Candidate Information Pack

Candidate

Information

Pack

 Guidance for Completion of Application Form  About NHS Greater Glasgow and Clyde

 NHS Scotland Summary Terms and Conditions for this position  Job Description and Person Specification (please retain a copy)

A NOTE ON THE NEW SOUTH GLASGOW HOSPITALS

As you may be aware, the new Queen Elizabeth University Hospital and the new Royal Hospital for Children located on the current Southern General Hospital site in spring 2015.

Positions based within the following sites: Victoria Infirmary, Mansionhouse Unit, the Western Infirmary and the current Royal Hospital for Sick Children at Yorkhill have changed location and moved to the new South Glasgow hospitals. Gartnavel General Hospital and Glasgow Royal Infirmary will also have some services affected by moves to the new Hospitals.

THE APPLICATION PROCESS

• Please ensure you read the Job Description and Person Specification along with the guidance notes on Completing Your Application Form thoroughly. Shortlisting an application for interview is based on its content therefore it is in your best interests to ensure you submit a fully and appropriately completed Application. You can find answer to frequently asked questions on the application process on our website. Click this Link

• You will receive confirmation that your application submission has been received when you submit you’re On Line Application form. When we begin to process your application you will receive an email from NHS Greater Glasgow and Clyde (NHSGGC) confirming receipt. If you have not received a confirmation email within 3 days working days from the closing date please contact us on 0845 3000 831.

• We regret due to the volume of applications NHS GGC receives we are unable to write to applicants who are not successfully shortlisted for interview. Accordingly if you have not received an invitation for interview within 6 weeks of the closing date please assume on this occasion you have been unsuccessful. We hope this will not deter you from applying again. • We will use a number of methods of communication to advise you of each stage of the

recruitment process this includes email, letter, SMS text, or phone. It is essential that you regularly check your emails and your phone to see if we have been in contact with you to update you on the progress of your application. Please ensure your email account does not treat NHSGGC emails as spam by resetting your spam filter. Use the help function in your email account or Click Here for instructions on how to do this.

• Please ensure you retain a copy of the job description and person specification for the post you are applying for – you will need this to help you prepare if you are selected for interview.

• Please retain details of the Job Reference Number – you will need this if contacting the NHS GGC Recruitment Team.

• Should you require further information or assistance in relation to your application please visit www.nhsggc.org.uk/recruitment or email your enquiry to [email protected]

lease state clearly the Job Title and Job Reference Number for the post . P

 What happens to my application? - After the post closes, all applications received will be passed to the recruiting manager / appointments panel who will assess each application against the criteria and person specification specified in the job description and decide who to select for interview. This part of the process is known as shortlisting.

GUIDANCE FOR COMPLETING YOUR APPLICATION FORM

• Completion of the application form is the first stage in the recruitment process, and if you are successful, will form the basis of your employment record. Complete and accurate information is essential. Please note: If you knowingly withhold or provide false or misleading information, this may result in your application being rejected, or if appointed, may result in dismissal from your post

• Your Application form plays a vital role in the recruitment and selection process .The information you provide us with in your form will be used to decide whether you are shortlisted to attend an interview. Only those applicants who can clearly demonstrate in their application form how they meet the minimum essential requirements for the post as specified in the job description and person specification will be considered for interview selection.

 Applicants should read the candidate information pack and job description for the post prior to completing the online application form.

 When completing the online application form applicants should read the instructions in each section and note the following:

o On all pages - the application form has a time out therefore you should click on the "Save" button as you go through the form or copy and paste from another document, to avoid losing content.

o On all pages - Please do not use any symbols eg £,#, & when completing your application form except @ for email addresses

o On page 4 - Role Purpose/Summary of Responsibilities is limited to limit of 1000 characters including spacing, circa 10 lines. Text over-running this limit will be cut off. o On Page 5 - Supporting Statement should be NO LONGER than 1 x A4 page - circa 50

Lines. If limit is exceeded, Text in the Supporting Statement will be cut off.

 It is recommended that you complete all relevant sections of the application form. It does not matter how long ago your last employment was, if you have an employment history please list it.

 If you have not previously been employed please use the “Present or Most Recent Post” section to detail what you have been doing: Full time Student/Parent/Carer .

 Please note that you can list unpaid work including work placements and volunteer work in your employment history.

 We do not accept Curriculum Vitaes (CV) unless a CV has been requested as part of the the recruitment process.

• By completing an application for this post you give your consent to pre employment checks, including reference checks, to be initiated once your formal conditional offer of employment is made to you. Click Here for more information .

Completion of the Application form Parts A, B and C

• The Job Description provides information about the main duties and responsibilities of the post being advertised. It also describes the purpose of the post. Please ensure that your application form clearly demonstrates how your skills/knowledge/experience can be utilised in the role.

• The Job Description and Person Specification also specify the requirements or criteria (knowledge, skills, experience, abilities and qualifications) that are essential or desirable to perform the duties outlined. Please ensure in your application that you demonstrate how you meet the minimum essential criteria and where applicable, the desirable criteria for the role.

• Certain posts in NHS Scotland are exempt from the 1974 Rehabilitation of Offenders Act (Exclusions & Exceptions) (Scotland) Order 2003. Click Here for more information. If the advertisement for this position has declared that we require a Disclosure Scotland PVG Scheme Membership/Disclosure Scotland Check, you must declare any previous convictions, classed as either “spent” or “unspent”, including criminal convictions received outside the United Kingdom.

• The Asylum & Immigration Act 1996 states that it is a criminal offence to employ a person who is not entitled to work in the United Kingdom (UK) . As a consequence, before NHS

GGC offers employment, the prospective employee must provide evidence, that he/she is entitled to work in the UK. All applicants regardless of nationality will be asked to provide evidence of eligibility to live and work in the UK.

• NHS Scotland operates a Job Interview Guarantee Scheme for disabled applicants. Candidates who have declared a disability and who meet the minimum essential criteria outlined within the job description/person specification will be guaranteed an interview. • You must provide full and complete employment references including a work email

address (personal email address for employment references may not be acceptable) covering a minimum period of the last three years. Employment referees should be listed in chronological order – that is the most recent first. If you have had more than two employers in the last three years we will require additional references. Character referees should only be used in the event that you cannot provide two employer references covering the last three years.

• Any gaps in employment history must be detailed within your supporting statement and will be explored carefully with you at interview.

• If you have an employment history of less than three years, you should provide full details of an academic referee or other person who is not a friend, is not related to you or involved in any financial arrangement with you to provide a personal reference.

• If you have had no previous employment or have been self-employed you should provide details of two personal referees as outlined above and where applicable evidence to confirm your status (e.g. letter from Job Centre Plus, Academic Record or evidence from

Customs and Revenue) if you are selected for interview. HM

 Statement in Support of Application –This section is one of the most important in the application form as the information that is provided here will be evaluated and used to decide if you are invited to attend interview . This section gives you the opportunity to describe and demonstrate the particular qualifications, skills, abilities, knowledge and relevant experience and other qualities that make you a good candidate for the post.

Completing Part D – Equal Opportunities Questionnaire

This part of the form is optional and the information you provide in this section forms no part of the selection process. It is treated in confidence and only Recruitment or Human Resources staff can access for the purpose of recording and compliance monitoring to ensure our workforce is balanced and represents the best candidates from all parts of society regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity status, race, religion or belief, sex, sexual orientation and/or socio-economic status.

DATA PROTECTION ACT 1998 ~ TREATMENT OF INFORMATION PROVIDED ON APPLICATION FORMS

The information you provide on your application will be treated in confidence. Only those NHS GGC staff involved in the selection process and processing your application will see your application form. If you are the successful applicant your application form will be retained and used to create your employee record file. Your application form will be held for 12 months, from the date of your application, within the NHSGGC recruitment system, after which period it will be deleted from the system.

When you create your Online Application Account it is hosted on the NHS Scotland Web Server and NHSGGC staff have no access to this account. You account remains active for a maximum period of 90 days. This means that in order to keep your application form live on the online system you will need to log into your account at least once every 90 days. If you do not, the application information held in your account will be deleted and you will need to complete a new application form the next time you wish to apply for a post.

WORKING FOR NHS GREATER GLASGOW AND CLYDE About us

NHS Greater Glasgow and Clyde (NHSGGC) is the largest health board and provider of healthcare in Scotland and one of the largest health care providers in the UK.

NHS Greater Glasgow and Clyde’s purpose is to:

“Deliver effective and high quality health services, to act to improve the health of our population and to do everything we can to address the wider social determinants of health which cause health inequalities.”

The Board works in close partnership with other NHS organisations, local authorities and other agencies including the third sector 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.

NHSGGC is going through a period of unprecedented workforce change and redesign as we prepare for the opening of the new South Glasgow University Hospital and the Royal Hospital for Sick Children in South Glasgow and the proposed integration of Health and Social Care Services. The development of the new Adult and Children’s Hospitals in South Glasgow are on schedule for opening in spring 2015. The new South Glasgow Hospital campus will be one of the largest and most advanced in Europe and will require new ways of working. Click here for more information on our hospital developments

The future shape of health and social care provision is changing with the move to establish new statutory Partnerships between NHS and Local Authorities, responsible for the planning and delivery of Health and Social care for local populations. This requires the development of very different relationships between primary care, mental health services, community and acute services.

NHS GGC serves a population of 1.2 million (over 1/5th of the population of Scotland) with services provided by 40,000 staff (head count).

The geographical area covered includes: Glasgow City, West Dunbartonshire, Inverclyde, Renfrewshire, East Renfrewshire, East Dunbartonshire, and North Glasgow (Stepps- Moodiesburn corridor).

Our Services

NHS Greater Glasgow and Clyde provides a full range of Secondary and Tertiary Clinical services , Primary Care, Mental Health and Community services included in which are a number of world-class specialist services.

Services are currently delivered from within the following organisational structure:

Acute Services:

 Diagnostics

 Surgery & Anaesthetics  Women & Children’s Services

 Emergency Care & Medical Services  Rehabilitation and Assessment  Regional Services

Community Health Partnerships:

 Glasgow City Community Health Partnership

 East Dunbartonshire Community Health Partnership  West Dunbartonshire Community Health & Care  East Renfrewshire Community Health & Care  Renfrewshire Community Health Partnership  Inverclyde Community Health & Care Partnership  Oral Health

Corporate:

 Facilities and Capital Planning  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.

Find out more about NHS Greater Glasgow and Clyde at www.nhsggc.org.uk

If you want to know more about the NHS in Scotland then please visit www.show.scot.nhs.uk. More About Our Services

If you are successful in you application to join us you will be working within one of our Acute, Primary and Community Care Services. These services are in turn supported by a range of Corporate Service functions including Administration, Health Information and Technology, Finance, Human Resources, Public Health, Corporate Planning, Facilities and Estates.

 Click Here to find out more about our Community Services  Click Here to find out more about our Mental Health Services  Click here to find out more about the services in your area

Find out more about NHS Greater Glasgow and Clyde at www.nhsggc.org.uk NHS Greater Glasgow and Clyde Employee Benefits

We offer all our staff excellent benefits including;  NHS Superannuation pension scheme,  Child Care Vouchers,

 Bursaries to support education and training,

 Interest free loans to purchase Zonecards for trains, buses, underground and some ferries  Cycle to work Interest free Loans to purchase bicycles and equipment

NHS GREATER GLASGOW AND CLYDE SUMMARY OF TERMS AND CONDITIONS

The terms and conditions of service are those approved and amended from time to time by the National Agenda for Change Terms and Conditions Agreement.

Job Title: Job Reference Number: Closing Date:

Asbestos Compliance Officer

Please ensure you quote the following reference number on your application form and retain it for future reference: 0000039390G

This post closes on 29/09/2015 applications received

after that date may not be processed.

Vacancy Enquires To:

For questions specific to the role (working pattern, duties etc) contact; Moira Boyd 0141 201 1369

AFCBand/Grade : Band 6

Salary: £26302.00 to £35225.00

per annum (pro rata where applicable)

Please note that candidates new to the NHS should expect to start at the

entry point of the payscale shown. Click Here for more information

Hours: 37.50

Base: Queen Elizabeth University Hospital Contract Type: Permanent

Annual Leave:

The basic annual leave entitlement in a full year commencing 1st April to 31st March is 27 Days on appointment rising to 29 Days after five years and 33 Days after 10 years. Leave entiltlement is pro rata where applicable.

Superannuation: All employees are automatically enrolled it the NHS Superannuation Scheme.

Click Here for more information

Confirmation of Eligibility to work in the United Kingdom:

NHSGGC has a legal obligation to ensure that all it’s employees, are legally entitled to work in the United Kingdom. ALL APPLICANTS are required to confirm their right to work in the UK in their application form

Criminal Records Checking

If the advertisement for the post specified a requirement for PVG Scheme membership or a Disclosure Scotland Check you must provide details of any criminal convictions spent and unspent including convictions from overseas in your application form. This information is NOT made available to hiring managers unless you are selected for interview.

Statutory Registration and Professional Membership : Healthcare Support Workers

Jobs that require the post holder to have statutory registration or professional membership will state this within the advertisement or job description. If required

please provide complete and accurate details. The detail you provide will be

confirmed with the relevant regulatory/professional body.

All NHS Scotland postholders that are not governed by a regulatory or professional body are considered to be healthcare support workers. On appointment you will be expected to comply with the new NHS Scotland Mandatory Induction Standards and Code of Conduct for Healthcare Support Workers. Click here for more information

Smoke Free Policy: NHS Greater and Clyde operates a Smoke Free Policy on all premises and

grounds. Click Here for more information

Equal

Opportunities:

NHS Greater Glasgow and Clyde is as an equal opportunities employer.

Agenda For Change Job Description JOB IDENTIFICATION

Job Title: Asbestos Compliance Officer

Responsible to: Asbestos Manager 2. JOB PURPOSE

To support the Asbestos Manager to manage all aspects of built environment asbestos-related statutory compliance and manage associated works in accordance with NHS Greater Glasgow & Clyde’s Asbestos Management Plan, policy and procedures to ensure business continuity, efficiency and safety across the estate.

Responsible for providing a specialist estates service with regard to asbestos compliance to the organisation.

Postholder will ensure compliance with relevant legislation, regulations, codes of practice, technical guidance; assist in developing policies in specialist field and thereafter policy implementation.

Postholder will provide asbestos awareness training, as appropriate; may supervise staff as required.

3. ROLE OF DEPARTMENT

Statutory Compliance is a corporate function managed by the Facilities Directorate, Acute Division. The purpose is to enable a constant awareness and control of statutory compliance issues within the Estates Department.

To this end, all major statutory compliance topics, including Asbestos, are registered within the system, with each topic being addressed in relation to policy and/or procedures, degree of compliance, remedial action and review procedures. The Statutory Compliance system covers all of NHS Greater Glasgow & Clyde Statutory Compliance Registers held within each of the Estates Sectors.

Managerial responsibility for the Compliance System lies with the relevant Sector Estate Managers.

ORGANISATIONAL POSITION

5. SCOPE AND RANGE

The post holder’s direct activities embrace the whole of NHS Greater Glasgow & Clyde’s estate that serves a population of 1.2 million.

The property portfolio includes but is not limited too:

 More than 300 GP Surgeries (General Practitioners)  35 Hospitals of different types

 Dental Services in more than 270 locations  Almost 180 Optician practices

 Over 50 Health Centres and Clinics  More than 300 Pharmacies.

The Facilities Directorate is multi functioning and is responsible for a range of non clinical entities such as Estates service provision, patient and retail catering, domestic services,

portering duties, decontamination services, telecommunication network, procurement of goods and supplies, and linen/laundry services. Almost 5000 staff are employed within the Directorate (approximately 40,000 staff in NHS Greater Glasgow & Clyde in total).

6. MAIN TASKS, DUTIES AND RESPONSIBILITIES

1. To undertake a full and active role in the development and maintenance of NHS GG&C’s asbestos management system through the examination, interpretation and initiation of action on statutory regulations and codes of practice to ensure an asbestos safe environment.

2. To actively participate in the development of policies and procedures relative to Asbestos. 3. To contribute to the maintenance of an accurate Asbestos Register/database and to ensure these are updated in line with any changes made to the physical environment for disseminating asbestos-related information to appropriate stakeholders.

4. To undertake an audit role regarding documents / invoices and contractor activities relative to asbestos property information and remedial works. To review survey information to ensure accuracy of survey findings and the consequent survey reports.

Asbestos Officer [This Post] Director of Facilities

General Manager – Corporate Facilities

Asbestos Manager

NHSGG&C Head of Health & Safety Chief Operating Officer

5. Provide specialist advice in all technical support functions relative to NHS Greater Glasgow & Clyde’s Asbestos risk assessment programmes; undertake Re-inspection Surveys and Priority Assessments of board wide Asbestos Containing Material [ACM] locations, identifying

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6. Oversee works involving survey, analytical and removal consultants/contractors, providing authoritative guidance and project management (as required) throughout all asbestos

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7. Act as facilitator for the procurement of NHS Greater Glasgow & Clyde’s asbestos

works/surveys through producing site summary documents, raising work requests and attending pre and post works site meetings. Prepare specialist technical information and reports to clie representatives on statutory/legal duties relative to Asbestos,

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8. Have a monitoring role to make certain that all NHS Greater Glasgow & Clyde staff and sub contractors are aware of, and comply with the Asbestos Management Policy. To ensure that asbestos-related health and safety incidents or breaches of NHS Greater Glasgow & C Asbestos Management Plan and statutory legisla

im 9

10. Respond to Asbestos incidents in order to provide specialist advice and support, ensuring that asbestos fibre releases are contained and that the Asbestos Manager

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12. The post holder will be expected to unde

specific sbestos-related issues and ensuring that remedial works are carried out timeously.

project tages and effectively deliver within predetermined budgets, timescales and targets.

nt develop solutions to technical roblems and respond to enquiries from other departments.

-lyde ’s tion are accurately documented and

mediately reported to the Asbestos Manager.

. The post holder will be part of a team delivering asbestos-related training.

and all the relevant arties informed immediately and that the asbestos database is updated.

1. Contribute to the maintenance of the asbestos database and the issuing of permits to work. rtake additional duties as required and which are ommensurate with the grade for this post.

post holder must be able to participate in out of hours and public holiday emergency ver.

4. The post holder will be required to access up ladders, plant rooms etc.

5. The post holder must adhere to NHS Greater Glasgow & Clyde’s policies and procedures. 6. The post holder must maintain Patient and Board confidentiality at all times.

c 13. The co 1 1 1

7a. EQUIPMENT AND MACHINERY

The below list includes the typical equipment and/or machinery that is required to be used as

and safety footwear are required to be vehicle for business purposes at all times.

part of the role:

 Computer (either desktop or laptop);  Data Projector (either fixed or portable);

 Digital camera (for investigation/risk assessment purposes);  Personal protective equipment including hard hats

worn when visiting some sites within NHSGG&C;  Access to a

 Ladders 7b. SYSTEMS

The below list includes the typical systems that are required to be used as part of the role: e Estates reporting tools and software systems including Shine asbestos database.

 Microsoft office software including outlook, word, excel and powerpoint.  NHS Scotland / NHS Greater Glasgow & Clyd

8. DECISIONS AND JUDGEMENTS

The Post Holder will work autonomously and work to agreed guidelines set out by the As Manager. The postholder will be capable of making sound decisions on a daily basis for asbestos projects making p

bestos rofessional judgements and decisions, providing advice and

uidance to other parties.

n order to deliver each stage of a range of projects alancing a range of diverse requirements.

eet e Asbestos Manager where appropriate, ensuring gislative compliance and best value.

s, risk ssessments and the standard of work carried out by contractors or consultants.

nsure that ACM’s are inspected as required and that the asbestos register is kept up to date. maintain an up to date awareness of the law in relation to g

The postholder must manage the workload i b

The postholder will negotiate with contractors and decide on the allocation of resources to m requirements of workload, referring to th

le

The post holder will be required to approve and audit quality of method statement a

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The post holder will be expected to management of asbestos at work.

9. COMMUNICATIONS AND RELATIONSHIPS

Excellent communication and strong technical knowledge are required for the training of staff and liaison with NHS GG&C staff, patients or members of the public relating to asbestos iss The nature of communication will vary depending on the circumstances and risk. This may include briefing or communicating complex information to a range of NHSGG&C staff, and providing information on matters relating to asbe

ues.

stos, including interpreting legislation and etailed and/or complex technical information.

sbestos project consultation with estates teams, project managers, and board wide services.

, risk d

The postholder will ensure good working relations and communications with Estates and Buildings, and all relevant stakeholders. Overseeing the work activities of each a

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The mediums of communication used will include:

 verbal, including training, briefings, meetings, advice, information seeking;  written/electronic, including emails, memo’s, action plans, detailed reports

assessment preparation, investigation reports and formal presentations.

10. PHYSICAL, MENTAL, EMOTIONAL AND ENVIRONMENTAL DEMANDS OF THE JOB The below points describe the physical, mental, emotional and environmental demands of the

le ro

There is frequent requirement for sitting or standing in a restricted position for a substantial

ces including wards, plant rooms, etc;

ravel throughout Board locations will be required.

portion of the working day e.g. sitting at a computer for extended time periods; Entering confined space and working at height while carrying out assessments; Accessing/inspecting all areas of the site is integral to the role and may include ascending/descending stairs, and entering a range of spa

basements, roof access areas and confined spaces T

Mental demands:

Frequent requirement for prolonged concentration e.g. investigation and report writing,

, interpretation of ced if /regulations are flouted to a degree where danger to persons or property is

npredictable work pattern that is driven by changing priorities.

interpretation and presentation of information, technical data, systems monitoring; Regular requirement for short periods of intense concentration for report writing legislation, problem solving and analysis, and examination of critical incidents;

The ability to make instant decisions and assessments is required to be made and enfor precautions

perceived; U

Emotional demands:

Exposure to all Patient areas including those that could cause distress such as neo natal areas, hildren wards, Accident and Emergency areas.

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Environmental demands:

Potential exposure to hazards/irritants which can include asbestos, dust, high temperatures, and biological agents;

he potential to be a ‘lone worker’ within an area. healthcare (clinical) waste, hazardous substances, T

11. MOST CHALLENGING/DIFFICULT PARTS OF THE JOB

The workload is reactive and proactive so planning is essential to ensure business continuity is aintained.

practical effective solutions to a variety of roblems, often with large financial consequences.

tential solutions to enable m

The scope of the post demands an ability to provide p

Proactively advise the Asbestos Manager of problems and po informed decision making to minimise impact on the Estate.

12, KNOWLEDGE, TRAINING AND EXPERIENCE REQUIRED TO DO THE JOB Knowledge/Qualifications

ssential:

relevant industry experience to conduct role effectively or relevant experience as rty legislation,

of current regulations in relation to Asbestos and associated s and procedures relating to asbestos E

Educated to Degree level in a scientific/environmental/building/project management related discipline with specialist knowledge acquired through courses & experience, or equivalent. BOHS Modules P402 and P405 or S301 with surveying experience of a varied building portfolio and equivalent

a duty-holder.

A sound understanding of building construction health and safety, prope building/CDM regulations and codes of practice in respect of Asbestos Comprehensive understanding

ACOPs and HSE Guidance.

delivering programmes within defined timescales. Undertake c

Desirable:

Health and Safety qualification .i.e. NEBOSH

ontinued personal and professional development.

National Certificate or equivalent. ted background. OHS modules P403 / P404. Building/Construction rela Duty-holder experience. B Skills Essential:

Highly organised with the ability to mana High level numeracy and litera

Excellent interpersonal skills.

Have the initiative to achieve successful outcomes in complex circumstances Sound problem an

identify solutions. Be able to co procedures.

Problem solving capability.

Highly motivated and be able to work independently.

Well developed presentation skills with the capacity to deliver meaningful training. Ability to react to emergencies and be capable of lea

ge a range of complex projects simultaneously. cy skills.

d decision–making skills with the ability to investigate, diagnose problems and ntribute to revisions of comprehensive documentation including policies and

ding and co-ordinating an effective velop electronic record keeping systems. bility to provide guidance & advice to colleagues.

response to ensure minimal disruption to business. Excellent IT skills with the ability to maintain and de A

Experience

ce , s from a diverse range of uses.

of project managing asbestos related works. Experien e of providing asbestos awareness training. Essential:

Evidence of progression and development gained through 5-6 years relevant work experien within a similar consultancy or compliance role; to include asbestos management surveys method statements, risk assessments, analytical project management and report writing. Evidence of experience of asbestos management within building

construction eras, designs, environments and operational Experience

Desirable: c

The post holder is expected at all times to practice competencies that demonstrate insight, understanding and mutual respect of patients families, carers and work colleagues. Whether in a clinical or non clinical role the post holder is expected at all times to be an exem person centred care, embracing their Code of Conduct to a hi

, their plar of gh

tandard as part of an integrated health professional team. s