management systems and delivering and meeting service performance targets
Criteria Essential Desirable Skills, Competency and Disposition
• Specialist knowledge of
Information Management and Technology and its application
• Well developed project
management skills and experience of leading complex programmes of work
• Strong persuasive , influencing and
interpersonal skills and ability to put across complex technical issues to both clinical and non clinical colleagues across all
• Experience of establishing
and developing monitoring systems for the continuous
improvement of people and services
• Experience in the
management of Health Record Services
• A well developed
understanding of the future of NHS/Public sector services
staffing grades
• Comfortable communicating on complex subjects and ideas to diverse professional and public audiences including corporate management level and to engage their enthusiasm and commitment to key service agendas
• Can evidence highly developed
strategic thinking ability, strong analytical and critical reasoning skills Capable of effective problem solving in complex situations.
• Thoughtful , calm and constructive under pressure
• Strong business acumen and
negotiation skills
• Can evidence ability to develop a culture that encourages initiative , individual and team responsibility and open communication
• Able to make sense of conflicting
priorities and reach effective and speedy solutions whilst acting upon and assimilating a high through put of information requests on a daily basis
• Can demonstrate through working
at corporate level the ability to execute operational strategic plans to meet organisational performance targets set internally or externally
• The intellectual capacity to
interpret and shape complex issues and awareness of current developments in technology solutions for large and operationally complex
• Have good knowledge and understanding of the way in which IT can contribute to the core processes of the NHS e.g. patient care , information management for clinical audit/governance , management and planning
organisations
• Ability to demonstrate success in change management in a way that has successfully improved services to more creative , modern and collaborative ways of working
• Highly developed analytical and
reporting skills to allow the exploration , evaluation and interpretation of information and opinions and utilization of management information systems
• Strong decision making skills with
the ability to make decisions and recommendations based on the analysis of options
• Sound business judgment and
ability to take calculated risks and make politically astute choices in uncertain and ambiguous situations to drive forward improvement
• Capacity to work under pressure
to meet deadlines and organisational priorities
• Demonstrate commitment to and
achievement of, equality and diversity issues in public sector services
• Able to demonstrate the ability
and resilience to operate effectively in a challenging environment
Summary of Core Leadership Competencies
April 2012
Core Competency
Example Performance Criteria/related behaviours
1. Strategic Focus
• Understands the vision of the organisation and their role in achieving this
• Sets longer term plans and develops contingencies • Understands external environment and its potential impact • Is aware of relevant National and Local initiatives, imperatives
and factors influencing local health service provision • Translates broad strategies into specific objectives and action
plans • Aligns resources, processes and systems to support strategic
priorities
2. Collaborative/ Partnership approach
• Promotes collaboration and teamwork across organisational boundaries seeing collaborative working as a key personal priority and source for GG&C success
• Recognises and capitalises on the skills and knowledge of others
• Creates an open, team environment where differences can be discussed constructively;
• A balanced view of conflicting perspectives is established. • Cultivates an active network of relationships inside and
outside the organisation. • Understands current power and political relationships • Recognises and responds to the concerns of others • Takes a systematic approach to the development and
maintenance of effective partnership working • Has a sound understanding of multi agency influencing and
decision making protocols
3. Achieving results and making decisions
• Key accountabilities, judgement and decisions are accepted and acted upon.
• Sets and pursues appropriate goals for self and service • Is committed to achieving results and demonstrates a strong
commitment to organisational success • Manages stakeholder expectations to achieve results • Reviews key indicators and uses management systems to
monitor progress and achieve results • Demonstrates a creative approach to problem solving • Able to work effectively under pressure • Important issues in a complex situation and their implications
are identified. • Establishes appropriate, yet realistic timeframes top
achieve results
4. Managing Resources
• Recognises and capitalises on staff strengths and abilities • Engages staff in understanding all decisions affecting them • Establishes clear objectives and results for all staff • Develops staff to achieve • Assigns clear authority and accountability • Actively listens to, and is aware of, employee issues or
concerns and responds appropriately • Aligns available resource to agreed service priorities • Consistently looks for opportunities to improve use of
resources • Delivers financial responsibilities and develops contingencies
5. Interpersonal approach
• Promotes ideas and proposals persuasively; Provides compelling rationales;
• Shapes stakeholder opinions and negotiates win/win solutions • Builds a broad base of support among key decision makers
and influencers • A balanced approach which demonstrates both empathy and
a focus on facts, problems and solutions is maintained when handling emotional situations.
6. Change and Improvemen
• Champions new initiatives and service redesigns: • Stimulates and develops innovative ideas and improvements
based on accurate data • Challenges status quo and resistance • Prepares others to understand and accept change. • Is proactive, utilising intelligence to support proposals, • Is recognised as an enabler of change • Demonstrates resilience to continuous / concurrent change • Able to make hard decisions when implementing change • Works well with ambiguity or impartial data • Is flexible and adaptable
7. Professional Developmen
• Areas for development are identified through reflection and appropriate strategies pursued to improve performance.
• Areas of strength are recognised and consistently applied. • Actively seeks to build on the shared learning and
experiences • Constructive feedback is sought and acted upon to improve
professional performance.
8. Respects Diversity
• Supports and enables fair treatment and equal opportunity for all
• Establishes an environment where staff are comfortable raising issues or concerns
• Challenges inappropriate behaviour and prejudice effectively • Managing people on an individual basis
• Fostering relationships with people who have different views • Actively mentors and coaches staff and colleagues • Recruits and develops talent from all backgrounds • Actively seeks and applies diverse views and perspectives • Demonstrates and understanding of and applies appropriate
legislation and employee policies • Uses inclusive language • Applies inequalities sensitive approach to service delivery
9. Governance
• Maintains focus on strategic issues and priorities to ensure required organisational performance is achieved
• Monitors organisational performance and exercises accountability for results
• Has robust decision making processes to achieve effective financial , clinical and employee results
• Ensures organisation fulfils its financial, clinical & staff responsibilities
• Examines and defines factors that could adversely affect performance or delivery of committed activities
• Ensures compliance with statutory or policy obligations • Quantifies and assigns probabilities to risks and opportunities
(level and likelihood)
NHS GREATER GLASGOW AND CLYDE APPOINTMENT STATEMENT TERMS AND CONDITIONS
Post : Director of Health Information and Technology This is a full time appointment. A package commensurate with the responsibilities of the post and the level of seniority of the successful candidate will be available to the appointed candidate. Confirmation of appointment will be subject to satisfactory completion of Pre Employment Checks including; Satisfactory References, Evidence of Professional Qualifications, Eligibility to legally work in the UK and a Disclosure Scotland check. 1. General The terms and conditions for this post are set by direction of Scottish Ministers under the arrangements in place for Executive and Senior Managers Pay within NHS Scotland. 2. Salary The grade and salary range for this post is Grade F, £84,411-£115,046 . Placing on the range will be determined by a range of factors, taking into account current salary. The starting salary will be part of the formal offer of employment. Progression through the pay range is on the basis of an annual assessment of performance in a year beginning 1st April and ending 31st March. A pay uplift determined by performance rating is applied in line with national circulars. 3. Hours of Duty The set hours of work are 37½ per week; however, the number and pattern of hours will reflect the demands of the post. There is no contractual right to additional pay or time off in lieu for additional hours. This will not affect individual rights under the Working Time Directive. 4. Pension Arrangements You will be eligible to participate in the Scottish NHS Superannuation Scheme. The current rate of employee contribution is 8.5% This is a final salary pension scheme with a wide range of additional benefits. Details of the scheme can be found at www.sppa.gov.uk Superannuation benefits accrued in the NHS Scheme elsewhere in the UK can be transferred to the Scottish scheme by arrangement with the Scottish Public Pensions Agency. The transferability of other public sector pension schemes entitlements may be possible and may be explored on appointment.
5. Car Leasing The Board operates a car-leasing scheme, and you will be eligible for a leased car provided you meet the normal conditions of the scheme. The conditions of the scheme apply to all employees. 6. Location For employment purposes, your initial base will be the Boards Head Quarters or a location within NHS Greater Glasgow and Clyde. The post will inevitably require you to travel regularly throughout the Board’s area and within Scotland. Less frequently you will require to travel further outwith Scotland. Home to work expenses will be met by the postholder but all other travel expenses incurred as a result of your employment will be reimbursed by the Board. 7. Removal Expenses Reasonable removal expenses in line with the Board’s policy will be payable, should the Board require you to move home. This will be discussed with you, as part of an offer of employment. 8. Annual Leave The annual leave entitlement is 27 days rising to 29 days after 5 years service and 33 days after 10 years service . . Public Holidays (8 days) are allocated in addition for all Board employees. 9. Performance Appraisal and Personal Development The annual performance cycle is from 1st April to 31st March. Performance is assessed against a performance plan, which contains individual service objectives relating to the Board’s corporate objectives and individual behavioural objectives based on the NHS Scotland Leadership Competency Framework. The performance plan is agreed with the Chief Executive.
Performance against the plan is assessed by the Chief Executive and performance is rated on a five point rating scale:-
1. Unacceptable – misses most targets
2. Incomplete – misses most targets without counterbalancing
over-achievements
3. Fully Acceptable – balances shortfalls with over-achievements
4. Superior – meets all targets and exceeds most
5. Outstanding – substantially exceeds all targets
10. Other Terms and Conditions of Service Terms and Conditions of Service which are not set down in the arrangements for Executive and Senior Managers Pay, are those contained within the Agenda for Change Terms and Conditions Handbook, and the Board’s Human Resources Policies.
POST: DIRECTOR OF HEALTH INFORMATION AND TECHNOLOGY DETAILS OF HOW TO APPLY Please note, the Closing Date for all applications is Noon, Friday 27th July 2012 Late applications will not be forwarded for shortlisting. All applications will be acknowledged and treated in the strictest of confidence. Additional Information For a confidential discussion on the role please contact Robert Calderwood, Chief Executive NHS Greater Glasgow and Clyde Chief Executive, on tel: 0141 201 4642 or email: [email protected] Please refer to Job Description and Person Specification for details of the role. For further information on NHS Greater Glasgow and Clyde please visit www.nhsggc.org.uk To apply for the post of Director of Health Information and Technology please submit the following:
Detailed Curriculum Vitae which should cover your full career history including details of relevant key note achievements.
You should also include contact details of 2 Referees, one of which must be your current or most recent employer. References will be taken up for shortlisted candidates only; referees will not be approached without obtaining your prior consent.
A covering letter, indicating briefly how you meet the selection
criteria for the role, as outlined in the Job Description and Person Specification and highlighting why you are attracted to this post. Please quote reference number on all correspondence.
Candidates are also required to complete and submit the Personal
Details and completed Equality Monitoring Form
Please submit your completed application by Noon Friday 27th July 2012 by email to: [email protected]
If you have any questions about the application/selection process or to request a postal/email Information Pack please do not hesitate to contact:
Lynne Stockey on 0141 278 2623 or email [email protected]
Susan Chisholm on 0141 278 2624 or email [email protected] SELECTION PROCESS AND RECRUITMENT TIMETABLE
Recruitment Stage Planned Date Closing date for returned applications Noon, Friday 27th July 2012
NHS Greater Glasgow and Clyde Selection Panel convened to consider and Shortlist applications.
Week Commencing 13th August 2012
Candidates contacted to advise outcome of shortlisting
By Friday 17th August 2012
Shortlisted candidates will be invited to participate in the following prior to the panel interview event :
Online Work Related Personality Assessment
Completion of Significant Management Event Report
Assessment Interview (conducted
by an external assessor )
Between 17th to 27th August 2012 Between 29th and 30th August 2012
Shortlisted candidates invited to panel interview. Final selection interviews will be carried out by a selection panel comprising NHS Greater Glasgow and Clyde Board members and will include an external panel member
Scheduled Monday 10th September 2012
Please note the dates indicated above are indicative and may be subject to change Special Requirements for Selection Events Where appropriate NHS Greater Glasgow and Clyde is fully supportive in discussing making any reasonable adjustments to the recruitment process to ensure no candidate is disadvantaged as a result of a disability or any other health condition .If you require any special arrangements to be made in regards your participation in selection events, please indicate this in your covering letter or contact Lynne Stockey on (+44) 0141 278 2623 to discuss.
Where appropriate, shortlisted candidates will be reimbursed any reasonably incurred expenses in attending Selection Events.
